Recruitment and selection at kotak mahindra bank limited
SUMMER INTERNSHIP PROJECT
RECRUITMENT AND SELECTION
KOTAK MAHINDRA BANK LIMITED
S.R. LUTHRA INSTITUTE OF MANAGEMENT
Faculty Guide: Company Guide:
Mr. Mehul Mehta Mr. Rana Pal
Asst. Professor Chief HR Manager
Miss. Shivali Mori
Enrollment No. 137500592098
KOTAK MAHINDRA BANK
PI test and
Work by Korsten (2003)
Human Resource Management
theories emphasize on techniques of
recruitment and selection and
outline the benefits of interviews,
assessment and psychometric
examinations as employee selection
Work by Jones et al. (2006)
Successful recruitment techniques
involve an incisive analysis of the job,
the labour market scenario/ conditions
and interviews, and psychometric tests
in order to find out the potentialities of
job seekers. approaches to selection
include several types of interviews,
role play, group discussions and group
tasks, and so on.
Work by Alan Price (2007)
The existing competition among
business enterprises for recruiting
the most potential workers on the
pathway towards creating
innovations, with management
decision making and employers
attempting to hire only the best
applicants who would be the best fit
for the corporate culture and ethics
specific to the company.
Work by Hiltrop (1996)
Selectively hiring has a positive impact
on organizational performance. With
recruitment and selection techniques
for efficient hiring decisions, high
performing companies are most likely
to spend more time in giving training
particularly on communication and
In Kotak Mahindra Bank Limited, gaps in employee
requirement are filled with the help of recruitment and
selection. For this various sources of recruitment and
explored. Finally the CV’s are solicited and the
selection procedure is followed.
1. To study the Recruitment and Selection procedure
followed at KMBL.
2. To know the sources of recruitment and selection
explored by KMBL.
3. To study whether present recruitment and selection
procedure used is effective.
4. To study the awareness and satisfaction about the
recruitment and selection procedure followed among
the managerial level.
Objective: To check whether sources of recruitment
and better results are independent
Ho: There is no association between sources of
recruitment and better results of recruitment and
H1: There is association between sources of
recruitment and better results of recruitment and
Test Value = 33
results of recruitment
-356.374 32 0 -31.485 -31.66 -31.30
Table value = 1.310
Calculated T < Table value
Therefore, Ho is failing to accept and H1 is accepted.
Research Design: descriptive research design
Universe of the study: All the above M3 level employees
at Kotak Mahindra Bank Limited
Sampling Method: Convenience Sampling Method
Sample Size: 33 employees above M3 of all the branches
Data Collection Method: Survey Method
Data Collection Tools: Questionnaire with close ended questions
Since KMBL is spread across the country, it was not possible to
cover all the branches.
Since the questionnaire was to be filled only by the managerial
level, it was difficult to approach them.
Lack of time limits the scope of the project.
Lack of experience of the researcher.
Cost involved in conducting the research was high.
Are interviews the basic filters of selection?
Strongly Agree Agree Neutral Disagree
How many rounds of personal interview are
AAM SO RO BSM BBRM BM ASM AM
Rate the following parameters of interview
on the scale of 1 to 5. (1=low, 5=high).
Personality Check Intellectual Ability Qualification Technical Proficiency Knowledge Experience
Very Low Low Average High Very High
Does KMBLuse selection tests?
What are the findings of psychometric test that is
conducted? (Multiple Choice)
Personality Aggression Customer
Detail orientation Leadership Business
Are you satisfied with the LTO Training provided
to the new employee?
How would you rate HR department’s
performance in recruitment and selection?
Highly Satisfied Satisfied Neutral Dissatisfied Strongly Dissatisfied
Are you satisfied with the present recruitment and
A particular job’s duties and responsibilities are not defined in
detail during the selection process.
Interview, PI Test, CIBIL check and reference check are
considered to be one of the most important parts of selection
process at KMBL.
At KMBL, personality check, knowledge and experience are
most important parameters of an interview.
Since both the sources of recruitment are used, HR is able to
provide quality pool of candidates on time and is effective for
Among the internal sources, promotions and employee
referrals are most commonly used. While among the external
sources, consultant and walk-ins are most commonly used.
Since the HR department’s performance is rated good, it
can be said that they are satisfied with the present
recruitment and selection practices.
The actual parameters of PI test are:
However, it was found that some of the respondents were
not aware about the same.
Recruitment and selection is done timely and the
vacancies are filled soon.
HR provides quality pool of candidates and the
recruitment and selection process is considered to be
As far as recruitment is concerned, KMBL uses both the
sources i.e. internal as well as external sources.
Better results can be produced by selecting the best
sources of recruitment.
For different designations, different numbers of rounds
of interviews are conducted.
LTO training which is provided is satisfactory for all the
HR department’s performance is rated to be overall