The main findings are that job consultancy websites are a major source of hiring, and salary is a key motivator for applicants. The selection process is seen as mostly objective. However, external hiring can hamper promotions and increase attrition. Behavior-based interviews are seen as important for assessing fit. The recommendations focus on diversifying hiring

1. PROJECT REPORT
ON
To Analyze The Effectiveness Recruitment And
Selection Methods At DuPont™ Danisco®
Submitted By: Savita Rawat
MBA IIIrd Semester
Enr No: 10616603911

2. COMPANY PROFILE
• Danisco A/S is a Danish bio-based company .
• It was formed in 1989 from the largest Danish industrial merger
ever of the two old C.F. Tietgen companies Danish Sugar (founded
1872), and Dansk Handles- og Industry Company (Danisco A/S).
• Headquartered in Copenhagen, the group has approximately 6,800
employees in more than 80 locations in 40 countries.
• Annual Turnover is around 13.7 billion.
• Danisco is one of the world's leading producers of ingredients for
food and other consumer products .
• Danisco’s ingredients are used globally in a wide range of industries
– from bakery, dairy and beverages to animal feed, laundry
detergents and bioethanol – offering functional, economic and
environmental benefits.
• On 13 May 2011, DuPont Co. agreed to acquire Danisco A/S for $5.8
billion. Now Danisco comes under DuPont Health and Nutrition
branch .

3. Cont’d
VISION
To be leading supplier of ingredients to the global food industry.
DuPont Danisco Product Range
Meeting Global Food Challenges
• Health & nutrition
• Food protection
• Sustainability
• Cost optimization

4. OBJECTIVES
Primary:
• To analyze the effectiveness of various sources of recruitment
followed in DuPont Danisco.
• To analyze the effectiveness of various selection tools
administered by the organization.
• To find out methods to reduce cost of hiring.
Secondary:
• To study the recruitment and selection procedure
followed in DuPont Danisco
• To identify the area where there is scope of improvement

5. RESEARCH METHODOLOGY
DATA COLLECTION:
Primary: Through structured Questionnaire
Secondary: Through Internet, Journals, Newspapers , Company website,
brochure & Misc. sources.
Procedure: Survey method
RESEARCH INSTRUMENT : Structured Questionnaire.
SAMPLING PLAN
Sample Design: Convenience sampling
Sample size : 30 employees
Sample Area: Study was conducted at corporate office of DuPont Danisco in
Gurgaon.
Sample unit: Data was gathered from employees working at various position
in DuPont Danisco.

9. Question: How far the questions asked in interview are coherent with the
job profile?
Question: To which extent the Work Sample test describe the actual job
task?

10. FINDINGS
• About 50% of employees prefer job consultancy websites to post their resume.
• Around 60% of employees agree that the attractive salary packages of the
organization motivate them to post their resumes.
• Around 60% of employees get to know about their present job through
consultancy and less number of employees are through the internal referrals,
promotions ,organization job posting.
• Most of employees agreed that the external recruitment stagnate the internal
promotion of existing employees.
• About 65% of employees are agreeing that questions asked in interview are
relevant to the job.
• About 80% of employees are agreeing with the relevance of personality test.
• Almost all employees show their agreement towards the importance of
behavior based interview.
• About 55% of employees shows consensus towards the reliability of structured
interview.
• Around 62% of employees are agree with relevancy of work sample test in
replicating the actual job task.
• About 63% of employees shows consensus over the importance of knowledge
based test for non-technical jobs and less effective for technical jobs

11. CONCLUSIONS
• The recruitment process at DuPont™ Danisco® to some extent is done
objectively and therefore employees well aware about the organization
recruitment and selection policies.
• The organization relies on job consultant for their hiring’ that reduces
their boundary of talent pool need for recruitment.
• Most of employees prefer for job switching after experience of 2-5 yrs.
this may lead to employee attrition and hence increase the cost of
recruitment.
• Most of employees feel that the disparity is created by organization in
internal promotion through the external recruitment; this may lead to
employee dissatisfaction.
• Most of the employee agrees with the importance of behavior based
interview for selection. It helps in selecting the candidate fit to
organization culture.
• Most of employee agree that the knowledge based test are more relevant
for non-technical jobs and less important for technical jobs.

12. SUGGESTIONS & RECOMMENDATIONS
• The organization should be using other sources of recruitment like recruitment
through job portals, company websites, social networking sites along with the
job consultancy sites; this will increase the talent pool selected for hiring.
• The organization should promote employee referrals programs in order to
increase the hiring through internal referrals.
• The organization should be promoting the recruitment through internal
referrals and through promotion of existing employees .
• The company can use some differential rating system while administering the
knowledge based test for technical jobs.
• The company need to promote the internal employee rather than hiring the
external candidate if required KSA are already possessed by the existing
employee, this will promote employee retention, hence reduces cost of
hiring.

13. LIMITATION OF STUDY
• Employees are reluctant to talk at times.
• Sample Size was small, so difficulty in generalized the conclusion
• Some of the questions of questionnaire are unanswered.
• Study was not conducted on candidate unsuccessful in getting the job .
• Employees asked lot of counter question so convincing them was a major
task.
• Employees show little interest in filling the questionnaire due to their own
workload.

14. RESEARCH QUESTIONNAIRE
Question: Which mode of recruitment you generally prefer to post your resume?
• Job Portals(Naukri.com, Monsterindia.com, jobahead.com etc.)
• Directly to company website.
• Social Networking sites(linkedin,facebook,twitter)
• Job Consultancy websites(ABC.com, workaholic.com,etc)
• Post / Courier/By Hand
Question: What makes you to post your CVs for job?
Employer Branding(Company Reputation)
Salary package
Complete Job Description
Job Switching
Future Growth Opportunities
Question: How do you get to know about your present job?
Advertisement/ Media(TV,FM)
Through the internet(Job portals)
Job Consultancy
Internal referrals/Organization billboard job posting/ Promotion,Tranfer
Campus placement cell/ Mass recruitment event
• Any other source: ………………………………………………………………………………………………..

15. Question: Do you feel that the internet recruitment has improved the quality of talent pool?
Strongly agree
Agree
Disagree
Can’t Say
Question: Do you feel that the external recruitment can stagnate the internal promotion?
Always affect the internal promotion
Sometimes
Facilitate the promotion
Can’t relate
Question: When do you think for job switching?
Experience of 2- 5 yrs.
Experience of 5-10 yrs.
Anytime depend on better job opportunity
Never think
Question: What do you think about the quality of new employees in your organization?
More Competitive & Motivated
Satisfactory
Less competitive & Demotivated
Not identified
Question: How far the questions asked in interview are coherent with the job profile?
Always related to job
To some extent
Irrelevant Questions
Can’t Say

16. Question: Do you think that the personality test justify the candidate personality?
Always
To some extent
Never
Can’t Say
Question:. Which one of following is the most reliable type of interview in your opinion?
Behavioral
Structured
Unstructured
Situational
Stress
Panel
Question: How do you rate the importance of behavior based interview for your organization?
Very important
To some extent
Less important
Organization doesn’t conduct such interview/ No idea
Question: To which extent the Knowledge-Based test (Aptitude test/ personality/ job knowledge test/ interview) justify
itself as selection tool.
Essential for all the jobs
Only effective for Knowledge- based jobs(Trainer, scientist, Professor )
Less effective for technical or practical jobs(programmer, computer jobs etc.)
Both b&c
Can’t Say

17. Question: How frequently you update your Resume?
Daily /weekly
Fortnight/Monthly
Quarterly
Yearly
Question: To which extent the Work Sample test describe the actual job task?
To some extent
Always related to proposed job task
Not/ Hardly relates
Can’t Say
Question: Are you satisfy with the present method being followed by your organization for Recruitment and
Selection?
Yes
To some extent
No
Can’t say