Here are the key details about Dimension Group: - Dimension Group was founded in 2007 by Mr. Ravi Kant Mathur and is a pioneer in organized financial and recruitment services in India. - It provides a wide range of financial services including debt dealing, insurance dealing, mutual fund distribution, financial advisory and manages over Rs. 200 crores in assets. - Dimension Group also engages in recruitment and staffing services through its subsidiary Dimension Corporate Services which places executives, middle, and top-level management professionals across various functions and industries. - The company started with debt advisory and broking services and has expanded over the years to offer personalized wealth management, retirement planning, and investment advisory through Dimension Financial Solutions.

1. Summer Training Project Report
(Session 2011-13)
PROJECT REPORT ON
“RECRUITMENT AND SELECTION”
In
DIMENSION CORPORATE SERVICE PVT.LTD.
Submitted to the MAHAMAYA TECHNICAL UNIVERSITY
For the Partial fulfillment of the requirement for the award of
The degree
Of
MASTE OF BUSINESS ADMINISTRATION
Submitted by:- Under the Guidance of
Praveen Kumar Ms. Ragini Kumari
Roll No – 1163970063 Team Leader (HR)
Dimension Group

2. Preface
The summer Training is an integral part of curriculum. During the training, a student gets
an opportunity to understand the practical aspect of theory. Training makes the concept clear.
This project report is the outcome of the summer training that I have undergone at
DIMENSION CORPORATE SERVICES pvt ltd for the partial Fulfillment of Master of
business administration. The topic allotted by the company to me is “RECRUITMENT
AND SELECTION”. I have tried my level best to make a good report. However, no one can
claim for perfection entirely. So I apologize for the discrepancy, if any crept in. Preparation
of project requires perseverance, initiatives, proper guidance and direction. So it is
mandatory to take the aid of various departments. Actually a project is a summarized form
of the following seven activities
 Planning
 Resource Collection
 Organizing
 Joint Efforts
 Communication
 Efficiency
 Transparency
2

3. Acknowledgement
It gives me great pleasure to present the report entitled “RECRUITMENT AND
SELECTION” in DIMENSION CORPORATE SERVICES pvt ltd
First, with profound pleasure and proud privilege, I take this opportunity to express my
deep sense of gratitude and indebtedness to the DIMENSION CORPORATE SERVICES
PVT. LTD. for giving me the opportunity to undertake this project.
I would like to express my sincere gratitude to Ms. Ambika Verma (Sr. HR Executive)
for giving me this opportunity to complete my internship in this esteemed organization
and for their kind support.
With great sense of gratitude, I also thank him for his experienced Judgement, endless
interest and constant encouragement without which it would not been possible for me to
accomplish the project successfully.There is a saying “Hundred miles journey begins
with one step”. It was my first step in the industry so that with immense gratitude and
artful appreciation, I am grateful to Ms. Ragini (HR TEAM LEADER) for providing
his esteemed guidance and valuable support throughout the project.
Last but not the least, I find my self-lacking in words to express sense of gratitude to my
beloved parents for their encouragement, moral and emotional support.
3

4. 4

5. Raj Kumar Goel Institute of Technology (MBA)
5th KM. STONE, DELHI-MEERUT ROAD, GHAZIABAD (U.P)-201003
Date: ……………….
TO WHOM SOEVER IT MAY CONCERN
This is to certify that Mr. Praveen Kumar has prepared Summer Training Project Report titled A
study on Recruitment And selection, for the pursuing the degree of Master of Business
Administration (MBA) affiliated to Mahamaya Technical University, Noida. Her performance
during the project has been satisfactory.
I wish her all the best for her future endeavors.
Dr. Arvind Singh
Principal
5

6. DECLARATION
I hereby declare that the project report entitled (RECRUITMENT AND SELECTION )
Submitted in partial fulfillment of the degree of MASTER OF BUSINESS
ADMINISTRATION of institute of RAJ KUMAR GOEL INSTITUTE OF
TECHNOLOGY is my original work and not submitted for the award of any other Degree,
Diploma, Fellowship or any other similar title or prize.
Date:
Place: PRAVEEN KUMAR
6

7. TABLE OF CONTENT
1 Executive Summary 7-8
2 Company Profile 9-32
3 Identify the Problem 33-34
4 Objectives of Study 35-36
5 Literature Review 37
6 Research Methodology 38-44
7 Recruitment 45-56
8 Selection 57-77
9 Data analysis and interpretation 78-86
10 Result & Findings
11 Suggestion and recommendation 87-88
12 Conclusion 89-90
13 Limitations of the study 91-92
14 Bibliography 93-94
15 Annexure 95-99
7

8. CHAPTER -1
Executive Summary
8

9. Executive Summary
The project titled “RECRUITMENT AND SELECTION” Undertaken in DIMENSION
CORPORATE SERVICES PVT. LTD.
Dimension Group is a well-established corporate house, Incorporated & headquartered in Delhi
providing financial and manpower services with a wide range of services.
Dimension Group provides end to end personalized investment management services, which
includes planning, advisory, execution and monitoring. Dimension Group has a presence across
asset class‟s debt, fixed-income & mutual funds, with offline as well as online equity execution
capabilities.
We are a prominent management consultancy house involved in Manpower Placements. We are
catering to the manpower requirements for the Executives, Middle Management and Top
Management Positions in various functional disciplines including Sales, Marketing, H.R,
Finance Manufacturing, and Production etc.
The project report is about recruitment and selection process that‟s an important part of any
organization. Which is considered as a necessary asset of a company? In fact, recruitment and
selection gives a home ground to the organization acumen that is needed for proper functioning
of the organization. It gives an organizational structure of the company. It‟s a methodology in
which the particular organization works and how a new candidate could be recruited in such a
way that he/she would be fitted for the right kind of career.
There are two types of factors that affect the Recruitment of candidates for the company
 Internal factors
External factors
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection process or activities typically
follow a standard patter, beginning with an initial screening interview and concluding with final
employment decision.
9

10. COMPANY PROFILE
1) Introduction of Organization.
2) Brief History of the Organization.
3) Organization Product/ Services.
4) Dimension corporate services.
5) Major Challenges for the Organization.
10

11. Dimension Group
Dimension Group Founded in 2007 by Mr. Ravi Kant Mathur, Dimension Group is the pioneer
of organized financial Services & recruitment services in India. Over the years, they have acted
as preferred financial and recruitment partners to multinationals and leading Indian businesses
to emerge as the leading brand nationally. Dimension Group mainly indulges in Activities i.e.,
Debt Dealing, Composite Insurance Dealing (Both Life & Non-Life), Mutual Fund
Distribution, and financial advisory, Asset under management over 200 Crore with satisfied
customers as well as into Corporate HR Advisory. Dimension Group is a well-established
corporate house, Incorporated & headquartered in Delhi providing financial & recruitment
services with a wide range of products.
The Group started with Dimension Group which engaged in providing debt advisory and
broking services to institutional, semi-institutional and retail customers. It caters to a wide
range of investors across the country. This Segment of the company deals in Government
Securities, Treasury Bills, Commercial Papers, Certificate of Deposits, PSU, SLU and
Corporate Bonds and other debt instruments. The next milestone is the second Group Company
named as Dimension financial Solutions Pvt. Ltd. This segment came into existence in January
2009.It provides end to end personalized investment management services, which includes
planning, advisory, execution and monitoring. It has a presence across asset class‟s debt, fixed-
income & mutual funds, with offline as well as online equity execution capabilities. It partners
in planning its customer's complete investment decisions towards wealth generation, retirement
planning and capital built up at different stages of their life. Our another great achievement is
Dimension Corporate Services Pvt. Ltd. Journey of Dimension Corporate Services has been
started from 1st August 2009.It is a prominent management consultancy house involved in
Manpower Placements on PAN India level. Here, we are catering to the manpower
requirements for the Executives, Middle Management and Top Management Positions in
various functional disciplines including Sales, Marketing, H.R, Finance Operations,
Manufacturing, and Production etc.
They are proud to say that we have a team of professionals who are well experienced and
highly professional in the relevant field. Our professional approach makes us easy to
understand the market trends, client‟s requirement. Our Mission & Vision is to be the most
useful, reliable and efficient provider of Manpower Services & Financial services. To serve our
clients with utmost dedication and integrity so that we exceed their expectations and build
enduring relationships. To offer unparallel quality of service through complete knowledge of
the requirement with constant innovation in services and use of the latest technology. To create
value for all Clients and Candidates by ensuring accurate and stable manpower and profitable
11

12. growth respectively. To build an amicable environment that accords respect to every individual
and permits their personal growth. To utilize the power of teamwork to function as a family
and build a seamless organization. Above everything else, we value; Partnership, Integrity &
Confidentiality.
The organization network includes offices spread across 3 major Indian cities i.e., Delhi, NCR
& Mumbai. Dimension Group is proud of its long standing relationships in the industry and the
fact that 75% of its revenue comes from its existing clients, which is a testimonial of happy
clients.
12

13. BRIEF HISTORY OF THE ORGANISATION
DIMENSION GROUP is a prominent management consultancy house involved in Manpower
Placements. They are catering to the manpower requirements for the Executives, Middle
Management and Top Management Positions in various functional disciplines including Sales,
Marketing, H.R, Finance Manufacturing, and Production etc.
Goal of dimension group:-
To provide quality placements to the candidates & services to our clients
 To be the most useful, reliable and efficient provider of Manpower Services.
 To serve our clients with utmost dedication and integrity so that we exceed their
expectations and build enduring relationships.
 To offer unparallel quality of service through complete knowledge of the requirement
with constant innovation in services and use of the latest technology.
13

14. GROUP COMPANIES
Group Companies
14

15. DIMENSION SECURITIES
OFFER SPECIALIZED DIMENSION SECURITIES IN FOLLOWING VERTICALS:-
• Came into existence three and a half years ago.
• Dimension Securities is engaged in providing debt advisory and broking services to
institutional, semi-institutional and retail customers.
• It caters to a wide range of investors across the country.
• This Segment of the company deals in Government Securities, Treasury Bills, Commercial
Papers, Certificate of Deposits, PSU, SLU and Corporate Bonds and other debt instruments.
DIMENSION FINANCIAL SOLUTIONS
Dimension Financial Solutions Pvt. Ltd. is engaged in providing debt advisory
and broking services to institutional, semi-institutional and retail clients. It acts as an active
participant in both primary and secondary market of Debt & Equity, providing investment
solutions to various Provident Fund Trusts, Gratuity & Superannuation Funds Trusts, Banks,
Financial Institution Corporate Treasuries, Mutual Funds, Insurance Companies, Educational,
Religious and Charitable Trusts, HNI's etc.
The company deals in Corporate Bonds, Government Securities, Treasury Bills, Commercial
Papers, Certificate of Deposits and other debt instruments.
They have a strong research team with understanding of debt & Equity markets to provide the
dealing team and client‟s regular updates and views on the markets and providing analytical
recommendation to our Institutional and other clients. It is further expanding its operations in
other locations of the country and is diligently managed by a dedicated, competent and honest
team of professionals with expertise across various industries.
15

16. Why
Dimension
Group
The Group is one
stop shop for
total financial
solutions.
Comprehensive
services offer for
both Retail &
Institutional
segment.
Active participant
in both primary
and secondary
market of Debt &
Equity.
Strong research
based
recommendation.
Technology
savvy and strong
logistic and
research base
support.
Clear
understanding of
applicable laws.
Dedicated,
competent and
honest team of
professionals.
Consistency and
passion to excel.
16

17. PRODUCTS AND SERVICES
17

18. Financial Planning
The only thing permanent in life is change. Times change.
People change. So does life. You expect life to be much better
tomorrow than it is today. Tomorrow, you hope to fulfill all
your dreams and aspirations. But what happens if things take an
untoward turn? Or, if there is an eventuality? Perhaps it's time
for you to change the way you plan your investments...
Why do you need Dimension Group Financial Planning?
You may have many dreams, needs and desires. For example,
you could be dreaming of:
Owning a new car Buying a dream house Providing your
children with the best education Planning a grand
wedding for your children
Having a great time after your retirement.
But in today's world of skyrocketing costs and increasing
inflation, how many of these dreams can you hope to turn into
reality? By planning well, you can utilize your limited resources
to the fullest.
Financial Planning helps you see the big picture and invest for
specific long-term and short-term goals well in time.
What is Financial Planning all about?
Financial Planning is a unique software-based simulation that
takes a holistic view of your life-long financial needs and charts
a personalized investment strategy to help you meet them.
Broadly, it involves:
Identifying your current financial status Listing and
prioritizing your goals Creating a sound investment plan
to achieve them.
Monitoring the plan to facilitate swift corrective action,
if needed.
Financial Planning is based on the premise that every individual has certain basic financial
needs that are expressed at various stages of life (getting married, buying assets like homes,
vehicles, or providing for your children's education and wedding). With the help of Financial
Planning, you can prepare yourself well in time for all these goals
18

19. Investment Planning
Everyone needs to save for a rainy day. Once you have
saved enough to take care of emergencies, you should start
thinking about investing and to make your money grow.
They can help you plan your investments so that you can
reap adequate benefits and achieve your financial goals.
Investment Planning Service includes:
Risk Profiling
Asset Allocation and Portfolio Construction
Creation and Accumulation of Wealth through
Systematic Investment Plans (SIP)
Regular review of progress and Portfolio
Rebalancing
Essentially, Investment Planning involves identifying your financial goals throughout your
life, and prioritizing them. Investment Planning is important because it helps you to derive
the maximum benefit from your investments.
Your success as an investor depends upon your ability to choose the right investment
options. This, in turn, depends on your requirements, needs and goals. For most investors,
however, the three prime criteria of evaluating any investment option are liquidity, safety and
return.
Investment Planning also helps you to decide upon the right investment strategy. Besides
your individual requirement, your investment strategy would also depend upon your age,
personal circumstances and your risk appetite. These aspects are typically taken care of
during investment planning.
Investment Planning also helps you to strike a balance between risk and returns. By prudent
planning, it is possible to arrive at an optimal mix of risk and returns that suits your
particular needs and requirements.
19

20. Insurance Planning
"Insurance is not for the person who passes away, it for those
who survive," goes a popular saying that explains the
importance of Insurance Planning.
It is extremely important that every person, especially the
breadwinner, covers the risks to his life, so that his family's
quality of life does not undergo any drastic change in case of
an unfortunate eventuality.
It is extremely important that every person, especially the
breadwinner, covers the risks to his life, so that his family's
quality of life does not undergo any drastic change in case of
an unfortunate eventuality.
Insurance Planning is concerned with ensuring adequate coverage against insurable risks.
Calculating the right level of risk cover is a specialized activity, requiring considerable
expertise. Proper Insurance Planning can help you look at the possibility of getting a wider
coverage for the same amount of premium or the same level of coverage for the same
amount of premium or the same level of coverage for a reduced premium. Hence, the need
for proper insurance planning.
Insurance, simply put, is the cover for the risks that we run during our lives. Insurance
enables us to live our lives to the fullest, without worrying about the financial impact of
events that could hamper it. In other words, insurance protects us from the contingencies that
could affect us.
So what are the risks that we run? To name a few - the risk on our lives that is, the worries of
replacement of the incomes that we contribute to the running of the household), the risks of
medical contingencies (since they have the capability of depleting our wealth considerably)
and risks to assets (since the replacement of these can have tremendous financial
implications). If we can imagine a situation where our goals are disturbed by acts beyond our
control, we can realize the relevance of insurance in our lives.
Insurance Planning takes into account the risks that surround you and then provides an
adequate coverage against those risks. There is no risk not worth insuring yourself against,
and insurance should first and foremost be looked as a measure to guard against risks - the
risk of your dreams going awry due to events beyond your control.
20

21. Retirement Planning
Some like it. Some don‟t. But retirement is a reality for
every working person. Most young people today think of
retirement as a distant reality.
However, it is important to plan for your post-retirement
life if you wish to retain your financial independence and
maintain a comfortable standard of living even when you
are no longer earning. This is extremely important, because,
unlike developed nations, India does not have a social
security net.
Retirement Planning acquires added importance because of
the fact that though longevity has increased, the number of
working years haven‟t.
Dimension Retirement Planning Service involves:
Computing that amount that would be required post-retirement. This is done after
taking inflation and time value of money into account.
Building your Retirement Corpus using Systematic Investment Plans (SIPs) and
other long-term growth orient products
Ensuring adequate post-retirement income through safe investments.
The asset allocation and selection of investment vehicles keep changing as your risk-bearing
capacity diminishes.
21

22. Tax Planning
Proper tax planning is a basic duty of every person which
should be carried out religiously. Basically, there are three
steps in tax planning exercise. These three steps in tax
planning are:
Calculate your taxable income under all heads i.e., Income
from Salary, House Property, Business & Profession,
Capital Gains and Income from Other Sources.
Calculate tax payable on gross taxable income for whole
financial year (i.e., From 1st April to 31st March) using a
simple tax rate table, given on next page.
After you have calculated the amount of your tax liability. You have two options to choose
from:
1. Pay your tax (No tax planning required)
2. Minimize your tax through prudent tax planning.
Most people rightly choose Option 'B'. Here you have to compare the advantages of several
taxes saving schemes and depending upon your age, social liabilities, tax slabs and personal
preferences, decide upon a right mix of investments, which shall reduce your tax liability to
zero or the minimum possible.
Every citizen has a fundamental right to avail all the tax incentives provided by the
Government. Therefore, through prudent tax planning not only income-tax liability is
reduced but also a better future is ensured due to compulsory savings in highly safe
Government schemes. We sincerely advise all our readers and clients to plan their
investments in such a way, that the post-tax yield is the highest possible keeping in view the
basic parameters of safety and liquidity
22

23. Children future Planning
Like every parent, you too must be overjoyed to watch your
child grow. All parents want to give the best possible
upbringing to their children. This includes good education
and security, in case of any eventuality. Soon, your little
bundle of joy will grow up, and it will be time to provide
for his or her higher education and wedding.
The purpose of Children's Future Planning is to create a
corpus for foreseeable expenditures such as those on higher
education and wedding, and to provide for an adequate
security cover during their growing years.
Children's Future Planning acquires added importance
because children's education and wedding are high priority
life goals, which can neither be postponed nor can there be
a compromise on the amount.
Good education has always been the passport to a secure future. Today, career opportunities
have grown manifold, and there are many professional courses that your child can aspire
for. However, costs of higher education have also increased exponentially.
Like most parents, you might be saving regularly to ensure a safe tomorrow for your child.
However, savings alone is no longer enough. For ensuring adequate funding of your child's
education, you as a parent, need to do two things:
Invest appropriate amount systematically and at regular intervals
Provide for a financial security blanket to cover any eventuality
It is never too early to start saving and investing for your child's future. Especially in today's
context. For example, the cost of a professional degree today is approximately Rs 2.5 lakhs.
If your child is one-year-old today, after 17 years when he/she goes to college, you may
require a sum of Rs 6.3 lakhs, assuming an annual rate of inflation of 6%.
There are many products which your Financial Planner can use to achieve the above
objectives. For example, he could suggest a Children's Future Plan offered by any good
insurance company, to build a corpus for your child's higher education, and provide for a
security cover in the event of the parent's unfortunate demise.
Children's plans are also available under unit-linked option. Being unit-linked, they offer
access to investments in all kinds of asset classes - equity, debt and cash.
23

24. Over the progressive span of existence, we offer specialized services in
following verticals:-
• Telecom
• Financial Services and Consulting
• Information Technology
• Life Sciences and Healthcare
• Media Advertising and communication
• Retailing
• Consumer and Services
• Power and Energy
• Automobile
• Manufacturing and Processes.
• Logistics
• Shipping Lines
• Freight Forwarding
• Supply Chain Management
• Finance
• Engineering
• Construction, Real Estate
• IT/ITES
• FMCG
• Aviation
• Hospitality
• Pharmaceutical
• Petrochemical
Dimension Group have an excellent computerized data bank to cater to an organization‟s entire
needs of manpower in all disciplines including HRD, Finance, Accounts, Engineering, Materials,
Information Technology, TQM, and Sales & Marketing etc. They offer specialized services for
the same through our following PLACEMENT DIV.
1. Senior Management Placement – To cater to the organization‟s needs for filling positions of
Top & Senior Management
2. Management Placement – To handle managerial positions in an organization including
managers at middle level hierarchy.
3. Supervisory & Staff Placement – To look after and place candidates in the Supervisory and
staff level positions i.e. Executives, Officers, Supervisors, Management Trainees, Secretaries,
24

25. Accountants etc., and other staff selectively. Our Manpower placement division therefore
undertakes to:
 Sponsor suitable candidates for selection after proper screening.
 Advertise positions on behalf of the organization.
 Manpower search, Head Hunting and provide expertise in recruitment
And selection.
DIMENSION CORPORATE SERVICES
In today‟s changing business environment, organizations need to define their long-term and
short-term manpower requirements. While some people may be required on an ongoing basis,
others may be required only on project basis.
They are conduct preliminary interviews and shortlist candidates as per the requirement of the
client. Visualizing these needs, we have structured our manpower services as:
Direct Hire: - Dimension Group offers a wide range of direct hire services to augment
the job provider‟s search efforts. We conduct preliminary interviews and shortlist the
candidates as per job provider‟s requirement and make arrangements for face-to-face meeting
with the job provider and thus help them assess and evaluate the right candidate for the job.
Dimension Group at Placements follow a systematic approach when selecting candidates
for our clients. Following is the procedure that we follow in the recruitment process.
They accept the challenge that each search assignment brings. They provide complete service
backup until a recruitment assignment is completed.
Matching candidate with the job specification
Before backing any particular applicant, we first thoroughly understand the requirement
specifications. Keeping this in mind, we match the applicant's resume and job expectations with
the given requirement specification. Next, we understand a candidate‟s present and desired
profile to check fitment, brief the candidate on the opening to check and confirm the interest
towards the same.
25

26. Value Added screening process:
A preliminary screening of the candidate is done before the short listed profiles are sent to
the clients. We make it a point to meet the candidate, especially those who apply at senior
management levels. The short listed profiles are sent with our interaction/assessment comments.
Quality Vs Quantity
they give more emphasis to Quality than Quantity. For this reason, we forward only those
resumes to our clients that match the requirements. They may be limited but noteworthy.
Choosing the appropriate candidate
they also assess the professionals' communication and presentation skills and then forward their
resumes to the employers.
Dimension Group undertakes complete co-ordination with candidate‟s right from first
interview, final interview, and medical tests up to the date of joining.
Complete confidentiality is maintained in the process of recruitment from the point of view of
employer & employee.
Manpower & Professional Strength:
The Group derives its strength from Professional management supported by professional
staff.
26

27. Dimension Corporate Services Pvt. Ltd.
Dimension Corporate Services believe that our success is best reflected through the success
achieved by our clients and candidates. Our beliefs and values define what we stand for and
determine how we work. The hallmark of our approach comprises.
Integrity. Our clients are demanding, their standards are high and so are ours. We honestly
represent our clients to candidates and our candidates to clients. We do not promise what we
cannot deliver. Confidentiality. We accord the highest respect to information that we have been
entrusted with. Commitment. We remain committed to deliver high quality services to both
candidates and clients by adequately understanding their needs.
In today‟s changing business environment, organizations need to define their long-term and
short- term manpower requirements. While some people may be required on an ongoing basis,
others may be required only on project basis.
They conduct preliminary interviews and shortlist candidates as per the requirement of the
client. Visualizing these needs, we have structured our manpower services as:
Dimension Corporate Services Pvt. Ltd. offers a wide range of direct hire services to augment
the job provider‟s search efforts. We conduct preliminary interviews and shortlist the
candidates as per job provider‟s requirement and make arrangements for face-to-face meeting
with the job provider and thus help them assess and evaluate the right candidate for the job. We
Dimension Corporate Services Pvt. Ltd. at Placements follow a systematic approach when
selecting candidates for our clients. Following is the procedure that we follow in the
recruitment process.
They accept the challenge that each search assignment brings. We provide complete service
backup until a recruitment assignment is completed.
Matching candidate with the job specification-Before backing any particular applicant, we first
thoroughly understand the requirement specifications. Keeping this in mind, we match the
applicant's resume and job expectations with the given requirement specification. Next, we
understand a candidate‟s present and desired profile to check fitment, brief the candidate on the
opening to check and confirm the interest towards the same.
27

28. Value Added screening process: A preliminary screening of the candidate is done before the
short listed profiles are sent to the clients. We make it a point to meet the candidate, especially
those who apply at senior management levels. The short listed profiles are sent with our
interaction/assessment comments.
Quality Vs Quantity-we give more emphasis to Quality than Quantity. For this reason, we
forward only those resumes to our clients that match the requirements. They may be limited but
noteworthy. Choosing the appropriate candidate-we also assess the professionals'
communication and presentation skills and then forward their resumes to the employers.
Dimension Corporate Services Pvt. Ltd. undertakes complete co-ordination with candidate‟s
right from first interview, final interview, and medical tests up to the date of joining. Complete
confidentiality is maintained in the process of recruitment from the point of view of employer
& employee.
Our Mission
To be the most useful, reliable and efficient provider of Manpower Services.
To serve our clients with utmost dedication and integrity so that we exceed their
expectations and build enduring relationships.
To offer unparallel quality of service through complete knowledge of the requirement
with constant innovation in services and use of the latest technology.
28

29. OUR VISION
To create value for all Clients and Candidates by ensuring accurate and stable manpower
and profitable growth respectively.
To build an amicable environment that accords respect to every individual and permits
their personal growth.
To utilize the power of teamwork to function as a family and build a seamless
organization.
29

30. About the Dimension Corporate Services
Introduction:-
It all started in January 2009, with the vision to provide employment at the time of crises to
every possible job seeker in the moment of recession. It wasn‟t easy as there was one job against
almost hundred of candidates, but we made sure that we put the right candidate to the right job as
our corporate goal is “to provide quality placements to the candidates & services to our
clients”.
About Dimension Corporate Services:-
Dimension Corporate Services are a prominent management consultancy house involved in
Manpower Placements. We are catering to the manpower requirements for the Executives,
Middle Management and Top Management Positions in various functional disciplines including
Sales, Marketing, H.R, Finance Manufacturing, and Production etc.
Goal :-
To provide quality placements to the candidates & services to our clients.
TEAM:-
They are proud to say that we have a team of professionals who are well experienced and highly
professional in the relevant field. This allows us to serve our clients requirements with great
understanding. Our professional approach makes us easy to understand the market trends,
client‟s requirement. So if you feel that manpower is most important factor in your organization
& best managerial is key to success in corporate world.
30

31. Ravi Kant Mathur (Director) Prachi Mathur (Vice
President)
MBA (Finance) with 15 Years of M. Com. & MBA
Experience (Finance),with 12 Years of
Experience
Sonia Sharma (Manager-HR) Shradha Rana (Manager)
MBA with 3 years Experience ICWA with 3 years Experience
Deepak Gupta (Vice President)
B.Sc ,CS & LLB with 15 years of
Experience
31

32. Major Challenges of the Organization
1) Retaining existing customers and increasing sales revenue streams.
2) Retaining existing personnel within the company.
3) Recruiting new talent from outside the organization.
4) Keeping employees motivated and engaged at all times on the business growth journey.
5) Creating a culture of 'personal ownership' and 'high performance working‟.
6) Structural challenges (How we are organized to hired individuals).
7) Procedural challenges (How we proceed).
8) Subjective/human challenges (perceptions, attitudes and behaviors about people in the
process).
9) Dealing with the challenges of diversity.
10) Rum ours within the industry for specific organization, makes hiring difficult for some
organization.
11) To have a team that does not work for the manager but towards a goal.
12) To have a team in place that gels along, not only with the present team in place but also
with anybody who joins in.
13) To have right processes in place and people/team following them religiously (Common
for both HR/Recruitment Manager).
14) Hiring of candidates with the deadlines (Recruitment Manager).
15) Hiring quality at the right price (as per the organization‟s pay structure) [Recruitment
Manager].
16) No shows - taking offers and not joining.
17) Dropping at Interview stage without any intimation.
18) Very high expectations - comp / designations / grade /Salary etc.
19) Non compromising attitude of the candidates.
20) Faking of experience / qualifications.
32

33. IDENTIFY THE PROBLEM
33

34. INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:
“There are great differences in development between countries which seem to have roughly
equal resources, so it is necessary to enquire into the difference in human behaviors”
The project report is all about recruitment and selection process that‟s an important part of any
organization.
Recruitment highlights each applicant‟s skills, talents and experience. Their selection involves
developing a list of qualified candidates, defining a selection strategy, identifying qualified
candidates, thoroughly evaluating qualified candidates and selecting the most qualified
candidate.
It is said if right person is appointed at right place the half work has been done. In this project I
have tried to cover all the important point that should be kept in mind while recruitment and
selection process and have conducted a research study through a questionnaire that I got it filled
with all the managers of the DIMENSION GROUP and tried to find out which methods and
various other information related to recruitment and selection and tries to come to a conclusion at
what time mostly the manpower planning is don‟t , what the various method used for recruiting
the candidates and on what basic the selections is done.
DIMENSION GROUP has a well-articulated equal opportunity policy, which lays strong
emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in
recruitment.
34

35. OBJECTIVES OF THE STUDY
35

36. Objectives of the Study:
Broad Objective:
To know overall about the company of Dimension Corporate Pvt. Ltd. and also know each and
every parts of the recruitment and selection process of that company.
Specific Objectives:
1. To focus on major elements of Recruitment and Selection process.
2. To focus on the process of Recruiting and selecting personals.
3. To focus on the updates and the batter methods of modern technique.
4. To know the prospect or recruitment and selection procedure.
5. To critically analyze the functioning of recruitment and selection procedures.
6. To identify the probable area of improvement to make recruitment and selection
procedures and more effective.
7. To know the managerial satisfaction level about recruitment and selection procedure.
36

37. LITERATURE REVIEW
37

38. REVIEW OF RECRUITMENT AND SELECTION
Most employers recognize the fact that their staff is their greatest asset, and the right recruitment
and induction processes are vital in ensuring that the new employee becomes effective in the
shortest time. The success of an organization depends on having the right number of staff, with
the right skills and abilities. Organizations‟ may have a dedicated personnel/human resource
function overseeing this process, or they may devolve these responsibilities to line managers and
supervisors. Many people may be involved, and all should be aware of the principles of good
practice. Even it is essential to involve others in the task of recruitment and induction.
Ms. Ambika Verma(2009) in their survey research on the use of technologies in recruiting,
screening, and selection processes for job candidates conducted in Dimension group found that
most organizations implemented technology based recruitment and selection tools to improve
efficiency, reduce costs, and expand the applicant pool.
The meta-analysis of the research conducted by chapman, uggersler, carroll, piasentin& Jones
(2005) concluded that timely responses from HR managers were linked to greater applicant
attraction to a job with an organization.
According to Robins, in his study revealed that, “The ideal recruitment effort will attract a large
number of qualified applicants who will take the job if it is offered. So recruiting is a process of
discovering the potential candidates for actual organizational vacancies”.
Robert (2005), in his study titled, “Strategic HR Review, 2004”, states that successful
recruitment and selection can improve organization performance”.
Bowen, et al(1991), in his study examined “that integrated recruitment and selection process
helps recruiters to choose the candidates to fit the characteristics of an organization culture”
Beardwell, et al(2003) in his study examined that, “Selection is carried out by organizations as a
means of candidates potential and actual performance and the intake of employees will make the
most appropriate contribution to organization-now and in future”.
38

39. Research
Methodology
39

40. THE RESEARCH
Research is a careful investigation or inquiry especially through search for new facts in any
branch of knowledge.´
The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts or data, analyzed facts and proposed conclusions in form of
recommendations.
Kind of Research
Exploratory research
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.
SAMPLE SIZE
A complete interaction and enumeration of all the employees of Dimension group Ltd. was not
possible so a sample was chosen that consisted of 30 employees.
Data Collection
The data for the survey will be conducted from both Primaries as well as Secondary sources.
Primary Data: -
Using personal interview technique the survey the data will collect by using questionnaire. The
primary data collection for his purpose is supposed to be done by judgment sampling conversation
sampling. Questionnaire has been formatted with both open and close structure questions.
Secondary Data: -
1) By going through various records.
2) By going through the Site of the Dimension Groups.
40

41. RESEARCH DESIGN
A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or frame work of the
project that stipulates what information is to be collected from which source, and be what
procedures.
A research design is the arrangement of condition for collection and analysis of data in a
manner that aims to combine Relevance to the research purpose with economy in
procedure´.
Design decision happens.
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?
9) How can the customer can be persuaded for opening current with Dimension Group?
10) How to increase the market share of Dimension Group?
11) Who is the competitor of Dimension Group?
41

42. RECRUITMENT
42

43. Recruitment
Recruiters need to keep abreast of changes in the labor market to ensure that their recruitment
efforts are not wasted or directed at too small a pool of labor. Skill shortages may occur
unexpectedly and recruitment and training processes need to be kept flexible. It is a good idea for
any organization to plan its labor force requirements, matching available supply against forecast
demand. A skills audit of existing staff will increase knowledge of the skills they organization has
available and those which are lacking, and thus help pinpoint areas for future development.
A human resource plan need not be highly complicated. A straight forward plan will help
organizations to:
1. Assess future recruitment needs.
2. Formulate training programs.
3. Develop promotion and career development policies.
4. Anticipate and, where possible, avoid redundancies.
5. Develop a flexible workforce to meet changing requirements.
6. Control staff costs whilst ensuring salaries remain competitive.
7. Assess future requirements for capital equipment, technology and premises.
Management is responsible for producing the human resource plan, senior management for
supporting it. Implementation is likely to be most effective if it carries the support of the
workforce, normally achieved through consultation with trade union or other employee
representatives.
Producing a human resource plan involves:
1. forecasting staffing requirements against business objectives
2. assessing the available supply of people to meet those requirements
3. matching available supply against forecast demand
Factors Affecting Recruitment: -
In recruiting new employees management must consider the nature of labor market, what sort of
potential labor are available and how do look for works.
The factor affecting can be summed up under the following heads:
43

44. Labor Market Boundaries:-
The knowledge of the boundaries help management in estimating the available supply of
qualified personnel form, which it might recruit. A labor market consists of a geographical
area in which the forces of demand and supply interact and thus affect the price of labor.
Available Skills:-
Companies must locate the areas where they can find employees who fit the jobs according to
their skills.
Economic Condition:-
±Economic conditions also affect recruitment. Unemployment worker may swamp a new plan
located in a depressed labor market whereas a firm trying to establish it or to expand in an area
where a few qualified workers are out of work has quite a different recruitment problem.
Attractiveness of the Company:-
±The attractiveness of the company in terms of higher wages, clean work, better fringe benefits
and rapid promotions serves as influencing factor in recruitment.
Importance of Recruitment
Recruiting people who are wrong for the organization can lead to increased
labor turnover, increased costs for the organization, and lowering of morale in the existing
workforce. Such people are likely to be discontented, unlikely to give of their best, and end up
leaving voluntarily or involuntarily when their unsuitability becomes evident. They will not offer
the flexibility and commitment that many organizations seek. Managers and super visors will
have to spend extra time on further recruitment exercises, when what is needed in the first place is
a systematic process to assess the role to be
filled, and the type of skills and Most recruitment systems will be simple, with stages that can be
followed as a routine whenever there is a vacancy to be filled, and which can be monitored and
adapted in the light of experience.
This booklet describes the main features of
such systems, and other related issues. Systems should be:
1) efficient - cost effective in methods and sources
2) effective - producing enough suitable candidates without excess and ensuring the
3) identification of the best fitted for the job and the organization
4) Fair - ensuring that right through the process decisions are made on merit alone.
44

45. PROCESS OF RECRUITMENT
A vacancy presents an opportunity to consider restructuring, or to reassess the requirements of the
job. This assessment is valid whether it is to fill an existing job or a new one. Ask questions such
as:
1) Has the function changed?
2) Have work patterns, new technology or new products altered the job?
3) Are there any changes anticipated which will require different, more flexible skills
from the jobholder?
Answers to these questions should help to clarify the actual requirements of the job and how it fits
into the rest of the organization or department. Exit interviews, or consultation with the current
job-holder and colleagues may well produce good ideas about useful changes.
Recruitment begins by specifying the human resource recruitment, initiating activities and action
to identify the possible sources form where they can be met, communicating the information
about the jobs, terms and conditions and prospects they offer, and enthuse the people who meet
the recruitment to respond to the invitation by applying for jobs. Thereafter the selection process
begins. The process is as follows.
Decide on how many people you really need
If everything is being done to improve performance and still there is a gap
between what the current performance is and the goals set, then the best way is to recruit more
people.
Analyzing the job:-
Analyzing the job is the process of assembling and studying information
relating to all aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is expected to
achieve within department and company.
Position: The job title, its position in the hierarchy and for whom it is
responsible ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be reached and
maintained must also be maintained. Methods of recording, assessing and recording the key tasks
must be determined. The work Environment: Study the physical and social environment in which
the work is out because the work environment influences the quantity and quality of Work.
45

46. Drafting a job description:-
After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed to do the job.
Job description must be drafted around these heading:
1) Job title.
2) Responsible to.
3) Responsible for.
4) Purpose of job.
5) Duties.
6) Responsibility.
7) Signature and date
Evaluation future needs
For Evaluation future needs manpower is drafting. A manpower plan evolves studying
the make-up of present work force, assessing forthcoming changes and calculating future
workforce, which is required. Manpower planning helps in devising long-term recruitment plans.
Finding sources of recruitment:
The human resource requirement can be met from internal or external source:
46

47. SOURCES OF RECRUITMENT
SOURCES OF MANAGERIAL RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES
1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy service
(Advertisement) & private employment
exchanges
4) Retirement 4) Deputation of personnel or
transfer
from one enterprise to another
5) Recall 5) Management training schemes
6) Former employees 6) Walk-ins, write-ins, talk-ins
7) Miscellaneous external sources
47

48. Internal Sources
These refer to persons already employed in the organization. Promoting persons from lower
levels may fill up vacancies at higher levels. Shortage of manpower in one branch/factory may
be met by transferring surplus staff from another branch/ factory. Promotion means shifting
of an employee to higher post caring greater salary status and responsibility. On the other hand
transfer refer to the shifting an employee with salary, status and responsibility. Some time ex-
employee of the organization may be re-employed.
Advantages of Internal Sources:
1) Filling vacancies for higher job by promoting employees from within the
organization helps to motivate and improved the morale of the employees. This induces
loyalty among them.
2) Internal requirement has to minimize labor turnover and absenteeism. People wait for
promotion and the work force is more satisfied.
3) Candidates working in organization do not require induction training. They are already
familiar with organization and with the people working in it.
Disadvantages of Internal Sources:
1) There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates
may not be given a new outlook and fresh ideas to business.
2) Unsuitable candidates may not be promoted to positions of higher responsibility because
the choice is limited.
3) The employees may become lethargic if they are sure of time bound promotion. There
may be infighting among those who aspires for promotion within the Organization.
4) Internal recruitment cannot be complete method in itself. The enterprise has to resort to
external recruitment at some stage because all vacancies cannot be filled from within
organization.
External Sources
It refers to recruitment of employees from outside the organization. External sources
provide wide choice of the required number of the employees having the desired
qualification. It also provides the people with new ideas and specialized skills required to
cope with new challenge and to ensure growth of the organization. Internal competitors
have to compete with the outsiders. However , existing employees resent the policy of filling
higher-level vacancies from outsiders. Moreover it is time consuming and expensive to
recruit peoples from outside. Recruitment from the outside may create frustration among the
existing employees that aspires for promotions. There is no guarantee that the organizations will
attract sufficient number of suitable candidates.
48

49. Advantages of External Sources:
1) The entry of fresh talent in to the organization is encouraged. New employees bring new
ideas to the organization.
2) External sources provide wider sources of personnel to choose from.
3) Requisite type of personnel having the required qualifications, training and skill are
available from the external sources.
Disadvantages of External Sources:
1) The enterprise can make the best selection since selection is made from among a large
number of applicants.
2) There is a greater decoration in employer- employee relationship, resulting in industrial
strikes, unrest, and lockouts.
3) The personnel‟s selected from outside may suffer from the danger of adjustment to the
new work environment.
Monitoring effectiveness of recruitment
As with any work activity it is recommended that the recruitment and induction process be
reviewed for its effectiveness. If any stage of the recruitment process failed to produce the
expected result, e.g. if the advertising method has produced too many candidates, you may want
to examine what happened and why in order to make it more efficient in the future. Future
recruitment exercises may require modifications to the methods used - a successful recruitment
for one job does not automatically mean the same method will be as successful again. This is
particularly true if the labor market changes, with, for instance, fewer school leavers but more
mature workers being available. Recruitment and induction may be a continuous process in your
organization, necessitating more or less constant monitoring. Monitoring regularly will also
ensure equal opportunity policies are being actively pursued, and that internal candidates are
receiving the same consideration as external candidates.
49

50. Application forms
Application forms can help the recruitment process by providing necessary and relevant
information about the applicant and their skills. The design of the form needs to be realistic and
straightforward, appropriate to the level of the job.
Using application forms has the following advantages:
Comparing like with like is easier. CVs can be time-consuming and may not provide the
information required.
They provide the basis for an initial sift (filter), and then for the interview the standard of
completion can be a guide to the candidate's suitability, if writing and presentation skills are
essential to the job; however, be aware of the possibility of disability discrimination they provide
a record of qualifications, abilities and experience as stated by the applicant.
Care also needs to be taken over some less positive aspects of application forms:
1) There is a temptation to use application forms to try to extract too much information, e.g.
motives, values and personality characteristics. The form should concentrate on the
experience, knowledge and competencies needed for the job.
2) Some people may dislike filling in forms and so be put off applying for the job. Some very
experienced people may find the form in adequate, whilst those with little in the way of
qualifications or experience may be intimidated by large empty spaces on the form.
3) Application forms add another stage, and therefore more time, to the recruitment process.
Some candidates may be lost if they can obtain work elsewhere more quickly.
4) Application forms may inadvertently be discriminatory. For instance, to require a form to
be filled out „in your own handwriting', where written English is not relevant to the job,
may discriminate against those for whom English is not their first language, or who may
not have well-developed literacy skills.
Any information such as title (marital status), ethnic origin or date of birth requested for
monitoring purposes (e.g. for compliance with the legal requirements and codes of practice on
race, sex, disability and age discrimination) should be clearly shown to be for this purpose only,
and should be on a separate sheet or tear-off section. Such information need only be provided on a
voluntary basis. Medical information should also be obtained separately and kept separate from
the application form.
50

51. METHODS OF RECRUITMENT
There are mostly three methods that is used recruitment process. That‟s given below…………..
THIRD
PARTY
INDIRECT
DIRECT
51

52. METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:
a) Direct method.
b) Indirect method.
c) Third-party method.
a) Direct Method:
These include the campus interview and keeping a live register of job seekers.
Usually under this method, information about jobs and profile of persons available for
jobs is exchanged and preliminary screening is done. The short listed candidates are then
subjected to the remainder of the selection process. Some organization maintains live
registers or record of applicants and refers to them as and when the need arises.
b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional
journals, technical journals and brochures.
When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made. Whereas all types of
advertisements can be made in newspapers and magazines, only particular types of posts should
be advertised in the professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point, candidates can
assess their abilities and suitability for the position and only those who possess the requisite
qualifications will apply.
c) Third Party Method:
Various agencies (e.g. DIMENSION CORPORATE SERVICES PVT LTD.) are used for
recruitment under these methods. These include commercial and private employment agencies,
state agencies, and placement offices of schools, colleges and professional associations,
recruiting firms, management consulting firms, indoctrination seminars for college professors,
friends and r elatives.
52

53. Employment Agencies
They are specializing in specific occupation like general office help,
salesman, technical workers, accountants, computer staff, engineers and executives and suitable
persons available for a job. Because of their specialization, they can interpret the needs of their
clients and seek out particular types of persons.
State or Public Employment Agencies:
They also knew as Employment or Labor Exchanges, are the main agencies for
public employment. They also provide a wide range of services, like counseling, assistance in
getting jobs, information about the labor market, labor and wage rates, etc.
Executive Research Agencies:
They maintain a complete information records about employed executives
and recommend persons of high caliber for managerial, marketing and production engineers
posts. These agencies are looked upon as head hunters, raiders, and pirates.
Trade Unions:
The employers to supply whatever additional employees may be needed often
call on Trade Unions. Unions may be asked for recommendations largely as a matter of
courtesy and an evidence of goodwill and cooperation.
Professional Societies:
They may provide leads and clues in providing promising candidates for
engineering, technical and management positions. Some of these maintain mail order placement
services.
53

54. SELECTION
54

55. SELECTION
Whatever form the applications take, there may be a need to sift them before
moving on to the interview stage. Such a sift serves to match the applicants as closely as
possible to the job and person specification and to produce a shortlist of people to interview.
To avoid any possibility of bias, such sifting should be undertaken by two or more people, and it
should involve the direct line manager/super visor as well as personnel. The sifting stage can also
help the organization by providing feedback on the advertising process and the suitability of the
application form. It can also identify people who might be useful elsewhere in the organization. If
references or medicals are to be taken up before the invitation to interview stage, it should be
made clear on the application form/information pack sent to the applicant.
If your organization believes that pre-employment health screening is necessary, you must
make sure it is carried out in a non-discriminatory way:
for instance, do not single out disabled people for medical assessment. If a report from any
individual's doctor is sought, then permission must be given by the individual, and they have the
right to see the report (Access to Medical Reports Act 1988).
The candidates who best match the specifications may then be invited for interview. The
invitation letter should tell candidates that they should advise the organization in advance if any
particular arrangements need to be made to accommodate them on arrival or during the interview;
for instance, ramp access or lighting levels. The invitation letter should also clearly state whether
the organization will pay the candidate's reasonable travel expenses for the interview.
A formal definition of selection is as following:
It is the process of differentiating between applicants in order to identify (and hire)
those with a greater likelihood of success in a job. Selection process assumes and rightly so,
that there are more number of
Candidate actually selected candidates are made available through recruitment process.
55

56. SELECTION PROCESS
Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.
The following chart gives an idea about selection process: -
External Environment
External Environment
Internal Environment
Internal Environment
Internal Environment
Preliminary Interview
Preliminary Interview
Selection Tests
Rejected Application
Rejected Application
Employment Interview
Employment Interview
Reference and Background
Analysis
Selection Decision
Selection Decision
Physical Examination
Job Offer
Employment Contract
56
Evaluation

57. PRELIMINARY INTERVIEW
The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose of which
is more or less the same as scrutiny of application, that is, eliminate of unqualified applicants.
Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the information
supplied in their application forms. Preliminary interview, on the other hand, helps reject misfits
for reason, which did not appear in the application forms. Besides, preliminary interview, often
called „courtesy interview‟, is a good public relation exercise.
SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are called for tests.
Different types of tests may be administered, depending on the job and the company. Generally,
tests are used to determine the applicant‟s ability, aptitude and personality.
The following are the type of tests taken :
1 ). Ability tests: -
Assist in determining how well an individual can perform tasks related to the job. An excellent
illustration of this is the typing tests given to a prospective employer for secretarial job. Also
called as „ACHEIVEMENT TESTS‟ it is concerned with what one has accomplished. When
applicant claims to know something, an achievement test is taken to measure how well they
know it. Trade tests are the most common type of achievement test given. Questions have been
prepared and tested for such trades as asbestos worker, punch-press operators, electricians and
machinists. There are, of course, many unstandardised achievement tests given in industries,
such as typing or dictation tests for an applicant for a stenographic position.
2 ). Aptitude test: -
Aptitude tests measure whether an individual‟s has the capacity or latent ability to learn a given
job if given adequate training. The use of aptitude test is advisable when an applicant has had
little or no experience along the line of the job opening. Aptitudes tests help determine a person‟s
potential to learn in a given area. An example of such test is the general management aptitude
tests (GMAT), which many business students take prior to gaining admission to a graduate
business school programmed.
Aptitude test indicates the ability or fitness of an individual to engage successfully in any
number of specialized activities. They cover such areas clerical aptitude, numerical aptitude,
mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests help
to detect positive negative points in a person‟s sensory or intellectual ability. They focus
57

58. attention on a particular type of talent such as learning or reasoning in respect of a particular
field of work.
3). Intelligence test:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness),
numerical ability, memory and such other aspects can be measured. The intelligence is probably
the most widely administered standardized test in industry. It is taken to judge numerical, skills,
reasoning, memory and such other abilities.
4 ). Interest Test :
This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc.
such tests indicate which occupations are more in line with a person‟s interest. Such tests also
enable the company to provide vocational guidance to the selected candidates and even to the
existing employees.
These tests are used to measure an individual‟s activity preferences. These tests are particularly
useful for students considering many careers or employees deciding upon career changes.
5 ). Personality Test:
The importance of personality to job success is undeniable. Often an individual who possesses
the intelligence, aptitude and experience for certain has failed because of inability to get along
with and motivate other people.
It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain,
etc. this test is very much essential on case of selection of sales force, public relation staff, etc.
where personality plays an important role.
Personality tests are similar to interest tests in that they, also, involve a serious problem of
obtaining an honest answer.
6). Projective Test:
This test requires interpretation of problems or situations. For example, a photograph or a picture
can be shown to the candidates and they are asked to give their views, and opinions about the
picture.
58

59. 7 ). General knowledge Test:
Now days G.K. Tests are very common to find general awareness of the candidates in the field of
sports, politics, world affairs, current affairs
8 ). Perception Test:
At times perception tests can be conducted to find out beliefs, attitudes, and mental
sharpness.etc.
9 ). Graphology Test:
It is designed to analyze the handwriting of individual. It has been said that an individual‟s
handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the
idiosyncrasies and elements of balance and control. For example, big letters and emphasis on
capital letters indicate a tendency towards domination and competitiveness. A slant to the right,
moderate pressure and good legibility show leadership potential.
10). Polygraph Test:
Polygraph is a lie detector, which is designed to ensure accuracy of the information given in the
applications. Department store, banks, treasury offices and jewellery shops, that is, those highly
vulnerable to theft or swindling may find polygraph tests useful.
11). Medical Test:
It reveals physical fitness of a candidate. With the development of technology, medical tests have
become diversified. Medical servicing helps measure and monitor a candidate‟s physical
resilience upon exposure to hazardous chemicals.
59

60. CHOOSING TESTS:
The test must be chosen in the criteria of reliability, validity, objectivity and standardization.
They are: -
1. RELIABILITY: -
It refers to standardization of the procedure of administering and scoring the test results. A
person who takes tests one day and makes a certain score should be able to take the same test the
next day or the next week and make more or less the same score. An individual‟s intelligence,
for example, is generally a stable characteristic. So if we administer an intelligence test, a person
who scores 110 in March would score close to 110 if tested in July. Tests, which produce wide
variations in results, serve little purpose in selection.
2. VALIDITY: -
It is a test, which helps predict whether a person will be successful in a given job. A test that has
been validated can be helpful in differentiating between prospective employees who will be able
to perform the job well and those who will not. Naturally, no test will be 100% accurate in
predicting job success. A validated test increases possibility of success.
There are three ways of validating a test. They are as follows: -
1). Concurrent Validity: -
This involves determining the factors that are characteristics of successful
employees and then using these factors as the yardsticks.
2). Predictive Validity: -
It involves using a selection test during the selection process and then
identifying the successful candidates. The characteristics of both successful
and less successful candidates are then identified.
60

61. 3). Synthetic Validity: -
It involves taking parts of several similar jobs rather than one complete job to
validate the selection test.
3. OBJECTIVITY:-
When two or more people can interpret the result of the same test and derive the same
conclusion(s), the test is said to be objective. Otherwise, the test evaluators‟ subjective opinions
may render the test useless.
4. STANDARDRIZATION:-
A test that is standardized is administered under standard condition to a large group of person
who are representatives of the individuals for whom it is intended. The purpose of
standardization is to obtain norms or standard, so that a specific test score can be meaningful
when compared to other score in the group.
STEP 3: -
INTERVIEW:
The next step in the selection process is an interview. Interview is formal, in-depth conversation
conducted to evaluate the applicant‟s acceptability. It is considered to be excellent selection
device. It is face-to-face exchange of view, ideas and opinion between the candidates and
interviewers. Basically, interview is nothing but an oral examination of candidates. Interview can
be adapted to unskilled, skilled, managerial and profession employees.
Objectives of interview : -
Interview has at least three objectives and they are a follows: -
Helps obtain additional information from the applicants
Facilitates giving general information to the applicants such as company policies, job, products
manufactured and the like
Helps build the company‟s image among the applicants.
61

62. Types of interview:-
Interviews can be of different types. There interviews employed by the companies.
Following are the various types of interview: -
1) Informal Interview:
An informal interview is an oral interview and may take place anywhere. The employee or
the manager or the personnel manager may ask a few almost inconsequential questions
like name, place of birth, names of relatives etc. either in their respective offices or
anywhere outside the plant of company. It id not planned and nobody prepares for it. This
is used widely when the labor market is tight and when you need workers badly.
2) Formal Interview:
Formal interviews may be held in the employment office by he employment office in a
more formal atmosphere, with the help of well structured questions, the time and place of
the interview will be stipulated by the employment office.
3) Depth Interview:
It is designed to intensely examine the candidate‟s background and thinking and to go into
considerable detail on particular subjects of an important nature and of special interest to
the candidates. For example, if the candidate says that he is interested in tennis, a series of
questions may be asked to test the depth of understanding and interest of the candidate.
These probing questions must be asked with tact and through exhaustive analysis; it is
possible to get a good picture of the candidate.
4) Stress Interview:
It is designed to test the candidate and his conduct and behavior by him under conditions
of stress and strain. The interviewer may start with “Mr. Joseph, we do not think your
qualifications and experience are adequate for this position,‟ and watch the reaction of the
candidates. A good candidates will not yield, on the contrary he may substantiate why he
is qualified to handle the job.
This type of interview is borrowed from the Military organization and this is very useful to test
behavior of individuals when they are faced with disagreeable and trying situations.
62

63. 5) Group Interview:
It is designed to save busy executive‟s time and to see how the candidates may be brought
together in the employment office and they may be interviewed.
6) Panel Interview:
A panel or interviewing board or selection committee may interview the candidate, usually
in the case of supervisory and managerial positions. This type of interview pools the
collective judgment and wisdom of the panel in the assessment of the candidate and also in
questioning the faculties of the candidate.
7) Sequential Interview :
The sequential interview takes the one-to-one a step further and involves a series of
interview, usually utilizing the strength and knowledgebase of each interviewer, so that
each interviewer can ask questions in relation to his or her subject area of each candidate,
as the candidate moves from room to room.
63

64. 8) Structures Interview :
In a structured interview, the interviewer uses preset standardized questions, which are put
to all the interviewees. This interview is also called as „Guided‟ or „Patterned‟ interview. It
is useful for valid results, especially when dealing with the large number of applicants.
9) Unstructured Interview :
It is also known as „Unpatterned‟ interview, the interview is largely unplanned and the
interviewee does most of the talking. Unguided interview is advantageous in as much as it
leads to a friendly conversation between the interviewer and the interviewee and in the
process, the later reveals more of his or her desire and problems. But the Unpatterned
interview lacks uniformity and worse, this approach may overlook key areas of the
applicant‟s skills or background. It is useful when the interviewer tries to probe personal
details of the candidate it analyse why they are not right for the job.
14) Telephone Interviews:
Have a copy of your resume and any points you want to remember to say nearby. If you are on
your home telephone, make sure that all roommates or family members are aware of the
interview (no loud stereos, barking dogs etc.). Speak a bit slower than usual. It is crucial that
you convey your enthusiasm verbally, since the interviewer cannot see your face. If there are
pauses, do not worry; the interviewer is likely just taking some notes.
15) Second Interviews:
Job seekers are invited back after they have passed the first initial interview. Middle or senior
management generally conducts the second interview, together or separately. Applicants can
expect more in-depth questions, and the employer will be expecting a greater level of
preparation on the part of the candidates. Applicants should continue to research the employer
following the first interview, and be prepared to use any information gained through the
previous interview to their advantage.
64

65. STEP 4: -
REFERENCE CHECK:-
Many employers request names, addresses, and telephone numbers of references for the purpose
of verifying information and perhaps, gaining additional background information on an
applicant. Although listed on the application form, references are not usually checked until an
applicant has successfully reached the fourth stage of a sequential selection process. When the
labor market is very tight, organizations sometimes hire applicants before checking references.
Previous employers, known as public figures, university professors, neighbors or friends can act
as references. Previous employers are preferable because they are already aware of the
applicant‟s performance. But, the problem with this reference is the tendency on the part of the
previous employers to over-rate the applicant‟s performance just to get rid of the person.
Organizations normally seek letters of reference or telephone references. The latter is
advantageous because of its accuracy and low cost. The telephone reference also has the
advantage of soliciting immediate, relatively candid comments and attitude can sometimes be
inferred from hesitations and inflections in speech.
It may be stated that the information gathered through references hardly influence selection
decisions.
The reasons are obvious:
The candidate approaches only those persons who would speak well about him or her.
People may write favorably about the candidate in order to get rid of him or her.
People may not like to divulge the truth about a candidate, lest it might damage or ruin his/her
career.
65

66. STEP 5:
SELECTION DECISION:-
After obtaining information through the preceding steps, selection decision- the most critical of
all the steps- must be made. The other stages in the selection process have been used to narrow
the number of the candidates. The final decision has to be made the pool of individuals who pas
the tests, interviews and reference checks.
The view of the line manager will be generally considered in the final selection because it is
he/she who is responsible for the performance of the new employee. The HR manager plays a
crucial role in the final selection.
STEP 6: -
PHYSICAL EXAMINATION: -
After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after
the physical examination. The results of the medical fitness test are recorded in a statement and
are preserved in the personnel records. There are several objectives behind a physical test.
Obviously, one reason for a physical test is to detect if the individual carries any infectious
disease. Secondly, the test assists in determining whether an applicant is physically fit to perform
the work. Thirdly, the physical examination information can be used to determine if there are
certain physical capabilities, which differentiate successful and less successful employees.
Fourth, medical check-up protects applicants with health defects from undertaking work that
could be detrimental to them or might otherwise endanger the employer‟s property. Finally, such
an examination will protect the employer from workers compensation claims that are not valid
because the injuries or illness were present when the employee was hired.
66

67. STEP 7: -
JOB OFFER: -
The next step in the selection process is job offer to those applicants who have crossed all the
previous hurdles. Job offer is made through a letter of appointed. Such a letter generally contains
a date by which the appointee must report on duty. The appointee must be given reasonable time
for reporting. Thos is particularly necessary when he or she is already in employment, in which
case the appointee is required to obtain a relieving certificate from the previous employer. Again,
a new job may require movement to another city, which means considerable preparation, and
movement of property.
The company may also want the individual to delay the date of reporting on duty. If the new
employee‟s first job upon joining the company is to go on company until perhaps a week before
such training begins. Naturally, this practice cannot be abused, especially if the individual is
unemployed and does not have sufficient finances.
Decency demands that the rejected applicants be informed about their non-selection. Their
applicants may be preserved for future use, if any. It needs no emphasis that the applications of
selected candidates must also be preserved for the future references.
STEP 8: -
CONTRACT OF EMPLOYMENT: -
After the job offer has been mad and candidates accept the offer, certain documents need to be
executed by the employer and the candidate. One such document is the attestation form. This
form contains vital details about the candidate, which are authenticated and attested by him/her.
Attestation form will be a valid record for the future reference.
There is also a need for preparing a contract of employment. The basic information that should
be included in a written contract of employment will vary according to the level of the job, but
the following checklist sets out the typical headings:
Job title
Duties, including a parse such as “The employee will perform such duties and will be responsible
to such a person, as the company may from time to time direct”
1 Date when continuous employment starts and the basis for calculating service.
2 Rate of pay, allowance, overtime and shift rates, and method of payments.
67

68. 3 Hours of work including lunch break and overtime and shift arrangements.
4 Holiday arrangements:
(a) Paid holidays per year
(b) Calculation of holiday pay
(c) Qualifying period
(d) Accrual of holidays and holiday pay
(e) Details of holiday year
(f) Dates when holidays can be taken
(g) Maximum holiday that can be take at any one time
5 Carryover of holiday entitlement
6 Public holidays
7. Length of notice due to and from employee.
8. Grievances procedure (or reference to it).
9. Disciplinary procedure (or any reference to it).
10. Work rules (or any reference to them).
11. Arrangements for terminating employment.
12. Arrangements for union membership (if applicable).
Special terms relating to rights to patent s and designs, confidential information and restraints on
trade after termination of employment
Employer‟s right to vary terms of the contract subject to proper notification being given.
Alternatively called employment agreements or simply bonds, contracts of employment serve
many useful purposes. Such contracts seek to restrain job-hoppers, to protect knowledge and
information that might be vital to a company‟s healthy bottom line and to prevent competitors
from poaching highly valued employees.
Great care is taken to draft the contract forms. Often, services of law firms (prominent
firms in this category include Mulla, Craigie, Blunt and Caroe, Crawford Bailey, Amarchand
Mangaldas Hiralal, etc.) are engag4d to get the forms drafted and finalized.
68

69. Most employers insist on agreements being signed by newly hired employees. But high
turnover sectors such as software, advertising and media are more prone to use contracts.
The drawback with the contracts is that it is almost to enforce them. A determined
employee is bound to leave the organization, contract or no contract. The employee is prepared
to pay the penalty for breaching the agreement or the new employer will provide compensations.
It is the reason that several companies have scrapped the contracts altogether.
STEP 9: -
CONCLUDING THE SELECTION PROCESS : -
Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step – amore sensitive one reassuring those candidates
who have not selected, not because of any serious deficiencies in their personality, but because
their profile did not match the requirement of the organization. They must be told that those who
were selected were done purely on relative merit.
STEP 10: -
EVALUATION OF SELECTION PROGRAMME : -
The broad test of the effectiveness of the selection process is the quality of the personnel hired.
An organization must have competent and committed personnel. The selection process, if
properly done, will ensure availability of such employees. How to evaluate the effectiveness of a
selection programme? A periodic audit is the answer. People who work independent of HR
department must conduct audit. The table below contains an outline that highlights the areas and
questions to be covered in a systematic evaluation.
Four Approaches to Selection:
1). Ethnocentric Selection:
In this approach, staffing decisions are made at the organization‟s headquarters. Subsidiaries
have limited autonomy, and the employees from the headquarters at home and abroad fill key
jobs. Nationals from the parent country dominate the organizations at home and abroad.
69

70. 2). Polycentric Selection:
In polycentric selection, each subsidiary is treated as a distinct national entity with local control
key financial targets and investment decisions. Local citizens manage subsidiaries, but the key
jobs remain with staff from the parent country. This is the approach, which is largely practiced in
our country
3). Regional centric Selection: -
Here, control within the group and the movements of staff are managed on a regional basis,
reflecting the particular disposition of business and operations within the group. Regional
managers have greater discretion in decision. Movement of staff is largely restricted to specific
geographical regions and promotions to the jobs continue to be dominated by managers from the
parents company.
4). Geocentric Staffing: -
In this case, business strategy is integrated thoroughly on global basis. Staff development and
promotion are based on ability, not nationality. The broad and other parts of the top management
structure are thoroughly international in composition. Needless to say, such organizations are
uncommon.
PROBLEMS IN EFFECTIVE SELECTION : -
The main objective of selection is to hire people having competence and commitment. This
objective s often defeated because of certain barriers. The impediments, which check
effectiveness of selection, are perception, fairness, validity, reliability and pressure.
Perception: -
Our inability to understand others accurately is probably the most fundamental barrier to
selecting the right candidate.
Selection demands an individual or a group of people to assess and compare the respective
competencies of others, with the aim of choosing the right persons for the jobs. But our views are
70

71. highly personalized. We all perceive the world differently. Our limited perceptual ability is
obviously a stumbling block to the objective and rational selection of the people.
Fairness: -
Fairness in selection requires that no individual should be discriminated against on the basis of
religion, region, race or gender. But the low numbers of women and other less privileged
sections of the society in middle and senior management positions and open discrimination on
the basis of age in job advertisements and in the selection process would suggest that all the
efforts to minimize inequity have not been effective.
Validity: -
Validity, as explained earlier, is a test that helps predict job performance of an incumbent. A test
that has been validated can differentiate between the employees who perform well and those who
will not. However, a validated test does not predict job success accurately. It can only increase
possibility of success.
Reliability: -
A reliable method is one, which will produce consistent results when repeated in similar
situations. Like validated test, a reliable test may fail to predict job performance with precision.
Pressure: -
Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and peers to
select particular candidates. Candidates selected because of compulsions are obviously not the
right ones. Appointments to public sectors undertakings generally take place under such
pressures.
71

72. SUCCESSIVE HURDLES IN THE SELECTION PROCESS
72

73. DATA ANALYSIS AND INTERPRETATION
73

74. DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting feedback from the employees and
manager regarding Recruitment & Selection Procedure´ of their company. 30 employees are
selected from different department and were distributed the questionnaire from the purpose of the
study.
Analysis of the data
Fundamental analysis requires us to perform a great deal of mathematical operations to generate
an answer. Technical analysis does not. Looking at the same chart Therefore, reading charts
evolves into an art form where each analyst can provide a unique insight.
Four stages of analysis
Stage Purpose
Codes Identifying anchors that allow the key points of the data to be gathered
Concepts Collections of codes of similar content that allows the data to be grouped
Categories Broad groups of similar concepts that are used to generate a theory
Theory A collection of explanations that explain the subject of the research
If you understand the benefits and limitations of technical analysis, it can give you a new set of
tools or skills that will enable you to be a better.
The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.
The percentage of the people opinion were analyzed and expressed in the form of charts and have
been placed in the next few pages.
74

75. Q 1: When do you prefer to go for manpower planning?
S.NO OPINION PERCENTAGE
1 YEARLY 20
2 QUARTERLY 50
3 NO FIXED TIME 30
MANPOWER PLANNING
YEARLY
QUARTERLY
NO FIXED TIME
Around 50% of HR go for Quarterly manpower planning and
30 % do not follow any pattern and they don‟t have any fixed time where as
20% go for yearly.
75

76. Q 2: What are the sources for recruitment and selection?
A) Internal B) External C) Both
Sources of recruitment
INTERNAL
EXTERNAL
BOTH
About 75% HR prefer both internal as well as external source for recruitment and selection.
Whereas only 7% go for internal source and
18% go for external sources.
76

77. Q 3: What are the sources of recruitment you preferred?
A) Campus interview B) Data Bank C) Casual Applicant
D) Placement Agencies
SOURCES FOR RECRUIMENT
CAMPUS INTERVIEW
DATA BANK
CASUL APPLICANT
In DIMENSION 33% they go for campus interviews,
34% go for data bank,
25% from the casual application that are received and
0% go for any placement agencies.
77

78. Q 4: What form of interview did you prefer?
A) Personal Interview B) Telephonic Interview C) Video Interview
B) Other Means
Form of interview
PERSONAL INTERVIEW
TELEPHONIC INTERVIEW
VIDEO INTERVIEW
OTHER MEANS
40% HR Prefer Personal interviews,
30% prefer to take telephonic interviews where as only
20% go for video conferencing and
Rest 10% adopt some other means of interviews
NOTE :- Other means like panel interview, Depth interview, Group interview.
78

79. Q 5: Do you have a documented recruitment policy?
S.NO OPINION PERCENTAGE
1 YES 100%
2 NO 0%
DOCUMENTED RECRUITMENT POLICY
YES
NO
There is 100% of documented recruitment policy.
79

80. Q 6: Do you think the present recruitment policy fulfill the manpower requirement of the
company in accordance with the manpower plan?
Excellent Very good Good Average
4 3 2 1
MANPOWER PLANNING
Excellent
Very good
Good
Average
40% HR Say‟s manpower planning is Excellent.
30% HR Say‟s manpower planning is very good.
20% HR Say‟s manpower planning is good.
10% HR Say‟s manpower planning is average.
80

81. Q 7: Does your company use your own website for recruitment?
S.NO OPINION PERCENTAGE
1 YES 40
2 NO 60
use own web site
YES
NO
40% HR Say‟s own web site is use for recruitment.
60% HR Say‟s use Naukri.com Portal for the purpose of recruitment.
81

82. Q 8: Is Internet recruitment effective in your opinion?
S.NO OPINION PERCENTAGE
1 YES 50
2 NO 20
3 TO SOME EXTENT 30
INTERNET RECRUITMENT
YES
NO
TO SOME EXTENT
50%HR Say‟s recruitment is effective through internet.
30% HR Say‟s effectiveness of internet is to some extent and
20%HR Say‟s internet recruitment is not effective.
82

83. Q 9: Is there any provision for the recruitment of summer trainees?
S.NO OPINION PERCENTAGE
1 YES 0
2 NO 100
Provision for summer trainees
YES
NO
100% No provision is summer trainees.
83

84. Q 10: Which types of technique is used for interview?
S.NO OPINION PERCENTAGE
1 STRUCTURED 60
2 UNSTRUCTURED 10
3 BOTH 30
Technique for selection
Structured
Unstructured
Both
60% HR Say‟s used structured
30%HR Say‟s used both and
10%HR Say‟s used unstructured
84

85. Q11. Does the organization clearly define the position, objectives to the candidate at the
time of recruitment process?
S.NO OPINION PERCENTAGE
1 YES 100
2 NO 0
Define the position and objective to
candidate
YES
NO
100% HR clearly define the position, objectives, to the candidate at the time of recruitment process.
85

86. Q 12: Which step you prefer to selection process?
1) Written test 2) oral/personal interview 3) medical testing
selection steps
oral/personal interview
written test
medical testing
50%personal interview is preferred by company.
30%written test is preferred by company and
20%medical test is preferred by company in selection process.
86

87. Q13. Does the HR Department is efficient in Selection Policy of the employees?
S.NO OPINION PERCENTAGE
1 YES 80
2 NO 20
HR Department selection ploicy
YES
NO
80% HR Department is efficient in Selection Policy of the employees and
20% HR Department is not efficient in Selection Policy of the employees.
87

88. Q14. How well the organization’s affirmative action needs clarified and supported in the
selection process?
S.NO OPINION PRECENTAGE
1 POOR 10
2 ADEQUATE 60
3 EXCELLENT 30
Organisation needs clarification
POOR
ADEQUATE
EXCELLENT
60% adequate organization‟s affirmative action needs clarified and supported in the selection
process
30% excellent the organization‟s affirmative action needs clarified and supported in the selection
process and
10% poor the organization‟s affirmative action needs clarified and supported in the selection
process.
88

89. Q15. Does HR train hiring employees to make the best hiring decisions?
S.NO OPINION PERCENTAGE
1 YES 60
2 NO 40
Hiring decision
YES
NO
60% hiring employees to make the best hiring decisions and
40% hiring employees decision is not best.
89

90. Q16. How would you rate the HR department’s performance in recruitment and selection?
1 Average
2 Good
3 Excellent
Rate of HR department performance
Average
Good
Excellent
60% performance of recruitment and selection of HR department is Excellent
30% performance of recruitment and selection of HR department is good and
10% performance of recruitment and selection in HR department is average.
90

91. Q 17: How do you rate the HR practices of the company?
Very good Good Average Bad
4 3 2 1
RATE HR PRACTICES
VERY GOOD
GOOD
AVERAGE
BAD
50% of HR feel that HR department is good where and
30%say that‟s its very good where as
20% says its average and only
10% HR feel it‟s bad.
91

92. FINDINGS
92

93. FINDINGS
In Dimension Group most of the employees feel that‟s
 The HR department is good.
 About 75% of the managers say that they prefer both internal as well as external source
for recruitment and selection.
 About 65% of the mangers go for direct recruitment and selection and
 less number for mangers prefer indirect or third party.
 Mostly the manpower planning is done Quarterly and
 30% do not follow any pattern they don‟t have any fixed time.
 Dimension Group prefers to go for campus interviews and even casual application that
are received for recruitment and Data Bank but they don‟t prefer placement agencies.
 Most of the manager Prefer Personal interviews,
 30% prefer to take telephonic interviews where as only
 20% goes for video conferencing and rest
 10% adopt some other means of interviews
93

94. 94

95. SUGGESTION AND
RECOMMENDATION
RECOMMENDATIONS
SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND
PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE
The following are the suggestions received from the respondents of the questionnaire. These
95

96. suggestions are based on their awareness regarding the Recruitment and Selection procedure.
1. During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates.
2. In the organization where summer training facility prevailing then such kind of
practices must be adopted so that the student can learn and again from their practical
views.
3. Candidates should be kept on the job for some time period; if suitable they should be
recruited. During the selection process, the candidates should be made relaxed and at
ease.
4. Company should follow all the steps of recruitment and selection for the selection of the
candidates.
5. Selection process should be less time consuming.
6. The Telephonic interview should be necessary. It should be made interesting and
candidate possibility to come face to face interview. There must be proper
communication regarding job profile, salary, location etc between the Interviewer and the
Interviewee at the time of interview.
7. Evaluation and control of recruitment and selection should be done fair judgment.
8. Methods used for selection of candidates should be done carefully and systematically.
9. The attainment of goals and objective of any organization depend on the type and quality
of its manpower. To have right type of men at right job and at right time, the recruitment
and selection procedure should be fair and impartial.
10. This is indeed an important suggestion and authorities concerned should immediately
look into it and try to implement it.
96

97. CONCLUSIONS
CONCLUSIONS
97

98. This presents the summary of the study and survey done in relation to the Recruitment and
Selection in Dimension Group. The conclusion is drawn from the study and survey of the
company regarding the Recruitment and Selection process carried out there.
The recruitment process at Dimension Group to some extent is not done objectively and
therefore lot of bias hampers the future of the employees. That is why the search or headhunt of
people should be of those whose skill fits into the company‟s values.
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.
Selection process is good but it should also be modified according to the requirements and
should job profile so that main objective of selecting the candidate could be achieved.
LIMITATIONS OF STUDY
98

99. LIMITATIONS OF STUDY
The project has inherent limitations due to its potential scope
99

100. 1. Eight weeks is too short to give shape to a new idea in an old setup company.
2. Less importance to long term operational benefits.
3. Expenses for HR Departments are not viewed as investments.
4. The research was conducted in one business unit and the conclusions and
recommendation might not be applicable to the whole industry until further
investigations are conducted;
5. Some majority of respondents were new in the job and therefore recommendations could
only be made with the responses available.
Since Dimension group is a large organization with its strongly set business practices, so
extensive efforts and change in organization thinking will be necessary in order HR Department.
BIBLIOGRAPHY
100

101. BIBLIOGRAPHY
101

102. BOOKS
1) Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.
2) CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p)
Ltd, Delhi, 2000.
3) Manuals from the Dimension Group.
4) Prasad, L.M , Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008
Websites:-
1) www.dimensioncorporateservices.com.
2) www.dimensiongroup.co.in
3) www.citehr.com
4) www.hrindia.com
5) www.scribd.com
Annexure
102

103. 103

104. QUESTIONNAIRE
SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT AND
SELECTION
DEAR Respondent,
We are conducting a survey on the managerial satisfaction level for the RECRUITMENT
AND SELECTION PROCEDURE. Your free and frank opinion would be very valuable in
conducting the survey. Please answer the following questions with a (3) in the appropriate boxes:
MANPOWER PLANNING:
1). When you prefer to go for manpower planning?
(a). yearly (b). Quarterly
(c). no fixed time
RECRUITMENT POLICY:
2) Do you have a documented recruitment policy?
(a). Yes (b). No
104

105. 3): What form of interview did you prefer?
A) Personal Interview B) Telephonic Interview C) Video Interview
Other Means
4). Do you think the present recruitment policy is helpful in achieving the goals of the company?
( a). Yes (b) . No (c). To some extent
5). Do you think the present recruitment policy fulfill the manpower requirement of the company
in accordance with the manpower plan?
a) Excellent b) Very good c) Good d) Average
SOURCES OF RECRUITMENT
6). what are the sources for recruitment and selections?
(a). Internally (b). Externally (c). Both
7). Which of the following sources you choose for the recruitment of the employees?
(a). Data Bank
(b). Private Employee Agencies
(c). Campus Requirements
(d). Casual Applicant
(f) . Any others
105

106. LATEST TECHNIQUES OF RECRUITMENT
8). Does your organization recruit employees through latest method of recruitment through
Internet: -
(a). Yes ( b). No
9). If yes then the company use own web site or this purpose.
(a). Yes ( b). No
10). Is Internet recruitment is effective in your opinion?
(a). Yes (b). No
RECRUITMENT OF SUMMER TRAINEES
11). Is there any provision for recruitment of summer trainees?
(a). Yes (b). No (c). To some extent
12). Is there any facility for absorbing the trainees in your organization?
(a). Yes (b). No
106

107. SELECTION POLICY
13). Which type of technique is used for interview?
(a). Structured (b). Unstructured (c). Both
14). which step you prefer to selection process?
a) Written test b) oral/personal interview c) medical testing
15). Does the procedure adopted for recruitment and selection of employees enables to give right
person at the right job?
(a). Yes (b). No (c). To some extent.
16). How well the organization affirmative action needs clarified and support in the selection
process?
a) Poor b) Adequate c) Excellent
17). Does HR train hiring employees to make the best hiring decisions?
a) Yes b) No
18). How would you rate the HR practices of the company?
a) Very good b) Good c) Average d) Bad
107

108. THANK YOU!
108