Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
ON
THE RECRUITMENT AND SELECTION PROCESS
AT
RELIANCE COMMUNICATIONS LTD.,
LUCKNOW
Report
Submitted in
Partial Fulfillment of the Requirements for the
award of the degree of
Master Of Business Administration
Under the Valuable guidance of
Mr
Jr. Resource Management Executive (RME) - U.P.
Reliance HR Services Private Ltd
Name of Faculty Guide
Mrs.
Submitted By:
MBA IIIrd
ACKNOWLEDGEMENT
Summer training is the most vital part of an MBA course, both as a link between
theory and actual industrial practices as well as an opportunity for hands on
experience in corporate environment. I therefore, consider myself fortunate to
receive the training in an esteemed organization viz. Reliance Communication
Ltd. Yet the opportunity could not have been utilized without the guidance and
support of many individuals who although held varied positions, but were
equally instrumental for successful completion of my summer training.
I would like to take this opportunity to express my humble gratitude to ms
.shaliniyadav, Location Head , for her kind support and guidance.
I also express my profound indebtedness to Mr. Arshad Rizivi Resource
Management Executive (RME) - U.P., for his guidance and mentoring throughout
the tenure of my summer training.
I would also like to thank the management, employees and the entire unit of
Reliance Communication Ltd., Lucknow for their cooperation.
In addition I would also like to express gratitude to the respected faculty
member for her invaluable inputs and direction that rendered success to the
project.
I thank my family, friends, mentors and all well-wishers without whose
cooperation this project would not have been a success.
Redards
PREFACE
I consider myself very fortunate to get the opportunity to conduct the training approval and
project assignment by RELIANCE COMMUNCATION. I got opportunity to get a practical
exposure into actual environment and it provided me the golden opportunity to make my
theoretical concept of Recruitment and selection process in a more clear way.
I am very much thankful to Mr. Arshad Rizvi for providing me the opportunity to do the
training in RELIANCE COMMUNCATION,LUCKNOW. Also, I am thankful to all the officials
at RELIANCE COMMUNCATION, LUCKNOW for their cooperation during my training for
providing me necessary information without which this project report would not have been
completed.
I have gone through various Sites, Research Books, Magazines and Newspapers to get
the accurate information for analysis and tried to find the best conclusion.
TABLE OF CONTENTS
3
(i)
Synopsis ..(4)
Methodology
followed ..........(53)
(ix)
Appendices ..(78)
SYNOPSIS
4
The objective of the project was to study and analyze the recruitment and
selection process of Reliance Communication Ltd. The study included analyzing
previous recruitment sources and methods, changes implemented in the past and
their effects, the selection process and thereby the success of the both the
recruitment and selection process. The entire study was concentrated around
recruitment and selection; hence the following would be pursued :
Duties to be performed
INTRODUCTION
With a strong population of over 1.1 Billion, India has become one of the most
dynamic and promising telecom markets of the world. In recent times, the
country has emerged as one of the fastest growing telecom markets in the world.
During 2003-2007, the country witnessed the number of phones increasing more
than triple and total tele-density rose from 5.1% to 18.2%, according to Indian
Telecom Analysis (2008-2012 ), a new research report by RNCOS:
Key Findings
The total telecom subscription in India surged at a CAGR of over 38% from
fiscal 2003 to fiscal 2007, making the country the third largest telecom
market in the world.
Mobile phones accounted for 80.2% of the total telephone subscriber base at
the end of March 2007.
The Internet subscriber base in the country, as on March 31, 2007, stood at
9.3 Million as compared to 6.9 Million on March 31, 2006 registering a
growth of 34.8%.
By fiscal 2010, Indian will require around 330,000 telecom network towers.
To meet this enormous need, the telecom operators are resorting to network
infrastructure sharing.
This sector thus, has a huge manpower requirement and the attrition rate is also
on the higher side. Hence, the role of HR department is crucial and critical for
an organizations success in this sector.
interests
that
range
from
telecommunications
(Reliance
Reliance Capital
Reliance Capital is one of Indias leading and fastest growing private sector
financial services companies, and ranks among the top 3 private sector financial
services and banking companies, in terms of net worth.
The company has interests in asset management and mutual funds, life and
general insurance, private equity and proprietary investments, stock broking and
other activities in financial services.
Reliance Health
In a country where healthcare is fast becoming a booming industry, Reliance
Health is a focused healthcare services company enabling the provision of
solution to Indians, at affordable prices. The company aims at providing
integrated health services that will compete with the best in the world. It also
plans to venture into diversified fields like Insurance Administration, Health
care Delivery and Integrated Health, Health Informatics and Information
Management and Consumer Health.
Reliance Health aims at revolutionizing healthcare in India by enabling a
healthcare
environment
that
is
both
affordable
and
accessible
through
Groups
foray
into
the
media
and
entertainment
space.
Reliance
that
will
provide
every
Indian
10
with
affordable
means
of
The company began operations in 1999 and has over 20 million subscribers
today. It offers a complete range of integrated telecom services. These include
mobile and fixed line telephony, broadband, national and international long
distance services, data services and a wide range of value added services and
applications aimed at enhancing the productivity of enterprises and individuals.
Apart from these some other businesses are:
11
Its Structure
12
Companys Values
13
Shareholder Interest
They value the trust of shareholders, and keep their interests paramount in
every business decision we make, every choice they exercise.
People Care
They possess no greater asset than the quality of their human capital and no
greater priority than the retention, growth and well-being of their vast pool
of human talent
Consumer Focus
They rethink every business process, product and service from the standpoint
of the consumer so as to exceed expectations at every touch point.
Excellence in Execution
They believe in excellence of execution in large, complex projects as much
as small everyday tasks. If something is worth doing, it is worth doing well.
Team Work
The whole is greater than the sum of its parts; in their rapidly-changing
knowledge economy, organizations can prosper only by mobilizing diverse
competencies, skill sets and expertise; by imbibing the spirit of thinking
together -- integration is the rule, escalation is an exception.
Proactive Innovation
14
Social Responsibility
They believe that organizations, like individuals, depend on the support of
the community for their survival and sustenance, and must repay this
generosity in the best way they can.
Chairmans Message
15
16
17
An Overview
The Late Dhirubhai Ambani dreamt of a digital India an India where the
common man would have access to affordable means of information and
communication. Dhirubhai, who single-handedly built Indias largest private
sector company virtually from scratch, had stated as early as 1999: Make the
tools of information and communication available to people at an affordable
cost. They will overcome the handicaps of illiteracy and lack of mobility.
It was with this belief in mind that Reliance Communications (formerly Reliance
Infocomm) started laying 60,000 route kilometres of a pan-India fibre optic
backbone. This backbone was commissioned on 28 December 2002, the
auspicious occasion of Dhirubhais 70th birthday, though sadly after his
unexpected demise on 6 July 2002.
Reliance Communications has a reliable, high-capacity, integrated (both wireless
and wireline) and convergent (voice, data and video) digital network. It is
capable of delivering a range of services spanning the entire infocomm
(information and communication) value chain, including infrastructure and
services for enterprises as well as individuals, applications, and consulting.
Today, Reliance Communications is revolutionizing the way India communicates
and networks, truly bringing about a new way of life.
18
Its Businesses
Reliance Communications is the flagship company of the Anil Dhirubhai Ambani
Group (ADAG) of companies. Listed on the National Stock Exchange and the
Bombay Stock Exchange, it is Indias leading integrated telecommunication
company with over 40 million customers.
Our business encompasses a complete range of telecom services covering mobile
and fixed line telephony. It includes broadband, national and international long
distance services and data services along with an exhaustive range of valueadded services and applications. Our constant endeavor is to achieve customer
delight by enhancing the productivity of the enterprises and individuals we
serve.
Reliance Mobile (formerly Reliance India Mobile), launched on 28 December
2002, coinciding with the joyous occasion of the late Dhirubhai Ambanis 70th
birthday, was among the initial initiatives of Reliance Communications. It
marked the auspicious beginning of Dhirubhais dream of ushering in a digital
revolution in India. Today, we can proudly claim that we were instrumental in
harnessing the true power of information and communication, by bestowing it in
the hands of the common man at affordable rates.
We endeavor to further extend our efforts beyond the traditional value chain by
developing and deploying complete telecom solutions for the entire spectrum of
society.
19
20
Competitive compensation
Sustain
and
strengthen
the
groups
spirit
21
of
entrepreneurshiptaking
Leverage synergies to learn and build on the diverse experiences and skill
sets of their various businesses and teams
Do all this with unquestionable Integrity to ensure total compliance with the
laws of the land.
22
23
24
Location
Head
Payroll
Executive
Resource
Management
Executive
Compliance
Officer
Field
Recruiter
25
MIS Executive
26
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number
of visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.
27
So, those people who are involved in the process have a high level of
responsibilities .
Defining and capturing the need (understanding the position, its functions,
duties, responsibilities, and skill requirements.)
PLANNED
i.e. the needs arising from changes in organization and retirement policy.
28
ANTICIPATED
Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.
29
SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organization itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.
SOURCES OF RECRUITMENT
30
31
Job analysis is the process of examining jobs in order to identify the key
requirements of each job. A number of important questions need to be explored:
32
the title of the job to whom the employee is responsible for whom the employee
is responsible a simple description of the role and duties of the employee within
the organization.
Job analysis is used in order to:
1. Choose employees either from the ranks of your existing staff or from the
recruitment of new staff.
2. Set out the training requirements of a particular job.
3. Provide information which will help in decision making about the type of
equipment and materials to be employed with the job.
4. Identify and profile the experiences of employees in their work tasks
(information which can be used as evidence for staff development and
promotion).
5. Identify areas of risk and danger at work.
6. Help in setting rates of pay for job tasks.
Job analysis can be carried out by direct observation of employees at
work, by finding out information from interviewing job holders, or by
referring to documents such as training manuals. Information can be
leaned directly from the person carrying out a task and/or from their
supervisory staff. Some large organizations specifically employ 'job
analysts'. In most companies, however, job analysis is expected to be part
of the general skills of a training or personnel officer.
Job description
33
A job description will set out how a particular employee will fit into the
organization. It will therefore need to set out:
a simple description of the role and duties of the employee within the
organization.
A job description could be used as a job indicator for applicants for a job.
Alternatively, it could be used as a guideline for an employee and/or his or her
line manager as to his or her role and responsibility within the organization.
34
35
scenarios asking them to provide samples of previous work getting them to fill
in personality and intelligence tests giving them real work simulations to test
their abilities.
The external sources Of Recruitment are:
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used
source of recruitment. The main advantage of this method is that it has a
wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc.
are a good source of recruiting well qualified executives, engineers, medical
staff etc. They provide facilities for campus interviews and placements. This
source is known as Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of
client companies by charging a fee. These agencies are particularly suitable
for recruitment of executives and specialists. It is also known as RPO
(Recruitment Process Outsourcing)
4. EMPLOYMENT EXCHANGES
36
Government
establishes
public
employment
exchanges
throughout
the
country. These exchanges provide job information to job seekers and help
employers in identifying suitable candidates.
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. This source is used to recruit labor
for construction jobs.
6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own.
Such callers are considered nuisance to the daily work routine of the
enterprise. But can help in creating the talent pool or the database of the
probable candidates for the organization.
7. EMPLOYEE REFERRALS / RECOMMENDATIONS
Many organizations have structured system where the current employees of
the organization can refer their friends and relatives for some position in
their organization. Also, the office bearers of trade unions are often aware of
the suitability of candidates. Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give
priority in recruitment to the candidates recommended by the trade union.
8. RECRUITMENT AT FACTORY GATE
Unskilled workers may be recruited at the factory gate these may be
employed whenever a permanent worker is absent. More efficient among
these may be recruited to fill permanent vacancies.
37
Apart from these there are some other sources which are nowadays commonly
used by the organizations. These sources are
Headhunting
Third party recruitment
Recruitment Process Outsourcing (RPO)
E-Recruitment
HEADHUNTING is a frequently used name when referring to third party
recruiters, but there are significant differences. In general, a company would
employ a head-hunter when the normal recruitment efforts have failed to provide
a viable candidate for the job. Head-hunters are generally more aggressive than
in-house recruiters and will use, advanced sales techniques such as initially
posing as clients to generate names of employees and their positions and
personally visiting candidate offices. They can also purchase expensive lists of
names and job titles. They will prepare a candidate for the interview, negotiate
salary, and conduct closure to the search. In general, in house recruiters will do
their best to attract candidates for specific jobs while head-hunters will actively
seek them out, utilizing large databases, internet strategies, purchasing company
directories or lists of candidates, networking, and often cold calling. Many
companies go to great efforts to make it difficult for head-hunters to locate their
employees.
THIRD PARTY RECRUITMENT firms are usually distinguished by the method
in which they bill a company. Outside recruitment agencies charge a placement
fee when the candidate they recruited has accepted a job with the company that
has agreed to pay the fee. Fees of these agencies generally range from a straight
contingency fee to a fully retained service which is similar to placing an
38
39
41
Selection Process
Selection is the system of functions and devices adopted in a given company to
ascertain whether the candidates specifications are matched with the job
specifications and requirements or not. The obvious guiding policy in selection
is the intention to choose the individual candidate who can most successfully
perform the job from the pool of qualified candidates.
Selection of personnel to man the organization is a crucial, complex and
continuing function. The ability of an organization to attain its goals effectively
and to develop in a dynamic environment largely depends upon the effectiveness
of its selection programme. If right personnel are selected, the remaining
functions of personnel management become easier, the employee contribution
and commitment will be at optimum level and employee- employee relations will
be congenial. If the right person is selected, he is a valuable asset to the
organization and if faulty selection is made, the employee will become a
liability to the organization.
Selection Procedure
JOB ANALYSIS: Job analysis forms the basis for selecting the right candidate.
It includes a detailed study of the positions for which recruitments are to be
made, in the form of Job Description and Job Specification
42
HUMAN RESOURCE PLAN : Under this plan estimates are laid for the future
requirement of employees. This forms the basis for the future recruitment
function.
WRITTEN
EXAMINATION :
Application
form
is
followed
by
written
examination for the short listed candidates for assessing the candidates ability,
aptitude, reasoning and knowledge in various disciplines.
43
Intelligence test
Emotional test
Skill test
Psychometric test
achievement
when
an
organization
wishes
to
employ
experienced candidate .
o Situational Test : This test evaluates a candidate in a real life situation
o Interest Test : These tests are inventories of the likes and the dislikes of
the candidate in relation to the job, work, occupations, hobbies and
recreational activities.
o Personality Test : These tests prove deeply to discover clues to an
individuals value system.
o Multi-Dimensional Testing : Organizations develop such tests in order
to find out whether the candidates possess a variety of skills or not,
candidates ability to integrate the multi-skills and potentiality to
apply them based on situational and functional requirement .
REFERENCE CHECK : At this step candidates are required to give the names of
references in their application forms. This is done in order to verify the
information provided by the candidate.
JOB OFFER : After taking the final decision, the organization has to intimate
this decision to the successful as well as unsuccessful candidates. Those selected
are offered the job and the candidate has to communicate his/her acceptance to
the offer. He/she can also approach the organization for the modification of the
job letter and in case things are not working out the offer is rejected by the
candidate.
45
46
recruitment
process
at
Reliance
starts
with
the
enquiry/
walk-in
Job Understanding
Willingness to work
47
Compensation clarity
Functional Knowledge Validation
Target Orientation
Energy Level
Sample sales
Then, the screened candidates go through testing and evaluation stage . Where
selection tests are a valid method of assessing a candidate (i.e. effectively
measures the job criteria, is relevant, reliable, fair and unbiased also
considering the predictive capacities of tests), they are an extremely useful tool
and are recommended for use. The candidates undergo a selection test and those
who manage to score more than the cut off make it to the next round. A sample
of Sales and Service Employability Aptitude Test is given in Appendix 2 which
the candidate has to take if he has applied for any position in the sales
department. The RME evaluates the tests and also validates the cut offs for
them. The evaluation sheets are then attached with the interview record sheet of
the respective candidate before going in for the final interview.
As per the plan the final interview of the candidate will be with the personnels
of the Client company. But just now it is looking after the HR process of only
Reliance ADAGs group companies. Thus, at last the candidate goes through the
final interview with the management personnels of the department and business
for which the candidate has applied for. The selected candidates are then made
to complete the joining formalities and the rejected ones are given feedback. A
list of selected, on hold and rejected candidates is also maintained by the
organization for future use.
48
50
52
Internal Referrals-SAARATHI
1. List of SAs, SEs and ASMs with email addresses.
2. List of email address of employees in CMP locations.
53
Database Recruitment
54
55
Field Recruitment
56
57
METHODOLOGY FOLLOWED
58
The research methodology adopted during this project was divided into
three parts:
Questionnaire Design
Field Study or Survey, and
Compilation and Analysis of data
All the three parts were carried out under the guidance of the in-charge project
guide complying with the organizational standards.
A Questionnaire meets the research objectives only it meets the two basic
criteria i.e. Relevance and Accuracy. Keeping these criteria in mind a
Questionnaire was designed to extract all the relevant information from the
respondents. Majority of the questions were closed ended to extract exact
information from the respondents. The concerned department examined the
questionnaire and a pilot survey was successfully carried out to gauge its
response and effectiveness. Only after the successful pilot run was the actual
study conducted.
Field Study or Survey is a method of data collection. For the Field Study,
a list of respondents was created with definite criteria in mind. The criteria
included the various departments, roles, demographics and experience to give an
overall representation to the sample. A few extra people were also listed to
manage
any
contingency.
The
questionnaire
was
circulated
among
the
59
employees
presently
working
in
any
of
the
office
of
Reliance
60
the
sample
size
of
50
questionnaires
distributed
only
30
61
62
The result from the next question justifies it why the personnel referrals are
most important source in Reliance. The respondents who have already been
through the Reliance Recruitment/Selection process find it to be efficient except
for one person who finds it In-efficient. It also showed that all those 7 who gave
neutral responses were mostly from Finance and Marketing department and
mostly all managers.
63
Before we get on with the analysis of the next part it is important that we
differentiate between Efficiency and Satisfaction. By definition Efficiency is the
effectiveness or competence of the job whereas Satisfaction refers to the
agreement or the contentment with the job.
According to the study it is evident that though many people found the process
to
be
efficient
though
few
were
dissatisfied
with
the
process.
The
dissatisfaction is shown with the increase in the number from one to three. This
should be looked into very seriously and the dissatisfaction be removed before it
spreads out of the organization, as more than fifty percent of our recruits are
personal referrals. It was also seen that out of the three who were dissatisfied
two were from finance department. It also means that out of the four employees
from the finance department two are dissatisfied and that too all are managers.
64
Here again we can see that how are employees are referring the organization to
potential employees. This goes on to show the satisfaction level of employees is
very high. As satisfied internal customers means satisfied external customers
this is a positive aspect for the organization.
65
66
67
Though majority of the respondents are satisfied with the standard of the
Application form and its content a few have shown reservation regarding the
same. Another study should be carried out to find out the dissatisfaction and
changes that people suggest that would make the Application form more
agreeable.
68
Here we can see that Information regarding the parameters was not propagated
and hence almost Sixty five percent of the respondents who were appearing for
an interview were unaware of the judging parameters. This is one of a drawback
of the process as the candidates should be properly informed on what parameters
they would be rejected or selected so that they can try their best.
69
The company should look into the nature of the request which were not satisfied
and check if such things can be avoided in the future. As we can see that on an
average 25% of the requests were not satisfied which is not a good sign as this
can bring a bad name to the company.
70
The next set of questions consisted of many parts and judged the amount of
transparency generated by the HR ppersonnels amongst the candidates through
the recruitment process. The response to the first part of the question is
overwhelming and it seems everybody was given quality information regarding
the orgainzation. The only thing that needs to be looked into is the varying
degree of dissemination of the information and in future, efforts need to be made
to see that the information is uniformly distributed.
Now, here we can see a great contrast with respect to the above, though people
were provided adequate information regarding the organization, there was not
enough information regarding the roles that they were about to play in it. The
job description which consists of the title of the job, to whom the employee is
responsible, for whom the employee is responsible and a simple description of
the role and duties of the employee within the organization should be very clear
in the minds of the candidate before they starting working on the organization.
71
Here the response takes a swing in favour of the information provider as the
respondents feel that they were given adequate information about the department
that they were about to join.
72
The salary and compensation structure was again a sore in the information
dissemination, with many respondents feeling that the quality of the information
provided was average or below average. Since salary is an important information
hence care must be taken to explain it in detail so that all doubts are removed.
Taking a cue from the response we can conclude that a little more effort is
required to make every single candidate applying for the job be aware of the
responsibilities expected out of him/her. This needs to be looked into as until
the candidates properly knows what their job is all about they would not be able
to perform hundred percent and this can later lead to dissatisfied employees and
thus a high attrition rate, which is a major problem facing the telecom sector in
India.
73
It seems as if everybody knew about the job location that they were being
interviewed for, hence a very high percentage of people were satisfied with the
information provided. Care must also be taken that any changes in the work
location at a future date should also be communicated in advance.
74
75
Here the flow of information is not adequate with around thirty five percent
respondents were either averagely satisfied or below satisfation level. Before an
employee joins the organization it is important he knows about the culture
followed in it so that he can easily adapt to it.
76
In this question we can see that the employees feel that they were usually kept
updated about the status of the selection process. Thus, the organization should
ensure that regular updates are always dispatched to the applicants during the
entire process. This would instill more transparency in the system and develop
more trust in the organization.
77
Now for this part of the questionnaire the intention was to capture the potential
problems with the process that were faced by the applicants. The largest chunk
belonged to the Test and Interview scheduling. Most of the employees felt that
the test/ interview was not properly scheduled and the recruitment process was
very lengthy. These aspects should be considered so that the candidates dont
feel any inconvenience during the process. Apart from this 8 of the employees
78
also felt that the recruitment brochures/ information was not up to date and this
can also be improved upon.
The last question in the questionnaire was an open ended one which asked their
comments on the whole recruitment and selection process. The responses were as
follows:
Some told that the basic eligibility qualification for almost all jobs should be
raised to post-graduation
The recruitment process should be more smooth, flexible and less time-taking
The recruitment process should be advertised more to attract more talent
Experience should not be an important criterion for all jobs and thus the
freshers should be promoted easily to get a job easily
During the recruitment process, proper and timely feedback should be given at
each stage
Compensation schemes should be explained more comprehensively to the
employees
Other sources of recruitment should also be incorporated and the company
should not completely rely on personal referrals.
The designation and job profile should be made more clear for different
departments ande businesses.
79
80
RECOMMENDATIONS
Having considered all the responses available and the issues set out above,
following recommendations can be made:
1. Though Reliance follows a strict process for reference check but still at
occasions the existing format proves to be inefficient. The main fault is the
type of reference check used. Resume check is the only method of
background check adopted by Reliance. Verifying the information furnished,
with the references provided by the candidate himself does this. This method
is open to ample amount of manipulation. Candidate may tend to conceal
information, which may reflect a negative picture of his background, and the
same could be critical for the organization. For this purpose Reliance need
to adopt other methods of background check. These could be of following
types:
81
Physical exam : Physical check is performed for the positions for which
strength and stamina is required. This can again be done by medical check
2.
82
6. Other statistics should also be calculated from time to time to check the
success of the recruitment and selection process. They are:
Selection rate - Percentage hired from a given group of candidates
Acceptance Rate - Percentage of rejected job offers
Success Base Rate -Comparing percentage rate of past applicants who were
good employees to that of current employees
Recruiting Yield Pyramid/ratio should be calculated: It is the number of
candidates who pass a particular recruitment hurdle divided by the no.
who attempted the hurdle.
Recruiting Yield
Pyramid
83
APPENDICES
Appendix 1: Interview Record Sheet
84
_______________________________________________
_______________________________________________________
Language Known
English
Hindi
Vernacular
Spoken (Y/N)
_______
_______
___________(Specify)
Written (Y/N)
_______
_______
___________(Specify)
Read
_______
_______
___________(Specify)
(Y/N)
Current and previous Job (Nature of responsibility, critical task performed, % of result achieved.
Ist Job :
Nature of responsibility __________________________________________
Critical Tasks performed
a. ______________________________________
b. ______________________________________
c.
Achievement
______________________________________
_____________________________________________
a. ______________________________________
b. ______________________________________
c.
Achievement
______________________________________
_____________________________________________
85
Why the candidates wants to leave the current job and wants to join RHRS (Salary, Growth, Image
and Reliance, etc)
What kind of Growth (Learning and Designation) the candidate is expecting in the next 3 years.
Parameter
Ratings
1-4
1 low
4 high
Remarks
Appearance and
Mannerisms
Family Background
Self Image and Confidence
Communication and clarity
in speech
Corporate Sales
Experience
Experience from Telecom
Industry
Market Orientation 86
/40
/84
58 -Passing score
/15
11 - Passing score
Monthly
Annual
Expected CTC
87
YES / No
Signature
Signature
88
89
Duration: 50 Minutes
Instructions:
1. Please read the instructions carefully.
2. Do not write anything on the Question Booklet. Separate Answer sheets have
been provided to you.
3. The test is divided into 2 Sections = Section 1 and Section 2. It is suggested
that you spend 35 minutes on Section 1 and 15 minutes on Section 2.
4. The first part contains 21 questions and the second part contains 15 questions.
5. Tick the appropriate box, to mark the correct answer.
For Example:
(a)
1
(b)
(c
)
(d)
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SECTION - 1
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1. You need to meet the Commercial Manager of a large firm that has about 15 offices. However, you
do not know who he is or where he can be contacted. Whom would you approach to acquire the
required information?
a.
b.
c.
d.
2. This is in continuation to Question1. After making 5 unsuccessful visits, you are finally in
discussions with the Commercial Manager of the concerned firm. But during the meeting he is
continuously interrupted by visitors and phone calls and you are not able to make much headway.
Which of the options given below is the best one in these circumstances?
a. Politely ask if he is busy and take an appointment for another day.
b. Tolerate all the interruptions because there is a possibility that he will be able to meet you
only after several days.
c. Ask him to put you onto another person so that he could continue with his other
meetings.
d. Politely thank him, because you have decided that there is no point wasting any more of
your time.
3. If you are given a new game to play, would you:
a.
b.
c.
d.
4. You ring up your probable client to seek an appointment. He gives you a date and time that clash
with a prior appointment. Your response on the phone to him will be:
a.
b.
c.
d.
Agree to the date and time, hopeful that you will be able to reschedule the other meeting
Share your problem and ask him for an alternate date and time
Ask him for an alternative date and time directly
Agree with his suggestion, but decide that you will give him some excuse of the day of
the meeting.
5. You have been meeting the HOD Administration over the last three weeks. Today is your final
meeting with him and he is ready to sign on the dotted line. On meeting him he tells you that he is
not ready to sign but has given you the verbal go ahead and you can take his word for it. What will
you do?
a.
b.
c.
d.
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7. You are in the middle of an important meeting. Another client calls you and wishes to discuss
something important. Which according you is the best approach to take?
a.
b.
c.
d.
Tell him that you cannot talk now; and arrange to talk as soon as possible.
Excuse yourself from the current meeting to speak with the caller for only a few minutes
Talk to the caller at length as what he has to say is urgent and important
Talk simultaneously to both sides; using a mixture of verbal and non-verbal
communication
8. You accompany a colleague to a meeting where the agenda is to close a deal that will benefit the
organization significantly. The account has been primarily worked upon by your colleague. During
the meeting the customer states that he is very happy with the proposal and is ready to place the
order, but his only concern is that he wants the services in 72 hours while you need one week time
as per your proposal. He also wants you to answer the question. What will you do?
a.
b.
c.
d.
Assure him that it will be done. You also know that it is not possible.
Tell him that you will be able to confirm only after speaking with your office.
Tell him point blank that his request is unreasonable.
Explain the process and reiterate to him that your product is far superior to that of
competition.
9. The client is very interested in your product. To understand his perspective and requirements
better, you usually:
a.
b.
c.
d.
10. You have been pursuing an important client for several months. Today he shares with you that he
has called up some clients of yours who have shared that customer service has been below
average. And he is apprehensive about the quality of customer service that he will receive from
your organization. What according to you is the best response:
a.
b.
c.
d.
Agree with him completely, but tell him that this is top on the organizations priority list
Out rightly deny it and tell him that it is not true at all
Tell him that it is a propaganda by competition
You yourself start criticizing the company in the hope of getting his sympathies
11. A husband and wife show keen interest in the telephone line schemes that you offer. How will you
proceed further?
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a.
b.
c.
d.
12. When you think of the most difficult times you have faced in the past, what is your first thought?
a.
b.
c.
d.
13. You client is very social and likes to have a good chat. So during meetings you normally:
a.
b.
c.
d.
14. You will achieve your annual targets by finalizing this one deal. The client asks you for a service that
you cannot under any circumstances fulfill. You will:
a. Explain your inability to meet his requirement
b. Clearly refuse him as honoring your commitments is very important to you
c. Ignore the issue in an attempt to distract the client
d. Accept his terms and conditions and deny it at a later stage
15. To sell personal telephone connections, you would normally:
a.
b.
c.
d.
17. You start a hike up on a small mountain. Half mile from the top you see that the trail is covered with
snow. What will you do?
a.
b.
c.
d.
Decide to continue. You have come this far and you cannot stop now.
Immediately turn back. It does not matter whether you make it to the top or not
Continue with the hike as long as it is fun and safe
Discontinue. It is disappointing but not worth risking an injury
18. A client asks you for a clarification. You are very uncertain of the response, but feel that your
credibility is at stake. How will you reply?
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a.
b.
c.
d.
19. You approach a household to sell your telephone connection. A busy and troubled housewife has
answered the door. She is angry at your interruption. And abuses you. How will you react?
a.
b.
c.
d.
20. A very close relative heads a medium sized enterprise. He is keen to place an order for your
products. However, the sales team in our organization is organized geographically. His office does
not fall within your geographical area. The area belongs to a colleague to whom you are very close.
What will you do?
a.
b.
c.
d.
Introduce the relative to your colleague, although this means a financial loss to you
Ask your relative to place the order with your competitors
Take the order because after all organization policies can be bent a little
Take the order and request your supervisor to credit you with the sale
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SECTION - 2
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B) Illness : Health
C) Bomb : Explosion
D) Humidity: Pressure
B) Blade
C) Razor
D) Mirror
B) Knock
C) Jam
D) Room
4. 6 3 12 6 18
A) 9
B) 12
C) 24
D) 36
C) X
D) Y
5. H I K J L M O N P Q S R T U ___
A) W
B) V
6. A man started walking from North to South. He turned right at right angles then again right at right
angles. In which direction was he ultimately walking?
A) East
C) North
B) West
D) South
7. Sujit, Mohan, Vishal and Mahesh are weight lifters. Mahesh can outlift Vishal and Mohan can outlift
Mahesh. Vishal cannot lift Sujit. Therefore:
A)
B)
C)
D)
B) O is above N
D) O is above P
DH
HD
DH
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HDD
HD
A
DH
B
HH
11. If you spend Rs4000/- on the training of every new joinee. You need to hire 15 new people for the
next 6 months. What should be your training budget for this lot of joinees?
A) Rs24,000/-
B) Rs60,000/-
C) Rs90,000/-
D) Rs3,60,000/-
12. Solve:
____5
____6
____7
+ ____8
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In the correctly worked addition problem above, each ____(blank) represents the same digit. What is the
value of ____?
a)
b)
c)
d)
3
4
6
8
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QUESTIONNAIRE
Reliance Communication Ltd., a group company of Reliance ADAG is conducting a survey to
gauge the effectiveness of the Recruitment and Selection Process, being carried out through
Reliance HR Services Private Ltd.. We will be highly grateful if you take out some time to fill
this questionnaire.
Q1. Which position did you apply for in the company?
Q2. Where did you get to know about the new job opening in the organization?
Newspaper
Advertisement
Personal referrals
Employment agencies
Direct application
Website
Others (please specify):
Extremely efficient
Efficient
Neutral
Inefficient
Highly Inefficient
Q4. What was your overall satisfaction with the recruitment process?
Extremely satisfied
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Satisfied
Neutral
Dissatisfied
Extremely dissatisfied
Likely
Neutral
Unlikely
Extremely Unlikely
Q6. The Reliance recruitment process is biased more towards experience than towards qualifications.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q7. Do you think that the recruitment and selection process is adequately advertised?
Yes
No
Q8. Were you satisfied with the standards of the application form?
Yes
No
Q9. Were you informed about the parameters on which you would be judged before the interview
process?
100
Yes
No
Q10. During the selection process, did you contact the Recruitment Services to change an interview
time or request feedback?
Yes
No
Q11.If yes, then were you treated respectfully and was the issue dealt with by Recruitment Services to
your satisfaction?
Yes
No
Q12. Rate the quality of information provided to you regarding the position you were being
interviewed for:
Excellent
Very
Good
Average
Below
Average
Poor
Q13. Did the recruiter you were engaged with keep you updated on the status of your selection
101
process?
Consistently
Usually
Often
Sometimes
Never
Q14. Did you experience (or are you experiencing) difficulty or concern with any of the following
aspects of the recruitment/selection process:
Recruiters
Test/Interview scheduling
Test/Interview location
Written examination
Oral interview
Background examination
Q15. Are there any further comments that you would like to make on the whole recruitment and
selection process?
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Demographic Profile:-
Age
20-25
26-30
Male
Female
31-35
>35
Gender
Department
HR
Marketing
Finance
IT
Sales
Designation
Manager
Associate
Executive
Interns
Supervisor
Work Experience
<1 Yr
1-3 Yrs
<10000
10000-20000
4-10 Yrs
>10 Yrs
Monthly Income
20000-40000
>40000
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BIBLIOGRAPHY
www.wiki.answers.com
www.hrmadvice.com
www.recruitment.naukrihub.com
www.relianceadagroup.com
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THANK YOU
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