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Recruitment process at Bharti Airtel

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  • 1. INTRODUCTION Human resources are a term used to describe the individuals who comprise theworkforce of an organization.The use of the term human resources by organizations to describethe workforce capacity available to devote to the achievement of its strategies has drawn uponconcepts developed in Organizational Psychology.Human Resources may set strategies and develop policies, standards, systems, and processes thatimplement these strategies in a whole range of areas. The following are typical of a wide range oforganizations: Recruitment, selection, and outsourcing Organizational design and development Business transformation and change management Performance, conduct and behavior management Industrial and employee relations Human resources workforce analysis Compensation, rewards, and benefits management Training and development. Recruitment forms a major part of an organizations overall resourcing strategies, whichidentify and secure people needed for the organization to survive and succeed in the short tomedium-term. Recruitment activities need to be responsive to the ever-increasingly competitivemarket to secure suitably qualified and capable recruits at all levels. 1
  • 2. To be effective these initiatives need to include how and when to source the bestrecruits internally or externally. Recruitment refers to the process of attracting, screening, andselecting qualified people for a job at an organization. Selection may be defined as the process by which the organization chooses fromamong the applicants, those people whom they feel would best meet the job requirement,considering current environmental condition. The data has been collected by using questionnaire and it has been analyzed. Analysisof data in a general way involves a number of closely related operation that are performed withthe purpose of summarizing the collected data and organizing them in such a manner that answerthe research questions. FACTORS INFLUENCING RECRUITMENT Strategic plans:The steps most commonly used in developing an HR strategy: Setting the strategic direction Designing the Human Resource Management System Planning the total workforce Generating the required human resources Investing in human resource development and performance Assessing and sustaining organizational competence and performance. Organizational policies: Basic Overviews of Human Resource Management Getting the Best Employees Paying Employees (and Providing Benefits) Training Employees Ensuring Compliance to Regulations 2
  • 3.  Ensuring Safe Work Environments Sustaining High-Performing Employees. Recruitment Criteria: Technical criteria, i.e. know-how, professional skills, and experience in your field. The candidate‟s personality and charisma are the most influential criteria in the process of recruitment in France. Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary SOURCES OF RECRUITMENTBefore an organization begin recruiting applicants, it should consider the most likely source of thetype of employee it needs. Some companies try to develop new sources, while most only tacklethe existing sources they have. These sources accordingly, may be termed as internal and external.INTERNAL SOURCES: As a conscious focus of the organization to nurture high potential talents by providing themsuitable career growth opportunities within the organization, efforts would always be made to fillin specific vacancies from its existing human resource pool and this is known as internal sources. The entire process would be done through job posting (IJP) and communication includingthe job profile, candidate profile, eligibility (who can apply), application deadline etc. would bemade available by the HR. Employees possessing necessary skills, knowledge, and experience matching with thoserequired for the job may apply through the appropriate communication channels as prescribed inthe IJP. Promotions:The process of elevating a person to higher level job is what is known as promotion. Transfers: 3
  • 4. Transfer of an employee may be either from one section to another or from one department to another. Job rotation: Moving an employee to get specialized in various posts of the organization. Re-employment of ex-employees: Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.The use of an internal source paves way for the following merits: It improves the morale of employees, for they are assured of the fact they would be preferred to outsiders when vacancies occur. The employer is in a better position to evaluate those presently employed than outside candidates. This is because the company maintains a record of the progress, experience and service of employees security and opportunities for advancement. As a person in the employment of the company, are fully aware of and well acquainted with its policies and know its operating procedure they require little training and the chances are that they would stay longer in the employment of the organization than a new outsider would. It is less costly than going outside to recruit.However this sources suffer from the following defects: It often leads to inbreeding and discourages new person from entering an organization. There are possibilities that the internal sources may dry up and it may be difficult to find the requisite personnel within an organization. As promotion is based on seniority, the danger is that really capable hands may not be chosen. 4
  • 5. The likes, dislikes and personal biases of the management may also play an important role in the selection of the personnel.EXTERNAL SOURCES :External sources of recruitment have to be solicited from outside the organization. Externalsources are external to a concern. But it involves lot of time and money. The external sources ofrecruitment include – Employment at factory gate, advertisements, employment exchanges,employment agencies, educational institutes, labor contractors, recommendations etc.o Employment at Factory Level – This a source of external recruitment in which theapplications for vacancies are presented on bulletin boards outside the Factory or at the Gate. Thiskind of recruitment is applicable generally where factory workers are to be appointed. There arepeople who keep on soliciting jobs from one place to another. These applicants are called asunsolicited applicants. These types of workers apply on their own for their job. For this kind ofrecruitment workers have a tendency to shift from one factory to another and therefore they arecalled as “badli” workers.o Advertisement – It is an external source which has got an important place in recruitmentprocedure. The biggest advantage of advertisement is that it covers a wide area of market andscattered applicants can get information from advertisements. Medium used is Newspapers andTelevision.o Employment Exchanges– There are certain Employment exchanges which are run bygovernment. Most of the government undertakings and concerns employ people through suchexchanges. Now-a-days recruitment in government agencies has become compulsory throughemployment exchange.o Employment Agencies – There are certain professional organizations which look towardsrecruitment and employment of people, i.e. these private agencies run by private individualssupply required manpower to needy concerns. 5
  • 6. Using the external sources as a recruitment tool gives the following merits:1. It provides the requisite type of personnel for an organization, gives skilled training and education up to the required standard.2. Since persons are recruited from a large market the best selection can be made without any discrimination of caste, sex and color.3. The cost of the employees will be minimized because candidates selected in this method will be placed in the minimum pay scale.4. The entry of new persons with varied expansion and talent will help in human resource mix.5. It also helps in bringing new ideas, better techniques and improved methods to the organization.Demerits of using the external sources method:1. It is more expensive and time consuming to recruit people from outside. Detailed screening is necessary to know about the candidate.2. The employees being unfamiliar with the organization, their orientation and training is necessary.3. If higher level jobs are filled from external sources, motivation and loyalty of existing staff are affected.PREREQUISITES OF GOVERNMENT POLICY:1. It should be in conformity with its general personnel policies.2. It should be flexible enough to meet the changing needs of an organization.3. It should be so designed as to ensure employment opportunities for its employees on a long term basis.4. It should match the qualities of employees with the requirements of the work for which they are employed. 6
  • 7. 5. It should highlight the necessity of establishing job analysis.6. STEPS IN RECRUITMENT PROCESS PERSONN RECRUITI SELECTIN PLACING EL NG G NEW HUMAN NEEDED QUALIFIE EMPLOYE RESOURC PERSONN D ES ON E EL PERSONN JOB PLANNIN EL G DEVELOP SEARCH EVELUAT ING FOR E SOURCES POTENTI RECRUITI OF AL NG POTENTI EMPLOYE EFFECTIVE NES AL ES EMPLOYE UPGRADIN ES GIN SAME PERSONNE POSITION L RESEARCH INTERNAL TRANSFER SOURCES RING TO NEW JOB JOB POSITING PROMOTIN G HIGHER RESPONSIB ILITIES EMPLOYEE EXTERNAL REFERRAL SOURCES S ADVERTISI EVALUATI NG NG FOR SELECTION SCOUTING 7
  • 8. SELECTION PROCESSDefinition of selection: According to Dale,” selection may be defined as the process by which the organizationchooses from among the applicants, those people whom they feel would best meet the jobrequirement, considering current environmental condition”.Factors influencing selection process:1. Nature of the organization2. Nature of the labor market3. Union requirements4. Government requirements5. Composition of the labor force6. Location of the organization.Steps in selection procedure: Receiving application The candidates may be asked to submit their applications together with their bio data on a plain paper. Preliminary interview The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job. Application blank The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars. 8
  • 9. TestsA test is a sample measurement of a candidate‟s ability and interest for the job. Final interview An interview is a face to face oral examination of a candidate by an employer. Back ground verification The background verification is done to check the honesty and integrity of the candidate. Final selectionIf the employer is satisfied with the candidate, then the selection will be made. Physical examination It is important that a person selected for the job must also be medically fit to perform it. Placement If the employer is satisfied with the medical report of the candidate, he may place in the concern. 9
  • 10. SELECTION PROCESSRECEPTIONS OF APPLICATIONS PRELIMINARY INTERVIEW APPLICATION BANK PSYCHOLOGICAL TESTS INTERVIEW BACKGROUND INVESTIGATION WAITING LIST OF DESIRABLE APLLICANTS FINAL SELECTION BY INTERVIEWERS PHYSICAL EXAMINATION NEGATIVE DECISION PLACEMENT 10
  • 11. NEED OF THE STUDYIn today‟s fast changing world, recruiting right candidate for the right job is very muchneeded for the organization to achieve their goal sets and it vary from one to another. It isthus important for me to understand, analyse the concept of recruitment and selection processand its effectiveness in the current organization.STATEMENT OF THE PROBLEMThe problem which I identified, is that the Recruitment and selection process possess certainissues likeKerala and Tamilnadu circle were the only ones for which the recruitment processwas done for entire other circles, and also i t involves the organization system to bedeveloped for implementing recruitment program and procedures to the employed and theproper training program should be conducted on monthly bases to improve the employeesskills and feedback should be collected for future reference.. 11
  • 12. 12
  • 13. COMPANY PROFILE Telecom giant BhartiAirtel is the flagship company of Bharti Enterprises. TheBhartiGroup, has a diverse business portfolio and has created global brands in thetelecommunication sector. Bharti has recently forayed into retail business as Bharti Retail Pvt.Ltd. under a MoU with Wal-Mart for the cash & carry business. It has successfully launched aninternational venture with EL Rothschild Group to export fresh agri products exclusively tomarkets in Europe and USA and has launched Bharti AXA Life Insurance Company Ltd under ajoint venture with AXA, world leader in financial protection and wealth management. BHARTI AIRTEL LTD started in July 7 1995.Its head quarters is at Delhi. In 1998company started their first land line operation. Airtel is the name of their brand. AIRTEL standsfor Affectionate, Interested, Respectful, Tolerant, Energetic and loving .Their logo is “Think freshDeliver More”. Their first company is Bharti Cellular Limited under the brand name of Airtel.Another one is Bharti Tele Sonic Ltd under the brand name of India One. Then Bharti Tele NetLtd under the brand name of Touch Net. Another one is Bharti broad band Ltd under the brandname of Manthra Online. The companies BhartiTelenet Ltd and Bharti Broadband Ltd combinedtogether and form Bharti Broadband and Teleservices Ltd. After sometime the companiesBhartiTelesonic Ltd and Bharti Broadband and Teleservices Ltd combined together and formBhartiInfotel Ltd. In 13th September 2004 all the four companies combined together and form BhartiAIRTEL Ltd. Bharti Airtel is one of Indias leading private sector providers of telecommunicationsservices with more than 79 million subscribers as of November 2008. Bhartiairtel limited is a leading global telecommunications company with operationsin 19 countries across Asia and Africa. The company offers mobile voice & data services,fixed line, high speed broadband, IPTV, DTH, turnkey telecom solutions for enterprises andnational & international long distance services to carriers. Bhartiairtel has been rankedamong the six best performing technology companies in the world by business week.Bhartiairtel had 200 million customers across its operations. 13
  • 14. Airtel was born free, a force unleashed into the market with a relentless andunwavering determination to succeed. A spirit charged with energy, creativity and a teamdriven “to seize the day” with an ambition to become the most admired telecom serviceprovider globally. Airtel, in just ten years of operations, rose to the pinnacle of achievementand continues to lead.As Indias leading telecommunications company, Airtel brand has played the role of a majorcatalyst in Indias reforms, contributing to its economic resurgence.Today it touch peopleslives with their Mobile services, Telemedia services, to connecting Indias leading 1000+corporates. They also connect Indians living in USA, UK and Canada with their callhomeservice.Our Vision & Promise :By 2015 airtel will be the most loved brand, enriching the lives of millions. " Enriching lives means putting the customer at the heart of everything we do. Wewill meet their needs based on our deep understanding of their ambitions, wherever theyare. By having this focus we will enrich our own lives and those of our other keystakeholders. Only then will we be thought of as exciting, innovation, on their side and atruly world class company." Airtel comes to you from BhartiAirtel Limited, India‟s largest integrated and the firstprivate telecom services provider with a footprint in all the 23 telecom circles. BhartiAirtel sinceits inception has been at the forefront of technology and has steered the course of the telecomsector in the country with its world class products and services. The businesses at BhartiAirtelhave been structured into three individual strategic business units (SBU‟s) – 1. Mobile Services 2. Airtel Tele media Services 3. Enterprise Services. 14
  • 15. Airtel provides GSM mobile services in all the 22 telecom circles in India, Srilanka,Bangladesh and now in 16 countries of Africa.Providestelemedia services (fixed line andbroadband services through DSL) in 87 cities in India. Provides an integrated suite of Enterprisesolutions, in addition to providing long distance connectivity both Nationally andInternationally.Airtel has won the „Most Preferred Cellular Service Provider Brand‟ award at theCNBC Awaaz Consumer Awards in Mumbai. This is 6th year in a row that airtel has won theaward in this category. Businessworld CSR award was instituted in 1999 to recognize exemplaryresponsible business practices by the Indian industry.Recruitment Process of BhartiAirtel Limited KTN circle – Mobility Unit 15
  • 16. Man Power Planning Identification of Vacancies Sourcing of CandidatesRejection ofCandidate Screening of Profiles Selection of Candidate Assessment test, Line - Staff Manager Interviews and Hr Round Offer & Acceptance Onboarding of the New Hire 16
  • 17. ORGANIZATION STRUCTURE 17
  • 18. INDUSTRY PROFILE The Indian Telecommunications network is the third largest in the world and thesecond largest among the emerging economies of Asia. Today, it is the fastest growingmarket in the world. The telecommunication sector continued to register significant successduring the year and has emerged as one of the key sectors responsible for India‟s resurgentIndia‟s economic growth. This rapid growth has been possible due to various proactive andpositive decisions of the Government and contribution of both by the public and the privatesector. The rapid strides in the telecom sector have been facilitated by liberal policies of theGovernment that provide easy market access for telecom equipment and a fair regulatoryframework for offering telecom services to the Indian consumers at affordable prices. It has also undergone a substantial change in terms of mobile versus fixed phones andpublic versus private participation. The preference for use of wireless phones has also beenpredominant in the sector. Participation of the private entities in the telecom sector is rapidlyincreasing rate there by presenting the enormous growth opportunities. There is a cleardistinction between theGlobal Satellite Mobile Communication (GSM) and Code DivisionMultiple Access (CDMA)technologies used and the graph below shows the divide between the two. With increasing penetration of the wireless services, the wire line services in thecountry is becoming stagnant. On the other hand, Broadband demand has picked up andpromises to stabilise fixed line growth. In terms of the Global System for MobileCommunication (GSM) subscriber base this now places India third after China and Russia.China had 401.7 million GSM subscribers CDMA technology was introduced in India as alimited mobility solution. The introduction of CDMA services has created competition, lowered tariffs andoffered many citizens access to communication services for the first time Internet serviceswere launched in India on August 15, 1995. In November 1998the government opened up thesector to private operators. A liberal licensing regime was put in place to increase Internetpenetration across the country. The growth of IP telephony or grey market is also a seriousconcern. 18
  • 19. Government loses revenue, while unlicensed operation by certain operators violatesthe law and depletes licensed operators market share. New services like IP-TV and IP-Telephony are becoming popular with the demand likely to increase in coming years. Thescope of services under existing ISP license conditions are unclear. Rising demand for a widerange of telecom equipment, particularly in the area of mobile telecommunication, hasprovided excellent opportunities to domestic and foreign investors in the manufacturingsector. The last two years saw many renowned telecom companies setting up theirmanufacturing base in India. Ericsson has set up GSM Radio Base Station Manufacturingfacility in Jaipur. Elcoteq has set up handset manufacturing facilities in Bangalore. Nokia setup its manufacturing plant in Chennai. LG Electronics set up plant of manufacturing GSMmobile phones near Pune. The Government has already set up Telecom Equipment andServices Export Promotion Forum and Telecom Testing and Security Certification Centre(TETC). A large number of companies like Alcatel, Cisco have also shown interest in settingup their R&D centers in India. With above initiatives India is expected to be a manufacturinghub for the telecom equipment. 19
  • 20. OBJECTIVES PRIMARY OBJECTIVE To find the effectiveness of Recruitment and selection process in BharthiAirtel LimitedSECONDARY OBJECTIVE To know the recruitment policy. To know the selection process and impact on job satisfication. To identify the source through which candidate are successfully recruited. To develop and maintain procedures which will assist in ensuring the appointment of the most suitable candidate 20
  • 21. REVIEW OF LITERATUREChapman and Webster(2003) in their survey research on the use of technologies inrecruiting, screening, and selection processes for job candidates conducted in USAfound that most organizations implemented technology based recruitment andselection tools to improve efficiency, reduce costs, and expand the applicant pool.The meta-analysis of the research conducted by chapman, uggersler, carroll,piasentin& Jones (2005) concluded that timely responses from HR managers werelinked to greater applicant attraction to a job with an organisation.According to Robins, in his study revealed that, “The ideal recruitment effort willattract a large number of qualified applicants who will take the job if it is offered. Sorecruiting is a process of discovering the potential candidates for actual organizationalvacancies”.Robert (2005), in his study titled, “Strategic HR Review, 2004”, states that successfulrecruitment and selection can improve organisation performance”.Bowen, et al(1991), in his study examined “that integrated recruitment and selectionprocess helps recruiters to choose the candidates to fit the characteristics of anorganisation culture”Beardwell, et al(2003) in his study examined that, “Selection is carried out byorganisations as a means of candidates potential and actual performance and theintake of employees will make the most appropriate contribution to organisation-nowand in future”. 21
  • 22. RESEARCH METHODOLOGYThis chapter describes the research methodology adopted by the researcher for the purpose ofthe study.„Research methodology‟ is a way to systematically solve the research problem. It is ascience of studying how research is done scientifically. In it, we study the various steps thatare generally adopted by a researcher in studying his/her research problem along with thelogic behind them.It includes: Research Design Data Collection Data AnalysisRESEARCH DESIGN Descriptive Research has been used, which involves surveys and fact findings ofdifferent kinds. The major purpose of descriptive research is the description of the state ofaffairs, as it exists at present. The main characteristics of this method are that the researcherhas no control over the variable, he can only report what has happened or what is happening.SAMPLING SIZEThe sampling size for the study was 100 employees from various departments. It includesHR,Finance, Sales, and operations.SAMPLING METHODThe sampling technique adopted for the study is Stratified Random sampling.A method ofsampling that involves the division of a population into smaller groups known as strata. Instratified random sampling, the strata are formed based on members shared attributes orcharacteristics. A random sample from each stratum is taken in a number proportional to thestratums size when compared to the population. These subsets of the strata are then pooled to 22
  • 23. form a random sample. So, in my study I have taken four departments each 25% of them anddone the sample method.QUESTIONNAIRE DESIGN The questionnaire to study the effectiveness of recruitment and selectionprocess consists of both open and close ended questionsThe researcher used Questionnairemethod for the purpose of collecting data. “A Questionnaire is a list of questions sent to anumber of persons for them to answer. It secures standardized results that can be tabulatedand calculated.” The questionnaire were passed to various departments like HR, Marketing,Finance, Operations, etcMETHOD OF DATA COLLECTIONThe source of information is generally classified as primary and secondary.PRIMARY DATA Primary data refers to information that is generated to meet the specific requirementof the investigation at hand. The primary data will be collected through the questionnairefrom the employees of BharthiAirtel limited.SECONDARY DATA Secondary data is information that is collected for the purpose other than to solve thespecific problem under investigation. The secondary sources of data collection wereinformation obtained from books, magazines, websites and articles on the topic etc. In thestudy, the researcher would use the secondary data to supplement the primary data. 23
  • 24. SCOPE OF THE STUDYTo understand the various sources of recruitment provided in the organization.It helps to analyze the recruitment policy of the organization.It enables us to evaluate the effectiveness of different recruiting techniques andsources for all types of job applicants in the organization. 24
  • 25. DATA ANALYSIS AND INTERPRETATIONThe purpose of every research is to conduct a survey in order to validate the assumptions ofthe study on the basis of the data collected. A respondent survey is conducted in the form ofstructured questionnaire, which becomes the data for the study. This data is in raw formunless it is analysed and interpreted to present the main findings. This chapter deals with statistical analysis and interpretation of the datacollected through research with the aid of structured questionnaire. Analysis refers tostudying the data collected in terms of statistical numbers and interpretation refers tounderstanding the implication of the statistical finding. The Researcher had collected data from the employees of BharthiAirtelinChennai to study their recruitment and selection process. The results are represented withTables and charts.. 25
  • 26. TABLE-1DESIGNATION OF EMPLOYEES IN AIRTEL DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%) Executive 20 20 Senior Executive 25 25 Business Analyst 10 10 Assistant Manager 10 10 Manager 35 35 Total 100 100SOURCE:Through Primary dataINFERENCEFrom the above information, 20% of the respondents are executive level, 25% of therespondents are senior executive level, 10% of the respondents are business analyst, 10% ofthe respondents are assistant manager level and around 35% of the respondents are managercadger. 26
  • 27. CHART-1DESIGNATION OF EMPLOYEES IN AIRTEL 35 35 30 25 25 20 20 Executive 15 Senior Executive 10 10 10 Business Analyst 5 Assistant Manager 0 Manager Executive Senior Business Executive Assistant Analyst Manager Manager 27
  • 28. TABLE-2 GENDER OF THE EMPLOYEES IN AIRTEL GENDER NO. OF RESPONDENTS PERCENTAGE (%) Male 62 62 Female 38 38 Total 100 100SOURCE:Through Primary dataINFERENCE: From the above given information, 62% of employees are male, 38% are female. 28
  • 29. CHART -2 GENDER OF THE EMPLOYEES IN AIRTEL70 626050 3840 Male Female302010 0 Male Female 29
  • 30. TABLE-3 EMPLOYEES AGE GROUP IN AIRTEL PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) 21-30 years 40 40 31-40 years 30 30 41-50 years 20 20 Above 50 10 10 Total 100 100SOURCE:Through Primary dataINFERENCE: From the above given information, 40% of employees belongs to the age group of21-30 years, 30% of employees are 31-40 years, 20% of employees are 41-50 years. 30
  • 31. CHART -3 EMPLOYEES AGE GROUP IN AIRTEL 4040 303020 20 21-30 years 31-40 years10 10 41-50 years 0 Above 50 years 21-30 31-40 years 41-50 years Above 50 years years 31
  • 32. TABLE-4EXPERIENCE OF EMPLOYEES IN AIRTEL EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%) Below 3 years 45 45 5 to 10 years 36 36 10 to 15 years 12 12 Above 15 years 7 7 Total 100 100SOURCE:Through Primary data INFERENCEFrom the above information, 45% of the respondents says that they have below 3 years ofexperience, 36% of the respondents says that they have 5 to 10 years of experience, 12% ofthe respondents says that they have 10 to 15 years of experience and around 7% of therespondents says that they have above 15 years of experience. 32
  • 33. CHART-4EXPERIENCE OF EMPLOYEES IN AIRTEL 50 45 40 36 30 Below 3 years 20 5 to 10 years 12 10 10 to 15 years 7 0 Above 15 years Below 3 5 to 10 years 10 to 15 years Above 15 years years 33
  • 34. TABLE -5 THE RECRUITMENT SYSTEM IN AIRTEL RESPONSE NO. OF RESPONDENTS PERCENTAGE (%) Highly satisfied 20 20 Satisfied 70 70 Neutral 10 10 Dissatisfied 0 0 Highly Dissatisfied 0 0 Total 100 100SOURCE:Through Primary dataINFERENCE: 70% of the respondents satisfied with the recruitment system in Airtel, 20% of therespondents are highly satisfied, 10% of them are in a neutral state. 34
  • 35. CHART -5 THE RECRUITMENT SYSTEM IN AIRTEL706050 Highly satisfied40 Satisfied Neutral30 Dissatisfied Highly dissatisfied2010 0 Highly Satisfied Neutral Dissatisfied Highly satisfied dissatisfied 35
  • 36. TABLE-6 INTERVIEW PROCESS IN AIRTEL RESPONSE NO. OF RESPONDENTS PERCENTAGE (%) Yes 85 85 No 15 15 Total 100 100SOURCE:Through Primary dataINFERENCE: 85% of the respondents are agree with the interview process in aitrl and around 15%of them don‟t agree with the interview process 36
  • 37. CHART -6 INTERVIEW PROCESS IN AIRTEL9080706050 Yes40 No302010 0 Yes No 37
  • 38. TABLE-7 CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS RESPONSE NO. OF RESPONDENTS PERCENTAGE (%) Yes 86 86 No 14 14 Total 100 100SOURCE:Through Primary dataINFERENCE: 86% of the respondents feels that the position objectives is defined clearly duringthe recruitment process, and 14% of the respondents feels that it is not clearly defined. 38
  • 39. CHART -7CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS 14 86 Yes No 39
  • 40. TABLE -8 REVISION OF RECRUITMENT POLICY FREQUENCY OF NO. OF RESPONDENTS PERCENTAGE (%) REVISION Very often 6 6 Often 14 14 Sometimes 22 22 Only when need occurs 58 58 Total 100 100SOURCE:Through Primary dataINFERENCE: 58% of the respondents says that recruitment policy are being evaluated andrevised only when need occurs,22% of the respondents says that recruitment policy are beingevaluated and revised only at sometimes, and 14% says it occurs often and remainingrespondents says that recruitment policy are evaluated and revised often to the statement. 40
  • 41. CHART -8 REVISION OF RECRUITMENT POLICY 58605040 Very often30 Often 22 Sometimes20 Only when need occurs 1410 6 0 Very often Often Sometimes Only when need occurs 41
  • 42. TABLE-9 RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF THE COMPANY RESPONSE NO. OF RESPONDENTS PERCENTAGE (%) Yes 73 73 No 27 27SOURCE:Through Primary dataINFERENCE: 73% of the respondents says that the company‟s recruitment policy is helpful inachieving the goals of the company, whereas 27% of respondents says that it does not helpfulin companies recruitment policy in achieving their goals to the statement. 42
  • 43. CHART -9 RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF THE COMPANY 738070605040 27 Yes30 No2010 0 Yes No 43
  • 44. TABLE-10 SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED VACANCY RESPONSE NO. OF RESPONDENTS PERCENTAGE (%) Highly satisfied 54 54 Satisfied 35 35 Neutral 10 10 Dissatisfied 1 1 Highly Dissatisfied 0 0 Total 100 100SOURCE:Through Primary dataINFERENCE: 54% of the respondents highly satisfied with the job description given to the requiredvacancy, and 35% of the respondents are satisfied and 10% of the respondents are neutrallysatisfied with the job description given to the required vacancy and remaining 1% of therespondents are dissatisfied to the statement. 44
  • 45. CHART -10SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED VACANCY 60 54 50 40 35 Highly satisfied 30 Satisfied Neutral 20 Dissatisfied Highly dissatisfied 10 10 1 0 0 45
  • 46. TABLE -11 OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF RECRUITMENT PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Highly satisfied 22 22 Satisfied 60 60 Neutral 12 12 Dissatisfied 4 4 Highly dissatisfied 2 2 Total 100 100SOURCE:Through Primary dataINFERENCE: 22% of the respondent states that they are highly satisfied with the consultantsinvolving in the process of recruitment and 60% of the respondents are satisfied and 12% ofthe respondents felt neutral and remaining 4% of the respondents are dissatisfied andhowever around 2% of the respondents are highly dissatisfied with the consultants who areinvolved in the recruitment process. 46
  • 47. CHART -11 OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF RECRUITMENT 60605040 Highly satisfied Satisfied30 Neutral 22 Dissatisfied20 Highly dissatisfied 1210 4 20 Highly Satisfied Neutral Dissatisfied Highly satisfied dissatisfied 47
  • 48. TABLE-12 PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%) Written test 30 30 Technical Skill 40 40 Group Discussion 10 10 HR Round 20 20 Total 100 100SOURCE:Through Primary dataINFERENCE 30% of the respondents gave priority to written test conducted, and 40% of therespondents gave priority to Technical Skill, whereas 10% of the respondents gave priority toGroup Discussion round and around 20% of the respondents states that they gave priority toHR Round to the statement. 48
  • 49. CHART -12 PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED40 3535 303025 Written Test 2020 Technical Round Group discussion15 HR Round Video con 1010 5 5 0 Written Technical Group HR Round Video con Test Round discussion 49
  • 50. TABLE-13 RECRUITMENT OF MORE NUMBER OF CANDIDATES PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Sales 55 55 HR 10 10 Finance 15 15 Operations 20 20 Total 100 100SOURCE:Through Primary dataINFERENCE 55% of the respondent states that the company recruit more candidates on sales,10% of the respondents says company recruit more candidates on Human Resource andwhereas 15% of the respondents says that company recruit more candidate on Financedepartment and remaining 20% of them or chosen for operation department. 50
  • 51. CHART -13 RECRUITMENT OF MORE NUMBER OF CANDIDATES60 555040 Sales30 HR Finance 20 Operations20 15 1010 0 Sales HR Finance Operations 51
  • 52. TABLE-14MODE OF ENTRY INTO ORGANIZATION MODE NO. OF RESPONDENTS PERCENTAGE (%) Employee Referral 42 42 Campus Recruitment 28 28 Recruitment agencies 30 30 Others 0 0 Total 100 100SOURCE:Through Primary dataINFERENCE 42% of the respondents are recruited through Employee Referral, 28% of therespondents recruited through Campus Recruitment and remaining 30% of them are recruitedthrough Recruitment agencies to the statement. 52
  • 53. CHART -14MODE OF ENTRY INTO ORGANIZATION 45 42 40 35 30 30 28 Employee Referral 25 Campus Recruitment 20 Recruitment agencies others 15 10 5 0 0 Employee Campus Recruitment others Referral Recruitment agencies 53
  • 54. TABLE-15 OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF RECRUITMENT PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Highly satisfied 34 34 Satisfied 40 40 Neutral 21 21 Dissatisfied 3 3 Highly Dissatisfied 2 2 Total 100 100SOURCE:Through Primary dataINFERENCE 34% of the respondents are highly satisfied with the test conducted, 40% of therespondents are satisfied with the selection test, 21% of them are in neutral and 3% of therespondents are totally dissatisfied, and remaining 2% of the respondents are highlydissatisfied with the selection test. 54
  • 55. CHART -15OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF RECRUITMENT 40 40 34 35 30 25 21 Highly satisfied 20 Satisfied 15 Neutral Dissatisfied 10 Highly dissatisfied 5 3 2 0 55
  • 56. TABLE-16 WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE OF CANDIDATES WEBSITES NO. OF RESPONDENTS PERCENTAGE (%) Naukri 42 42 Monster 31 31 Times Job 15 15 Shine 12 12 Total 100 100SOURCE:Through Primary dataINFERENCE 42% of the respondents feels that the company is using Naukri for taking thereference of candidate,31% of the respondents feels that the company is using Monster andwhereas about 15% of them are taken through Times job and around 12% of them throughshine. 56
  • 57. CHART -16 WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE OF CANDIDATES45 424035 3130 Naukri25 Monster20 Times job 15 Shine15 1210 5 0 Naukri Monster Times job Shine 57
  • 58. TABLE-17 CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE SCREENED OUT PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Group Discussion 10 10 Aptitude 44 44 Technical Skill 20 20 HR Round 26 26 Total 100 100SOURCE:Through Primary dataINFERENCE 10% of the respondents says that most of the candidates are screened out throughGroup discussion, 44% of the respondents says that most of the candidates are screened outthrough Aptitude, 20% of the respondents says that most of the candidates are screened outthrough Technical Round and whereas remaining 26% of the respondents are screened outthrough HR Round. CHART -17 58
  • 59. CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE SCREENED OUT 44 45 40 35 30 25 26 Group Discussion 20 20 15 Aptitude 10 10 Technical skill 5 HR Round 0 Group Aptitude Discussion Technical HR Round skill TABLE-18 59
  • 60. SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES FOR DIFFERENT POSITION PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Job Rotation 15 15 Consultancy 25 25 Advertisement 5 5 Employee Referral 20 20 Campus Interview 35 35 Total 100 100SOURCE:Through Primary dataINFERENCE 15% of the respondents states that through Job Rotation only the company can set the bestsuitable candidates for different position, 25% of the respondents states that only through Consultancythe company will get best suitable candidates for different position, 5% of the respondents says thatonly through Advertisement the company gets the best suitable candidates for different position, andwhereas 20% are through Employee Referral and around 35% of the respondents says that throughCampus Drive the company is getting most of the best suitable candidates. CHART -18 60
  • 61. SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES FOR DIFFERENT POSITION 35 35 30 25 25 20 20 15 15 Job rotation 10 Consultancy 5 5 Advertisement 0 Employee Referral Campus Interview TABLE-19 61
  • 62. ORGANIZATION EXPECT FROM THE CANDIDATES DURING RECRUITMENT PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Experience 34 34 Skill & Knowledge 57 57 Attitude 15 15 Others 0 0 Total 100 100SOURCE:Through Primary dataINFERENCE 34% of the respondents says that organization expects experienced candidatesduring recruitment, almost 57% of the respondents says that organization expects Skill andKnowledgeable candidate during recruitment, and remaining 15% of the respondents saysthat the organization expects Attitude candidates during recruitment in the statement. CHART -19 62
  • 63. ORGANIZATION EXPECT FROM THE CANDIDATES DURING RECRUITMENT 60 57 50 40 34 30 Experience Skill & Knowledge 20 Attitude 15 Others 10 0 0 Experience Skill & Attitude Knowledge Others TABLE-20 63
  • 64. RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Highly Satisfied 28 28 Satisfied 52 52 Neutral 10 10 Dissatisfied 8 8 Highly Dissatisfied 2 2 Total 100 100SOURCE:Through Primary dataINFERENCE 28% of the respondents says that they highly satisfied with the transparency ofrecruitment system , almost 52% of the respondents states they are satisfied with thetransparency of recruitment system all level, and 10% of the respondents are neutral andaround 8% of the respondents are dissatisfied and whereas 2% of them are highly dissatisfiedwith the transparency of recruitment system. 64
  • 65. CHART -20 RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL60 525040 28 Highly satisfied Satisfied30 Neutral Dissatisfied20 Highly dissatisfied 10 8 210 0 Highly Satisfied Neutral Dissatisfied Highly satisfied dissatisfied TABLE-21 65
  • 66. SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES CONSIDERING THEIR REFERENCE IN RECRUITMENT PROCESS PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Highly Satisfied 27 27 Satisfied 56 56 Neutral 14 14 Dissatisfied 3 3 Highly Dissatisfied 0 0 Total 100 100SOURCE:Through Primary dataINFERENCE 27% of the respondents are highly satisfied with the preference given to theemployees considering their reference in recruitment process, 56% of most of the respondentsare satisfied, and whereas 14% of the respondents are neutral with the preference given toemployees considering their reference in recruiting process and around 3% of the respondentsare dissatisfied mentioned in the statement CHART -21 66
  • 67. SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES CONSIDERING THEIR REFERENCE IN RECRUITMENT PROCESS60 56 Highly satisfied Satisfied50 Neutral Dissatisfied40 Highly dissatisfied30 2720 1410 3 00 Highly Satisfied Neutral Dissatisfied Highly satisfied dissatisfied TABLE-22 67
  • 68. RATE OVERALL RECRUITMENT PROCESS PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%) Excellent 36 36 Very good 40 40 Good 16 16 Average 4 4 Fair 4 4 Total 100 100SOURCE:Through Primary dataINFERENCE36% of the respondents says that overall recruitment process is excellent, 40% of majority ofrespondents says that overall recruitment process is very good, 16% of the respondents saysthe overall recruitment process is good, and whereas 4% of the respondents says its averageand around 4% says the overall recruitment process is fair in the statement. 68
  • 69. CHART -22 RATE OVERALL RECRUITMENT PROCESS 40 40 36 35 30 25 Excellent 20 Very good 16 15 Good 10 Average 5 Fair 4 0 4 Excellent Very good Good Average FairWEIGHTED AVERAGE: 1. Recruitment system in airtel 69
  • 70. 2. Satisfied with the job description given to required vacancy3. Opinion about consultants involving in process of recruitment.4. Opinion about selection test conducted on basis of requirement.5. Recruitment system is transparent at all level6. Rate the overall recruitment process Factors Highly Satisfied Neutral Highly Dissatisfied satisfied Dissatisfied Recruitment 20 70 10 0 0 system Satisfied with the job 54 35 10 1 0 description Consultants involving in 22 60 12 4 2 recruitment process Selection test conducted on 34 40 21 3 2 basis of recruitment Recruitment system 28 52 10 8 2 transparent at all level Overall recruitment 36 40 16 4 4 process Weighted average to rank the recruitment activities in the organization Formula = WX / W W – number of respondents X - Rating given by the respondents Factors WX1 WX2 WX3 WX4 WX5 WX6 70
  • 71. Highly 100 270 110 170 140 180satisfiedSatisfied 280 140 240 160 208 160Neutral 30 30 36 63 30 48Highly 0 2 8 6 16 8dissatisfiedDissatisfied 0 0 2 2 2 4Total 410 442 396 401 396 400 CW 4.10 4.42 3.96 4.01 3.96 4.00Rank II I V III V IVINFERENCE:From the above weighted average table, it can be observed that the employees givenmore weightage to job description during recruitment and selection process ratherthan on other factors. CHI-SQUARE TEST-1 71
  • 72. To test whether there is a link between their educational qualification and satisfaction towards selection test conducted in the recruitment process. NULL HYPOTHESIS H0: Educational qualification has no influence on satisfaction towards selection test conducted in the recruitment process. ALTERNATE HYPOTHESIS H1: Educational qualification has influence on satisfaction towards selection test conducted in the recruitment process. OBSERVED FREQUENCY Educational qualification * opinion on selection test conducted on basis of recruitment count opinion on selection test conducted on basis of recruitment Highly Highly satisfied Satisfied Neutral Dissatisfied dissatisfied TotalEducational Diploma 14 0 0 0 0 14qualification Undergraduation 20 11 0 0 0 31 Post graduation 0 29 21 3 2 55Total 34 40 21 3 2 100 EXPECTED FREQUENCY Chi-Square Tests Asymp. Sig. (2- Value df sided) a Pearson Chi-Square 74.385 8 .000 72
  • 73. Calculate value of chi-square X2 = 74.38 Table value of X2= (3-1) (5-1) = 2*4 = 8 Table value = 15.51 Calculated value> Table value, So H0 is rejected.INFERENCE: Calculated value is greater than tabulated value i.e. H0 is rejected. So,there is a link between educational qualification and satisfaction towards selection testconducted in the recruitment process. CHI SQUARE TEST -2 73
  • 74. To test whether is a link between designation and transparency of recruitment system. NULL HYPOTHESIS H0: Designation has no influence on transparency of recruitment system. ALTERNATE HYPOTHEIS H1: Designation has a influence on transparency of recruitment system. OBSERVED FREQUENCY Designation * recruitment system is transparent to all level count recruitment system is transparent to all level Highly Highly satisfied Satisfied Neutral Dissatisfied dissatisfied TotalDesignation Execuitve 20 0 0 0 0 20 Senior Executive 8 17 0 0 0 25 Business Analyst 0 10 0 0 0 10 Assistant Manager 0 10 0 0 0 10 Manager 0 15 10 8 2 35Total 28 52 10 8 2 100 EXPECTED FREQUENCY Chi-Square Tests Asymp. Sig. (2- Value df sided) a Pearson Chi-Square 1.108E2 16 .000 Calculate value of chi-square X2 = 1.10 74
  • 75. Table value of X2= (r-1) (c-1) = (5-1)(5-1) = 4*4 = 16 Table value = 26.20 Calculated value< Table value, So H0 is accepted.INFERENCE: Calculated value is less than the tabulated value. i.e.H0 is accepted. So,there is no link between designation and transparency of recruitment system. 75
  • 76. FINDINGS Majority of the respondents come under the category of 21-30. 62% of respondents were male, 38% were female. 70% of respondents are satisfied the recruitment system in Airtel. 85% of the respondents are satisfied with the interview method followed in the organization. 86% of the respondents feels that the position of objectives is defined clearly during the recruitment process 58% ofthe respondents felt that recruitment policy is being evaluated and revised only when need occurs. 60% ofthe respondent are satisfied with the consultants involving in the recruitment process. 55% ofthe respondents agree that they recruit more candidates on Sales department. 40% ofthe respondents are satisfied with the selection test conducted on the basis of recruitment. Majority of the recruiters agree with recruiters being knowledgeable and experienced personnel. 54% of respondents are highly satisfied with the job description provided for the vacancy. 42% of the respondents feels that the company is using naukri mostly for collecting the reference of candidates. Majority of respondents opinion was good regarding recruitment and selection process followed in the organization. Majority of respondents are satisfied with the preference given to the employees by considering their reference in recruitment process. Majority of the respondents agree that the recruitment system is transparent at all level. 76
  • 77. SUGGESTIONSThe company needs to recruit high quality staff with the right skills on the appropriatecontracts to deliver the key objective of the position and organization.Employee feedback after placement, will increase his/ her morale.Employee should be given enough time to reflect and plan improvements.The company must choose a recruiting approach that produce the best pool of candidatesquickly and cost effectively.The company can focus on minimizing the percentage of non- joining candidates after therecruitment process.To keep an update of the man power required in the sales department a summary sheet andvia tracker of sales employees in each zone was created.To enable an easy raise of MRF and to cut down the time consumed in getting one done apower point presentation was prepared which was provided with a demo of the process to befollowed .It is important for the organization to know exactly what they have to offer potentialemployee, than highlight their best features when recruiting candidates.As and when the resumes were received a primary screening of it is to be done and a trackershould be updated which had all the fields that was required for evaluation and easyidentification of the candidates suitable for various fields.The technical problems of onboarding should be informed to the IT department .The new joinees were given quick books and instruction manuals to guide them withonboarding process.The company can recruit more candidates in CSD for smooth functioning of the organization. 77
  • 78. CONCLUSION Recruitment is essential to effective Human Resource Management. It is the heart ofthe whole HR systems in the organization. The effectiveness of many other HR activities,such as selection and training depends largely on the quality of new employees attractedthrough the recruitment process. The study has been conducted only for the recruitment of level 1 and level 2 class ofemployees. Policies should always be reviewed as these are affected by the changingenvironment. Management should get specific training on the process of recruitment toincrease their awareness on the danger of wrong placements. HR practitioners should be on the guard against all the malpractices and advocate forprofessional approach through out the system. The HR should indicate disagreement in theevent that biasing towards certain candidates is creeping in and point out the repercussion thatmay follow in terms of performance and motivation. Finally, better recruitment and selection strategies result in improved organizationaloutcomes. The more effectively organizations recruit and select candidates, the more likelythey are to hire and retain satisfied employees. In addition, the effectiveness of theorganization‟s selection system can influence bottom-line business outcomes, such asproductivity and financial performance. Hence, investing in the development of acomprehensive and valid selection system is money well spent. 78
  • 79. BIBLIOGRAPHYPrasad, L.M , Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008SubbaRao. P Principle of Human Management,. Publisher 1999R P Hooda, Statistics for Business and Economics, third editions 2003WEBLIOGRAPHYhttp://www.scribd.com/doc/21791869/Recruitment-Selection-Process-Project-Reportwww.managementparadise.com/forums/human-resources-management-h-r/852-recruitment- selection-process.htmlhttp://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-REVIEW- RECRUITMENT-AND-SELECTIONhttp://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection 79
  • 80. QUESTIONNAIREDear Sir/Madam,I am Vaithegi.N, pursuing MBA final year in Vels University, Chennai. I am doing a studyprogramme on “Effectiveness of Recruitment and Selection process in BhartiAirtelLimited”. I request you to render kind co-operation towards this Questionnaire. I assure youthat the information given by you is kept confidential and purely used for academic purpose. Name:Designation: (a) Executive (b) Senior Executive (c) Business Analyst (d) Assistant Manager (e) ManagerDepartment: Gender: Male/ FemaleAge: (a) 21 to 30 years (b) 31 to 40 years (c) 41 to 50 years (d) Above 50Marital Status: (a) Married (b) UnmarriedEducational Qualification: (a) Below 12th(b) Diploma (c) UG (d) PG Monthly Income: 80
  • 81. (a)7000 – 10000 (b) 10000 – 15000 (c) 15000–20000 (d) above 20000Experience: (a) Below 5 years (b) 5 to 10 years (c) 10 to 20 years (d) above 20 yearsQUESTIONNAIRE ON RECRUITMENT AND SELECTION PROCESS 1) Are you satisfied with the recruitment system in Airtel? (a) Yes (b) No 2)Apart from the HR Manager, whether otherdepartments heads are involved in interviewing process? (a) Yes (b) No 3)Does the organization clearly define the position objectives, in the recruitment process? (a) Yes (b) No 4) How often the recruitment policy are being evaluated and revised? (a) Very Often (b) Often (c) Sometimes (d) Only when need occurs 5) Do you think the present recruitment policy is helpful in achieving the goals of the company? (a) Yes (b) No 6) Are you satisfied with the job description given to the required vacancy? (a) Highly satisfied (b) Satisfied(c) Neutral (d) Dissatisfied (e) Highly dissatisfied 81
  • 82. 7) What is your opinion about consultants involving in the process of the recruitment in the organization? (a) Highly satisfied (b) Satisfied (c) Neutral (d)Dissatisfied (e) Highly dissatisfied 8) Do you agree that the recruitment system is transparent at all level? (a) Strongly agree (b) Agree (c) Neurtal (d) Disagree (e) Strongly disagree 9) In which areas you will recruit more candidates? (a) Sales (b) HR (c) Finance (d) Operations 10) How you entered into this organization? (a) Employee referral (b) Campus recruitment (c) Recruitment agencies (d)Other, pls specify 11) What is your opinion regarding the selection test conducted in the recruitment process?(a) Highly satisfied (b) Satisfied (c) Neutral (d) Dissatisfied (e) Highly dissatisfied 12) Mention which website mostly used by the company? (a) Naukri (b) Monster (c) Times job (d) Shine 13) Mention the critical round where most of the candidates are screened out? (a) Group discussion (b) Aptitude (c) Technical skill (d) HR Round 82
  • 83. 14) Mention the source that could afford you the best suitable candidates for different position? (a) Job Rotation- (b) Consultancy (c) Advertisement (d) Employee Referral (e)Campus Drive 15) What does the organization expect from the candidates during recruitment ? (a) Experience (b) Skill& Knowledge (c) Attitude (d) Qualification 16) Do you agree that the recruitment system is transparent at all level? (a) Strongly Agree (b) Agree (c) Neutral (d) Disagree (e) Strongly Disagree 17) Are you satisfied with the preference given to the employees by considering their reference in the recruitment process? (a) Highly satisfied (b) Satisfied(c) Neutral (d) Dissatisfied (e) Highly dissatisfied 18) How would you rate your overall recruitment process? (a) Excellent (b) Very good (c) Good (d) Average (e) Fair 83
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