The document provides an overview of the recruitment process at Quess Corp Limited. It begins with an introduction to the company, including its vision, mission, products/services and organizational structure. It then discusses the conceptual framework of recruitment, with recruitment sources as the independent variables that recruitment depends on. The recruitment process leads to the dependent variable of selection, with the outcome being a qualified workforce. The document lays the groundwork for further exploring Quess' recruitment and selection processes.

1. Page | 1
A STUDY OF END TO END RECRUITMENT PROCESS
AT QUESS CORP LIMITED
A Project Submitted in the Partial Fulfillment of the
Requirement for the award of Degree of
Bachelor of Business Administration
BY
Archana Sharma
(SBU190450)
DEPARTMENT OF COMMERC E & MANAGEMENT
Sarala Birla University
Ranchi 2022

2. Page | 2
DECLARATION CERTIFICATE
This is to certify that the work presented in the project entitled “A Study of End
to End Recruitment Process at Quess Crops Limited” in partial
fulfillment of the requirement for the award of Degree of Master of Business
Administration of Sarala Birla University, Ranchi is an authentic work carried out
under my supervision and guidance.
To the best of my knowledge, the content of this project does not form a basis for the
award of any previous Degree to anyone else.
Date (Guide’s Name & Signature)
Department of Commerce and Management
Sarala Birla University, Ranchi
Head
Dept. of Commerceand Management
Sarala Birla University, Ranchi

3. Page | 3
CERTIFICATE OF APPROVAL
The foregoing project entitled “A Study of End to End Recruitment Process at
Quess Corps Limited”, is hereby approved as a creditable study of research topic
and has been presented in satisfactory manner to warrant its acceptance as
prerequisite to the degree for which it has been submitted.
It is understood that by this approval, the undersigned do not necessarily endorse
any conclusion drawn or opinion expressed therein, but approve the project for the
purpose for which it is submitted.
(Internal Examiner) (External Examiner)
(Dean)

4. Page | 4

5. Page | 5
ACKNOWLEDGEMENT
I would like to express my special gratitude towards the Sarala Birla University for giving
me the opportunity to do my Summer Internship Project. Secondly, I would like to
express my special gratitude and thanks to my professor Dr. Mridanish Jha who guided
me throughout the project. He also helped me by sacrificing their personal valuable time
for the completion of this project report. And finally, I am very much thankful to my
friends and my parents who guided me during preparation of my internship project.
Archana Sharma
BBA (5th semester)
Registration No: - SBU190450

6. Page | 6
Executive Summary
The Human Resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people working
therein. Without positive and creative contributions from people, organizations cannot
progress and prosper. In order to achieve the goals or the activities of an organization,
therefore, they need to recruit people with requisite skills, qualifications and experience.
While doing so, they have to keep the present as well as the future requirements of the
organization in mind. Recruitment is defined as, “a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient workforce.” In order to attract people for the jobs, the
organization must communicate the position in such a way that job seekers respond.
To be cost effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves out.

7. Page | 7
Table of Contents
S.No. CONTENTS Page No.
Chapter 1 Profile of the Company 8-18
1.1 Company Details 9
1.2 Nature of the Organization and its Business 10-11
1.3 Vision, Mission and Objectives 12
1.4 Product range of the company 13
1.5 Size of the Organization 14
1.6 Organization structure of the company 15
1.7 Industry Analysis 16
1.8 Important Landmarks in the history of company & Industry 17-18
Chapter 2 Theoretical Background 19-25
2.1 Conceptual Framework of the company 20
2.2 Applicability of the concept in the organization 21-25
Chapter 3 Problem Statement & Objectives of the Study 26-30
3.1 Significance of the Study 27
3.2 Managerial Usefulness of the Study 28
3.3 Problem statement & Objectives of the Study 29
3.4 Scope of the Study 30
Chapter 4 Methodology 31-35
4.1 Research Design 32
4.2 Sources of Data Collection 33
4.3 Sampling Procedure 34
4.4 Limitations of the Study 35
Chapter 5 Analysis & Interpretations of the Study 36-42
Chapter 6 Findings, Conclusion & Recommendations 43-44
References/Bibliography 45

8. Page | 8
Chapter - 1
Profile of the Company

9. Page | 9
1.1 Company Details
The details of the company in which I did my summer training is as following
 Name: Quess Corp Limited
 Address: Quess House, 3/3/2,Bellandur Gate, Sarjapur Road, Bengaluru 560103,
Karnataka, India
 Website: www.quesscorp.com
 Origin: Bengaluru ,India
 Nature: Business services provider
 Area of Operation: Across the Globe

10. Page | 10
1.2 Nature ofthe Organizationand its Business
Quess Corp Limited (Quess) is India’s leading business services provider, leveraging our
extensive domain knowledge and future-ready digital platforms to drive client productivity
through outsourced solutions. We provide a host of technology enabled staffing and managed
outsourcing services across processes such as sales & marketing, customer care, after sales
service, back office operations, manufacturing operations, facilities and security management,
HR & F&A operations, IT & mobility services, etc. Our passion for delivering exceptional
services, augmented by proprietary digital platforms, has strongly established our credentials
as India’s largest employer in the private sector and the biggest integrated business services
provider in the country. We are proud to achieve this success as a 14-year old start-up. A core
value driving our business is constantly making the workforce more productive. Our business
strategy is aligned to this, including training and skill development for better employability,
helping job seekers easily find employment opportunities, digitizing workflows, and
providing social security benefits to a wider employable population. Established in 2007 and
headquartered in Bengaluru, Quess today has unmatched geographic presence and scale with
more than 64 locations across India, South East Asia & North America, backed by
technology-intensity and domain specialization to create unmatched service experiences.
Departments of the Organization
Some of the major departments of Quess Corp Limited are as following:
 Human Resource Department - The HRD in any organization is mainly responsible
for the overall development of the human resource of that organization. This
development is done by providing proper training opportunity to each and every
employee so that they are equipped with so many skills and traits which not only help
them performing their current job efficiently but also make them a treasure or wealth
For the organization
 Marketing and Sales Department - This department is concerned with responding
to customers requirement and enquiry, Interaction with transporters, their
Performance, evaluation and allocation of orders, packaging, Preparation of invoice, Pre-
shipment, Document and other related marketing functions
 Safety Department - The setting up of special department for taking care and
account for all safety measures, following the statutory requirements. This department

11. Page | 11
follows some set of predefined rules, to protect the organizational infrastructure,
resources from any kind of mishap (accident) theft or loss.
 Finance – This department takes care of finances, salary, capital and other related
financial functions of the organization
 Staffing and Payroll – Payroll and staffing services seem to be very similar.
However, whereas staffing includes complete recruitment and selection process, along
with payroll, the individual is selected by the client and hired by the service provider.
Staffing services include full recruitment cycle along with selection and payroll

12. Page | 12
1.3 Vision, Missionand Objectives
Quess Corp Limited, Bengaluru prime aim is to work in the rural entrepreneurship in
tandem with mission and vision of India 2022
Vision
To be a global company that provides world-class customer experience while continuously
working towards creating better lives.
Mission
Our goal is to build meaningful relationships with all our stakeholders, customers,
shareholders, employees, and partners.
Objectives
 Focus relentlessly on execution and adding value to our customers’ business.
 Inspire people to do their best by offering opportunities for personal development and
enabling them to realize their full potential.
 Strive to deliver superior returns to shareholders by being the preferred business service
provider to companies.

13. Page | 13
1.4 Product Range of the company
Quess Corp Limited is India's leading business services provider, leveraging our extensive
domain knowledge and future-ready digital platforms to drive client productivity through
outsourced solutions.
Quess provide a host of technology enabled staffing and managed outsourcing services across
processes such as sales & marketing, customer care, after sales service, back office
operations, manufacturing operations, facilities and security management, HR & F&A
operations, IT & mobility services, etc.

14. Page | 14
1.5 Size of an Organization
The company's passion for delivering exceptional services, augmented by proprietary digital
platforms, has driven it to be one of the largest private sector employer, and the biggest
integrated business services provider in India, with strength of over 4,22,000 employees .
Quess was initially incorporated as IRIS Human Capital Solutions Private Limited on September
19, 2007, at Bengaluru as a private limited company under the Companies Act, 1956. The
Company name was changed to IKYA Human Capital Solutions Private Limited on October 15,
2007. Under a special resolution of the Shareholders dated May 14, 2013, the Company was
converted into a public limited company and the name of the Company was changed to IKYA
Human Capital Solutions Limited. On December 4, 2014, the Company name was finally
changed to Quess Corp Limited.

15. Page | 15
BOARD OF DIRECTORS
Mr.Ajit Isaac
(Executive Chairman)
Chandran Ratnaswami
(Non-Executive Director)
Gopalakrishnan Soundarajan
(Non-Executive Director)
Revathy Ashok
(Non-Executive, Independent
Director)
Kalpathi Ratna Girish (Non-Executive,
Independent Director)
Sanjay Anandaram
(Non-Executive, Independent
Director)
Gaurav Mathur
(Non-Executive, Independent
Director)
Guruprasad (SrinivasanExecutive
Director and Group CEO)
LEADERSHIPTEAM
Ajit Isaac
(Executive Chairman)
Guruprasad Srinivasan
(Executive Director and
Group CEO)
Ravi Vishwanath
(Chief Financial Officer)
Lohit Bhatia
(Presidend-Workforce
Management)
Pinaki Kar
(President-Global Technology
Solutions)
Sekhar Garisa
(Chief of Emerging Businesses
and Corporate Development)
Rajesh Kharidehal
(Chief Business Officer)
1.6 Organizationstructure of the company

16. Page | 16
1.7 Industry Analysis
Quess Corp Ltd., incorporated in the year 2007, is a Mid Cap company (having a market cap of
Rs 8,563.20 Crore) operating in Services sector. Quess Corp Ltd. key Products/Revenue
Segments include Other Services for the year ending 31-Mar-2021.
For the quarter ended 31-12-2021, the company has reported a Consolidated Total Income of Rs
3,687.85 Crore, up 13.99 % from last quarter Total Income of Rs 3,235.28 Crore and up 30.88
% from last year same quarter Total Income of Rs 2,817.74 Crore. Company has reported net
profit after tax of Rs 89.11 Crore in latest quarter.
The company’s top management includes Mr.Ajit Isaac, Mr.K Suraj Moraje, Mr.Chandran
Ratnaswami, Mr.Gopalakrishnan Soundarajan, Mr.Kalpathi Rathna Girish, Mr.Gaurav Mathur,
Ms.Revathy Ashok, and Mr.Sanjay Anandaram. Company has Deloitte Haskins & Sells LLP as
its auditors. As on 31-12-2021, the company has a total of 14.79 Crore shares outstanding.
Quess Corp's top competitors include Insight Global, Volt Information Sciences, ISS, Aarvi
Encon, System One, Merrin & Associates and Apex Systems.

17. Page | 17
1.8 Important Landmarks in the history of company & Industry
Started as a manpower outsourcing company in Bangalore in 2007, IKYA Human Capital
Solutions, now Quess, was funded by Park Equity Holdings Limited in 2008. Then in February
2013, Thomas Cook (India) Limited (TCIL), promoted by Fairfax Financial Holdings, acquired
a 74.85% stake in Quess, thus forging a strategic partnership with the company.
After this, Quess acquired Avon, a facility management company, thus expanding its business
interests. To further diversify its business, Quess started acquiring more companies in the
following years https://www.quesscorp.com/mediacontact/. From Coachieve, Magna InfoTech
to Monster, Quess, over the years, has invested in a multitude of companies across sectors and
tech-led businesses with the purpose of becoming an ‘all weather’ business
2020
 Ranked 50 on SIA top global Staffing firms
 Recognized as India’s largest private sector employer
 Received Great Place to Work® Certification
2019
 Acquired 61.35% stake in Allsec Technologies
 Ranked 177 on ET 500 companies list
 Ranked 69 on SIA top global Staffing firms
2018
 Acquired Monster (APAC & Gulf) and HCL’s care unit, Touch
2017
 Acquired Greenpiece Landscapes
 Invested in Simpliance, adding technology muscle to Compliance Management Function
 Acquired 64% stake in Comtel, largest IT Staffing player in Singapore
 Successfully completed our first Institutional Placement Program &
 raised Rs. 874 Cr
 Acquired Stakes in Vedang Cellular Services Private Limited
 Formed a Joint Venture with Trimax IT Infrastructure and Services Ltd.
 Forayed into the managed services business with Qtek Systems
 Acquired majority stakes in TATA Business Support Services Limited (TBSS), now
called ConneQt Business Solutions
 Launched Aadhaar-based onboarding tool, POP(Paperless Onboarding Platform) through
Heptagon technologies
 Celebrated 10 year anniversary

18. Page | 18
2016
 Listed on NSE and BSE
 Acquired Randstand Lanka, a staffing and human resources solutions company
 Acquired balance 51% stake in MFX, an IT infrastructure company
 Acquired 49% stake in Terrier, entering Manned Guarding and Security Solutions
Business
 Invested in Manipal Integrated Services, niche FM and Food Business focused on
Education and Healthcare
 Acquired majority stake in Inticore, entering into advanced engineering solutions
 Headcount crosses 1,50,000 with general staffing business crossing the 1,00,000 mile
marker
2015
 Signed a share purchase agreement to acquire TSQ
 Court approval of the scheme of amalgamation of Avon, Magna Infotech and Hofincons
with our company and filing with the RoC
 Acquired Aravon, an integrated facilities management company
2014
 Acquired Hofincons, a consulting and asset management services company
 Acquired Brainhunter, an IT solutions company
 Acquired 49% stake in MFX, an IT infrastructure company
2013
 TCIL acquired a majority stake in our Company
2011
 Selected by Ministry of Rural Development, Government of India, to train
8,000individuals
2010
 Acquired Magna Infotech, an IT staffing company
2009
 Acquired Coachieve, a human resources solutions company
2008
 Investment by Park Equity Holdings Limited in our Company
 Acquired Avon, a facility management company
2007
 Incorporation of the company

19. Page | 19
Chapter - 2
Theoretical Background

20. Page | 20
2.1Conceptual Framework
The recruitment and selection processes are not equally exclusive, but occur in a structure.
Basically at first recruitment then selection, where recruitment process is end and selection
process is start. The best assets of the organization are employees. So every employer needs to
undertake recruitment by creating a pool of applicants, which mainly leads to the selection of
qualified people to work in the organization. In this model different variables are considered as
independent, dependent and outcome. According framework of this study here antecedents
variables are considered as sources of recruitment. Basically there are two types of recruitment
sources internal and external. The internal and external sources are transfer, promotion, and
extension of services, advertisement, and employment agencies, employee referrals, e-
recruitment, labor office, campus recruitment, walks-ins, radio television, job bidding. Here
recruitment is considered as independent variable because the recruitment process is depends
on antecedents’ variables (internal and external sources).Recruitment is depends on
antecedents variables whereas the selection is dependent variable which is responds to the
independent variables. Selection is follow the recruitment which includes initial screening,
interview, employment test, reference check, medical examination, job offer. After completing
the proper recruitment and selection procedures then it leads to achieve organizational
performance that is outcome variable of this model. The objective of this model is to establish
relationship between recruitment, selection and organizational performance.

21. Page | 21
2.2 Applicability of the concept in the organization
Introduction
In this era of globalization, an organization needs to prosper and survive effectively and
efficiently in the global economy. Every employer of the organization must promote and
practice recruitment and selection process in an exceptional way. The success of the
organization depends on the qualified employees and it is directly linked with organizational
performance. Proper recruitment and selection process is the lifeblood of every organization as
like as capital. The eminence of human resource profoundly depends on the effectiveness of
proper recruitment and selection procedures. The inclusive objective of recruitment and
selection is to find out the qualified candidates for the organization. In case of recruitment and
selection, the recruitment is the first step then after selection and placement come in the
employment procedure.
The major aim of all employers is to select qualified candidates among the alternative group of
qualified candidates for a specific job. All activities of the recruitment and selection process are
done by the human resource department of an organization. These processes vary from
organization to organization. The traditional sources are employee referrals, transfers,
promotions, walk-in, and advertisements. But in the process of recruitment differs from
organization to organization.
Literature review
There are numerous researches on recruitment and selection process of employees in the
Organization. There is mention limited factors of recruitment and selection process in those
research paper. Proper selection process brings the qualified persons for the organization so the
organization can easily achieve their target in a specified period of time. The recruitment and
selection process is one of the most important HRM functions that help to recruit talented
candidates. It also reflects the requirements and philosophy of the organization as reflected in
the caliber of people chosen for the job. Recruitment and selection practices are the key factors
to the entry point of human resources to any organization which also tends to determine the
success and sustainability of the organizations. Peoples vital to organizations because they offer
perspectives, values and attributes to organizational life; and when managed effectively, these
human traits can be of considerable benefits to the organization.

22. Page | 22
 Recruitment
Many researchers have presented severe and profound knowledge of the recruitment and
selection process of the organization. Recruitment determines the potential candidates for actual
organizational vacancies. Recruitment is the process of finding and attracting qualified people to
apply for job vacancies in the organization. Mainly it is the process of generating a pool of
competent individuals to apply for employment within an organization. The recruitment process
is the entry point of collecting manpower of an organization and that organization must be
selected the right individuals for achieving overall strategic goals. On the other hand, the
organization follows the different recruitment process practices and policies for identifying and
attracting potential employees. Besides recruitment is explained as the set of activities and
processes that are used to legally obtain a sufficient number of qualified people at the right
Place, the right time, the right job so that the people and the organization can select each other in
their own best short and long-term interests.
However, the aim of recruitment is to collect the number of suitable and qualified candidates
Through minimization cost to satisfy the needs of the organization. Besides, the recruitment
includes an authentic job specification for a vacant position, major duties, and responsibilities,
necessary skills, experience, educational qualifications, pay structure, job type, any special
conditions etc. are attached to the job in defining recruitment process. Recruitment process
begins with analyzing the number of vacancies and publishing an advertisement. The
organization attracts the most appropriate candidates through identifying, evaluating and using
the most appropriate sources of applicants.
 Process of Recruitment
The significant intangible capital of the company is human capital that constitutes an aggregate
of knowledge, skills, qualifications, and experience of each employee. Besides, the major three
phases engendering applicants, maintaining applicants’ status, and influencing job choice
judgment. Whereas there are copious theories on recruitment and fabricated an organizing
framework for the recruitment process. Furthermore, the most important five k ey stages of the
recruitment process are recruitment objectives, strategy development, recruitment activities, and
process variables and recruitment result.
These stages are discussed in below:
Stage-1 (Recruitment Objectives)-This is the first stage of recruitment. In this section the
Organizations determine the retention rate, number of applicants, quality of applicants

23. Page | 23
etc.
Stage-2 (Strategy Development)- The second stage of the recruitment framework is
strategy development. It includes the formulation of a recruitment strategy which is
influenced by the response from the first stage. It includes whom to recruit? Where to
recruit? When to recruit? What message to communicate?
Stage-3(Recruitment activities): Recruitment activities include the recruitment
advertisement and recruitment message. In order to be actual, recruitment message
should be realism, completeness, timeliness). On the other hand recruiting many
employers is not overly concerned with post-hire outcomes.
Stage-4 (Intervening/process variables)-The process variables are applicant attention,
Comprehension, message credibility, interest, an accuracy of expectations and applicant
self-insight. These variables directly influence the relationship between recruitment
activities and recruitment outcomes.
Stage-5 (Recruitment results)-This stage relates the review and assessment of the
sources of the recruitment process. The organization gets invaluable information of
recruitment strategy from this stage.
 Sources of recruitment
There are two options to explore when sourcing candidates: internal and external.
Internal sourcing:
 Internal recruitment – the right person may already be an employee!
 Employee referral programs – a great fit may be a friend or former colleague of an
employee.
External sourcing:
 Passive candidates – these people aren’t actively seeking a job, but they could be an
excellent fit for your business or your client’s job openings. Find them through
networking, online research, or your employees.
 Social media – use paid and organic social media efforts to market your open position
and engage both active and passive candidates.

24. Page | 24
 Job boards – get your job description in front of candidates who are scouring job boards
like monster.com or indeed.com.
 Screening
Ready to narrow down those candidates you’ve sourced? You can either use a manual screening
method leveraging resume parsing tools or streamline screening by leveraging an applicant
tracking system (ATS) that includes automated screening.
While resume parsing tools can help you search resumes using phrases or keywords to find
potential employees, you’re only searching the story that the candidate wants you to hear.
With an ATS, you can use data collection tools to augment the resume and provide critical
insights into your applicants’ personalities.
 Selecting
You’ve narrowed down your candidates, and it’s time to select the right person for the
job. When selecting the ideal candidate, remember to:
 Ask some of the classic interview questions.
 Use a few unique hiring questions that offer insights into a candidate’s personality,
motivations, or skills.
 Stay away from the “no-no” interview questions that could get your company or client in
trouble.
 Hiring
When you find the right candidate, you can call the individual to extend the job offer. Be sure to
follow up with a formal job offer letter or email that details duties, work schedule, start date,
compensation, benefits, and other pertinent details.
Be prepared to negotiate if the person doesn’t accept your initial offer.

25. Page | 25
 Onboarding
This step is key when it comes to reducing turnover. Few things will scare off a new hire more
than a lack of guidance and clarity on what he or she should be doing.
Create an onboarding plan for new employees. Be sure to include:
 Introductions to other team members.
 An orientation that covers corporate guidelines, values, and culture.
 A training schedule to help new staffers get acclimated and ready to succeed.
Streamline your end-to-end recruiting process
Everything that goes into an end-to-end recruiting process may sound time-consuming and
costly, but the long-term ROI in hiring the right employees is undeniable. You just need to plan
appropriately to strengthen your hiring process.
Selecting the right ATS can solve many of your recruiting challenges and streamline your
recruiting process.

26. Page | 26
Chapter - 3
Problem Statement & Objectives of
the Study

27. Page | 27
3.1 Significance of the Study
The project is very important for many of the agent especially for me. For the company and
for all the people who wish to study the same field. The project is very important as it has
helped me to know more about human resource organizational function and has enriched my
practical knowledge and experience related to HR functioning in an organization. The present
work will give a practical insight to me and other fellow students who wish to study the same
field regarding the practicality and reality of Human resource functions inside an
organization. The work will give a rough idea to management about their on-going HR
functions inside an organization, though they are aware of but practical information included
in the project work will help them to strengthen the present HR system and functioning inside
the organization and this may affect the success of human resource organizational function of
the company.

28. Page | 28
3.2 ManagerialUsefulness ofthe Study
The project work has touched the theoretical aspect involved and the detailed methodology
followed to observe and learn. The practical experienced and the job profile (weekly job
experiences has been extensively covered during the tenure of summer internship) has also
been discussed in the project, by this work the management of Quess Corp Limited will
come to know about the actual status of the HR functioning in their organization and they will
also get a rough idea about the basic HR functioning, their problem and prospects and also
what employee feel with respect of HR functioning of the organization. The will also get an
idea how interns are being treated inside the organization. With the help of all these
information they can form/ amend the existing policy for betterment of the organization and
staff. Human resources promote and implement policies and procedures. The key areas are
hiring practices, compensation, management relations and employee conduct and behavior.
The decisions made by the human resources department will effect an organization in a
positive or negative way. The areas that will feel the impact or challenges will be creating
awareness, compensation plans, hiring practices and behavior. The project will give an idea
about the human resource framework and functions in the aforesaid organization and will
presented a compact idea of the functioning of human resource management in the industry.

29. Page | 29
3.3 Objectives ofthe Study
To know overall about the Company of Quess Corp Limited. The objective of my study is to
understand and critically analyze the recruitment and selection procedures at Quess Corp.
i. To understand the process of recruitment
ii. To know the sources of recruitment at various levels and various jobs
iii. To critically analyze the functioning of recruitment procedures.
iv. To identify the probable area of improvement to make recruitment procedure more
effective.

30. Page | 30
3.4 Scope ofthe Study
The project gives a brief introduction about the HR practices and functions followed in the
company and it may not be generalized for other organizations as different organizations have
different structure and composition of HR operations, however a rough conclusion can be
drawn. The project is based upon the concept of descriptive research as the prime aim was to
know and describe the HR functioning and processes of Recruitment also the objectives
behind the project work was clear enough in the beginning itself. The concept of convenience
sampling was used and the secondary data was extensively used, the use of questionnaire was
not allowed by the organization therefore the primary observations and informal talk with the
employee and management was acting as the source of some primary information. No
specific analysis technique was used and the observations are presented in the form of
findings and conclusions. The scope covered the employees, management, HR department of
Quess Corp Limited.

31. Page | 31
Chapter - 4
Methodology

32. Page | 32
4.1 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 framework 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 the 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 happen.
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 are found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analyzed?

33. Page | 33
4.2 Sources of Data Collection
The data for the survey will be conducted from both the Primary as well as secondary sources.
Primary Data
Primary data was collected using interviews technique the survey data will collect by using
questionnaire. The primary data collection for his purpose is supposed to be done by judgment
sampling conversation sampling. The questionnaire has been formatted with both open and close
structure questions.
Secondary Data
 Data was collected from web sites, going through the records of the organization, etc.
 It is the data which has been collected by individual or someone else for the purpose of
other than those of our particular research study.

34. Page | 34
4.3 Sampling Procedure
 Sampling Method - Survey was done by random sampling method
 Mode of analysis- The instrument used for data collection was in the form of
questionnaire. The questionnaire was used as it facilitates the tabulation and analysis of
the data to be collected. The data collected was subject to simple frequency and data
analysis.
 Sample size can be 50 or as per project requirement.

35. Page | 35
4.4 Limitation of the study
 The employees were busy with their daily schedule and it was very much difficult for
them to give time.
 Time and money was also an important constraint

36. Page | 36
Chapter - 5
Analysis &
Interpretations of
the Study

37. Page | 37
Data Interpretation
A questionnaire was prepared for the purpose of getting feedback from employees and manager
regarding “End to End Recruitment Process” of their Company. 20 employees are selected from
different department and were distributing questionnaire from the purpose of the study.
Analysis of data
Analysis of the data is done as per the survey finding. The percentage of the people opinion
were analyzed and expressed in the form of chart and have been placed in the next few pages.
Question 1: The hiring process helps in identifying the competence both visible (like
Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image, Trait)?
Option Yes No Total
Responses 18 2 20
Percentage 90 10 100%
90% of respondents think that hiring process helps in identifying the competence both visible
(like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image, Trait).

38. Page | 38
Question 2: E-Recruitment (like portals, social websites) has become must to survive in the
competitive market?
85% respondents thinks that e-recruitment have become must to survive in the competitive
market
Question 3: Is there any contract (bond) signed by employees while joining the organization?
Options Yes No Total
Responses 18 2 20
Percentage 90 100 100%
90% employees are made to sign bond by employees before joining the organization.
Options Yes No Total
Responses 17 3 20
Percentage 85 15 100%

39. Page | 39
Question 4: Does the developmental activity helps the management in identifying, analyzing,
forecasting and planning changes needed in company’s HR area?
Options Yes No Total
Responses 20 0 20
Percentage 100 0 100%
100% employees think that developmental activity helps the management in identifying,
analyzing, forecasting and planning changes needed in company’s HR area.
Question 5: In Selection Process, do you think innovative techniques (likes stress level test,
psychometrics test) should be adopted?
Options Yes No Total
Responses 18 2 20
Percentage 90 100 100%
90% employees think innovative techniques (likes stress level test, psychometrics test) should
be adopted.

40. Page | 40
Question 6: Is internal hiring helps in motivating the employees?
Options Yes No Total
Responses 20 0 20
Percentage 100 0 100%
100% employees think that internal hiring motivates the employees to be more productive.
Question 7: Is there any facility for absorbing the trainees in your organization?
Options Yes No Total
Responses 20 0 20
Percentage 100 0 100%
Yes there is a facility for absorbing the trainees in our organizations.

41. Page | 41
Question 8: Do you have any system to calculate cost per recruitment?
Options Yes No Total
Responses 18 2 20
Percentage 100 10 100%
Yes there is a system to calculate cost per recruitment.
Question 9: You feel Branding of the organization contribute to the effective recruitment and
selection Process because of
A) Good working environment
B) Good compensation and bonus structure
C) Quality of workforce
D) All of the above Options
Options A B C D Total
Responses 3 0 17 0 20
Percentage 15 O 85 0 100%
Branding of the organization contribute to the effective recruitment and selection Process
because of good working environment, good compensation and bonus structure and quality of
workforce.

42. Page | 42
Question 10: Should a company provide a Cab or Bus facility to its employees for 24/7 hours
for better relationship with their employees?
Options Yes No Total
Responses 17 3 20
Percentage 85 15 100%
Yes companies provide a Cab or Bus facility to its employees for 24/7 hours for better
relationship with their employees.

43. Page | 43
Chapter -6
Findings, Conclusion and
Recommendation

44. Page | 44
Findings
After the data analysis and interpretation the findings are: -
 According to the Survey, Recruitment differs from company to company for each
category.
 According to the Survey, the companies do utilize internet sites for the recruitment
process and for finding the talent candidate.
 According to survey it is observed that the companies are utilizing the job description in
order to make screening process more efficient.
 The recruitment and selection process is decentralized
Conclusions
Recruitment as being one of the major topics is required by most of the Organization. Hence the
study helped in understanding the various aspects of recruitment and selection process. In Quess
Corp the sources of Recruitment is effective, the internal Selection of the organization also in an
economical means which also reduce costs, only after looking the efficiency of the existing
employee towards the company and his sincerity that employee will be selected, in Quess Corp
the effective Selection process is adopted. Also the employee of Quess Corp are satisfied with
the End to End Recruitment Process. Also they are well aware about the various sources and
methods of Recruitment and Selection.
Recommendation
 Use Digital Trends and Social Media to find new candidates
 Have a good job Description
 Assess the Candidates
 Ask for Feedback

45. Page | 45
Bibliography
 Search engine:
www.google.co.in
 Website:
1. https://www.quesscorp.com
2. www.goodsreturn.in
3. https://www.researchgate.net
4. https://www.dnb.com
5. https://www.slideshare.net
6. https://issuu.com