Human Resources

1. SIP Presentation on
“Talent Acquisition Analysis at Rohini IT Consulting LLP”
Submitted by
Ms. Siddhi Kakkad
Under the guidance of
Prof.Shruti Jamsandekar
SUBMITTED TO
DEPARTMENT OF MBA
CHHATRAPATI SHAHU INSTITUTE OF BUSINESS EDUCATION AND
RESEARCH KOLHAPUR-416008

2. Introduction
Talent Acquisition refers to the process of identifying and acquiring skilled
workers to meet the organizational needs.
The talent acquisition team is responsible for identifying, acquiring, assessing,
and hiring candidates to fill open positions within a company.
Employer branding, future resource planning, diversifying a company’s labor
force, and developing a robust candidate pipeline are the cornerstones of talent
acquisition.
Recruiting metrics are measurements that provide insights into the value and
effectiveness of the recruiting process.

3. Significance And scope of the Study
Statement Of Study-
Given the importance of Analytics in talent acquisition in the overall successful operations and growth of
an organization, this project is aimed at Analysing the Talent Acquisition process at Rohini IT Consulting LLP.
Scope-
The study covers the Talent Acquisition process ,for different IT positions for different levels and for different
companies across India. The project covers the study of some of the most frequently used recruitment
metrics .

4. Organizational Profile
Company Name: Rohini IT Consulting LLP
Email ID: Info@RohiniIT.Consulting
Website: www.RohiniIT.Consulting
Established in 2016, Rohini IT Consulting LLP is an IT Consulting and IT Talent Acquisition company engaged in the
area of Web and Mobile product Engineering, Project Management, QA & Testing by offering latest technology
solutions.
ACTIVITIES OF THE COMPANY:-
Product Development Services Enterprise Mobile Application
IT Talent Acquisition Service Business Intelligence and Data Analytics

5. Objectives Of the Study
1. To study the talent acquisition process at Rohini IT Consulting and
recommend areas for improvement in the current process.
2. To study major reasons for increase in percentage of job hopping
in IT companies.
3.To study the Entire Recruitment Life cycle and the organization’s
practices for sourcing and recruitment.
4.To analyse the different metrics to measure the effectiveness of the
recruitment process.
.

6. Research Methodology
Research Approach
Descriptive Research
Exploratory Research
Data Collection
Primary Data (Telephonic Interviews, Questionnaires)
Secondary Data (Websites ,published Articles etc)
Sampling Design
Judgemental sampling
Sample Size
 133 candidates
Sample Place:
 PAN India

7. Limitations Of The Study
1. Very small sample size
2. Reluctance to disclose proprietary information about the organization to study the internal
metrics in detail.
3. Time constraint.

8. Data Analysis and
Interpretation

9. Reasons for Job Hopping
Location
Issues
17%
Better
prospects
34%
Contract
terminated
29%
Personal
12%
Other
8%
NO. OF CANDIDATES
Reasons No. of candidates Percentage
Location Issues 23 17%
Better prospects 45 34%
Contract
terminated
38 28%
Personal 16 12%
Other 11 8%
Interpretation:
The major reason why 34% candidates consider switching positions is in search of Better prospects .29% of prospective
candidates are looking for a job change due to termination of contract in their current companies.17% candidates are in search
of jobs in their preferred locations. The remaining candidates have either some personal or other reasons for finding other
opportunities.

10. Time to Hire Analysis
Process
Target Time
(In days)
Average Time
(In days)
Sourcing 2.00 2.00
Technical Test 7.00 13.00
Round 1 17.00 20.00
Round 2 25.00 28.00
HR Round 30.00 35.00
Selection 35.00 42.00
2
7
17
25
30
35
2
13
20
28
32
42
0
10
20
30
40
50
SOURCING TECHNICAL
TEST
ROUND 1 ROUND 2 HR ROUND SELECTION
TIME TO HIRE ANALYSIS
Target Time (In days) Average Time (In days)
Interpretation:
The target time required to hire a candidate for a given position is 35 days. Minor deviations are observed in case of
technical test and final selection process which leads to an increase in total number of days required . The deviation
observed is of 7 days.

11. Conversion Rate Analysis
Levels
No. Of
Candidates
Percenta
ge
Sourcing 133 100.0%
Technical Test 56 42.1%
Round 1 43 32.3%
Round 2 32 24.1%
HR Round 15 11.3%
Selection 6 4.5%
100%
42.1% 32.3% 24.1% 11.3%
4.5%
0.0
50.0
100.0
150.0
Sourcing Technical Test Round 1 Round 2 HR Round Selection
percentage
Of
Candidates
Recruitment stage
Conversion Rate analysis
Interpretation:
A major drop has been observed from percentage of sourcing to percentage of candidates actually entering the
recruitment process(42%). About 10% of candidates drop out from the process after appearing for technical test.11.3% of
candidates reach till the HR Round. The conversion rate from sourcing to selection is 4.5%

12. Response Rate Analysis
93
130
60
73
32
43
0 20 40 60 80 100 120 140
December
January
Response Rate Analysis
Profiles Responded Profiles Contacted Profiles Viewed
Month December January Total
Profiles Viewed 93 130 223
Profiles
Contacted 60 73 133
Profiles
Responded 32 43 75
Interpretation:
The average response Rate is 52.4% . About 223 profiles were scanned in a time span of 2 months wherein 133 were
prospective candidates according to the client requirements from which about 75 candidates where active candidates.

13. Factors Affecting the Candidate’s Response Rate
Reasons Candidates Percentage
Irrelevance 50 37.6%
Location Issues 41 30.8%
Bad call timings 20 15.0%
Message not personalised 8 6.0%
Not looking for a change 14 10.5%
Interpretation:
Targeting irrelevant or underqualified candidates(37.6%) is the major reason that the prospective candidates aren’t
converted to active candidates for a job posting. Location issue is also one of the major reasons for poor candidate
response rate.

14. VII. Overall Internship Report
Positions
Candidates
dropped Placed
Java Developer 22 1
Software Engineer 15 0
Red Hat Certified DevOps
Engineers 25 1
Full Stack Developer (Java+React) 16 1
Full Stack Developer
(Java+Python) 6 1
Power BI 11 0
DevOps Engineer 20 1
Content Writer (Technical) 21 0
0
5
10
15
20
25
No
of
candidates
IT Positions
Overall Internship Report
Interpretation:
Among total candidates sourced 6 candidates got placed for different IT Positions.
The placement Rate is 4.5%

15. Findings
Analytical Findings
The average Time to hire is 40-45 days for each candidate which is high than the average expected time.
The Conversion Rate from an applicant to selection is 4.5%
The Average Response Rate of a candidate for a job posting is 53.69%
The Major Reason for poor response rate for a job is targeting Irrelevant candidates in terms of desired skills
or for desired location.
In the Overall internship period 6 Candidates were placed out of total 133 candidates sourced for different
positions.
General Findings
No Positive Motivation was given to the employees .
There was no unity in command ,which led to confusion among the employees and thus affect the overall productivity of
the employees.
Proper orientation regarding the technical and the functional process was not given.

16. Suggestions
 Time to fill the open position should be reduced.
 More efforts should be taken in resume parsing and screening in order to avoid targeting
irrelevant candidates and thus increase the response rate.
 More effective metrics need to be deployed in order to increase the candidate selection and
offer acceptance rate.
 The firm should conduct proper orientation for new employees

17. Thank You..!