Presentation on Recruitment

1. A Presentation by Khushboo Shah (11)
Batch of 2013-14, PGDHRM
St. Xavier’s College (Autonomous), Kolkata
Under guidance of Prof. S. Banerjee
Effectiveness of
Recruitment

2. ACKNOWLEDGEMENT
I would like to thank Rev. Father Felix Raj and Professor Ashish Mitra for
giving me the opportunity to gather such a wonderful learning
experience.
I would also like to thank my project guide at St. Xavier’s College, Kolkata,
and Professor S. Banerjee for guiding me through my project report. Sir
has been generous with his support and guidance and he has presented
me with an excellent opportunity to explore and enjoy my analytical and
report-writing skills, consequently preparing me for my corporate future.
It has been an enjoyable challenge and I look forward to many more such
experiences.

3. According to Edwin Flippo, “Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.”
The Human Resources are the most important assets of an organization.
The success or failure of an organization is largely dependent on the caliber of the people
working therein.
Without positive and creative contributions from people, organizations cannot progress and
prosper. In order to achieve the goals or the activities of an organization, therefore, they
need to recruit people with requisite skills, qualifications and experience.
Recruiters will work from resumes or by actively soliciting individuals qualified for
positions. A recruiter’s job includes reviewing candidate’s job experiences, negotiating
salaries, and placing candidates in agreeable employment positions. Recruiters typically
receive a fee from the hiring employers.
INTRODUCTION

4. “Objectives of the study”
The main objectives of the study are as follows:
i. To understand the process of recruitment.
ii. To know the sources of recruitment at various levels and various jobs.
iii. To critically analyze the functioning of recruitment procedures.
iv. To identify the probable area of improvement to make recruitment procedure more
effective.
vi. To search or headhunt people whose, skill fits into the company’s values.

5. “Need for Recruitment”
The need for recruitment may be due to the
following reasons / situations:
Vacancies: due to promotions, transfers,
retirement, termination, permanent disability,
death and labor turnover.
Creation of new vacancies: due to growth,
expansion and diversification of business activities
of an enterprise.

6. Randstad is largest service provider in India and Second largest in
the world. It is a global fortune 500 Company.
Randstad plays a pivotal role in the World of Work. We were founded
in 1960 by Frits Goldschmeding.
From temporary staffing to permanent placement to search &
selection, HR Solutions, Randstad holds top positions around the
world and has approximately 28,030 corporate employees working from
4,587 branches and in-house locations in 41 countries. Founded in
1960 and headquartered in Diemen, the Netherlands.
In India it is headquartered in Chennai.

7. “Recruitment in Search and Selection in Kolkata
Branch”
• Banking, Financial Services & Insurance (BFSI)
• Consumer Retail Services (CRS)
• Information, Communication & Telecom (ICT)
• Information Technology Enabled Services (ITeS)
• Construction, Property & Engineering (CPE)

8. “RESEARCH METHODOLOGY”
This study contains Primary and Secondary Data. The
Primary Data has been collected by the means of a
questionnaire filled by 17 employees of Ranstad, Kolkata
Branch and has been analysed using percentage, tables and
graphs. The secondary data has been collected from various
sources such as the company website and magazine
articles.

9. Questionnaire
1. What form of interview do you prefer?
Telephonic
Face to Face
Video Conferencing
Other
Analysis: According to the survey 59% of prefer face to face interview, 35% prefers telephonic and 6% Video
Conferencing.
2. Where do you track the source of your candidates?
Online
Software
Data
Analysis: As per analysis, 5% track source of their candidates online, 41% online and 55% from their personal
database.
3. What source do you adopt to source candidates?
Portals
Referencing
Existing Database
Social / Professional Networking sites
Advertising
Analysis: As per analysis, 51% portal is being used, 16% from reference, 16% from existing data base, 8% from Social
/ Professional networking sites and 9% from advertising to source candidates.

10. 4. Do you have any specialized bucket for recruitment?
Yes
No
Analysis: As per analysis, out of 17, 16 employees have specialized skill buckets for recruitment
apart from one person who is new to the organization and the bucket is yet to be allotted.
5. Do you follow different method of recruitment at different grade?
Yes
No
Analysis: As per analysis, Chart 5, Table 5, 94% of employees follow different methods of
recruitment at different grades and 6% do not different methods.
6. Number of profiles sent per day?
2
3
4
More
Analysis: As per analysis, 12% send 2 profiles per day, 35% sends 3 profiles per day, and 12% 4 profiles
per day and others (41%) sends more than 4 profiles per day.

11. 7. Average time spent to interview one candidate before sending his profile to client?
5 minutes
5 to 10 minutes
More than 10 minutes
Analysis: As per analysis, 35% spends 5 minutes of time to interview candidates, 35% spends 5 - 10 minutes
and 30% spends more than 10 minutes to interview a candidate before forwarding his / her profile to the
client.
8. Number of mandates received in a week?
1
2
3
More
Analysis: As per analysis, 18% employees receive 1 mandate in a week, 34% gets 2 mandates in a week, 24%
gets 3 mandates in a week and 24% gets more than 3 mandates in a week on an average to work on.
9. Number of reference generated from one call at the time of Mapping?
1
2
3
4
More
Analysis: As per analysis, 18% employees generate 1 reference, 29% generate 2 references, 24% generate 3
references, 18% generate 4 references and 12% generate more than 4 references from one call at the time
of mapping.

12. 10. Additional responsibility to do the Business Development if flow of mandates is less?
Yes
No
Analysis: As per analysis, 76% employees take up additional responsibility to do the Business
Development in case of less mandates and 24% do not take up any such additional responsibility
for Business development.
11. Number of new client acquired or leads passed on to BD Team in last 3 months?
1
2
3
More
Analysis: As per Table 11, Chart 11, 23% contributed in acquiring 1 new client, 23% contributed in
acquiring 2 new clients, 12% in 3 new clients, 18% in more than 3 new clients and 24% in none of
the above.
12. Does your organization give you ample opportunity for growth?
Yes
No
Analysis: As per Table 12, Chart 12, 88% of employees feel that they can grow in this organization
and 12% feels no individual growth in the organization.

13. “FINDINGS”
According to the Survey recruitment style differs from company to
company and from individual to individual.
According to the survey there is high use of portals to source
candidates.
Recruitment tool is effectively being used.
Every recruiter has separate bucket for recruitment which specializes
then in the field of recruitment.
The recruiters also use different ways of recruitment at different grade
to find candidates.
There is proper follow up done with the candidates till the time he joins
the client.
All the relevant information is collected from the candidates like years
of experience, profile, and reason for change, current CTC, expected
CTC, etc.
Recruitment process is fair and transparent.

14. “Suggestion”
More references can be generated from the candidates in order to
avoid dependency on portals.
Client acquisition activity can be increased and every one should
take up this additional responsibility if the mandate flow is less.
Rather than depending on portals for the similar profiles, same
can be saved in personal database or in recruitment tool used by
the company.

15. “Conclusion”
Polices adopted by Randstad are transparent and legal.
Recruitment is fair. To some extent a clear picture of the
required candidate should be made in order to search for
appropriate candidates.
Most of the employees were satisfied but changes are
required according to the changing scenario and changing
needs of the clients. Recruitment process has a great
impact on the working of the company. Along with fresh
blood, new idea enters in the company.

16. “BIBLIOGRAPHY”
http://recruitment.naukrihub.com/meaning-of-recruitment.
http://www.randstad.in/
http://en.wikipedia.org/wiki/Recruitmenthttps
C.B Mamoria and S.V. Gankar (2004), Personal Management Text and
Cases. Himalaya Publication.
Essentials of HRM and IR - P.Subba Rao.
Personal Management - C.B.Memoria.
Research Methodology -C.R.Kothari.

17. THANK YOU