CHAPTER-1

PLAN OF THE STUDY

1.1

INTRODUCTION TO TOPIC

RECRUITMENT
The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process includes
analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants,
hiring,
and
integrating
the
new
employee
to
the
organization.

Meaning:
Recruitment is a positive process of searching for prospective employees and stimulating them to apply
for the jobs in the organisation. When more persons apply for jobs then there will be a scope for
recruiting better persons.
The job-seekers too, on the other hand, are in search of organisations offering them employment.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple
words, the term recruitment refers to discovering the source from where potential employees may be
selected. The scientific recruitment process leads to higher productivity, better wages, high morale,
reduction in labour turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a
positive process.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and
making out selection of requisite manpower both in their quantitative and qualitative aspect. It is the
development and maintenance of adequate man- power resources. This is the first stage of the process of
selection and is completed with placement.
Definition:
According to Edwin B. Flippo, It is a process of searching for prospective employees and stimulating
and encouraging them to apply for jobs in an organisation. He further elaborates it, terming it both
negative and positive.
He says, It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring
ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it
rejects a good number of those who apply, leaving only the best to be hired.

In the words of Dale Yoder, Recruitment is the 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 working force.
Kempner writes, Recruitment forms the first stage in the process which continues with selection and
ceases with the placement of the candidates.
In personnel recruitment, management tries to do far more than merely fill job openings. As a routine the
formula for personnel recruitment would be simple i.e., just fill the job with any applicant who comes
along.
Joseph J. Famularo has said, However, the act of hiring a man carries with it the presumption that he
will stay with the company-that sooner or later his ability to perform his work, his capacity for job
growth, and his ability to get along in the group in which he works will become matters of first
importance. Because of this, a critical examination of recruitment methods in use should be made, and
that is the purpose of this chapter.

Process of Recruitment:
Recruitment Process Passes through the Following Stages:
(i) Searching out the sources from where required persons will be available for recruitment. If young
managers are to be recruited then institutions imparting instructions in business administration will be
the best source.
(ii) Developing the techniques to attract the suitable candidates. The goodwill and reputation of an
organisation in the market may be one method. The publicity about the company being a professional
employer may also assist in stimulating candidates to apply.
(iii) Using of good techniques to attract prospective candidates. There may be offers of attractive
salaries, proper facilities for development, etc.

(iv) The next stage in this process is to stimulate as many candidates as possible to apply for jobs. In
order to select a best person, there is a need to attract more candidates.
Factors Influencing Recruitment:
All enterprises, big or small, have to engage themselves in recruitment of persons. A number of factors
influence this process.
Some Of The Main Factors Are Being Discussed Below:
1. Size of the Enterprise:
The number of persons to be recruited will depend upon the size of an enterprise. A big enterprise
requires more persons at regular intervals while a small undertaking employs only a few employees. A
big business house will always be in touch with sources of supply and shall try to attract more and more
persons for making a proper selection. It can afford to spend more amounts in locating prospective
candidates. So the size of an enterprise will affect the process of recruitment.
2. Employment Conditions:
The employment conditions in an economy greatly affect recruitment process. In under-developed
economies, employment opportunities are limited and there is no dearth of prospective candidates. At
the same time suitable candidates may not be available because of lack of educational and technical
facilities. If the availability of persons is more, then selection from large number becomes easy. On the
other hand, if there is a shortage of qualified technical persons, then it will be difficult to locate suitable
persons.
3. Salary Structure and Working Conditions:
The wages offered and working conditions prevailing in an enterprise greatly influence the availability
of personnel. If higher wages are paid as compared to similar concerns, the enterprise will not face any
difficulty in making recruitments. An organisation offering low wages can face the problem of labour
turnover.
The working conditions in an enterprise will determine job satisfaction of employees. An enterprise
offering good working conditions like proper sanitation, lighting, ventilation, etc. would give more job

satisfaction to employees and they may not leave their present job. On the other hand, if employees
leave the jobs due to unsatisfactory working conditions, it will lead to fresh recruitment of new persons.
4. Rate of Growth:
The growth rate of an enterprise also affects recruitment process. An expanding concern will require
regular employment of new employees. There will also be promotions of existing employees
necessitating the filling up of those vacancies. A stagnant enterprise can recruit persons only when
present incumbent vacates his position on retirement, etc.

Types of Recruitment
Recruitment is of 2 types:
1. Internal Recruitment - is a recruitment which takes place within the concern or organization.
Internal sources of recruitment are readily available to an organization. Internal sources are primarily
three - Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is
one of the internal sources of recruitment in which employees can be invited and appointed to fill
vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.
Internal recruitment may lead to increase in employees productivity as their motivation level increases.
It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the
organization from new blood. Also, not all the manpower requirements can be met through internal
recruitment. Hiring from outside has to be done.
Internal sources are primarily 3

Transfers
Promotions (through Internal Job Postings) and
Re-employment of ex-employees - Re-employment of ex-employees is one of the internal
sources of recruitment in which employees can be invited and appointed to fill vacancies in the
concern. There are situations when ex-employees provide unsolicited applications also.

2.External Recruitment - External sources of recruitment have to be solicited from outside the
organization. External sources are external to a concern. But it involves lot of time and money. The
external sources of recruitment include - Employment at factory gate, advertisements, employment
exchanges, employment agencies, educational institutes, labour contractors, recommendations etc.

Employment at Factory Level - This a source of external recruitment in which the applications
for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of
recruitment is applicable generally where factory workers are to be appointed. There are people
who keep on soliciting jobs from one place to another. These applicants are called as unsolicited
applicants. These types of workers apply on their own for their job. For this kind of recruitment
workers have a tendency to shift from one factory to another and therefore they are called as
badli workers.

Advertisement - It is an external source which has got an important place in recruitment

procedure. The biggest advantage of advertisement is that it covers a wide area of market and
scattered applicants can get information from advertisements. Medium used is Newspapers and
Television.
Employment Exchanges - There are certain Employment exchanges which are run by
government. Most of the government undertakings and concerns employ people through such
exchanges. Now-a-days recruitment in government agencies has become compulsory through
employment exchange.
Employment Agencies - There are certain professional organizations which look towards
recruitment and employment of people, i.e. these private agencies run by private individuals
supply required manpower to needy concerns.
Educational Institutions - There are certain professional Institutions which serves as an external
source for recruiting fresh graduates from these institutes. This kind of recruitment done through
such educational institutions, is called as Campus Recruitment. They have special recruitment
cells which helps in providing jobs to fresh candidates.
Recommendations - There are certain people who have experience in a particular area. They
enjoy goodwill and a stand in the company. There are certain vacancies which are filled by
recommendations of such people. The biggest drawback of this source is that the company has to
rely totally on such people which can later on prove to be inefficient.
Labour Contractors - These are the specialist people who supply manpower to the Factory or
Manufacturing plants. Through these contractors, workers are appointed on contract basis, i.e. for
a particular time period. Under conditions when these contractors leave the organization, such
people who are appointed have to also leave the concern.

SELECTION
Finding the interested candidates who have submitted their profiles for a particular job is the process of
recruitment, and choosing the best and most suitable candidates among them is the process of selection.
It results in elimination of unsuitable candidates. It follows scientific techniques for the appropriate
choice of a person for the job.
The recruitment process has a wide coverage as it collects the applications of interested candidates,
whereas the selection process narrows down the scope and becomes specific when it selects the suitable
candidates.
Stone defines, Selection is the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.
Steps Involved in Selection Procedure:

A scientific and logical selection procedure leads to scientific selection of candidates. The criterion
finalized for selecting a candidate for a particular job varies from company to company.
Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as
it is a question of getting the most suitable candidates for which various tests are to be done and
interviews to be taken. The procedure for selection should be systematic so that it does not leave any
scope for confusions and doubts about the choice of the selected candidate (Figure 5.6).

Brief details of the various steps in selection procedure are given as follows:
1. Inviting applications:
The prospective candidates from within the organization or outside the organization are called for
applying for the post. Detailed job description and job specification are provided in the advertisement
for the job. It attracts a large number of candidates from various areas.
2. Receiving applications:
Detailed applications are collected from the candidates which provide the necessary information about
personal and professional details of a person. These applications facilitate analysis and comparison of
the candidates.

3. Scrutiny of applications:
As the limit of the period within which the company is supposed to receive applications ends, the
applications are sorted out. Incomplete applications get rejected; applicants with un-matching job
specifications are also rejected.
4. Written tests:
As the final list of candidates becomes ready after the scrutiny of applications, the written test is
conducted. This test is conducted for understanding the technical knowledge, attitude and interest of the
candidates. This process is useful when the number of applicants is large.
Many times, a second chance is given to candidates to prove themselves by conducting another written
test.
5. Psychological tests:
These tests are conducted individually and they help for finding out the individual quality and skill of a
person. The types of psychological tests are aptitude test, intelligence test, synthetic test and personality
test
6. Personal interview:
Candidates proving themselves successful through tests are interviewed personally. The interviewers
may be individual or a panel. It generally involves officers from the top management.
The candidates are asked several questions about their experience on another job, their family
background, their interests, etc. They are supposed to describe their expectations from the said job. Their
strengths and weaknesses are identified and noted by the interviewers which help them to take the final
decision of selection.
7. Reference check:
Generally, at least two references are asked for by the company from the candidate. Reference check is a
type of crosscheck for the information provided by the candidate through their application form and
during the interviews.
8. Medical examination:

Physical strength and fitness of a candidate is must before they takes up the job. In-spite of good
performance in tests and interviews, candidates can be rejected on the basis of their ill health.

9. Final selection:
At this step, the candidate is given the appointment letter to join the organization on a particular date.
The appointment letter specifies the post, title, salary and terms of employment. Generally, initial
appointment is on probation and after specific time period it becomes permanent.
10. Placement:
This is a final step. A suitable job is allocated to the appointed candidate so that they can get the whole
idea about the nature of the job. They can get adjusted to the job and perform well in future with all
capacities and strengths.

RECRUIMENT VS SELECTION
Basis

Recruitment

Selection

Meaning

It is an activity of establishing contact between

employers and applicants.

It is a process of picking up more competent and

suitable employees.

Objective

It encourages large number of Candidates for a job.

It attempts at rejecting unsuitable candidates.

Process

It is a simple process.

It is a complicated process.

Hurdles

The candidates have not to cross over many hurdles.

Many hurdles have to be crossed.

Approach

It is a positive approach.

It is a negative approach.

Sequence

It proceeds selection.

It follows recruitment.

Economy

It is an economical method.

It is an expensive method.

Time
Consuming

Less time is required.

More time is required.

1.2

OBJECTIVE OF THE STUDY

The survey was conducted by keeping following objectives in view:The survey was done to find out the present status of Aegis recruitment and selection process .
To know about the selection process of Aegis.
To find out how effective the recruitment and selection process are.

1.3

LITERATURE REVIEW

CHAPTER-2
COMPANY PROFILE

AEGIS LTD
Aegis Limited is a global Outsourcing and Technology services company wholly owned by Essar, a 37
billion It was founded in the United States of America in 1985 and has its presence in 37 location across
9 countries including India, United Kingdom, South Africa, Saudi Arabia, Peru, Australia, Argentina,
Malaysia, and Sri Lanka with approximate strength of 37,000 employees spread across these locations.
Aegis has closely worked with some of leading brands is Healthcare, BFSI, Technology, Travel &
Hospitality, Telecom and Retail industries particularly in the areas such as customer lifecycle, finance
and accounting, Sourcing & procurement, HR & Enterprise business services management.
History[edit]
In 2004 Aegis was acquired by Essar and has since grown aggressively through a thoughtful mix of
organic growth and strategic acquisitions that has pushed its revenue growth from USD 52 million in
2003 to over USD 1 billion in 2014.
In 2008, Aegis merged and later acquired PeopleSupport, a known BPO company founded in 1998 at
Delaware, United States and based in Los Angeles
In 2010 Aegis acquired ActionLine to enhance its reach in Latin America.
In 2009 Aegis increased their BPO reach with South African conglomerate CCN Group (PTY) Limited.
In the same year it expanded its operations in Australia & Sri Lanka with the acquisition of UCMS
Group, a leading BPO services provider in Australia ISMART Timex in Sri Lanka.
In 2014 Acquired Symphony, a Malaysia-based BPO which specializes in Outsourcing to strengthen its
presence in Malaysia.
In mid-2014, Aegis sold their outsourcing operations sites in the Philippines, United States and Costa
Rica to Teleperformance for $610 million.
Top Management[edit]
Sandip Sen is the Global Chief Executive Officer & member of the Board of Directors at Aegis. He is
responsible for executing companys business strategy and directing the overall performance and growth
of the organization. C M Sharma is the CFO and oversees the companys worldwide M&A strategy,
corporate finance, business planning, investor relations, accounts, treasury, taxation and legal functions.
The other key people include S M Gupta (Global Chief People Officer), Sudhir Agarwal (CEO - Far
East and President - Global Strategy) Rajiv Ahuja (Chief Operating Officer (Asia) and President Global Shared Service)
Awards and Accolades[edit]
1. ISG Top 10 Service Providers for 2014.
2. Excellence in Diversity and Inclusion SHRM HR Awards 2014.
3. Aegis Positioned as Leader in the IAOP Global Outsourcing 100 List 2014
4. Best Company in USA Indo-American Chamber of Commerce 2014.
5. Aegis Positioned in 2013 Magic Quadrant for CM Contact Center BPO by Gartner

---------------------------------------------------------------------------------------------------------------------------------------------------------------A history of achievementFounded almost 30 years ago in the US, Aegis is a

global business services and experience management company that helps global brands deliver
improved consumer experiences via effective back office support. Over the last three decades, Aegis has
increased its portfolio of solutions to target the wide range of business and customer interactions.
With a presence in 13 countries, 56 locations, and with more than 55,000 employees, Aegis manages
over a billion customer interactions with the help of its back office solutions every year for over 300
clients across verticals such as BFSI, Telecom, Healthcare, Travel and Hospitality, Consumer Goods,
Retail, and Technology. Aegis manages, enables, extends, and enhances business experiences for its
clients and their customers across consulting, technology, outsourcing, and training and education.
In recognition of its three decades of leadership and expertise, Aegis has won many accolades, including
the Best Contact Center Services Provider by Frost & Sullivan (APAC), Top Global BPO by Global
Services, and Best Employer Award by Aon Hewitt. The company also continues to be ranked among
the top five providers of business services in various rankings across the globe.
Aegis is wholly owned by the Essar Group, a USD 27 billion conglomerate.
Parent
company:
Essar
Group
Essar Global Limited, the parent company of Aegis, is a business corporation with a balanced portfolio
of assets in the diverse manufacturing and services sectors of steel, energy, power, communications,
shipping ports and logistics, and construction. Privately owned and professionally managed, Essar has
judiciously invested in the commodity, annuity and services business segments.
A culture of successAegiss culture is unique in terms of recognizing its employees as the foundation of
its success. We invest in our people because we recognize their importance in our partnerships with
clients. In the virtual business environment, there is no difference between your team and ours; more
importantly,
there
is
no
difference
between
your
customer
and
ours.
A foundation for growthAegis has built its value proposition not as a service provider but as a client
partner, with its ability to do the following:
Provide customized delivery solutions based on your requirements.
Utilize an innovative delivery approach that involves understanding you and your customers and
markets.
Bring together the best talent to design, implement and manage the solutions offered.
Enable process improvements using industry benchmarks and standard quality processes.
Help you to achieve customer satisfaction by continually leveraging our knowledge base.

AWARDS AND RECOGNITION

Aegis has earned significant industry recognition,including many awards,over its two decades of
existence.Here is a list of major awards Aegis has received recently
Global services honors Aegis in Five categories in the 2012GS 100 list

Leading Mid-tier Infrastructure Management Vendor

Top Global BPO Leaders

Global Customer Management Leaders

Leaders- Specialty KPO

Industry-specific BPO Niche Leaders

This recognition highlights companys prominent position among global outsourcing majors and
reflects our commitment to provide superior customer experience to our customers.

ABOUT LEGIONS
Contact Details: B-4/5B,Keshav puram, near Keshav Puram Metro Station
New Delhi-110035.

Contact Nos

: 9213939399/9212600560

Email

:legions_legions@yahoo.in

LEGIONS is a training, recruitment and placement firm that understands the intricacies of human
resource management. We are dedicated to bridging the gap between the requirements in various
organizations and the career aspirations of individuals. We seek to establish a lasting relationship
between
the
employer
and
the
job
seeker.
We are dedicated to matching the organization's requirements and opportunities with the skills and
aspirations of the individual. We endeavor to place professionals in appropriate organizations that offer
the suitable career development opportunities.

We provide complete training solutions for the Call Center Industry. Our unique hi-tech learning
solutions will enhance candidates skills and give them a cutting edge to achieve global competitiveness.
We provide vigorous training and re-training modules, which include training in accent neutralization
and enhancement (voice modulation, right pitch, intonation, diction, etc), soft skills, hard skills,
telemarketing, customer handling and cross-cultural sensitization

Trying to become one of the leading staffing organizations, we are working along with the teams of
consultants specializing in a wide range of disciplines. We believe this is the best approach to deliver
effective
recruitment
services
and
we
achieve
this
in
two
ways:
1. Dedicated recruiters and trainers who are trained and knowledgeable in the skill sector that they serve
2. Recruitment and selection methodologies, which have been designed specifically for each skills

LEGIONS specializes in providing its quality services to Candidates/ Job seekers as well as to the
Companies
/
Employers
in
following
ways:
FOR

THE

CANDIDATES

JOB

SEEKERS

LEGIONS helps candidates to promote individual development in ways, which will maximize benefits
from the University and their work experience and helps them in developing career direction. It also
provides help to students and alumni in defining career and employment goals and assists them in their
search
for
employment
opportunities.

We are looking for some talented people how are career oriented, with lots of energy and a desire to do
something in their life.

We maintain a large databank of individuals and their qualifications, experience, expectations and
ambitions. Organizations may communicate their requirements to us. We analyze each requirement and
locate candidates even before the advertisement process. Our services include placement through
databank, advertisement process, headhunting and selection. We specialize in placing the right candidate
in the right organization, at the right place in the world.

Our Core Values

Customer Focus: We believe in walking the extra mile in delivering quality to meet the customers'
expectations, both expressed and implied. We do this for both external and internal customers.
Innovation and Agility: We continuously seek ways to improve our services and processes, anticipating
changes and responding proactively.
Individual Dignity and Teamwork: We treat people with dignity, care for our colleagues, collaborate
without boundaries and contribute wherever we can.
Ethics and Integrity: We are fair in our dealings, respect the law of the land and follow the highest
level of intellectual, moral, financial, professional conduct.

About Us
Kanchan Jain- An entrepreneur who has more than 6 years of working experience in Teaching Line.

OUR CLIENTS

FIS
JOHN KEELLS BPO
AEGIS BPO(INTERNATIONAL DIVISION)
INTER GLOBE TECHNOLOGIES
WNS
NIIT TECHNOLOGIES
CITIBANK
TELEPERFORMANCE
BRITISH HIGH COMMISSION CONTACT CENTER
FOODPANDA

CHAPTER-3
RESEARCH METHODOLOGY

3.1RESEARCH METHODOLOGY OF THE STUDY

The process used to collect information and data for the purpose of making business decisions.
The methodology may include publication research, interviews, surveys and other research
techniques, and could include both present and historical information.
Defines:

What constitutes a research activity

Utilizes or is applicable to a model, and therefore specifies concepts and related statements.

What methods to apply, how to measure progress, and what constitutes success

Also a specifies how to communicate about an area of research activity (structure,

deliverables)

Research methodology is a process to systematically solve the research problem. It may be understood
as a science of studying how research is done scientifically. Why a research study has been undertaken,
how the research problem has been defined. In what way and why the hypothesis has been formulated,
what data have been collected and particular method has been adopted. Why particular technique of
analyzing data has been used and a host of similar other questions are usually answered when we talk of
research methodology concerning a research problem or study. A research design serves as a bridge
between what has been established (the research objectives) and what is to be done, in the conduct of the
study. In this project research done is of conclusive nature. Conclusive research provides information
that help in making a rational decision. Descriptive design was choose to measure the satisfaction level
of customers on the basis of different parameters such as quality, price, features, technology, after sale
services etc. This design ensured complete clarity and accuracy. It also ensured minimum bias in
collection of data and reduced the errors in data interpretation. Statistical method was followed in this
research because the data was of descriptive nature and it also enabled accurate generalizations.

RESEARCH DESIGN
The formidable problem that follows the task of defining the research problem is the preparation of the
design of the research project popularly known as the research design. It is needed because it facilitates
the smooth sailing of the various research operations, thereby making research as efficient as possible
yielding maximum information with minimal expenditure of effort, time and money.

A research design is a type of blueprint prepared on various types of blueprints available for the
collection, measurement and analysis of data. A research design calls for developing the most efficient
plan of gathering the needed information. The design of a research study is based on the purpose of the
study.
A research design is the specification of methods and procedures for acquiring the information needed. It
is the overall pattern or framework of the project that stipulates what information is to be collected from
which source and by what procedures.

TYPES OF RESEARCH DESIGN:

EXPLORATORY
RESEARCH
USES

TYPE
S

DESCRIPTIVE RESEARCH

Formulate
problems
more
precisely.
Develop
hypotheses.
Establish
priorities.
Eliminate
impractical ideas.
Clarify concepts.

Literature search.
Experience survey.
Focus groups.
Analysis
of
selected case.

Describe characteristic
of certain groups.
Estimate proportion of
people in a population
who behave in a certain
way.
Make
specific
predictions.

Sample survey.

CAUSAL RESEARCH

Provide evidence regarding

causal relationship between
variables by means of :
Concomitant variation.
Time order in which
variables occur.
Elimination
of
other
possible explanations.

Laboratory experiment.
Field experiment.

THE RESEARCHER HAS FOLLOWED DESCRIPTIVE RESEARCH .

Descriptive research is used in this project report in order to identify the lending practices of bank and
determining customers level of satisfaction. This is the most popular type of research technique,
generally used in survey research design and most useful in describing the characteristics of consumer
behaviour. The method used was questionnaire and interview of the experienced loan officers.
The essential part of any report is research methodology. The field study was conducted to analyze the
market share and understand the brand image of Samsung products.

Sample size

The sample size was 50.

Questionnaire

It would have maximum 13 questions.

Time spent with each participant would be 5 to 10 minutes.

COLLECTION OF DATA
Data used in this report is mainly primary data, which is collected first hand by survey in the field. In
some areas secondary data has also been used.

3.2 Sources of data

Primary data
Secondary data

3.3 Method of data collection

Collection of primary data
Definition
Primary Data is information that you collect specifically for the purpose of your research project.
An advantage of primary data is that it is specifically tailored to your research needs. A disadvantage is
that it is expensive to obtain.

Sources
The source of your primary data is the population sample from which you collect the data. The first
step in the process is determining your target population. For example, if you are researching the
marketability of a new washing machine, your target population may be newlyweds that have just
purchased a home within the last ninety days.
The data was collected through the primary source by survey method using questionnaire and taking
respondents personal interview.

Collection of secondary data

Secondary data, is data collected by someone other than the user. Common sources of secondary
data for social science include censuses, organisational records and data collected through qualitative
methodologies or qualitative research. Primary data, by contrast, are collected by the investigator
conducting the research.
Secondary data analysis saves time that would otherwise be spent collecting data and, particularly in
the case of quantitative data, provides larger and higher-quality databases that would be unfeasible for
any individual researcher to collect on their own. In addition, analysts of social and economic change
consider secondary data essential, since it is impossible to conduct a new survey that can adequately
capture past change and/or developments.

The data is collected from journals and internet.

CHAPTER-4
DATA ANALYSIS AND
INTERPRETATION

1. Gender

Gender

Female; 20%

Male; 80%

Interpretation
From the above figure, it can be observed that 80% males and 20% are females have been taken in this
survey.

2. Age

Age

Above 30; 20%

Between 25-30; 20%

Between 18-25; 60%

Interpretation
From the above figure, it can be observed that the age of the respondents are between 18-25(60%), 2530(20%), and more than 30(20%) have been taken in this survey. These numbers show that most of the
respondents are young.

3. Do you know about Aegis?

Yes/No

No; 30%

Yes; 70%

Interpretation
From the above figure, it can be observed that respondents are know about the Company i.e Aegis(70%)
but there are few peoples which are unaware about the company names(30%).

4. If yes?Do you ever work with Aegis?

Yes/No

No; 24%

Yes; 76%

Interpretation
From the above figure, it can be observed that the (76%) respondents are worked or working with aegis
and (24%) of respondents never work with aegis have been taken in this survey.

5. How many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

More than 15 Years; 2%

10-15 Years; 8%
5-10 Years; 24%
0-5 Years; 66%

Interpretation
From the above figure, it can be observed that the (66%) peoples are worked or working with aegis for 5
years, (24%) have work with aegis for 10 years, 8% are worked for (10 to 15) years and 2% are worked for
more than 15 years.

6. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process ?
a. Yes
b. No

No; 9%

Yes; 91%

Interpretation
From the above figure, it can be observed that the (91%) peoples says that organization clearly defined the
objectives, requirements and candidate specifications in the recruitment process .

7. Is the organization doing timeliness recruitment and Selection process.

a. Yes
b. No

No; 8%

Yes; 92%

Interpretation
From the above figure, it can be observed that the (92%) peoples are says that organization doing timeliness
recruitment and selection process and (8%) people are says that the organization do not perform timeliness
recruitment have been taken in this survey.

8. Does HR provides an adequate pool of quality applicants ?

a. Yes
b. No

Yes/No

No; 28%

Yes; 72%

Interpretation
From the above figure, it can be observed that the (72%) respondents are says that organization HR giving
an quality applicants to the Organization and (28%) respondents are says that the HR of an organization do
not given an adequate applicants to the organization .

9. Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?
a. Poor
b. Adequate
c. Excellent

Poor; 12%

Excellent; 52%

Quality; 36%

Interpretation
From the above figure, it can be observed that the (52%) respondents are says that the organization
interview process and other selection instruments are effective, (36%) are saying that its quality and (36%)
others are saying that its poor .

10.Does the HR team act as a consultant to enhance the quality of the applicant prescreening process?
a. Yes
b. No

No; 35%

Yes; 65%

Interpretation
From the above figure, it can be observed that the (65%) of respondents are says that the organization HR
act as a consultant and (35 %) are says that the HR eliminate the poor applicant in pre screening stage .

11.Rate how well HR finds good candidates from non-traditional sources when
Necessary?
a. Poor
b. Adequate
c. Excellent

Excellent; 8%
Poor; 42%
Adequate; 50%

Interpretation
From the above figure, it can be observed that the (8%) of respondents are says that the organization Hr
takes a excellent candidates from the non- traditional source ,(50%) are saying that they carry a adequate
resources from the non- traditional resources and (42%) are saying that they hire a poor quality of resources
from the non traditional sources .

12.How would you rate the HR departments performance in recruitment and

selection?
a. Poor
b. Adequate
c. Excellent

Excellent; 3%

Poor; 10%

Adquate; 87%

Interpretation
From the above figure, it can be observed that the (87%) of respondents are says that the HR Departments
performance in recruitment and selection is adequate ,(3%) are saying that HR department performance is
excellent and (10%) are saying that performance of HR Department performance is poor .

13.Does the HR Department is efficient in Selection Policy of the employees ?

a. Yes
b. No

No; 12%

Yes; 88%

Interpretation
From the above figure, it can be observed that the (88%) of respondents are says that the HR department is
efficient in selection policy of the employees and (12%) of the respondents are saying that HR department is
ineffective in selection process .

14.Does the HR maintains an adequate pool of quality protected class applicants?

a. Yes
b. No

No; 9%

Yes; 91%

Interpretation
From the above figure, it can be observed that the (91%) of respondents are says that the HR maintains an
adequate pool of quality applicants and (9%) of respondents are says that HR do not maintain quality of
employees .

CHAPTER-5
FINDINGS AND
CONCLUSION

FINDINGS

Peoples are very much aware about Aegis.

Most of the people already worked with Aegis.
Aegis employees are satisfied with the recruitment and selection process.
Aegis HR Department always do timliness recruitment.
I have found that a surveyed people gives more preference to the Aegis as compared to FIS or
JOHN KEELLS because they are offering a good package salary or its a domestic BPO.

CONCLUSION

From the data analysis and survey conducted I reached at conclusion that Aegis is satisfied the needs of
the candidates or employees. Aegis also hired unexperienced employees whereas other companies
always hired experienced employees like FIS ,John Keells etc. Aegis has a great image or goodwill in
the minds of employees or general public. Aegis Hr Department has the ability to hire such kinds of
people in non-traditional source which are beneficial for the Organisation in future. Aegis is the
company which is known for his HR Department because HR department are eliminate inadequate
candidates in the pre-screening process. In Aegis, Organisation clearly define the position , objectives or
requirement and candidate specifications in the recruitment process. Aegis HR Department is efficient in
the selection policy of employees.

CHAPTER-6
SUGGESTIONS

BIBLIOGRAPHY

http://www.businessdictionary.com/definition/recruitment.html
http://www.hr.com/en/app/blog/2013/11/factors-affecting-recruitment_hobbaoej.html
http://smallbusiness.chron.com/meaning-recruitment-selection-2520.html
http://www.hrwale.com/recruitment/88-2/
http://www.aegisglobal.com/in/en
http://www.aegisglobal.com/in/en/about/company-overview

APPENDIX
Dear Sir / Madam,

I am a student of RUKMINI DEVI INSTITUTE OF ADVANCD STUDIES conducting a research

project on Recruitment strategies of Aegis"
I request you to fill this questionnaire & I assure you that this data will be used only for study purpose it
will be kept confidential

QUESTIONNAIRE
1. Gender
2. Age
3. Do you know about Aegis?
4. If yes?Do you ever work with Aegis?
5. How many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

6. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process ?
a. Yes
b. No
7. Is the organization doing timeliness recruitment and Selection process.
a. Yes
b. No
8. Does HR provides an adequate pool of quality applicants ?
a. Yes
b. No
9. Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?
a. Poor
b. Adequate
c. Excellent
10.Does the HR team act as a consultant to enhance the quality of the applicant prescreening process?

a. Yes
b. No
11.Rate how well HR finds good candidates from non-traditional sources when
Necessary?
a. Poor
b. Adequate
c. Excellent
12.How would you rate the HR departments performance in recruitment and
selection?
a. Poor
b. Adequate
c. Excellent
13.Does the HR Department is efficient in Selection Policy of the employees ?
a. Yes
b. No
14.Does the HR maintains an adequate pool of quality protected class applicants?
a. Yes
b. No