this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.

1. 1
Objectives of the Study
Primary Objective
 To study the Sourcing and Recruitment process of VPS Consultants
Secondary Objective
 To understand the process of Recruitment in VPS Consultants.
 To know the various sources of Recruitment.
 To understand different aspect of Sourcing and Recruitment.
 To understand the recruitment process of VPS Consultants.
 To understand the various strategies used in VPS Consultants to hire candidates according to the
requirement of clients.
 To study the satisfaction level of clients with Management of VPS Consultants.

2. 2
Executive Summary
The Human Resource Department is the most important asset of an organization. The success
and failure of an organization largely depends on the caliber of the employees working in.
without a positive and creative contribution from the employee, an organization can’t not
progress and prosper.
In order to achieve the goals of an organization, therefore, we need to recruit people with
requisite skills, qualification and experience. While, doing so we have to keep the present as well
as the future requirement of the organization in mind. Recruitment is defined as ‘a process to
discover the sources of manpower to meet the requirement of 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, an organization communicates the
positions in such a way that job seekers respond. To be cost effective, the recruitment process
should attract qualified applicants.
Recruiters work on resumes by actively soliciting qualified individuals for positions. A
recruiter’s job includes reviewing candidates’ job experiences, negotiating salaries and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from hiring
employers.
My research project deals with SOURCING & RECRUITEMENT as carried out by VPS
Consultants which is an consultant HR firm. During the execution of project and research I have
studied and evaluated the souring and recruitment process which was practiced in the
organization. This exposure gave me opportunity to have an insight to their practical application.
I was working under the guidance of HR and was assisting her with the work.
It was a great experience for me to learn and get a real experience of working in a corporate
environment.

3. 3
Introduction

4. 4
Introduction
Human resources is used to describe both the people who work for a company or organization
and the department responsible for managing resources related to employees. The term human
resources was first coined in the 1960s when the value of labor relations began to garner
attention and when notions such as motivation, organizational behavior, and selection
assessments began to take shape. Human resource management is a contemporary, umbrella term
used to describe the management and development of employees in an organization. Also called
personnel or talent management (although these terms are a bit antiquated), human resource
management involves overseeing all things related to managing an organization’s human capital.
Human resource management is therefore focused on a number of major areas, including:
 Recruiting and staffing
 Compensation and benefits
 Training and learning
 Labor and employee relations
 Organization development
Recruitment is the first step in procurement function. The importance of manpower planning in
every business is increasing due to increase in global competitiveness and increase in labor
market flexibility. Recruitment function is one of the important parts of an organization’s Human
Resource Planning. It serves fulfilling organizations’ need by enabling it to have a set of
competitive, motivated, flexible and more adoptable Human Resources which can ensure
continued operation for fulfillment of organizations’ objective. Competent Human Resources at
the right positions are crucial for the organization and constitute core competency. The
organization reaps strategic advantage out of it. Recruitment helps in creating a pool of
prospective employees for the organizations, so that the right candidates for the right jobs can be
selected from this pool. So it becomes important to understand the process of recruitment.

5. 5
SWOT Analysis
SWOT analysis is a strategic planning method used to evaluate the Strengths, Weaknesses,
Opportunities and Threats involved in a project in a business venture. It involves specifying the
objectives of the business venture or project, and identifying the internal and external factors that
are favorable and unfavorable to achieve those objectives. A SWOT analysis helps elucidate
strategic advantages. Strengths are attributes of the person or company helpful in achieving the
objective(s), while weaknesses are attributes of a person or company, harmful in achieving the
objective(s).Opportunities are the external conditions, helpful in achieving the objective(s) and
threats are external conditions which could do damage in the objective(s).
For the purpose of SWOT analysis, following methodology was adopted:
 A self structured questionnaire was prepared and industry persons were asked to fill it up.
 The questionnaire comprised a number of statements related to Strengths, weaknesses,
opportunities and threats, which were identified On the basis of literature review and
informal discussion with the firms Executives.
 The respondents were asked to rate these statements on the basis of 5 point liker scale.
The highest rank Five was to be given to the most favored statement and the lowest rank
one was to be attributed to the least preferred statement.
 The statistical tool used for the purpose of SWOT analysis was Weighted Mean, Standard
Deviation; and software used was Microsoft Excel.
 The Weighted Mean for every statement was calculated on the basis of rates given by
respondents and then every statement was ranked according to Weighted Mean in order
of preference.

6. 6
Strength Analysis
 Highly skilled, English – speaking workforce.
 Cheaper workforce.
 Lower attrition rate.
 Dedicated work force aiming at making a long term career in the fields.
 Round the clock advantage.
 Lower response time with efficient and effective service.
 Operational excellence.
 Conductive business environment.
Weaknesses Analysis
 The cost of telecom and network infrastructure is much higher.
 Manpower shortage.
 Cultural difference.
 Feeble infrastructure.
 Marketing problem.

7. 7
Opportunities Analysis
VPS Consultants translates into an enormous business opportunity. With many
Companies, looking for the chance to outsource.
 To work closely with nation and international companies.
 VPS Consultants should work closely with western governments and assuage their
concerns and issues.
 VPS Consultants can be branded as a quality recruitment firm destination rather than low
cost destination.
 The major factor for establishing a business was infrastructure. Now a days there is a
paradigm shift to locations where people are available easily.
Threats Analysis
 Changing in technology very fast.
 Workers have protested against policies of work.
 Others recruitment firms destinations could have an edge on the cost factor.
 Slowdown of demand.

8. 8
Company Profile

9. 9
Establishment of the Company
VPS Consultants private limited is a private company with private ownership which was
registered on 9th july 2009. Its registered office is situated at B-1 Ansal Chamber-2, Bhikaji
Cama Place, New Delhi-110066. The status of company is in the records of Registrar is active
which means that it is actively doing all its filling with the Registrar.
VPS Consultants acts as a gateway to provide a wide range of recruitment and selection services
to companies. They are committed with hard work, perfection & quality which make them the
most dedicated HR firm in a very short time. They are a dedicated team of professional
consultants offering top of the line global executive recruitment and selection services. Their
services are available with corporate office at New Delhi & Branches in Bangalore, Pune &
Kolkata making us one of the leading HR firms.
Their range of client services includes Executive Search & Selection, for Middle & Senior level
Hiring. Recruitment Process Outsourcing delivered through our integrated suite of leadership
services. They are a privately held recruitment agency with extensive understanding of the
various aspects of multinational and local business and industry’s specific demands. They
provide focused end-to-end recruitment solutions across all industry segments.

10. 10
Their range of client services includes Executive Search & Selection, for Middle & Senior level
Hiring. Recruitment Process Outsourcing delivered through our integrated suite of leadership
services. They are a privately held recruitment agency with extensive understanding of the
various aspects of multinational and local business and industry’s specific demands. They
provide focused end-to-end recruitment solutions across all industry segments. Their in-depth
understanding of the workflow and skill set requirements enables us to cater to different
functional areas with equal ease. Over the years they have developed efficient internal systems
and procedures enabling us to deliver with speed and quality. Their people have clear
understanding of our role as facilitators.
In a short span, they have established an excellent track record in the IT, Telecommunication,
FMCG, FMCD, Media, Manufacturing, Healthcare & Pharmaceutical, Hospitality, Oil & Gas,
Electrical & Switch gear, Automobile, EPC, Logistics & Infrastructure sectors.
Core Values
Following are the core values of VPS Consultants which are applied in their company with full
support of staff at every level of management:
Respect
And
Dignity
Excellence
Innovation
Energise
And
Excite

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 Team work: People and Relationship VPS Consultants working together to achieve a
“win-win”. VPS Consultants believes that the synergies generated by this partnership will
be the reason for our success.
 Proprietorship: They are committed to encourage an environment of ownership,
enthusiasm, and development. Their value interaction bettheyen all levels of the company
and the client. Their internal diversity and commitment to helping people realize their
true potential will sustain both the company and their people.
 Integrity & Honesty: They support open, honest communication and maintain the
highest standards of business ethics and integrity.
 Employee Focus: Their Energize and Excite Contribute to a fun filled atmosphere and
generate ideas that energize and excite co-workers and customers.
 Institutionalize Quality: They believe in towards Institutionalization of quality and
making it a way of life. Consistently raise the bar through continuous improvement.
 Innovation & Excellence: Strive for excellence and be intolerant towards bureaucracy.
This allows us to encourage new ways of creating excellence as well as opportunities and
growth.
 Energize and Excite: Contribute to a fun filled atmosphere and generate ideas that
energize and excite co-workers and customers.
 Respect and Dignity: To interact sensitively by acknowledging feelings of co-workers
and responding to their concerns. Practice transparent business policies and have open &
effective communication channels.
Culture
VPS Consultants Solutions prides itself of a work environment that is:
 Motivating
 Team Oriented

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 Challenging
 Fun
Mission
Our Road map starts with our mission, which is to attract, retain and grow talent in every
possible area and fulfill our commitment towards our clients and candidates. Our Mission is
focused to provide the world’s most complete end to end solution to our clients through they’ll-
defined systems, process and strategic initiatives.
 To be the leading provider of talent management
 To provide complete end to end solution.
 To be the Single window staffing solution
VPS Consults believes in quality upon quantity. Good quality services are the top priority at VPS.
They emphasis on job role and do R&D to understand the requirements and ease the work of our
clients. They have an experienced, responsible and reliable team who filter the best and the most
talented candidates and they aim “Customer Satisfaction”. They have a wide range of
opportunities for our candidates they help them and embrace them with business ethics, grooming
standard sand professional Ethics.

13. 13
Vision
At VPS, our vision is to partner with premier clients with the intention of providing value-added
Executive Search Services and graduating to a ‘preferred’ status. The ability to translate this
simple belief into focused service offerings has enabled VPS to create an impact in the Executive
Search industry.VPS focuses to continue achieving sustainable quality growth.
To be the first choice of corporate by providing competent skilled professionals to meet their
manpower needs.
.

14. 14
VPS Consultants Client

15. 15
Sectors in which VPS work
They provide the manpower solution for both IT & Non-IT companies i.e.
 Hospitality
 E-commerce
 Telecommunication
 IT Industry
 Infrastructure
 Real Estate
 Agro Business
 Automobile
 Customer & Services
 Education
 Media & Advertising
 Power & Energy
 Retailing.
 Life Sciences & Healthcare
 Financial Services & Consulting
 Manufacturing & Processes

16. 16
Permanent Staffing
They have the bandwidth, technology & great Team of experts to support your high-volume
recruiting Requirements. They provide the high-volume hiring requirements at a local, regional,
or national level – without sacrificing our service quality.
In permanent staffing they have a aim to provide you the best as per your need– who share your
vision and who can contribute to your success for the long term.
VPS provides you a permanent recruiting strategies & solutions, specific to your company’s
vision and provides the best options that fit your business requirements.
Temporary Staffing
Temporary staffing is another latest trend in the corporate world and VPS has specialized
professionals to meet this specific need of the clients. Our database for flexi staffing services
helps us provide experienced, efficient and ideal talent for contractual positions.
Contractual Staffing

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VPS has a process of hiring temporary employee with technical skills who are employed for an
extended period by a contract technical firm but works at, and are supervised on a day-to-day
basis by that business client.
Area of Operations
VPS Consultants mainly provide services in the below areas:-
 Senior level
 Middle level
Functional area of Recruitment services where VPS Consultants is
specialized:-
 Sales and Marketing (All areas:- Executive, Regional Manager, Marketing Head, AM
Sales, Branding Manager.)
 Accounts and Finance ( all areas)
 Engineers Civil/ Mechanical/ Chemical
 Interior Design Engineer
 Secretary to CFO/MD/VP
 Store Officers
 Project Manager, Senior Manager
 Legal:- Manager Legal, Compliance Manager, Company Secretary

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Key Personnel
1. Mrs. Prekshaa Gandhi
Mrs. Prekshaa Gandhi is a seasoned professional with 18 years of experience in the domains of
HR, a flair for HR and talent management, new initiatives helps in shaping the future of VPS .
she is MBA by qualification from a premier B school and she helps a lot in providing solutions
coupled with an entrepreneurial spirit manifested in the inception of brand VPS. Hard rive skills
and the guidance to the employees in the area of staffing, management development,
organizational development of our clients.
2. Mr. Vipin Gandhi
Mr. Vipin Gandhi is the founder & CEO of VPS Groups, who has got 30+ yrs of industrial
experience in design, production, projects, business development, customer relationship
management, supply chain management, quality, vendor management, operations management
etc. He obtained his B.E degree from Delhi College of engineering. He is a seasoned professional
with over three decades of industrial experience in various companies.
Vipin began his career with HAL, where contributed significant role in designing the Advanced
Light Helicopter (ALH). Then he moved to HCL & headed R&D department at HCL. After that
he moved to Alcatel Lucent where he implemented 3 million lines GSM project (Active &
Passive) for BSNL in west India. Also implemented India’s first Broadband project (National
Internet Backbone 1) for BSNL & ECHS project an all India Defence Health Services Smart
Card based IT project at 360 cities, & handled telecom infrastructure projects for Huawei, Airtel,
Vodafone & Idea in India & Nepal managed BSNL at corporate level as P&L head for PAN
India business. He had done many large projects from scratch & improved EBITDA for poor
performing organizations.

19. 19
Mr. Gandhi is a visionary and innovator who believes that innovation is a mother node of
success and survival. VPS gains immense insights in managing profit centers from his
international exposure.

20. 20
Literature Review

21. 21
Introduction to topic
Sourcing and Recruitment
Sourcing is the process of finding resumes within the recruitment process. Recruiters, both third
party and corporate, need to find qualified candidates for their open job orders, oftentimes with
very unique or niche work experience. Sourcing refers to the initial part of recruiting (actually
finding the candidates through a variety of methods.) Some recruiters perform the sourcing
function through to placement; other recruiting professionals specialize in only one aspect of the
recruitment cycle. Professional recruiters who specialize only in the initial procurement of names
and candidates are called sourcers. Many larger companies and specialist staffing firms employ
teams of sourcing professionals that concentrate only on the initial procurement of candidates.
The sourcers then “hand off” the candidates to a different department of team of recruiters which
handle qualification, interview, and placement.
Different ways of Sourcing

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 Sourcing candidates through a recruiting database
Of course, many hiring authorities and recruiters (both in-house and third-part) maintain their
own recruiting database of candidates. When these hiring authorities and recruiters have a job
order, they often automatically check their own database first as a way of sourcing candidates.
Of course, the better your recruiting applicant tracking system is, the more quickly you’ll find
the candidates you need.
 Sourcing candidates through social media
LinkedIn has become all the rage during the last several years, as countless companies and
recruiters have added it to their talent sourcing strategy. They “camp out” within the social media
platform on an almost daily, hoping to source high-quality candidates and then recruit them.
While it’s true that they also use other social media platforms for sourcing, LinkedIn is most
definitely the most effective and most popular method of sourcing candidates through social
media.
 Sourcing candidates through online job postings
It seems almost everybody does this, right? Well, while just about every company does it, not all
recruiters do. There is still a contingent of search consultants that refuse to add job posting
boards and job board integration to their candidate sourcing methods. One reason is that online

23. 23
job postings usually attract active job seekers but aren’t great passive recruiting strategies. The
latter are usually top performers at their current employer, are busy and compensated well, and
aren’t even looking at online job postings.
So do job boards really work? The effectiveness of this candidate sourcing method depends on
who you ask. In addition to searching candidates that have applied to job board postings, try
a Google resume search. Many people, especially in the tech space, will have their own websites
that frequently host an updated copy of their resume.
 Sourcing candidates via referrals
Now this is one of the old-school sourcing strategies for recruiters that never actually get old.
That’s because it’s so darn effective. Organizations have official employee referral programs
whereby employees are paid a referral bonus if they refer a candidate who is actually hired.
Recruiters also employ such methods of sourcing. Offering a referral fee to candidates that
suggest friends or colleagues that are later placed successfully is a very viable technique. The
best place to find more candidates like the one you just placed is to ask that individual who they
know.
 Sourcing candidates from within the organization
This is a technique that organizations often employ, especially if they’re heavy into succession
planning. Of course, with this method, the organization does not need the services of a third-
party recruiter. That’s because the talent is right there within the company. However, the talent
still needs to be convinced to make a move, even though it’s with their current employer.
 Sourcing candidates through a recruiter network
We are currently in the midst of a “candidate’s” market.” That means candidates have the upper
hand in the marketplace. That means the really good candidates are interviewing with more than
one company, they’re often receiving multiple offers of employment, and they have plenty of
options from which to choose. On the other hand, we have hiring managers and authorities who

24. 24
never seem to find the candidate they want. A recruiting network can provide a solution, since
the recruiters within the network share candidates and job orders.
Recruitment
Recruitment (hiring) refers to the overall process of attracting, short listing, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within an organization.
Recruitment can also refer to processes involved in choosing individuals for unpaid roles.
Managers, human resource generalists and recruitment specialists may be tasked with carrying
out recruitment, but in some cases public-sector employment agencies, commercial recruitment
agencies, or specialist search consultancies are used to undertake parts of the process. Internet-
based technologies to support all aspects of recruitment have become widespread.
Process of Recruitment

25. 25
Recruiting employees whose talents are aligned with business goals is critical to the success of
an organization. As such, human resources recruiters are highly valued in virtually all
organizations and businesses. In simplest terms, human resources recruiters develop and
implement recruiting plans and strategies designed to fulfill company staffing needs.
As part of a human resources team, recruiters (also known as corporate recruiters and internal
recruiters) are responsible for leading the staffing efforts of a company and building a strong
workforce that adds to the company’s bottom line. These highly skilled and often equally highly
educated HR professionals possess knowledge of employment and labor law, have a deep
understanding of the organization and its staffing needs, and possess strong interpersonal and
communication skills.
Most organizations view recruiters as being responsible for the entire recruiting cycle. In other
words, these professionals are called upon to find potential candidates, screen them, and
recommend them for placement. The process of recruiting may involve both internal and external
sourcing methods, thereby requiring these HR professionals to be adept at understanding where
and how to locate candidates.
The Recruiting Process
The process of recruiting is a creative one, as it involves using both traditional and non-
traditional resources and a network of established contacts to identify and attract talent.
Resources often include community networking events, job fairs, online sources, career fairs, and
advertising/marketing programs. Recruiting may also involve headhunting, a term used to
describe finding candidates who are currently employed and convincing them to change
employers. The process of headhunting is usually reserved for recruiters seeking to fill
professional and executive-level positions.
However, a recruiter’s role does not end with the discovery of potential candidates. In fact, these
HR professionals must then engage in a number of subsequent activities:

26. 26
 Candidate Screening: Recruiters are responsible for screening resumes to determine
which candidates meet the minimum requirements. Recruiters then move chosen
candidates on to the next step in the hiring process.
 Interviewing: In some organizations, recruiters are responsible for conducting initial
interviews, which are then used to narrow the number of potential candidates who will be
interviewed by the hiring manager. Often times, recruiters will set up interview
appointments between the chosen candidates and the hiring manager.
 Reference and Background Checks: After interviews have taken place and the hiring
manager expresses an interest to hire a candidate, the recruiter is often called upon to
coordinate the reference and background checks. Recruiters are often responsible for
conducting reference checks by verifying employment information and contacting the
professional and personal contacts provided by the candidate.
Daily Job Duties of HR Recruiting Specialists
The recruiting, interviewing, and screening responsibilities of HR recruiters can be further
broken down by daily job duties, which include:
 Partnering with hiring managers to determine staffing needs
 Screening resumes
 Performing in-person and phone interviews with candidates
 Administering appropriate company assessments
 Performing reference and background checks
 Making recommendations to company hiring managers
 Coordinating interviews with the hiring managers
 Following up on the interview process status
 Maintaining relationships with both internal and external clients to ensure staffing goals
are achieved
 Communicating employer information and benefits during screening process

27. 27
 Staying current on the company’s organization structure, personnel policy, and federal
and state laws regarding employment practices
 Serving as a liaison with area employment agencies, colleges, and industry associations
 Completing timely reports on employment activity
 Conducting exit interviews on terminating employees
Staffing Agency Recruiter responsibilities include:
 Conducting intake meetings with clients to agree on qualification criteria for candidates
 Publishing job ads on careers pages, job boards and social media
 Sourcing and contacting passive candidates online (e.g. via LinkedIn)
Job brief
Staffing Agency Recruiter are responsible to source, interview and select qualified job
candidates for their clients.
Staffing Agency Recruiter responsibilities include placing job ads in various online channels,
evaluating applications and providing shortlists of qualified candidates based on established
criteria. To be successful in this role, they should have experience filling a variety of jobs for
different departments and seniority levels.
Ultimately, they help their clients reduce time to hire by providing high-quality candidates in a
timely manner.
Responsibilities
 Conduct intake meetings with clients to agree on qualification criteria for candidates
 Publish job ads on careers pages, job boards and social media
 Source and contact passive candidates online (e.g. via LinkedIn, naukri.com)
 Network with candidates offline during job fairs
 Screen resumes and job applications
 Interview candidates and provide shortlists of qualified potential hires

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 Update clients on hiring status (e.g. number of screened candidates)
 Prepare candidates before interviews with clients
 Create talent pipelines with high-potential candidates for future job opportunities
 Keep detailed records of past applicants’ information, including resumes, assignments and
interview evaluations
 Manage a portfolio of clients and maintain good relationships with them
Requirements
 Proven work experience as a Staffing Agency Recruiter, Recruiter or similar role
 Ability to manage the first hiring stages (job posting, sourcing, screening, interviewing)
 Experience with various interview formats, including phone screening calls, in-person
interviews and group interviews
 Experience evaluating candidates for various roles and seniority levels
 Knowledge of resume databases and Applicant Tracking Systems
 Excellent communication and relationship-building skills
 Solid organizational and time-management abilities
 BSc in Human Resources Management, Organizational Psychology or relevant field

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Research Methodology

30. 30
Research Methodology
Research methodology is simple framework or plan for the study that is as guide in collection
and analyzing the data. It is the blue print that is followed in completes the study. Thus, good
research methodology ensures the completion of the project efficiency and effectively since
there are many aspect of research methodology, the line of action has to be chosen from the
variety of the alternative, to choose the suitable method through the assessment of various
alternatives.
Research methodology gives the researcher and opportunity to put forward his argument
for having opted for certain alternatives and also at the same time he can justify his ruling out
some other possibility likes. Why research study has been under taken, how the research problem
has been formulated what data has been collect what particular technique if analyzing the data
has been used and lot of similar type question are usually answered when we talk of research
problem in study.
Method of Data Collection
PRIMARYDATA
SECONDARYDATA

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1. Primary data
Primary data may be described as those data that have been observed and recorded by the
researcher for the first time to their knowledge. It is called primary data.
Collection of primary data:
2. Secondary data
Secondary data are statistics not gathered for the immediate study at hand but for some other
purpose. They may be describing as those data that have been compiled by some other agencies
other than the user. The secondary data are those which have already been collected by someone
else and which have already been passed through the statistical process.
Collection of secondary data
a. Questionnaire
method
Libraries
Books
Websites
Brochures

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ResearchDesign
A research design is a simply the frame work or plan for a study that is used as a guide in
collecting and analyzing the data. It is blue print that is followed in completing a study.
 Probability sampling
Probability is which each and every unit of universe of population has equal chance to include in
the sampling.
 Simple random
 Multistage
 Cluster
 Area
 Sequential
 Non Probability Sampling
The non probability sampling is each and every unit have doesn’t equal chance to including in
the sampling.
 Judgment
 Snowball
 Convenience
Sample
The small part of population is called sample
Sampling
Sampling is a process, techniques by which find the sample. Sample is a result of sampling.
Sampling is significant because it safe time and money etc.
Sample unit

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All those unit, which are under the study for providing constitution that it sampling unit. And my
sample unit is customers.
Sample size
The sample size means total number of sample unit includes in the sample size and gathering
information to another people.
Table: Information of Survey Conducted
Sampling technique • Convenience sampling
Sample Size • 50
Samplings Areas • Delhi
Sample Unit • Candidates and clients
Primary Data • Responses through questionnaires
Secondary Data • Websites.
• Magazines
• Brochures, pamphlets

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Data Analysis & Interpretation

35. 35
Data Interpretation
Question 1: What are the sources used for recruitment in VPS consultants?
Sources No. of Respondent In percentage (%)
Face book 5 10
LinkedIn 15 30
Job portals 30 60
Others 0 0
Total no. of responses 50 100
Interpretation: Above chart shows the various sources from where recruiters find candidates at
VPS. Mostly they use job portals like naukri.com and then LinkedIn and face book the
respectively.
Sources of Recruitment
Face book
LinkedIn
Job portals
others

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Question 2: Are the clients happy with the recruitment service of VPS?
Options No. of Respondent In percentage(%)
Strongly Agree 20 40
Moderately Agree 18 36
Disagree 10 20
Can’t say anything 2 4
Total no of respondents 50 100
Interpretations: It shows the response of clients towards the services of VPS. The options
provided are strongly agree, moderately agree, disagree, can’t say anything on the basis of which
clients shows there response accordingly.
Strongly Agree
Moderately Agree
Disagree
Can’t say anything

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Question3: Which type of services would clients like to take?
Table: Type of services
Responses No. of Respondents In Percentage (%)
Long Term 25 50
Short Term 10 20
Expensive 11 22
Cheap 4 8
Total No. of Respondents 50 100
Interpretation: Above diagram shows the percentage of responses that more no. of person
would like to go with long term, as compare to those who would take short term services and rest
would like to go for the services on the basis of its expensiveness.
Type of Services
Long Term
Short Term
Expensive
Cheap

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Question4: What is the result of recruitment service done by VPS Consultants for
candidates?
Table: Result of recruitment service
Responses No. of Respondents In Percentage (%)
Great 21 41
Moderate but accepted 25 50
Disappointed 14 28
Total No. of Respondents 50 100
Interpretation: This shows that result of recruitment service by VPS Consultants is moderate
and acceptable by candidates whereas most of found it great but some are also disappointed by it.
Above analysis helps in knowing the reviews of candidates.
0
10
20
30
40
50
60
Great Moderate but accepted Disappointed
Result of Recruitment service
In Percentage (%)

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Question5: Do VPS Recruiters take any technological support for the process of recruiting?
Responses No. of respondents In percentage (%)
Telephone 20 40
Video conferencing 15 30
Online supports 10 20
others 5 10
Total no. of respondents 50 100
Interpretation: according to above graph, telephone is used more for recruitment purpose by
VPS consultants.
Question 6: How would you rate services of VPS Consultants?
0
5
10
15
20
25
30
35
40
45
Telephone Video
conferencing
Online supports others
No. of respondents
%

40. 40
Responses No. of Respondents % of Respondents
Excellent 10 20
Very Good 17 34
Good 20 40
Satisfactory 3 6
Total no. of responses 50 100
Interpretation- from above observations, clients are well satisfied with the services provided by
VPS Consultants.
0
10
20
30
40
Excellent Very Good Good Satisfactory
No. of Respondents
% of Respondents

41. 41
Question7: Are you happy with the price charged by VPS consultants for the services?
Responses No. of Respondents In Percentage (%)
Yes 37 74
No 13 26
Totalno. of responses 50 100
Interpretations: From above observation we can say that clients are happy with the price
charged by VPS Consultants for the service they provide.
0
10
20
30
40
50
60
70
80
yes no
no. of respondents
in %

42. 42
Question8: Does VPS consultants helps your company in finding the right candidate for the
right job?
Responses No. of Respondent In percentage(%)
Strongly Agree 20 40
Moderately Agree 20 40
Disagree 10 20
Can’t say anything 0 0
Total no of respondents 50 100
Interpretation: above information shows that clients believe that VPS consultants helps in
finding the right candidate for the right job.
responses
Strongly agree
moderatly agree
disagree
can't say anything

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Question9: Does VPS provides a right platform for the candidates in finding the right job?
Responses No. of Respondents In Percentage (%)
Agree 38 76
disagree 12 24
Totalno. of responses 50 100
Interpretation: From the above observation , we conclude that candidates are satisfied in
finding right job through VPS consultants.
Sales
agree
disagree

44. 44
Question10: How would you rate the VPS Consultants?
Particulars No. of Respondents % of Respondents
Excellent 4 8
Very Good 10 20
Good 30 60
Satisfactory 6 12
Totalno. of responses 50 100
Interpretation: we can observe from above information that Overall candidates and clients are
well satisfied with the services provided by VPS Consultants.
0
10
20
30
40
50
60
Excellent Very Good Good Satisfactory
No. of Respondents
In percentage(%)

45. 45
Finding of the Study
 According to the survey, major sources of searching candidates are online portals
(naukri.com), LinkedIn etc. used in VPS.
 VPS consultants work as a middleman between candidates and companies.
 More than 60% candidates and clients are satisfied with the work of VPS consultants.
 Mostly clients are satisfied with the price charged from them.
 Candidates find their service of recruitment satisfactory and in well processed way.
 In comparison, services provided by VPS Consultants are better than the competitors.

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Suggestions & Recommendations
 Time management is very essential and it should not be ignored at any level of process.
 Recruitment policy can be better than current policy.
 Walk ins should be entertained.
 Communication, personal and technical skills need to be tested for employees.
 Telephonic interviews are usually biased.
 Employees should be more active towards follow ups of candidates.

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Limitations
 Time has been a major constraint throughout the study.
 Sample size for the survey is small as compared to customers in the study, therefore there
will be scope for deviation from the actual facts.
 Few questions are not answered biasedly by the respondents.
 Certain factors may not be taken into consideration due to which the conclusion drawn
may not be absolute.

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CONCLUSION
After the completion of this project and based on the responses of the respondents, we can
conclude that the clients and candidates are more or less happy with the current recruitment
service of VPS consultants. However, they would welcome a few changes in the procedure.
The main aim of recruitment is to provide best suitable candidates within a short period of time
to their clients. So that they can meet their requirements of manpower with a less cost and in
short time.
Recruitment firms are the best and cheapest form of recruiting candidates for a company. And
also considered as time saving procedure. Candidates also prefer consultancies for finding the
right jobs where they are quite satisfied with the recruitment services provided by VPS
consultancy.
VPS Consultants is achieving their goal of providing best services to its clients and candidates
and growing with a rapid speed in this sector.

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BIBLOGRAPHY
There was extensive need and flow of information while conducting the analysis as well as while
writing report, which was gathered through various sources, listed below:
BOOKS:
 S.N Maheshwari “Human Resource Department”
 S.Subha Rao “Human Resource Development’
WEBSITES:
www.google.com
www.vpsconcultants.com
www.scribed.com

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ANNEXURES
Question 1: What are the sources used for recruitment in VPS consultants?
Question 2: Are the clients happy with the recruitment service of VPS?
Question3: Which type of services would clients like to take?
Question4: What is the result of recruitment service done by VPS Consultants for
candidates?
Question5: Do VPS Recruiters take any technological supportfor the process of
recruiting?
Question 6: How would you rate services of VPS Consultants?
Question7: Are you happy with the price charged by VPS consultants for the
services?
Question8: Does VPS consultants helps your company in finding the right
candidate for the right job?
Question9: Does VPS provides a right platform for the candidates in finding the
right job?
Question10: How would you rate the VPS Consultants?

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