PROJECT REPORT

ON
RECRUITMENT AND SELECTION
AT

In The Fulfillment for the requirement of the degree

of
(MBA) Masters of Business Administration
(2015-2017)
Submitted To: --

Submitted By:--

Rajni wadhwa Bedi

Bhupinder kaur
Roll no.-1521051

GLOBAL INSTITUTES OF MANAGEMENT

AMRITSAR

TO WHOM IT MAY CONCERN

This is certify the BHUPINDER KAUR student of MBA of GLOBAL

INSTITUTES OF MANAGEMENT, AMRITSAR has done training of six weeks
training and project work under by guidance and supervision towards the fulfillment
of the award of Masters of Business Administration.

DECLARATION

I hereby declare that the research project report title Recruitment and Selection is
my own original research work and this has been submitted to GLOBAL
INSTITUTES OF MANAGEMENT, AMRITSAR for the award of professional
degree.

(BHUPINDER
KAUR)

ACKNOWLEDGEMENT

Acknowledgement is an art, one can write glib stanza without meaning a word on the
other hand one can make a single expression of gratitude.
It gives me a great pleasure to submit this project to GLOBAL INSTITUTES OF
MANAGEMENT, AMRITSAR. I take this opportunity with great pleasure to
present before this project on Recruitment and Selection which is result of cooperation, hard work & good wishes of many people. The most pleasant part of any
project is to express the gratitude towards all those who have contributed to the
success of my project.
I would like to thanks MRS. RAJNI WADHWA BEDI who has been my mentor for
this project. It was only through her excellence assistance & good suggestion that i
have been able to complete this project.
I am deeply grateful to MRS. GAGANDEEP KAUR GLOBAL INSTITUTES OF
MANAGEMENT, AMRITSAR for their everlasting support or guidance on ground
of which i have acquired a new field of knowledge the course structure created for
curriculum has benefitted with inclusion on recent development in an organization &
management aspects.
I am thankful to all members of ThinkNEXT TECHNOLOGIES PVT.LTD
Company who have given me valuable information in part of my project. Above all, I
would like to thank all conducted persons of firm who took out their valuable times to
answer my queries & given me full information related to my project.
I extent my sincere gratitude towards my parents who have always encourage me &
give suggestions as how to work on project. They always stand by me in solving all
my enquiries. Their support has always motivated me.

PREFACE

In todays era of cut throat competition Masters of Business Administration (MBA)

is sure to have an edge over their counterpart. MBA education brings its students in
direct contact with the real corporate world through industrial training. The MBA
programmer provides its students of various managerial activities conducted in
various department like production, marketing, finance, HR, export-import, credit,
dept etc. gives the student a conceptual idea of what they are expected to manage,
how to manage & how to obtain the maximum output & how to minimize the wastage
of resources. I have undergone my comprehensive training at

ThinkNEXT

TECHNOLOGIES PVT.LTD it is one of the leading IT educational company in

country. I feel great pleasure to present this report work after my training at
ThinkNEXT TECHNOLOGIES PVT.LTD that produced to golden opportunity for
me by enriching my knowledge by comparing my theoretical knowledge with the
managerial skill & opportunity.

TABLE OF CONTENTS

SR.NO.

TITLE

PAGE NO.

1.

COMPANY PROFILE

7-21

2.

INTRODUCTION OF HRM

22-29

3.

INTRODUCTION OF RECRUITMENT AND

30-42

SELECTION
4.

REVIEW OF LITERATURE

43-46

5.

RESEARCH METHODOLOGY

47-51

6.

DATA ANALYSIS & INTERPRETATION

52-68

7.

FINDING, SUGGESTION AND CONCLUSION

69-72

8.

QUESTIONAIRE

73-77

9.

BIBLIOGRAPHY

78-79

Chapter-1
COMPANY PROFILE

1. COMPANY PROFILE

ThinkNEXT Technologies Private Limited (Formerly Brilliant Software Solutions)

is an ISO 9001:2008 certified software development company founded in August
2009 and it is approved from Ministry of Corporate Affairs which deals in
University/College/School
development,

Web

ERP

Solutions,

designing,

Web

Android

/iPhone

development,

Applications

Discount

Deals

(www.thinknextcard.com, www.tricitydeal.com), Bulk SMS, Voice SMS, Bulk Email,

Biometric Time Attendance, Access Control, SEO/SMO, Database Solutions,
Payment Gateway Integration, E-Mail Integration, Industrial Training, Corporate
Training and Placements etc. Think NEXT Technologies provides software solutions
using latest technologies e.g. Smart Card, NFC, Biometrics, GPS, Barcode, RFID,
SMS, Auto SMS (Short code), Android, iPhone, Web, Windows and Mobile based
technologies.
ThinkNEXT has wide expertise in .NET, Crystal Reports, Java, PHP, Android,
iPhone, Databases (Oracle and SQL Server), Web Designing, Networking, Web
Server configurations, various RAID Levels etc.
ThinkNEXT Technologies has also setup its offices in USA, Delhi, Shimla and
Bathinda for its software support. ThinkNEXT has its own multiple Smart Card
printing, encoding and barcode label printing machines to provide better and effective
customer support solutions.
ThinkNEXT has also setup its own placement consultancy and is having numerous
placement partner companies to provide best possible placements in IT industry.

Think NEXT Technologies has developed for the first time in northern region cloud
computing based Cloud Campus 4.0 to facilitate knowledge and placement centric
services. It is a unique concept for effective and collaborative learning.
1. ThinkNEXT deals exclusively in campus automation through Smart Campus
ERP Solutions. Therefore we have better experience in handling large group of
institutions through proper time-tested policies and procedures.
2. First Company of India who has Launched NFC Technology (The Future) for
Smart Campuses through NFC Smart Cards.
3. First Company of India who has launched Android Version of Smart Campus
ERP Solutions for Mobiles and Tablet PCs.
4. First company of India who has developed SMS Opt-In Technology so that
Institutes/Colleges can send Transactional SMS with SMS Sender ID and
without SMS Template approval.
5. First company of Punjab, Haryana, Himachal, J&K (Northern region) who
launched Smart Cards (Contact Type), Smart Cards (Contactless) in Punjab for
campus automation.
6. First company of India which has launched its Think NEXT Smart Card as
Discount Card in more than 120 enterprises.
7. Established own multiple Smart Card Designing, Smart Card Printing, Smart
Card Lamination and Oyster Barcode Printing Units.
8. Multiple SMS Gateway Support.

VISION:

ThinkNEXT Technologies Pvt. Ltd. is already very flexible and scalable. Still, we always take care of
specific requirements of our clients. Our highly committed R&D team makes our
software feature rich, dynamic and future tuned everyday so that our clients always
maintain the lead over their competitors. The development of the software is being
done and the purpose full customization of the package is carried out in the
ThinkNEXT lab.

MISSION:

ThinkNEXT

is

pioneer

in

Smart

Campus

ERP

Solutions

for

Universities/Colleges/Schools using latest technologies and features. We provide

software solutions using .NET, PHP, Android, iphone, Java technologies with three tierarchitecture support. We provide back-end solutions using MS SQL Server, Oracle, and
MySQL.

QUALITY POLICY:

We have wide experience working with eminent Educationists, Managements,

Directors, Principals, Head of Departments, other Staff Members, Parents and students.
Therefore we do not sell only software Modules but an innovative system which has
more importance than just ERP software modules. Today Smart Campus solutions are a
need of hour for every University/Group of Colleges or an Institution to make edge
over others and maintain a lead over their competitors. Our Research and Development
team is committed to make your institute(s) to maintain lead over their competitors.

MANAGEMENT OF THINKNEXT TECHNOLOGIES PVT.LTD.

10

BOARD OF DIRECTOR

Sunil Jindal
Munish Mittal
Ghansham Das
Vikas Gupta

MANAGING DIRECTOR
Sunil Jindal

MARKETING HEAD
Munish Mittal

IT HEAD
Mukesh Kumar

SERVICES:

11

We provide Software Solutions using latest technologies or features:

NFC
Biometrics (Fingerprint with Automated Online)
Smart Card
Barcode
RFID
SMS
Short code 56767 (Auto SMS)
Android
ions (phone)
GPS
WAP (For WAP Enabled Mobile Phones)
Multiple SMS Gateway Support
Web based Technologies (365x24x7 services)
Windows based Technologies
Mobile based Technologies
Webcam support for various operations
Parallel Internet, Intranet and Wi-Fi Support

MORE SERVICES:

ThinkNEXT offers various industry-ready programs so that student needs not to

struggle for jobs. ThinkNEXT offers 6 weeks/2 Months/6 Months training programs
to make students industry.

ThinkNEXT is pioneer in providing best placements in Industry. We offer minimum

five job interviews for each student and provide 100% Placement Assistance.

12

ThinkNEXT Offers Life-Time Validity Learning and Placement Card. Students

undergoing six months training will have advantage to learn free of cost anything
against that training program for life-time.

ThinkNEXT offers Part-Time/Full Time Job Offer for each student during training so
that students can earn while they learn. Student can bear their food, accommodation
and other expenses on.

SOME OF OUR CLIENTS:

13

14

PLACEMENTS :--

15

16

INDUSTRIAL TRAINING :--

6 Months/Weeks Industrial Training Programs

Microsoft .NET

Android

iPhone

Java

PHP/MySQL

Web Designing

Embedded Systems

AutoCAD

Online Bidding (Freelancing)

Oracle/SQL Server Administration

17

Software Testing and Quality Assurance

Hardware & Networking

MCITP

SEO

CATIA

Solid Works

Human Resource

Marketing

Finance
(FREE Spoken English/Personality Development/IELTS Classes on daily
basis with Industrial Training + Job Offer).
One-to-one Project and Project will be made Live and to make it Live,
ThinkNEXT will provide sub-domain and hosting worth Rs. 3000
absolutely free to each student for web based Project. To host mobile
apps, ThinkNEXT will provide free Google Play account (For Android
Mobile Apps) and Apple iTunes Connect Account (Apple App Store) for
iPhone Apps.

ThinkNEXT Edge

Industrial Training and Certificates from Software/Electronics Company not

just from an institute

18

Free Interview Preparation, Spoken English and Personality Development

Programmers.

Opportunity to get placed in ThinkNEXT and numerous other companies.

Life-Time Validity Learning and Placement Card.

Part-Time/Full-Time Job Offer for each student during Training.

Think NEXT Cloud Campus advantage not only during training, even after
completion of training for life time.

One-to-one PC and Corporate Environment.

Learn from Developers/Industry experts rather than Trainers/Teachers.

Direct interaction with Developers/Industry Experts.

Industrial training programmers are designed to make students industryready.

Large Display LEDs in each Class-Room/Lab, Wi-Fi Labs.

Guest Lectures/Seminars by Industry Experts.

Every Student is provided with Live Projects mentored by Software/

Electronics/Industry Experts.

100% Placement assistance.

Think NEXT Cloud Campus Advantages

Each Student will have Unique User ID and Password to Login to

ThinkNEXT Cloud Campus 4.0 anytimeanywhere

19

View Numerous Technical, Personality Development Videos anytime

anywhere

Students will be able to download e-Books, e-Journals, Class Notes, Important

Links and other study material.

ThinkNEXT Smart Campus is a step towards not only 100% placements but
also better job offers even after placements.

Student Profile, Instant Technical Updates, Class Notes, Project Report

Submitted, Attendance, Performance, Notice-Board, Class Timings etc.
Everything online.

Communication with industry experts, Technologists through cloud Campus

anytimeanywhere.

Regular SMSes and E-mail for Related Job Offers.

Access through PCs, Laptops, Tablet PCs, Mobiles via internet.

Achievements

Industrial Training from Software/Electronics and

CAD/CAM Systems Development Company (MNC) not just
from a Training Institute.
Get Training under an ISO 9001:2008 Certified Company.

Accredited Training Partner of National Institute of Electronics

and Information Technology, Department of Electronics and

20

Information Technology, Ministry of Communications Information

Technology.
Approved from Ministry of Corporate Affairs, Govt. of India.
Corporate Identity No. U72200PB2011PTCO35677
Accredited Training Partner of ISTQB (International Software
Testing Qualifications Board).
Member of CII (Confederation of Indian Industry) Membership
No. N5238P.

OTHER INFORMATION:-

Type

Privately Held

Company Size

35 Employees
http://thinknexttraining.com

Website

http://managementinternship.com/
http://thinknexttraining.co.in

21

Industry Type

IT Development and Professional

Training company
August 2009

Year of Establishment
Corporate Office

ThinkNEXT Technologies Pvt. Ltd, SCF

113, Sector 65, Phase XI, Mohali.

Head office

Canada US , 6931 148A Surrey,

BC CANADA(V350Y9)

22

Chapter- 2
INTRODUCTION OF
HUMAN RESOURCE
MANAGEMENT

HUMAN RESOURCE MANAGEMENT

WHAT IS HUMAN RESOURCE MANAGEMENT?

23

HRM is the study of activities regarding people working in an organization. It is a

managerial function that tries to match an organizations needs to the skills and
abilities of its employees.

DEFINITION OF HRM :-Human resources management (HRM) is a management function concerned with
hiring, motivating and maintaining people in an organization. It focuses on people in
organizations. Human resource management is designing management systems to
ensure that human talent is used effectively and efficiently to accomplish
organizational goals.
HRM is the personnel function which is concerned with procurement, development,
compensation, integration and maintenance of the personnel of an organization for the
purpose of contributing towards the accomplishments of the organizations objectives.
Therefore, personnel management is the planning, organizing, directing, and
controlling of the performance of those operative functions (Edward B. Philippo).
According to Dessler (2008) the policies and practices involved in carrying out the
people or human resource aspects of a management position, including recruiting,
screening, training, rewarding, and appraising comprises of HRM.
Generally HRM refers to the management of people in organizations. It comprises of
the activities, policies, and practices involved in obtaining, developing, utilizing,
evaluating, maintaining, and retaining the appropriate number and skill mix of
employees to accomplish the organizations objectives. The goal of HRM is to
maximize employees contributions in order to achieve optimal productivity and
effectiveness, while simultaneously attaining individual objectives (such as having a
challenging job and obtaining recognition), and societal objectives (such as legal
compliance and demonstrating social responsibility).

24

In short Human Resource Management (HRM) can be defined as the art of procuring,
developing and maintaining competent workforce to achieve the goals of an
organization in an effective and efficient manner.

NATURE OF HRM :-HRM is a management function that helps managers to recruit, select, train and
develop members for an organization. HRM is concerned with peoples dimension in
organizations.
The following constitute the core of HRM
1. HRM Involves the Application of Management Functions and Principles. The
functions and principles are applied to acquiring, developing, maintaining and
providing remuneration to employees in organization.
2. Decision Relating to Employees must be Integrated. Decisions on different aspects
of employees must be consistent with other human resource (HR) decisions.
3. Decisions Made Influence the Effectiveness of an Organization. Effectiveness of an
organization will result in betterment of services to customers in the form of high
quality products supplied at reasonable costs.
4. HRM Functions are not Confined to Business Establishments Only but applicable
to nonbusiness organizations such as education, health care, recreation and like.
HRM refers to a set of programmes, functions and activities designed and carried out
in order to maximize both employee as well as organizational effectiveness.

SCOPE OF HRM :-The scope of HRM is indeed vast. All major activities in the working life of a worker
from the time of his or her entry into an organization until he or she leaves the
organizations comes under the purview of HRM. The major HRM activities include
HR planning, job analysis, job design, employee hiring, employee and executive
25

remuneration, employee motivation, employee maintenance, industrial relations and

prospects of HRM.
The scope of Human Resources Management extends to:

All the decisions, strategies, factors, principles, operations, practices, functions,

activities and methods related to the management of people as employees in any

type of organization.
All the dimensions related to people in their employment relationships, and all the
dynamics that flow from it.

The scope of HRM is really vast. All major activities n the working life of a worker
from the time of his or her entry into an organization until he or she leaves it comes
under the purview of HRM. American Society for Training and Development (ASTD)
conducted fairly an exhaustive study in this field and identified nine broad areas of
activities of HRM.

These are given below:

Human Resource Planning

Design of the Organization and Job
Selection and Staffing
Training and Development
Organizational Development
Compensation and Benefits
Employee Assistance
Union/Labour Relations

a) Human Resource Planning: The objective of HR Planning is to ensure that

the organization has the right types of persons at the right time at the right place. It
prepares human resources inventory with a view to assess present and future needs,
availability and possible shortages in human resource.There upon, HR Planning
forecast demand and supplies and identify sources of selection. HR Planning develops
strategies both long-term and short-term, to meet the man-power requirement.

26

b) Design of Organization and Job: This is the task of laying down

organization structure, authority, relationship and responsibilities. This will also mean
definition of work contents for each position in the organization. This is done by job
description. Another important step is Job specification. Job specification
identifies the attributes of persons who will be most suitable for each job which is
defined by job description.
c) Selection and Staffing: This is the process of recruitment and selection of
staff. This involves matching people and their expectations with which the job
specifications and career path available within the organization.
d) Training and Development: This involves an organized attempt to find out
training needs of the individuals to meet the knowledge and skill which is needed not
only to perform current job but also to fulfill the future needs of the organization.
e) Organizational Development: This is an important aspect whereby
Synergetic effect is generated in an organization i.e. healthy interpersonal and intergroup relationship within the organization.
f) Compensation and Benefits: This is the area of wages and salaries
administration where wages and compensations are fixed scientifically to meet
fairness and equity criteria. In addition labour welfare measures are involved which
include benefits and services.

g) Employee Assistance: Each employee is unique in character, personality,

expectation and temperament. By and large each one of them faces problems every
day. Some are personal some are official. In their case he or she remains worried.
Such worries must be removed to make him or her more productive and happy.

h) Union-Labour Relations: Healthy Industrial and Labour relations are very

important for enhancing peace and productivity in an organization. This is one of the
areas of HRM.

i)Personnel Research and Information System: Knowledge on behavioral

science and industrial psychology throws better insight into the workers expectations,

27

aspirations and behavior. Advancement of technology of product and production

methods have created working environment which are much different from the past.
Globalization of economy has increased competition many fold. Science of
ergonomics gives better ideas of doing a work more conveniently by an employee.
Thus, continuous research in HR areas is an unavoidable requirement. It must also
take special care for improving exchange of information through effective
communication systems on a continuous basis especially on moral and motivation.

OBJECTIVES OF HRM :-The primary objective of HRM is to ensure the availability of competent and willing
workforce to an organization. The specific objectives include the following:
1) Human capital : assisting the organization in obtaining the right number and types
of employees to fulfill its strategic and operational goals.
2) Developing organizational climate: helping to create a climate in which employees
are encouraged to develop and utilize their skills to the fullest and to employ the skills
and abilities of the workforce efficiently.
3) Helping to maintain performance standards and increase productivity through
effective job design; providing adequate orientation, training and development;
providing

performance-related

feedback;

and

ensuring

effective

two-way

communication.
4) Helping to establish and maintain a harmonious employer/employee relationship.
5) Helping to create and maintain a safe and healthy work environment.

28

6) Developing programs to meet the economic, psychological, and social needs of the
employees and helping the organization to retain the productive employees.
8) To provide organization with well-trained and well-motivated employees.
9) To increase the employees satisfaction and self-actualization.
10) To develop and maintain the quality of work life.
11) To communicate HR policies to all employees.
12) To help maintain ethical polices and behavior.
The above stated HRM objectives can be summarized under four specific objectives:
societal, organizational, and functional and personnel.

Objectives of HRM
Objectives of HRM
Societal

Organizational

Functional

Personal

1) Societal Objectives: seek to ensure that the organization becomes socially

responsible to the needs and challenges of the society while minimizing the negative
impact of such demands upon the organization. The failure of the organizations to use
their resources for the societys benefit in ethical ways may lead to restriction.

2) Organizational Objectives: it recognizes the role of HRM in bringing about

organizational effectiveness. It makes sure that HRM is not a standalone department,
but rather a means to assist the organization with its primary objectives. The HR
department exists to serve the rest of the organization.
3) Functional Objectives: is to maintain the departments contribution at a level
appropriate to the organizations needs. Human resources are to be adjusted to suit the

29

organizations demands. The departments value should not become too expensive at
the cost of the organization it serves.
4) Personnel Objectives: it is to assist employees in achieving their personal
goals, at least as far as these goals enhance the individuals contribution to the
organization. Personal objectives of employees must be met if they are to be
maintained, retained and motivated. Otherwise employee performance and
satisfaction may decline giving rise to employee turnover.

Chapter- 3
INTRODUCTION OF
RECRUITMENT AND
SELECTION
30

RECRUITMENT

INTRODUCTION:
Recruitment is a positive process of searching for prospective employees and
stimulating them to apply for the jobs in the organization. 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 organizations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and

31

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.

MEANING:
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 organization. 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.
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.

PROCESS OF RECRUITMENT:
Recruitment Process Passes through the Following Stages:

32

(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 organization 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.

33

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

OBJECTIVES OF RECRUITMENT
Recruitment fulfills the following objectives:
1. It reviews the list of objectives of the company and tries to achieve them by
promoting the company in the minds of public.
2. It forecasts how many people will be required in the company.

34

3. It enables the company to advertise itself and attract talented people.

4. It provides different opportunities to procure human resource.

METHODS OF RECRUITMENT
Recruitment is a process of searching for prospective employees and stimulating them
to apply for jobs.
Companies can adopt different methods of recruitment for selecting people in the
company. These methods are:
1. Internal sources
2. External sources
Sources of recruitment are in following diagram:

35

Internal Sources of Recruitment:

Internal sources of recruitment refer to obtaining people for job from inside the
company. There are different methods of internal recruitment:
1. Promotion: Companies can give promotion to existing employees. This method of
recruitment saves a lot of time, money and efforts because the company does not have
to train the existing employee. Since the employee has already worked with the
company. He is familiar with the working culture and working style. It is a method of
encouraging efficient workers.
2. Departmental examination: This method is used by government departments to
select employees for higher level posts. The advertisement is put up on the notice
board of the department. People who are interested must send their application to the
HR department and appear for the exam. Successful candidates are given the higher
level job. The method ensures proper selection and impartiality.
3. Transfer: Many companies adopt transfer as a method of recruitment. The idea is
to select talented personnel from other branches of the company and transfer them to
branches where there is shortage of people.
4. Retirement: Many companies call back personnel who have already retired from
the organization. This is a temporary measure. The method is beneficial because it
gives a sense of pride to the retired when he is called back and helps the organization
to reduce recruitment selection and training cost.
5. Internal advertisement: In this method vacancies in a particular branch are
advertised in the notice board. People who are interested are asked to apply for the
job. The method helps in obtaining people who are ready to shift to another branch of
the same company and it is also beneficial to people who want to shift to another
branch.
6. Employee recommendation: In this method employees are asked to recommend
people for jobs. Since the employee is aware of the working conditions inside the

36

company he will suggest people who can adjust to the situation. The company is
benefited because it will obtain.

Merits of internal sources:

1. Improves morale
2. Proper evaluation
3. Economical
4. Promotes loyalty

Demerits of internal sources:

1. Limited options
2. Lack of originality

External Methods/Sources of Recruitment:

External sources of recruitment refer to methods of recruitment to obtain people from
outside the company. These methods are:
1. Management consultant: Management consultant helps the company by providing
them with managerial personnel, when the company is on the lookout for entry level
management trainees and middle level managers. They generally approach
management consultants.
2. Employment agencies: Companies may give a contract to employment agencies
that search, interview and obtain the required number of people. The method can be
used to obtain lower level and middle level staff.

37

3. Campus recruitment: When companies are in search of fresh graduates or new

talent they opt for campus recruitment. Companies approach colleges, management,
technical institutes, make a presentation about the company and the job and invite
applications. Interested candidates who have applied are made to go through a series
of selection test and interview before final selection.
4. News paper advertisement: This is one of the oldest and most popular methods of
recruitment. Advertisements for the job are given in leading news papers; the details
of the job and salary are also mentioned. Candidates are given a contact address
where their applications must be sent and are asked to send their applications within a
specified time limit. The method has maximum reach and most preferred among all
other methods of recruitment.
5. Internet advertisement: With increasing importance to internet, companies and
candidates have started using the internet as medium of advertisement and search for
jobs. There are various job sites like naukri.com and monster.com etc. candidates can
also post their profiles on these sites. This method is growing in popularity.
6. Walk in interview: Another method of recruitment which is gaining importance is
the walk in interview method. An advertisement about the location and time of walk
in interview is given in the news paper. Candidates require to directly appearing for
the interview and have to bring a copy of their C.V. with them. This method is very
popular among B.P.O and call centers.

Merits of external sources:

1. Availability of suitable person
2. Bringing new ideas

Demerits of external sources:

1.
2.
3.
4.

Demoralization
Lack of co-operation
Expensive
Problem of maladjustment

38

RECRUITMENT PRACTICES IN INDIA:

1.
2.
3.
4.
5.
6.
7.
8.

Internal sources
Public employment exchange
Labor contractors
Candidates introduced by friends and relatives
Candidates brought by present employees
Casual laborers
Private employment agencies
Campus recruitment such as Institutes of Management, Institutes of

Technology, Engineering Colleges, University campus etc.

9. Sons of soul
10. Reservation

SELECTION

DEFINITION:
Selection can be defined as process of choosing the right person for the right job from
a pool of different candidates who applied for a certain job.

PROCESS:

39

The process of selection is not the same in all organizations; it can be different in
many organizations depending upon the nature of that organization. However, one
particular type of selection is approved by most organizations.

1. Job analysis: The very first step in the selection procedure is the job analysis. The
HR department prepares the job description and specification for the jobs which
are vacant. This gives details for the jobs which are vacant. This gives details
about the name of the job, qualification, qualities required and work conditions
etc.
2. Advertisement: Based on the information collected in step 1, the HR department
prepares an advertisement and publishes it in a leading news papers. The
advertisement conveys details about the last date for application, the address to which
the application must be sent etc.

40

3. Application blank/form: Application blank is the application form to be filled by

the candidate when he applies for a job in the company. The application blank collects
information consisting of the following four parts:

1. Personal details
2. Educational details
3. Work experience
4. Family background
4. Written test: The applications which have been received are screened by the HR
department and those applications which are incomplete are rejected. The other
candidates are called for the written test. Arrangement for the written test is looked
after the HR department i.e. question papers, answer papers, examination centers and
hall tickets etc.
5. Interview: Candidates who have successfully cleared the test are called for an
interview. The entire responsibility for conducting the interview lies with the HR
department i.e. they look after the panel of interviewers, refreshments, informing
candidates etc.
6. Medical examination: The candidates who have successfully cleared the interview
are asked to take a medical exam. This medical exam may be conducted by the
organization itself (army). The organization may have a tie up with the hospital or the
candidate may be asked to get a certificate from his family doctor.
7. Initial job offer: Candidates who successfully clear the medical exam are given an
initial job offer by the company stating the details regarding salary, terms of
employment, employment bond if any etc. The candidate is given some time to think
over the offer and to accept or reject.

41

8. Acceptance/ rejection: Candidates who are happy with the offer send their
acceptance within a specified time limit to show that they are ready to work with the
company.
9. Letter of appointment/final job offer: Candidates who send their acceptance are
given the letter of appointment. The letter will state the name of the job. The salary
and other benefits, number of medical leaves and casual leaves, details of employment
bond if any etc. It will also state the date on which the employee is required to start
duty in the company.
10. Induction: On the date of joining the employee is introduced to the company and
other employees through am elaborate induction program.

SIGNIFICANCE:
5 important significance of selection in an organization
1. Investment in good people by way of good selection provides a high rate of return
to the organization.
2. Selection involves certain behavioral aspects of individuals and must be according
to the behavioral specifications of the organization.
3. Today's managers are in great difficulties and hence good selection of new entrants.
4. The caliber of the work force of an organization determines its strengths and
performance.
5. An organization goes on investing on their staff. It should not go waste. Hence
good selection.

42

Chapter- 4
REVIEW OF
LITERATURE

43

REVIEW OF LITERATURE

Work by Korsten (2003) and Jones et al. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource Management
theories emphasize on techniques of recruitment and selection and outline the benefits
of interviews, assessment and psychometric examinations as employee selection
process. They further stated that recruitment process may be internal or external or
may also be conducted online. Typically, this process is based on the levels of
recruitment policies, job postings and details, advertising, job application and
interviewing process, assessment, decision making, formal selection and training
(Korsten 2003).

44

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare,
business or industrial sector may offer insights into the processes involved in
establishing recruitment policies and defining managerial objectives.
Successful recruitment techniques involve an incisive analysis of the job, the labour
market scenario/ conditions and interviews, and psychometric tests in order to find out
the potentialities of job seekers. Furthermore, small and medium sized enterprises lay
their hands on interviews and assessment with main concern related to job analysis,
emotional intelligence in inexperienced job seekers, and corporate social
responsibility. Other approaches to selection outlined by Jones et al. (2006) include
several types of interviews, role play, group discussions and group tasks, and so on.
Any management process revolves around recruitment and failure in recruitment may
lead to difficulties and unwanted barriers for any company, including untoward effects
on its profitability and inappropriate degrees of staffing or employee skills (Jones et
al. 2006). In additional, insufficient recruitment may result into lack of labour or
hindrances in management decision making, and the overall recruitment process can
itself be advanced and amended by complying with management theories. According
to these theories, the recruitment process can be largely enhanced by means of
Rodgers seven point plan, Munro-Frasers five-fold grading system, personal
interviews, as well as psychological tests (Jones et al. 2006).

Work by Hiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance. He
conducted his research on HR manager and company officials of 319 companies in
Europe regarding HR practices and policies of their respective companies and
discovered that employment security, training and development programs, recruitment
and selection, teamwork, employee participation, and lastly, personnel planning are
the most essential practices (Hiltrop 1999). As a matter of fact, the primary role of HR
is to develop, control, manage, incite, and achieve the commitment of the employees.
The findings of Hiltrop's (1996) work also showed that selectively hiring has a

45

positive impact on organizational performance, and in turn provides a substantial

practical insight for executives and officials involved. Furthermore, staffing and
selection remains to be an area of substantial interest. With recruitment and selection
techniques for efficient hiring decisions, high performing companies are most likely
to spend more time in giving training particularly on communication and team-work
skills (Hiltrop 1999). Moreover the finding that there is a positive connection existing
between firm performances and training is coherent with the human capital
standpoint. Hence, Hiltrop (1996) suggests the managers need to develop HR
practices that are more focused on training in order to achieve competitive benefits.

Work by Silzer et al (2010):

However, the process of recruitment does not cease with application of candidature
and selection of the appropriate candidates, but involves sustaining and retaining the
employees that are selected, as stated by Silzer et al. (2010).
Work of Silzer et al. (2010) was largely concerned with Talent management, and
through their work they were successful in resolving issues like whether or not talent
is something one can be born with or is it something that can be acquired through
development. According to Silzer et al (2010), that was a core challenge in designing
talent systems, facing the organization and among the senior management. The only
solution to resolve the concern of attaining efficient talent management was by
adopting fully-executable recruitment techniques. Regardless of a well-drawn
practical plan on recruitment and selection as well as involvement of highly qualified
management team, companies following recruitment processes may face significant
obstacles in implementation. As such, theories of HRM can give insights in the most
effective approaches to recruitment even though companies will have to employ their
in house management skills for applying generic theories across particular
organizational contexts. Word conducted by Silzer et al (2010) described that the
primary objective of successful talent strategies is to create both a case as well as a
blueprint for developing the talent strategies within a dynamic and highly intensive
economy wherein acquisition, deployment and preservation of human capital-talent

46

that matter,, shapes the competitive advantages and success of many companies
(Silzer et al. 2010).

Chapter- 5
RESEARCH
METHODOLOGY

47

RESEARCH METHODOLOGY

NEED OF THE STUDY:

In todays fast changing world, recruiting right candidate for the right job is very much
needed for the organization to achieve their goal sets and it vary from one to another. It
is thus important for me to understand, analyses the concept of recruitment and
selection process and its effectiveness in the current organization.

48

STATEMENT OF THE PROBLEM:

The study is conducted to find out the overall effectiveness of recruitment and
selection process of employees for different cadre groups in each department.

PURPOSE OF THE STUDY:

The main purpose is to know the effectiveness of recruitment & selection process in
relation to the job performance of employees.

OBJECTIVES:
1. To find out the relevance of recruitment & selection process in achieving goals of
the organization.
2. To study the different methods of recruitment & selection at ThinkNEXT
technologies pvt. Ltd..
3. To find out whether the recruitment activities are aligned with overall goals of the
organization
4. To study the relationship between performance and recruiting.

METHODOLOGY:
This chapter describes the research methodology adopted by the researcher for the
purpose of the study.
Research methodology is a way to systematically solve the research problem. It is a
science of studying how research is done scientifically. In it, we study the various

49

steps that are generally adopted by a researcher in studying his/her research problem
along with the logic behind them.
It includes:

Research Design
Data Collection
Data Analysis

RESEARCH DESIGN:
Descriptive Research has been used, which involves surveys and of fact findings
different kinds. The major purpose of descriptive research is the description of the
state of affairs, as it exists at present. The main characteristics of this method are that
the researcher has no control over the variable; he can only report what has happened
or what is happening.

SAMPLING SIZE:
The sampling size for the study was 35 employees from various departments. It
includes HR, Finance, Sales, and operations.

SAMPLING METHOD:
The sampling technique adopted for the study is Stratified Random sampling. A
method of sampling that involves the division of a population into smaller groups
known as strata. In stratified random sampling, the strata are formed based
on members' shared attributes or characteristics. A random sample from each stratum
is taken in a number proportional to the stratum's size when compared to the
population. These subsets of the strata are then pooled to form a random sample. So,
in my study I have taken four departments each 25% of them and done the sample
method.

50

QUESTIONNAIRE DESIGN:
The questionnaire to study the effectiveness of recruitment and selection process
consists of both open and close ended questions the researcher used Questionnaire
method for the purpose of collecting data. A Questionnaire is a list of questions sent
to a number of persons for them to answer. It secures standardized results that can be
tabulated and calculated.

METHOD OF THE DATA COLLECTION:

The source of information is generally classified as primary and secondary.

Primary Data: Primary data refers to information that is generated to meet the
specific requirement of the investigation at hand. The primary data will be
collected through the questionnaire from the employees of ThinkNEXT
Technologies pvt. ltd..

Secondary Data: Secondary data is information that is collected for the purpose
other than to solve the specific problem under investigation. The secondary
sources of data collection were information obtained from books, magazines,
websites and articles on the topic etc. In the study, the researcher would use the
secondary data to supplement the primary data.

DURATION OF THE STUDY:

The project was a detailed study on the topic Recruitment and Selection was
successfully completed within the time period of six weeks with the guidance and
support from the project guide.

SCOPE OF THE DATA:

51

To understand the various sources of recruitment provided in the organization.

It helps to analyze the recruitment policy of the organization.
It enables us to evaluate the effectiveness of different recruiting techniques and
sources for all types of job applicants in the organization.

Chapter-6
DATA ANALYSIS AND
INTERPRETATION

52

DATA ANALYSIS AND INTERPRETATION :--

The purpose of every research is to conduct a survey in order to validate the

assumptions of the study on the basis of the data collected. A respondent survey is
conducted in the form of structured questionnaire, which becomes the data for the
study. This data is in raw form unless it is analyzed and interpreted to present the main
findings.
This chapter deals with statistical analysis and interpretation of the data collected
through research with the aid of structured questionnaire. Analysis refers to studying
the data collected in terms of statistical numbers and interpretation refers to
understanding the implication of the statistical finding.
The Researcher had collected data from the employees of ThinkNEXT
TECHNOLOGIES PVT.LTD. MOHALI to study their recruitment and selection
process. The results are represented with Tables and charts.

53

TABLE-1
DESIGNATION OF EMPLOYEES IN ThinkNEXT TECHNOLOGIES
PVT.LTD. MOHALI
DESIGNATION

NO. OF RESPONDENTS

PERCENTAGE (%)

Executive
Senior Executive
Business Analyst
Assistant Manager
Manager
Total
INTERPRETATION :--

21
4
4
3
3
35

67
14
13
3
3
100

From the above information, 60% of the respondents are executive level, 12% of the
respondents are senior executive level, 12% of the respondents are business analyst,
8% of the respondents are assistant manager level and around 8% of the respondents
are manager cadger.

CHART-1
DESIGNATION OF EMPLOYEES IN ThinkNEXT TECHNOLOGIES
PVT.LTD. MOHALI

54

asst manager; 3% manager ; 3%

business analyst ; 13%
senior executive; 13%
executive ; 67%

TABLE-2
GENDER OF THE EMPLOYEES IN ThinkNEXT TECHNOLOGIES
PVT.LTD. MOHALI
GENDER

NO.

OF PERCENTAGE (%)

Male

RESPONDENTS
9

25

Female

26

75

Total

35

100

INTERPRETATION:-From the above given information, 24% of employees are male, 76% are female.

CHART -2
GENDER OF THE EMPLOYEES IN ThinkNEXT TECHNOLOGIES
PVT.LTD. MOHALI

55

80

76

70
60
50
Male

40

Column1
30

24

20
10
0

Male

Female

TABLE -3
EMPLOYEES

AGE GROUP

IN

ThinkNEXT TECHNOLOGIES

PVT.LTD. MOHALI
PARTICULARS

NO. OF RESPONDENTS

PERCENTAGE (%)

21-30 years

21

60

31-40 years

13

36

41-50 years

Total

35

100

INTERPRETATION:
From the above given information, 60% of employees belongs to the age group of
21-30 years, 36% of employees are 31-40 years,4% of employees are 41-50

CHART -3
EMPLOYEES AGE GROUP IN ThinkNEXT TECHNOLOGIES PVT.LTD
MOHALI

56

70
60

60

50
40

36

21-30 years
31-40 years

30

41-50 years

20
10
0

4
21- 30 years

31-40 years

41-50 years

TABLE-4
EXPERIENCE OF EMPLOYEES IN ThinkNEXT TECHNOLOGIES
PVT.LTD. MOHALI

EXPERIENCE

NO. OF RESPONDENTS

PERCENTAGE (%)

Below 3 years

18

56

5 to 10 years

12

32

10 to 15 years

12

Total

35

100

INTERPRETATION :-From the above information, 56% of the respondents says that they have below 3
years of experience, 32% of the respondents says that they have 5 to 10 years of
experience, 12% of the respondents says that they have 10 to 15 years of experience

CHART-4

57

EXPERIENCE OF EMPLOYEES IN ThinkNEXT TECHNOLOGIES

PVT.LTD. MOHALI

60

56

50
40
32

Below 3 years

30

5 to 10 years
10 to 15 years

20
12
10
0

Below 3 years

5 to 10 years

10 to 15 years

TABLE -5
THE RECRUITMENT SYSTEM IN ThinkNEXT
TECHNOLOGIES PVT. LTD. MOHALI

RESPONSE
Highly satisfied

NO. OF RESPONDENTS
15

PERCENTAGE (%)
60

Satisfied

15

32

Neutral

Dissatisfied

Highly Dissatisfied

Total

35

100

INTERPRETATION :-60% of the respondents satisfied with the recruitment system in Pro Ace InfoTech,
32% of the respondents are highly satisfied, 8% of them are in a neutral state.

58

70
60

60

50
40

32

Highly Satisfied

30

Satisfied
Neutral

20
10

Dissatisfied

Highly Dissatisfied
00

TABLE -6
INTERVIEW

PROCESS

IN

ThinkNEXT

TECHNOLOGIES

PVT.LTD. MOHALI IS SATISFACTORY

RESPONSE

NO. OF RESPONDENTS

PERCENTAGE (%)

Yes

31

88

No

12

Total

35

100

INTERPRETATION :-88% of the respondents are satisfied with the interview process in Pro ace InfoTech
and around 12% of them are not satisfied with the interview process

59

100
90

88

80
70
60
Yes

50

Column1

40
30
20

12

10
0

Yes

No

TABLE 7

RESPONSE

NO.

OF PERCENTAGE (%)

Yes
No
Total

RESPONDENTS
33
2
35

96
4
100

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

INTERPRETATION :-96% of the respondents feels that the position objectives is defined clearly during the
recruitment process, and 4% of the respondents feels that it is not clearly defined.

CHART -7

60

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

120

100

96

80

Yes

60

Column1
40

20
4
0

Yes

No

TABLE -8
REVISION OF RECRUITMENT POLICY
FREQUENCY

OF NO.

OF PERCENTAGE (%)

REVISION

RESPONDENTS

Very often

24

Often

Sometimes

Only when need occurs

21

60

Total

35

100

INTERPRETATION :-60% of the respondents says that recruitment policy are being evaluated and revised
only when need occurs,8% of the respondents says that recruitment policy are being
evaluated and revised only at sometimes, and 8% says it occurs often and remaining

61

respondents says that recruitment policy are evaluated and revised often to the
statement.

CHART -8
REVISION OF RECRUITMENT POLICY

70
60
50
40
30
20
10
0

60

24
8

8
Very Often

TABLE -9
RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING
THE GOALS OF THE COMPANY
RESPONSE

NO.

OF PERCENTAGE (%)

Yes
No
Total

RESPONDENTS
32
3
35

92
8
100

INTERPRETATION :-92% of the respondents say that the companys recruitment policy is helpful in
achieving the goals of the company, whereas 8% of respondents says that it does not
helpful in companies recruitment policy in achieving their goals to the statement.

CHART -9

62

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING

THE GOALS OF THE COMPANY

100

92

90
80
70
60
50

Yes

40
30
20
8

10
0
Yes

No

TABLE -10 :-RESPONSE

NO. OF RESPONDENTS

PERCENTAGE (%)

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

27
4
3
1
0
35

76
12
8
4
0
100

SATISFIED

WITH

THE

JOB

DECRIPTION

GIVEN

TO

REQUIRED VACANCY
INTERPRETATION :-- 76% of the respondents highly satisfied with the job
description given to the required vacancy, and 12% of the respondents are satisfied
and 8% of the respondents are neutrally satisfied with the job description given to the

63

required vacancy and remaining 4% of the respondents are dissatisfied to the

statement.

CHART -10
SATISFIED

WITH

THE

JOB

DECRIPTION

GIVEN

TO

REQUIRED VACANCY
80 76
70
60
50
40
30
20
12
8
4
10
0

Highly Satisfied
Satisfied
Neutral
Dissatisfied
0

Highly Dissatisfied

TABLE -11
OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF
RECRUITMENT
PARTICULARS

NO. OF

PERCENTAGE (%)

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Total

RESPONDENTS
27
4
4
0
0
35

76
12
12
0
0
100

INTERPRETATION :-76% of the respondent states that they are highly satisfied with the consultants
involving in the process of recruitment and 12% of the respondents are satisfied and
12% of the respondents felt neutral

CHART-11
64

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF

RECRUITMENT
80
70
60
50
40
30
20
10
0

76

12

12
Highly satisfied
0

TABLE -12
PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED
ROUNDS CONDUCTED

NO. OF RESPONDENTS PERCENTAGE (%)

Written test

11

32

Technical Skill

20

Group Discussion

20

HR Round

10

28

Total

35

100

INTERPRETATION :-32% of the respondents gave priority to written test conducted, and 20% of the
respondents gave priority to Technical Skill, whereas 20% of the respondents gave
priority to Group Discussion round and around 28% of the respondents states that
they gave priority to HR Round to the statement.

CHART-12
PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

65

35

32

30

28

25
20

20

20
Written test

15
10
5
0
Written test

Technical skills Group discussion

HR round

TABLE -13
MODE OF ENTRY INTO ORGANIZATION
MODE

NO. OF RESPONDENTS

PERCENTAGE (%)

Employee Referral

20

Campus Recruitment

14

40

Recruitment agencies

14

40

Total

35

100

INTERPRETATION :-20% of the respondents are recruited through Employee Referral, 40% of the
respondents recruited through Campus Recruitment and remaining 40% of them are
recruited through Recruitment agencies to the statement.

CHART -13
MODE OF ENTRY INTO ORGANIZATION

66

45

40 40

40
35
30
25
20

20

15

Employee Referral

10

Campus Recruitment
Recruitment Agencies

5
0

TABLE -14
OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS
OF RECRUITMENT
PARTICULARS

NO. OF RESPONDENTS

PERCENTAGE (%)

Highly satisfied

29

84

Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

Total

35

100

Interpretation:
84% of the respondents are highly satisfied with the test conducted, 8% of the
respondents are satisfied with the selection test, 8% of them are in neutral and 3% of
the respondents.

CHART -14

67

OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS

OF RECRUITMENT
90 84
80
70
60
50
40

Highly Satisfied

30

Satisfied

20
10
0

Neutral
88

Dissatisfied
Highly Dissatisfied
00

TABLE -15
ORGANIZATION EXPECT FROM THE CANDIDATES DURING
RECRUITMENT
PARTICULARS

NO. OF RESPONDENTS PERCENTAGE (%)

Experience
Skill & Knowledge
Attitude
Others
Total

14
15
6
0
35

40
44
16
0
100

INTERPRETATION :-40% of the respondents says that organization expects experienced candidates during
recruitment, almost 44% of the respondents says that organization expects Skill and
Knowledgeable candidate during recruitment, and remaining 16% of the respondents
says that the organization expects Attitude candidates during recruitment in the
statement.

CHART -15

68

ORGANIZATION EXPECT FROM THE CANDIDATES DURING

RECRUITMENT
Chart Title
50
40
30
20
10
0

Experience

Skill & Knowledge

Experience

Skill & Knowledge

Attitude
Attitude

Chapter-7

69

Others
Others

FINDINGS,
SUGGESTION AND
CONCLUSION

FINDINGS:
Majority of the respondents come under the category of 21-30. 24% of
respondents were male, & 76% were female.
32% of respondents are satisfied the recruitment system in ThinkNEXT
TECHNOLOGIES PVT.LTD 88% of the respondents is satisfied with the
interview method followed in the organization.
60% of the respondents felt that recruitment policy is being evaluated and
revised only when need occurs.
12% of the respondent is satisfied with the consultants involving in the
recruitment process.
Majority of the recruiters agree with recruiters being knowledgeable and
experienced personnel.
76% of respondents are highly satisfied with the job description provided for
the vacancy.
Majority of respondents opinion was good regarding recruitment and
selection process followed in the organization.

70

SUGGESTIONS:
The company needs to recruit high quality staff with the right skills on the
appropriate contracts to deliver the key objective of the position and organization.
Employee feedback after placement will increase his/ her morale.
Employee should be given enough time to reflect and plan improvements.
The company must choose a recruiting approach that produce the best pool of
candidates quickly and cost effectively.
The company can focus on minimizing the percentage of non- joining candidates
after the recruitment process.
To keep an update of the man power required in the sales department a summary
sheet and via tracker of sales employees in each zone was created.
To enable an easy raise of MRF and to cut down the time consumed in getting one
done a power point presentation was prepared which was provided with a demo of
the process to be followed.
It is important for the organization to know exactly what they have to offer
potential employee, than highlight their best features when recruiting candidates.
As and when the resumes were received a primary screening of it is to be done
and a tracker should be updated which had all the fields that was required for
evaluation and easy identification of the candidates suitable for various fields.

71

 The technical problems of on boarding should be informed to the IT department .

The new joiners were given quick books and instruction manuals to guide them
with onboarding process.
The company can recruit more candidates in CSD for smooth functioning of the
organization

CONCLUSION:
Recruitment is essential to effective Human Resource Management. It is the heart of
the whole HR systems in the organization. The effectiveness of many other HR
activities, such as selection and training depends largely on the quality of new
employees attracted through the recruitment process.
The study has been conducted only for the recruitment of level 1 and level 2 classes of
employees. Policies should always be reviewed as these are affected by the changing
environment. Management should get specific training on the process of recruitment
to increase their awareness on the danger of wrong placements.
HR practitioners should be on the guard against all the malpractices and advocate for
professional approach throughout the system. The HR should indicate disagreement in
the event that biasing towards certain candidates is creeping in and point out the
repercussion that may follow in terms of performance and motivation.
Finally, better recruitment and selection strategies result in improved organizational
outcomes. The more effectively organizations recruit and select candidates, the more
likely they are to hire and retain satisfied employees. In addition, the effectiveness of
the organizations selection system can influence bottom-line business outcomes, such
as productivity and financial performance. Hence, investing in the development of a
comprehensive and valid selection system is money well spent.

72

Chapter-8
QUESTIONNAIRE

73

QUESTIONNAIRE
Dear Sir/Madam,
I am Bhupinder Kaur pursuing MBA second year in GLOBAL INSTITUTES OF
MANAGEMENT, AMRITSAR. I am doing a study programme on Recruitment
and Selection process in ThinkNEXT TECHNOLOGIES PVT.LTD. MOHALI
I request you to render kind co-operation towards this Questionnaire. I assure you that
the information given by you is kept confidential and purely used for academic
purpose.
Name:
Designation:
(a) Executive
(b) Senior Executive
(c) Business Analyst
(d)Assistant Manager
(e) Manager
Department:
Gender:

Male/ Female

Age:
(a) 21 to 30 years
(b) 31 to 40 years
(c) 41 to 50 years
(d) Above 50

74

Marital Status:
(a) Married
(b) Unmarried
Educational Qualification:
(a)
(b)
(c)
(d)

Below 12th
Diploma
UG
PG

Monthly Income:
(a) 7000 10000
(b) 10000 15000
(c) 1500020000
(d) Above 20000
Experience:
(a)
(b)
(c)
(d)

Below 5 years
5 to 10 years
10 to 20 years
above 20 years

QUESTIONNAIRE

ON

RECRUITMENT AND

SELECTION

PROCESS

1) Designation of employees in ThinkNEXT TECHNOLOGIES PVT.LTD?

a) Executive
b) Senior Executive
c) Business Analyst
d) Assistant Manager
e) Manager
2) Gender of the employees in the ThinkNEXT TECHNOLOGIES PVT.LTD?
a) Male
b) Female
3) Employees age group in ThinkNEXT TECHNOLOGIES PVT.LTD ?
a) 21-30 Years
b) 31-40 Years
c) 41-50 Years
4) Experience of employees in ThinkNEXT TECHNOLOGIES PVT.LTD?
a) Below 3 years
b) 5 to 10 years
c) 10 to 15 years

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5) The Recruitment system in ThinkNEXT TECHNOLOGIES PVT.LTD?

a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
6) Interview process in the ThinkNEXT TECHNOLOGIES PVT.LTD?
a) Yes
b) No
7) Candidates specialisation in recruitment process?
a) Yes
b) NO
8) Revision of recruitment policy?
a) Very Often
b) Often
c) Some Times
d) Only When Need Occurs
9) Recruitment policy helpful towards achieving the goal of the company?
a) Yes
b) No
10) Satisfied with the job description given to required vacancy?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
11) Opinion about consultants involving in process of recruitment?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
12) Priority given to each of the round conducted?
a) Written Test
b) Technical Skill
c) Group Discussion
d) HR Round
13) Mode of entry in organisation?
a) Employees Referral
b) Campus Recruitment
c) Recruitment Agencies
14) Opinion about selection test conducted on basis of recruitment ?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied

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e) Highly Dissatisfied
15) Organization expected from the candidates during recruitment?
a) Experience
b) Skill & Knowledge
c) Attitude
d) Others

Chapter-9
BIBLIOGRAPHY

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BIBLIOGRAPHY

Shashi K. Gupta, Rosy Joshi Principles of Human Resource Management

Poonam Gandhi, Business Studies

WEBLIOGRAPHY

http://www.scribd.com/doc/21791869/Recruitment-Selection-Process-Project-

Report
www.managementparadise.com/forums/human-resources-management-h-

r/852-recruitment-selection-process.html
http://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-

REVIEW-RECRUITMENT-AND-SELECTION
http://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection

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