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Summer internship project hr mba mms

  1. 1. A Project on  ‘Human Resources Recruitment’   Submitted in the partial fulfillment of the requirement for qualifying    Master of Management Studies  Of   University of Mumbai    Submitted by  LLLL MMMMM  Roll No.: 15  Specialization: Human Resources    College of Management, KKKKKK (East)    For Academic Year 2012‐2013     
  2. 2. A Project on  ‘Human Resources Recruitment’   Submitted in the partial fulfillment of the requirement for qualifying    Master of Management Studies  Of   University of Mumbai    Submitted by  LLLL MMMMM  Roll No.: 15  Specialization: Human Resources    College of Management, KKKKKK (East)    For Academic Year 2012‐2013    Project Guide: Prof. SSSSS
  3. 3.   DECLARATION To, The Director, College Of Management, Vidyanagari, Chinchpada road, Kmanivali, KKKKKK (East), Dist. Thane – 421 306.  Respected Sir,  I  the  undersigned  hereby  declare  that  the  project  report  entitled  “Human Resources  Recruitment”  is  an  original  work  developed  and  submitted  by  me under the guidance of Prof. Sssss The  empirical  findings  in  this  project  report  are  not  copied  from  any  report and are true and best of my knowledge.  DATE:  PLACE: Thane ROLL NO.: 15             Signature of student           Llll Mmmmm
  4. 4.   CERTIFICATE This  is  to  certify  that  the  project  entitled  ‘Human  Resources  Recruitment’ submitted  by  ‘Llll  Mmmmm’  in  partial  fulfillment  for  the  award  of  Master  of Management Studies; University of Mumbai is her original work and does not form any part of the projects undertaken previously. Also it is certified that the project represents the original work on the part of the candidate. Place: ThaneDate:Signature of the Director Signature of Guide  
  5. 5.   ACKNOWLEDGEMENT     With  immense  please  we  are  presenting  “Human  Resources Recruitment”  Project  report  as  part  of  the  curriculum  of  ‘Master  of Management Studies’. We wish to thank all the people who gave us unending support.    I express my profound thanks to Director and Prof. Sssss, project guide and all those who have indirectly guided and helped us in preparation of this project.   We  also  like  to  extend  our  gratitude  to  all  staff  and  our  colleagues  of College  of  Management,  who  provided  moral  support,  a  conductive  work environment and the much‐needed inspiration to conclude the project in time and a special thanks to my parents who are integral part of the project.  Thanking you.   Llll Mmmm 
  6. 6.   INDEX Project Contents:                  Page No.    i. List of figures & diagrams    1 Organization Profile              2 ‐ 18  2 Introduction of the study            19 ‐ 37  2.1 Meaning, Definition, Concept  2.2 Objectives    2.3 Scope  3 Research Methodology              38 ‐ 40  4 Data Analysis                41 ‐ 47  5 Recruitment  A theoretical frame work        48 ‐ 50  6 Findings                   52  7 Limitation                 52  8 Conclusion                53  9 Suggestions                 53    10 Webliography & Bibliography            55  11 Questionnaire                56 ‐ 59 
  7. 7. List of Diagrams Sr. No.:  PARTICULARS  Pg. No.  1  Form of Interview 42  2  Source of Candidate 43  3  Telephonic Interview Round 43  4  Track Candidate  44  5  Define Candidate  44  6  Time Spent  45  7  Different Process  45  8  Basic Questions  46  9  Cost Calculating System  46  10  Evaluation and control of Process  47  11  Facility for trainees  47 
  8. 8. Executive SummaryThe Human Resources are the most important assets of an organization. The success or failure ofan organization is largely dependent on the caliber of the people working therein. Withoutpositive and creative contributions from people, organizations cannot progress and prosper. Inorder to achieve the goals or the activities of an organization, therefore, they need to recruitpeople with requisite skills, qualifications and experience. While doing so, they have to keep thepresent as well as the future requirements of the organization in mind.Recruitment is defined as, “a process to discover the sources of manpower to meet therequirements of the staffing schedule and to employ effective measures for attracting thatmanpower in adequate numbers to facilitate effective selection of an efficient workforce.”In order to attract people for the jobs, the organization must communicate the position in such away that job seekers respond. To be cost effective, the recruitment process should attractqualified applicants and provide enough information for unqualified persons to self-selectthemselves out.The term “HR recruiter” may sound redundant, as both human resources managers and recruitersboth find job candidates and get them hired, this job is very specific.Recruiters will work from resumes or by actively soliciting individuals qualified for positions. Arecruiters job includes reviewing candidates job experiences, negotiating salaries, and placingcandidates in agreeable employment positions. Recruiters typically receive a fee from the hiringemployers.
  10. 10. Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070Email ID – Contact No: 9223300000 / 022 26520000Website - www.emcxxxxx.inAbout CompanyExecutive Management Consultant is located at Mumbai (India) Assists companies in search ofqualified and experienced professionals across sectors and industries.We are a prominent executive search & selection company, providing a wide range ofrecruitment solutions for various requirements. We are a team of dedicated professionals offeringservices across India.Established in 2006 with licenses, EMC is leading Indian and International companies for theirmiddle & senior management requirements. EMC caters to both domestic placements acrossIndia as well as international locations. We have turnover of 10 lakhs.Our team of 25 head hunters have extensive previous professional work experience and currentlyspecialize in different domains across industries and professionally head hunt and sourcecandidates based on specific client requirements.“Recruiting at a Speed using the best technology,We believe Time is Money hence sourcing the right resource in shorts”Mohammad ShaikhDirector – EMC-Executive Management Consultant
  11. 11. Fact SheetYear of Establishment : 2006Nature of Business : Manufacturer, Service ProviderMajor Markets : Indian Subcontinent, East Asia, Middle East and South East AsiaContact DetailsCompany Name: EMC- Executive Management ConsultantContact Person: Mrs. ShaikhContact No.: + (91)-9223300000Address: Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W), Mumbai, Maharashtra - 400000 (India)Web Site: ProfileEMC- Executive Management Consultants process driven, recruitment firm that assistsorganizations in achieving business objectives through understanding and effectively addressingthe "people" issues in their business. Our focus is on desired outcomes and bottom line success.EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & GenericResourcing.EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing andScreening of candidates from & across Industries.“Our point of difference is that we are a focused, professional, ethical and proactive team!”
  12. 12. DATA BANKWe have a fairly large data bank comprising of candidates in Managerial functions, HRD,Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirementsof Management at all levels of functions. Our data bank consists of candidates from differentlocations and in various countries. They could even supply candidates with very rare skill setsand experience from their data bank. This is helpful to identify candidates for specific locationswithin short notice.FACILITIESA completely computerized Network environment with sophisticated software for maintainingand accessing data bank - An extensive library covering almost all subjects relating to business. -Three telephone lines, Fax, Internet and email facility. - A good job site on the web to publicizethe requirements immediately. - Dedicated Team of Consultants and staff who believe inRight People!! Right Solutions!!Aim & Approach of EMCAimAim is to ensure we match you with your ideal job every time. With an ethos that focuses on theneeds and aspirations of each individual candidate, rather than simply ‘filling jobs’, we makesure we understand what you want first before discussing any relevant career options.If our client’s are looking for full time, part time, permanent or temporary opportunities, ourspecialist consultants are on hand to guide you through the options to match you with your idealjob.Our aim is to offer our clients the best consultancy services in India. This means that we provideclients with full consultancy service, from identifying the relevant candidate, to closing theposition at short span of Time.InitiativesWe proactively seek grant schemes that match your needs and help you tailor your projects totake maximum advantage of grant opportunities.
  13. 13. Our extensive professional network and experience in a wide range of grant schemes ensure thatwe track the latest developments in incentive schemes and identify opportunities as they arise.You can then adapt your decisions to better fit public objectives.PartnershipClose collaboration with clients regularly leads to long-lasting partnerships. The better we knowyou and your organization, the better we can advise you. This leaves you free to focus on yourcore business while we deal with grants acquisition, administration and project management. Wealso partner with clients in their consortia, technological platforms and other public-privatepartnerships.ApproachOur Approach towards Client is distinctive. Large amount of support teams, provide clients withthe complete range of fully integrated recruitment solutions from each site. True clientpartnerships, an advanced internet development strategy and our focus on placing people are partof what makes us different.Quality Policy / ProcessesQuality PolicyOur consultants go through a stringent pre-qualification phase to ensure that they have theexpertise that the clients require. We select experienced personnel with established professionalconsulting experience. We put strong emphasis on Attitude, Communication and Team Playerskills and demonstrated ability to stretch themselves to contribute to the successful completion ofprojects. We engage in reference checks, drug tests, and background checks before deploying ourmanpower to the project.Our Philosophy Service to the customers and the candidates is our motto. Each employer isimportant to us and gets personalized attention, irrespective of size or even volume of businessgenerated. Similarly, every candidate is treated with warmth and understanding. We make everyeffort required to find suitable placement for the job seekers. It is essentially this philosophywhich has enabled us to attain our present stature.
  15. 15. WHY EMC? A perfect mix of Business focus and technology which is backed with a specialized team of Professional recruiters who are continuously updated with technical training and high end support. State of the art Infrastructure, Well equipped & Air-conditioned work station. Capability to source high number of candidates for the Clients, scale up and double candidates when needed for project works. Critical strength to always stand up on efficiency and quality in fulfilling commitments at the workplace.Executive Management Consultant takes care of:Quality Our consultants go through a stringent pre-qualification phase to ensure that they havethe expertise that the clients require. We select experienced personnel with establishedprofessional consulting experience. We put strong emphasis on Attitude, Communication andTeam Player skills and demonstrated ability to stretch themselves to contribute to the successfulcompletion of projects. We engage in reference checks, drug tests, and background checks beforedeploying our manpower to the project.Cost We keep our overheads low and therefore we can compete with the biggest of staffingfirms to provide a fair and competitive rate.On Time Delivery That is a promise we made to ourselves. We have taken extreme care to ensure that deliveryis met and we are proud of our track record that shows 90% of the candidates selected take upour projects. Our support function facilitates our consultants to move from project to project.This ensures that they are ready to work ‘when and where’ our clients need them.
  16. 16. Retention Our retention level of consultants on the project is at an enviable rate of 95%. This does nothappen accidentally. We spend quality time on the staffing needs and ensure that the staffingsolution we provide really fulfills the clients’ needs.Specialization in level of recruitmentEMC handles the below 3 Levels of Recruitment: Middle & Senior Level of Management Junior & Middle Level of Management Junior & Senior Level of ManagementEMC deals with all “IT requirements” & below mentioned are some of the Functional area ofrecruitment where EMC is specialized: Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script,,, HTML, Autocad) Manual Testing Engineers (Performance Testing (Web Load), Functional Testing, Integration Testing ,White box Testing , Database testing (SQL, Oracle) ) Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest) Project Lead/Lead Management/Project Manager Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions) Network / System support/System Integration Symbian, Brew, Android, iphone, Blackberry, Fixed line data Data center Operations .net (VB/ ASP/ VC/ C#/ Sharepoint) Sr. Ops Engineer/Ops Manager Assistant Manager Service Delivery (Networking / System Integration / IT Operation) Crystal Report Weblogic / Websphere / WAP Java / JSP / J2ee / J2me / Junit
  17. 17. Siebel / PHP / Perl / People soft SAP (FICO / BASIS / ABAP / SRM / CRM) UML / XML / HTML / DHTML Unix / Linux / Windows QTP / Win Runner / Load Runner SQL / Oracle / DB2 / PL SQL / D2K / Dbase Lotus / Mainframes 3DMax / Coral Draw / Adobe Photoshop Adobe Pagemaker / Adobe Illustrator Apache Cold Fusion Matlab / Labview Rational Robot / MQC / Silk Test C / C++ / C# / VB / VC / VC++ / ASP / Foxpro Network / System / Support / Implementation Engineer Delivery Managers (PMP & ITIL certified)Functional Area of Recruitment SpecializationEMC deals with all “IT Non requirements” & below mentioned are some of the Functional areaof recruitment where EMC is specialized: Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM- Sales, Branding Manager. Accounts & Finance (All areas) Engineers Civil / Mechanical / Chemical Draftsman / Interior Design Engineer Secretary to CFO / MD / VP Process Trainers / VNA Trainers Admin Executive / Front Office Exec Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager Contract & Planning, Manager Design
  18. 18. Commercial Head, Piping Engineer, Manager Quality, Executive Procurement, Architects Road Surveyor GM, VP, AVP – Finance , Financial Analyst, Investor Relation HR & Admin: Manager HR, Sr.Exe. / Exe. HR. Legal : Manager Legal , Compliance Manager, Company SecretaryHow does recruiters/consultant get paid?A recruitment consultant primarily acts from a position of self interest. Their job is to generaterevenue by making sales. Sales mean selling their service, their ability to find the right candidate,to prospective employers. In effect they are selling you. This means they will be eager tochampion you, their product, to the employer, likewise they will be keen to ensure that you willaccept the position if offered.Exactly how a recruitment consultant is paid depends on whether it is a permanent or contractposition. Generally for a permanent placement the company receives a proportion of your salary,or a set fee agreed with the employer. The more you earn the more they stand to make. Knowingthis should ease any concerns you have; in this you are both on the same side. For a contract theconsultant will receive a margin of your rate.
  19. 19. Job Profile in EMC: Sourcing resumes through different job portals like Naukri, monster etc. Based on the clients requirements screening the resumes and judging the Candidates to meet the particular requirement. Initial phone screening of candidates to judge communications and background. Short listing the candidates as per client’s requirements and then scheduling up the interviews. Regular follow up with the selected candidates to confirm their joining dates, ensuring the maximum of them are placed successfully with the respective organization Maintaining and updating database of potential, prospective and rejected candidates Constantly be in touch with the candidate until he/she joins. Co-ordinate with other recruiters to work as a team. Maintaining a database of candidates. Handling end to end recruitments.Requirements I worked on in EMC Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd Asp.Net for the Location of Mumbai(Malad), for the 3G Services Project Engineer for the location of Mumbai, for Sigma Byte Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies Project Co-ordinator with Onmobile Global Ltd. Techlead Position for Atidan Technologies
  20. 20. Recruitment Email sent to candidate regarding the same Dear Candidate, This is to bring to your kind notice that we have an opening for the post of Relationship Officer/ Sr. Relationship Officer with URL: - Location: Delhi Designation: Sr. Relationship Officer/ Relationship officer Experience: 2+ Years Essential Excellent Communication Skill, Positive attitude, passionate, highly Qualities: motivated, Should come from online, yellow pages, space selling and should have a good idea about online sales/marketing Responsible for monitoring accessing, improving the ad sales, revenue Job monitoring Responsibility: Able to independently ideate and came out with solution to client and ad sales team Monitoring All ad positions, ad campaigning’s, sales etc. Monitoring their sales / telesales team.If your candidature suits the mentioned profile then kindly send us the following details:1. your updated resume in MS Word format.2. Present CTC3. Expected CTC4. Notice Period As the requirement is a bit urgent, an early response on this would be highly appreciated. Alternatively if you know someone suitable and available then Please refer (or) let us know their contact details. We shall check their willingness for this opportunity. Please, respond at the earliest. Best regards, Llll |HR| EMC-Executive Management Consultant Direct: 9223499000 ||
  21. 21. Recruitment Email sent to candidateHi,Opening with Onmobile Global Ltd for Project Co-ordinatorOnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value AddedServices [VAS] companies for Mobile, Landline and Media Service Providers. OnMobiletouches the lives of over 1 billion mobile users across 55 countries every month.With ourdiverse product portfolio of Mobile Music, multi-screen Video Gateway and deliverysolutions, Phone Backup and Personal Cloud Management solutions, Voice and Videoportals, M-Commerce products and services, we generate 2 – 5% contribution for topcustomers and top line revenues of over US $800 million for over 92 customers globally. Wedeliver our products by the best combination of a hosted Cloud with on-site operations atthe customer premises or through products deployed in customer networks.Founded in2000, OnMobile has 1500 employees spread across India, U.S., LATAM, Africa, Australia,Middle East and Europe. The company was publicly listed in India in 2008. Recentacquisitions include Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).Location: BangaloreWebsite:
  22. 22. JD for Position:-Job Title Project CoordinatorDepartment India Private Operators - PMOQualification B.Tech / BE / MCA / MBAExperience 1-3years Role Project co-ordinator is a Project Management Office role. • The role requires the person to plan, drive, co-ordinate and track projects with various internal stakeholders. • Schedule regular meetings with the action owners for status tracking. • Update the senior members of the organization on the status of the projects, highlight Requirements, risks and gating issues and probable resolutions. • Prepare and analyse the data collected from various reports and present it to the leaders for further analysis and decisionJob Description making. Skills 1) Good Analytical, negotiation and communication skills. 2) Good skills in Excel and ppt. Should have good ability to analyze data, prepare and present analysis to internal stakeholders. 3) Ability to plan, drive, co-ordinate and track projects with various internal stakeholders and report the progress to the AVP. 4) Should possess good Project management skills. Telecom Knowledge and System level knowledge preferred.Location BangaloreIf this profile suits your candidature, kindly send the updated resume mentioning thefollowing details:-1) Total Experience2) Relevant Exp.3) Current CTC4) Expected CTC5) Notice PeriodBest regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 ||
  23. 23. Recruitment Email sent to candidateFrom: Lllllll Mmmmm <>To:Sent: Tuesday, 15 May 2012 3:15 PMSubject: Opening with Atidan Technologies for Tech LeadHi,As per the discussion, I am sending the Company’s profile and Job Description.Opening with Atidan Technologies for the post of Tech LeadAtidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan combinesoffshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-delivering low-risk, high-performance solutions to help you improve communications, streamline workflowand increase productivity.URL: - - MumbaiJob Description:-1) Candidate must have atleast 6 yrs of experience.2) Exp working on web based projects is a must.3) Exposure on SharePoint is preferable.4) Exposure working with US clients is a must.5) Applicant should be working as a tech lead.Interview: - On Saturday (19th May 2012)Timing: - 9 AM TO 12 PMInterview Procedure:-1) Aptitude Test (HR Interview)2) Computer Programming Test (.Net Test)3) Technical Interview – 14) Technical Interview – 2If this profile suits your candidature kindly send the following details:-1) Updated Resume in word format.2) Total Exp.3) Relevant Exp.4) Current CTC.5) Expected CTC.6) Notice Period.Best regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 ||
  24. 24. Format of Candidate Interview Schedule details sent to Organization Hi, Below mentioned is the interview schedule for AM / Manager HR:Sr. Candidate Interview Interview Contact No Mode Location Position ConsultantNo Name Date Time Veena AM/Manager1 17th May 12 10.00 am 98000000 F2F Mumbai EMC Kashelkar HR AM/Manager2 Richa Mehta 17th May 12 11.00 am 9833000000 F2F Mumbai EMC HR AM/Manager2 Ragni Jethi 18th May 12 11.00 am 9833900000 F2F Mumbai EMC HR Weekly Status Report Candidates Date Contact No Client Position Applied for Location CV Sent Name 29-May-12  Soham Raval 97277000000 Quikr  S M  Ahmedabad  CV sent  Tracker sent to Company consists of the following elements: Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company (candidate is working with), Yrs Of Experience, Location, Education, Current Designation, Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level – PI, Date, Final Status, Client CTC if offered.
  25. 25. Form attached along with candidate resume while forwarding to the Client (i.e.organization) Executive Management Consultant Name Position applied for Current Company Current Position Highest qualification Total Exp Relevant Exp Current CTC Expected CTC Notice period Current Location Willing to work in Location Opted for (Y/N) Reason for Job Change Why the Client (e.g. Tata/FT) Why Consultant has shortlisted the CV
  26. 26. Introduction   Of the   Study 
  27. 27. 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 v. To know the managerial satisfaction level as well as to know the yield ratio vi. To search or headhunt people whose, skill fits into the company’s valuesScope of study:The benefit of the study for the researcher is that it helped to gain knowledge and experience andalso provided the opportunity to study and understand the prevalent recruitment procedures.The key points of my research study are: i. To Understand and analyze various HR factors including recruitment procedure at consultant. ii. To suggest any measures/recommendations for the improvement of the recruitment procedures
  28. 28. Human Resource Management and Human Resource DevelopmentDefinition: HRM is the process of managing people in organizations in a structured and thoroughmanner. This covers the fields of staffing (hiring people), retention of people, pay and perkssetting and management, performance management, change management and taking care of exitsfrom the company to round off the activities. This is the traditional definition of HRM whichleads some experts to define it as a modern version of the Personnel Management function thatwas used earlier. We have chosen the term “art and science” as HRM is both the art of managing people byrecourse to creative and innovative approaches; it is a science as well because of the precisionand rigorous application of theory that is required. Human Resource Development (HRD) means to develop available manpower throughsuitable methods such as training, promotions, transfers and opportunities for careerdevelopment. HRD programs create a team of well-trained, efficient and capable managers andsubordinates. Such team constitutes an important asset of an enterprise. One organisation isdifferent from another mainly because of the people (employees) working there in. According toPeter F. Drucker, "The prosperity, if not the survival of any business depends onthe performance of its managers of tomorrow." The human resource should benurtured and used for the benefit of the organisation.Uses of Human Resource Management in an organization: Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. It can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
  29. 29. HRM is also a strategic and comprehensive approach to managing people and theworkplace culture and environment. Effective HRM enables employees to contributeeffectively and productively to the overall company direction and the accomplishment ofthe organizations goals and objectives.Human Resource Management is moving away from traditional personnel,administration, and transactional roles, which are increasingly outsourced. HRM is nowexpected to add value to the strategic utilization of employees and that employeeprograms impact the business in measurable ways. The new role of HRM involvesstrategic direction and HRM metrics and measurements to demonstrate value.The Human Resource Management (HRM) function includes a variety of activities, andkey among them is responsibility for human resources -- for deciding what staffing needsyou have and whether to use independent contractors or hire employees to fill theseneeds, recruiting and training the best employees, ensuring they are high performers,dealing with performance issues, and ensuring your personnel and management practicesconform to various regulations. Activities also include managing your approach toemployee benefits and compensation, employee records and personnel policies. Usuallysmall businesses (for-profit or nonprofit) have to carry out these activities themselvesbecause they cant yet afford part- or full-time help. However, they should always ensurethat employees have -- and are aware of -- personnel policies which conform to currentregulations. These policies are often in the form of employee manuals, which allemployees have.HRM is widening with every passing day. It covers but is not limited to HR planning,hiring (recruitment and selection), training and development, payroll management,rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.In other words, we can say that it’s about developing and managing harmoniousrelationships at workplace and striking a balance between organizational goals andindividual goals.
  30. 30. Advantages / Importance of HR: Meeting manpower needs: Every Organisation needs adequate and properly qualified staff for the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing and changing human resource needs of an organisation. Replacement of manpower: The existing manpower in an Organisation is affected due to various reasons such as retirement and removal of employees and labour turnover. HRP is needed to estimate the shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and appointment of new staff. Meeting growing manpower needs: The expansion or modernisation programme may be undertaken by the enterprise. Manpower planning is needed in order to forecast and meet additional manpower requirement due to expansion and growth needs through recruitment and suitable training programs. Meeting challenges of technological environment: HRP is helpful in effective use of technological progress. To meet the challenge of new technology existing employees need to be retrained and new employees may be recruited. Coping with change: HRP enables an enterprise to cope with changes in competitive forces, markets, products, and technology and government regulations. Such changes generate changes in job content, skill, number and type of personals. Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable resource because an organisation makes investments in its manpower either through direct training or job assignments. Adjusting manpower requirements: A situation may develop in; an organisation when there will be surplus staff in one department and shortage of staff in some other department. Transfers and promotions are made for meeting such situations. Recruitment and selection of employees: HRP suggests the type of manpower required in an organisation with necessary details. This facilitates recruitment and selection of
  31. 31. suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests and procedures is also possible as per the manpower requirements. Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in different departments as per the qualifications and also as per the need of different departments. Surplus or shortage of manpower is avoided and this ensures optimum utilization of available manpower. Training of manpower: HRP is helpful in selection and training activities. It ensures that adequate numbers of persons are trained to fill up the future vacancies in the Organisation.HR TOPICS - FUNCTIONSRecruitment and Selection ProcessComplete Recruitment life cycle Levels of Companies Technologies and Domineer Portal Explanation Explanation of Job Description and Analyzing of Requirement Sourcing of Profiles from Portals Screening of profiles as per the requirement Calling the Candidates Formatting of profiles and Tracker’s Preparation Maintenance of DatabaseTraining and Development Concept of Training and Development Training Needs Identification Process Designing Annual Training Plans Training Execution
  32. 32. Designing Employee Development Initiatives Designing Supervisory Development Programs Designing Management Development Programs What is Training ROI and how to Calculate Introduction to Best Trainer Skills, Knowledge and AbilitiesInduction and Orientation How to Design Induction Programs and Execution How to Design on the Job Training Programs and Monitoring How to evaluate effectiveness of Induction and on the Job Training Programs Probation Confirmation and HR RoleTeam Management Skills Understanding What is a Team Understanding Team Development Stages What is your Team Membership Orientation How to improve your effectiveness as Team Member What is Team Leadership Understanding my Orientation
  33. 33. HR Recruitment:According to Edwin Flippo, "Recruitment is the process of searching for prospectiveemployees and stimulating them to apply for jobs in the Organisation."Recruitment is a continuous process whereby the firm attempts to develop a pool of qualifiedapplicants for the future human resources needs even though specific vacancies do not exist.Usually, the recruitment process starts when a manger initiates an employee requisition for aspecific vacancy or an anticipated vacancy.It is the process to discover sources of manpower to meet the requirement of staffing scheduleand to employ effective measures for attracting that manpower in adequate numbers to facilitateeffective selection of an efficient working force.Recruitment of candidates is the function preceding the selection, which helps create a pool ofprospective employees for the organisation so that the management can select the right candidatefor the right job from this pool. The main objective of the recruitment process is to expedite theselection process.Recruitment is almost central to any management process and failure in recruitment can createdifficulties for any company including an adverse effect on its profitability and inappropriatelevels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems inmanagement decision making and the recruitment process could itself be improved by following
  34. 34. management theories. The recruitment process could be improved in sophistication with Rodgersseven point plan, Munro-Frasers five-fold grading system, psychological tests, personalinterviews, etc. Recommendations for specific and differentiated selection systems for differentprofessions and specializations have been given. A new national selection system forpsychiatrists, anesthetists and dental surgeons has been proposed within the UK health sectorNeed for RecruitmentThe need for recruitment may be due to the following reasons / situations Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover. Creation of new vacancies: due to growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job respecification.The recruitment and selection is the major function of the human resource department andrecruitment process is the first step towards creating the competitive strength and the strategicadvantage for the organisations. Recruitment process involves a systematic procedure fromsourcing the candidates to arranging and conducting the interviews and requires many resourcesand time. A general recruitment process is as follows:Identifying the vacancy:The recruitment process begins with the human resource department receiving requisitions forrecruitment from any department of the company. These contain:• Posts to be filled• Number of persons• Duties to be performed• Qualifications required
  35. 35. Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision makingThe HR Role in Recruitment changed and HRM: Decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager Decides about the right profile of the candidate Decides about the sources of candidates Decides about the measures to be monitored to measure the success of the processA traditional role of HR in Recruitment was an administrative part of the whole process. TheHRM was responsible for maintaining the vacancies advertised and monitored, but the realimpact of HRM to the performance of the whole recruitment process was minimal.But as the role of Human Resources in the business was increasing, the HR Strategy waschanged. From making the process working to the real management of HR Processes and theRecruitment Process was the first to manage.The role of HR in Recruitment is very important as HRM is the function to work on thedevelopment of the recruitment process and to make the process very competitive on the market.As the job market gets more and more competitive, the clearly defined HR Role in Recruitmentwill be growing quickly. HRM is not a function to conduct all the interviews today, the main roleof Human Resources is to make the recruitment process more attractive and competitive on thejob market.
  36. 36. Scope of HR Recruitment: HR jobs are one of most important tasks in any company or organization. To structure the Recruitment policy of company for different categories of employees. To analyses the recruitment policy of the organization. To compare the Recruitment policy with general policy. To provide a systematic recruitment process. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres. A recruitment agency provides you with career counseling which renders a crystal clear picture of what are the possible career options out there for you and which job option suits you the best.Objective of HR To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. Recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. The recruitment process exists as the organization hire new people, who are aligned with the expectations and they can fit into the organization quickly.Advantage of Outsourcing Recruitment/Hiring of ConsultancyTraditionally, recruitment is seen as the cost incurring process in an organization. HRoutsourcing helps the HR professionals of the organisations to concentrate on the strategicfunctions and processes of human resource management rather than wasting their efforts, timeand money on the routine work.
  37. 37. Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations. The major advantages of outsourcing performance management are: Cost Reduction Result Time saving of Hiring of consultancyQualitative/Quantitative Company Focus Management Effort Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as well as the consultancies that provide the service to the corporate. Apart from increasing their revenues, outsourcing provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise. The advantages accruing to the corporate are: Turning the managements focus to strategic level processes of HRM Accessibility to the expertise of the service providers Freedom from red tape and adhering to strict rules and regulations Optimal resource utilisation Structured and fair performance management. A satisfied and, hence, highly productive employees Value creation, operational flexibility and competitive advantage Therefore outsourcing helps both the organisations and the consultancies to grow and perform better.
  38. 38. Changing Role of Recruitment Intermediaries:Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand oftheir services, both by the employers and the job seekers. With an already saturated job market,the recruitment intermediaries have gained a vital position acting as a link between the jobseekers and the employers.But at the same time, one of the major threats faced by this industry is the growing popularity ofe-recruitment. With the changing demand, technologies and the penetration and increasing use ofinternet, the recruitment consultancies or the intermediaries are facing tough competition. Toretain and maintain their position in the recruitment market, the recruitment intermediaries orconsultants (as they are commonly known) are witnessing and incorporating various changes interms of their role, functions and the services.According to a survey amongst top employers, most of them agree with the growing influence oftechnology and the Internet on the recruitment processes. 70 per cent of employers reported theuse of application portal on their company’s official website. Apart from that, the emergingpopularity of the job portals is also growing.But the fact that the intermediaries or the consultants are able to provide their expert services,economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,the candidates, understanding of the requirements, and most importantly, the assess to thesuitable and talented candidates and the structured recruitment processes. The recruitmentintermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other sources ofrecruitment.To retain their position as the service providers in the recruitment market, the recruitmentintermediaries are providing vale added services to the organisations. They are incorporating theuse of internet and job portals, making their services more efficient.Despite of the growing use of the internet, the recruitment intermediaries are predicted tocontinue dominating the recruitment market in the anticipated future.
  39. 39. Recruitment Management SystemRecruitment management system is the comprehensive tool to manage the entire recruitmentprocesses of an organisation. It is one of the technological tools facilitated by the informationmanagement systems to the HR of organisations. Just like performance management, payroll andother systems, Recruitment management system helps to contour the recruitment processes andeffectively managing the ROI on recruitment.The features, functions and major benefits of the recruitment management system are 4explainedbelow: Structure and systematically organize the entire recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process. Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process. The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes.
  40. 40. HR Recruitment Process
  41. 41. 1. Client need assessment Define objectives and specifications Understand clients business and culture Understand the job/position specifications Understand roles and responsibilities of the prospective candidate Develop a search plan and review with the client2. Candidate Identification Identify target sources Extensive organization mapping, research & database search of the profile Provide status report to client about the available talent pool3. Candidate assessment and Presentation Screen and evaluate candidates Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit Discuss the shortlist with the client and send resumes4. Candidate interview, selection & Presentation of Offer Facilitate interviews with the client Obtain feedback Participate in decision making process Provide inputs on candidates desired compensation5. Closure & Follow up Negotiate offer acceptance Execute Reference check, Compensation & Job Level Discussions Coordinate Joining Formalities and on boarding as per predefined date Closing review to understand clients level of satisfaction.HR Telephonic Interview Questions: Tell me about yourself? Tell me about your job profile? How much current CTC, you’re getting in current organization? How much you’re expecting form new organization? How the notice period you required if you are selected? Why did you want to resign from your previous job?
  42. 42. HR Challenges in RecruitmentRecruitment is a function that requires business perspective, expertise, ability to find and matchthe best potential candidate for the organisation, diplomacy, marketing skills (as to sell theposition to the candidate) and wisdom to align the recruitment processes for the benefit of theorganisation. The HR professionals – handling the recruitment function of the organisation- areconstantly facing new challenges. The biggest challenge for such professionals is to source orrecruit the best people or potential candidate for the organisation.In the last few years, the job market has undergone some fundamental changes in terms oftechnologies, sources of recruitment, competition in the market etc. In an already saturated jobmarket, where the practices like poaching and raiding are gaining momentum, HR professionalsare constantly facing new challenges in one of their most important function- recruitment. Theyhave to face and conquer various challenges to find the best candidates for their organisations.The major challenges faced by the HR in recruitment are: Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process Lack of motivation – Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.
  43. 43.       Research Methodology     
  44. 44. RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in anybranch of knowledge’.METHODOLOGY OF STUDY:The project is a systematic presentation consisting of the enunciated problem, formulatedhypothesis, collected facts of data, analyzed facts and proposed conclusions in form ofrecommendations.The data has been collected from both the sources primary and secondary sources.DATA COLLECTION:Primary Data:Primary data was collected through survey method by distributing questionnaires to employees.The questionnaires were carefully designed by taking into account the parameters of my study.Secondary Data:Data was collected from web sites, going through the records of the organisation, etc. It is the datawhich has been collected by individual or someone else for the purpose of other than those of ourparticular research study. Or in other words we can say that secondary data is the data usedpreviously for the analysis and the results are undertaken for the next process.KIND OF RESEARCHThe research done byEXPLORATORY RESEARCHThis kind of research has the primary objective of development of insights into the problem. Itstudies the main area where the problem lies and also tries to evaluate some appropriate coursesof action.Sample Design:A complete interaction and enumeration of all the employees was not possible so a sample waschosen that consisted of 25 employees. The research was taken by necessary steps to avoid anybiased while collecting the data.
  45. 45. Tools of Analysis:The data collected from both the sources is analyzed and interpreted in the systematic mannerwith the help of statistical tool like percentages.RESEARCH DESIGN: A research design is the arrangement of the condition for collection and analysis of datain a manner that aims to combine relevance to the research purpose with economy in procedure.A research design is the specification of methods and procedure for acquiring the informationneeded to structure or to solve problems. It is the overall operation pattern or framework of theproject that stipulates what information is to be collected from which source and be whatprocedures. 1 What is study about?  2 What is study being made?  3 Where will the study be carried out?  4 What type of data is required?  5 Where can the required data be found?  6 What will be the sample design?  7 Technique of data collection.  8 How will data be analyzed? 
  46. 46.    Data Analysis  And Interpretation 
  47. 47. The analysis of the data is done as per the survey finding. The data is representedgraphically in percentage. The percentage of the people opinion were analyzed andexpressed in the form of charts.Question 1: What form of interview did you prefer?Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews whereas only 20% goes for video conferencing and rest 10% adopt some other means of interviews.
  48. 48. Question 2: What source you adopt to source candidates? Candidate Referral Advertising Candidate Job Portal Referral 10% Advertising 5% Job Portal 85%Source: Compiled from questionnaire dataInterpretation:This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10%responded for Candidate referral and 5% responded for Advertising.Question 3: How many stages are involved in selecting the candidate? / How manyQuestion you are asking during the Telephonic interview round? Four One 10% 5% One Two Three Two Three 40% 45% FourMost of the Executives Prefer two stages of interview, 40% prefer to take three stages interviewswhere as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.
  49. 49. Question 4: How do you track the source of candidate? Software Data 5% 15% Software Online Online 80% DataMost of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for softwareto source a candidate.Question 5: Does the organization clearly define the position objectives, requirements andcandidate specifications in the recruitment process? No 5% Yes No Yes 95%This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% respondedfor No.
  50. 50. Question 6: What is the average time spent by executives during recruitment (eachcandidate)? more than 15 mins 1 - 5 minutes 10% 5 - 10 mins 10 - 15 mins 10 - 15 mins 10% more than 15 mins 5 - 10 mins 20% 1 - 5 minutes 60%This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% respondedfor more than 15 mins.Question 7: Do you follow different recruitment process for different grades of employees? No 5% Yes No Yes 95%This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% respondedfor No.Question 8: What are the basic questions you ask to the candidate?
  51. 51. Current Job Notice Period Current / Profile 0% Expected CTC 0% Experience (Total 0% / Relevent) 0% Experience (Total / Relevent) Current / Expected CTC All of the Above Current Job Profile 100% Notice Period All of the AboveThis analysis indicates that the entire respondent i.e. 100% responded for asking all the basicquestions.Question 9: Do you have any system to calculate cost per recruitment? Yes No No Yes 70% 30%This analysis indicates that most of the respondent i.e. 70% responded for No and 30%responded for Yes.Question 10: Is there any provision for evaluation and control of recruitment process?
  52. 52. Yes No 55% No Yes 45%This analysis indicates that most of the respondent i.e. 55% responded for No and 45%responded for Yes.Question 11: Is there any facility for absorbing the trainees in your organization? No Yes Yes No 70% 30%This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%responded for No.THEORITICAL FRAMEWORK:THEORIES REGARDING RECRUITMENT
  53. 53. RECRUITMENT IS TWO WAY STREET:It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whomto recruit and whom not;As per Behling et al, there are three ways in which a prospective employee makes a decision tojoin an organization.Accordingly, the following three theories of recruitment have been evolved: Objective factor theory Subjective factor theory Critical contact theoryThese theories can be explained as follows:Objective Factor TheoryIt assumes that the applicants are rational. As per this theory, the choice of organization by apotential employee depends on objective assessment of tangible factors such as;Pay package, Location, Opportunity per career growth, Nature of work and Educationalopportunities. The employer according to this theory considers certain factors among others;educational qualification, years of experience and special qualification/experience.Subjective Factor TheoryThe decision making is dominated by social and psychological factors. The status of the job,reputation of the organization and other similar factors plays an important role.According to this theory, compatibility of individual personality with the image of organizationis decisive factor in choosing an organization by individual candidate seeking for employment.These subjective factors are; Personal compatibility for the position, Competence and Best fit.Critical Factor Theory
  54. 54. The critical factors observed by the candidate during his interaction with the organization play avital role in decision making. Recruiter being in touch with the candidate, promptness ofresponse and similar factors are important. This theory is more valid with the experiencedprofessionals.There are instances when a candidate is unable to choose an organization out of alternative basedon Objective and Subjective factor(s) listed above. This is due to many reasons such as limitedcontact and insufficient data with regards to the organization or its own inability to analyze andcome to ant conclusion. In such cases, certain critical factors observed by the manager duringinterview and contact with personnel of the organization will have profound influence in hisdecision process.It must be noted that, the theoretical base given above by Behling et al was mostly influenced bythe working condition which existed in developed countries like The United States of Americaand European countries. In these countries, vacancies are many and there is scarcity of suitablehands unlike in developing countries like Cameroon where vacancies are less and hands are moreresulting to large scarce unemployment. The theoretical base given above cannot be applied indeveloping countries except in hid paid jobs where higher skills and better knowledge are theprerequisites. In such cases, candidates have variety of choices and he is the master of his choice.In production, servicing and clerical jobs, unemployment is where the number of job seekers farexceeds the vacancies.In such a situation, candidates have little choice and such, grab whatever organization call him orher for employment. In such a case, the potential organization is in a better place to choose thecandidates from the many available.Hence, the recruitment process should be that of filtering and re-distributing potential candidatesnot only, for actual or anticipated organization vacancies but also searching for prospectiveemployee.From Behling’s review, it could be assessed that workers output will increase due to certainobjectives of motivating them through regular payment. This will help to influence their workingconditions thereby making them to be effective at work.Problems arise when unemployment rate is high and the number of those seeking for jobs farexceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in
  55. 55. the institution. Though they possess the knowledge, education, the process should be to filter andre-discover their potentials.When this happens, right (qualified) employees should be placed in the right positions and as aresult, it will lead to an increase in productivity.Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure todetermine whether his output will increase or decrease but it should be assessed from the criticalfactor observed during interview and the contact with the personnel of the organization that willinfluence his productivity and his decision making.Personality–Job Fit TheoryThe personality–job fit theory postulates that a persons personality traits will reveal insight as toadaptability within an organization. The degree of confluence between a person and theorganization is expressed as their Person-Organization (P-O) fit. This also referred to as aperson–environment fit. A common measure of the P-O fit is workplace efficacy; the rate atwhich workers are able to complete tasks. These tasks are mitigated by workplace environs- forexample, a worker who works more efficiently as an individual than in a team will have a higherP-O fit for a workplace that stresses individual tasks (such as accountancy). By matching theright personality with the right company workers can achieve a better synergy and avoid pitfallssuch as high turnover and low job satisfaction. Employees are more likely to stay committed toorganisations if the fit is good.In practice, P-O fit would be used to gauge integration with organizational competencies. TheIndividual is assessed on these competencies, which reveals efficacy, motivation, influence, andco-worker respect. Competencies can be assessed using various tools like psychological tests,competency based interview, situational analysis, etc.If the Individual displays a high P-O fit, we can say that the Individual would most likely be ableto adjust to the company environment and work culture, and would be able to perform at anoptimum level.
  56. 56.   Findings,  Conclusion,  Suggestions,  Limitation 
  57. 57. FINDINGS According to the Survey, Recruitment differs from company to company for each category. According to the Survey, the company do utilize internet sites for the recruitment process and for finding the talent candidate According to survey it is observed that the company are utilizing the job description in order to make screening process more efficient Limitation of the study:The study is subjected to the following limitations The study is based on the data provided by the company statements so, the limitations of the company’s employees remaining are equally applicable. In some cases data is collected from the companies past records.
  58. 58. CONCLUSIONS• Polices adopted by EMC are transparent, legal and scientific.• Recruitment is fair.• The recruitment should not be lengthy.• 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 as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. SUGGESTIONS• Time management is very essential and it should not be ignored at any level of the process.• Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more which needs to be reduced.• Communication, personal and technical skills need to be tested for employees
  59. 59. WIBLIOGRAPHY BIBLIOGRAPHY 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. Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication
  60. 60. Questionnaire on Recruitment Process Name –Company’s name –Designation –Date-Note – Please fill the appropriate option.Question 1: What form of interview did you prefer? ( )a. Personal interviews b. telephonic interviews c. video conferencing d. OtherQuestion 2: What source you adopt to source candidates? ( )a. Candidate referral b. Advertising c. Job portalsQuestion 3: How many stages are involved in selecting the candidate? / How manyQuestion you are asking during the Telephonic interview round? ( )a. 1 b. 2 c. 3 d. 4 e. MoreQuestion 4: How do you track the source of candidate? ( )a. Software b. Online c. DataQuestion 5: Does the organization clearly define the position objectives, requirements andcandidate specifications in the recruitment process? ( )a. Yes b. NoQuestion 6: What is the average time spent by executives during recruitment (eachcandidate) ? ( )a. 1mins to 5mins. b. 5 to 10 mins.c. 10 to 15mins. d. More
  61. 61. Question 7: Do you follow different recruitment process for different grades of employees? ( )a. No b. YesQuestion 8: What are the basic questions you ask to the candidate? ( )a. Experience (Total/Relevant)b. Current CTC/Expected CTCc. Job Profiled. Notice periode. All the AboveQuestion 9: Do you have any system to calculate cost per recruitment? ( )a. Nob. Yes, please specify –Question 10: Is there any provision for evaluation and control of recruitment process? ( )a. Yes b. NoQuestion 11: Is there any facility for absorbing the trainees in your organization?a. Yes b. No ( )          
  62. 62. Questionnaire on Recruitment Process Name –Company’s name –Designation –Date-Note – Please fill the appropriate option.Question 1: What form of interview did you prefer? ( )a. Personal interviews b. telephonic interviews c. video conferencing d. OtherQuestion 2: What source you adopt to source candidates? ( )a. Candidate referral b. Advertising c. Job portalsQuestion 3: How many stages are involved in selecting the candidate? / How manyQuestion you are asking during the Telephonic interview round? ( )a. 1 b. 2 c. 3 d. 4 e. MoreQuestion 4: How do you track the source of candidate? ( )a. Software b. Online c. DataQuestion 5: Does the organization clearly define the position objectives, requirements andcandidate specifications in the recruitment process? ( )a. Yes b. NoQuestion 6: What is the average time spent by executives during recruitment (eachcandidate) ? ( )a. 1mins to 5mins. b. 5 to 10 mins.c. 10 to 15mins. d. More
  63. 63. Question 7: Do you follow different recruitment process for different grades of employees? ( )a. No b. YesQuestion 8: What are the basic questions you ask to the candidate? ( )a. Experience (Total/Relevant)b. Current CTC/Expected CTCc. Job Profiled. Notice periode. All the AboveQuestion 9: Do you have any system to calculate cost per recruitment? ( )a. Nob. Yes, please specify –Question 10: Is there any provision for evaluation and control of recruitment process? ( )a. Yes b. NoQuestion 11: Is there any facility for absorbing the trainees in your organization?a. Yes b. No ( )