Final Report

On

Study of Various Recruitment Practices

for Renovix HR Services Pvt Ltd

Submitted By:

Mahi Joshi

18BSP0600

Submitted To:

MR RAJIV MAJHI (COMPANY GUIDE)

Dr. RACHNA SHARMA (FACULTY GUIDE)

 REPORT
ON
Study of Various Recruitment Practices
for Renovix HR Services Pvt Ltd
By
Mahi joshi
18BSP0600
For
Muleshwar Finserve LLP
A Report Submitted in Partial Fulfilment of
The Requirement of
PGPM Program of
IBS Mumbai
Mr. Rajiv Manjhi Dr. Rachna sharma
(Company Guide) (Faculty Guide)
Renovix Hr services pvt ltd IBS Mumbai
Date of Submission:
 ACKNOWLEDGEMENT

The success and final outcome of this Report required a lot of guidance and assistance from
many people and I am extremely privileged to have got this all along the completion of my
project. All that I have done is only due to such supervision and assistance and I would not
forget to thank them.
I respect and thank Mr. Rajiv Majhi, for providing me an opportunity to do the project work
in Renovix HR Services and giving us all support and guidance, which made me complete the
project duly. I am extremely thankful to Dr Rachna Sharma for providing such a nice support
and guidance, although he had busy schedule managing the corporate affairs.
I owe my deep gratitude to our faculty guide Dr Rachna Sharma, who took keen interest on
our project work and guided us all along, till the completion of our project work by providing
all the necessary information for developing a goodsystem.
I would not forget to remember Ms. Riya Bharali of Renovix HR Services for their
encouragement and more over for their timely support and guidance till the completion of our
projectwork.
I heartily thank our internal project guide, Mr. Rajiv Majhi (Business Partner) for his
guidance and suggestions during this project work.
I am thankful to and fortunate enough to get constant encouragement, support and guidance
from all Teaching staffs of Renovix HR Services which helped us in successfully completing
our project work.

MAHI JOSHI

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 TABLE OF CONTENT

Abstract ....................................................................................................................................03

About The Company .............................................................................................................. 04

SWOT Analysis .......................................................................................................................11

Human Resource Management… ........................................................................................... 13

Introduction .............................................................................................................................18

Recruitment & Selection… .....................................................................................................19

Objective ..................................................................................................................................48

Methodology........................................................................................................................... 48

Work Done ..............................................................................................................................48

Learning ...................................................................................................................................50

Challenges ...............................................................................................................................50

Sample Posters ........................................................................................................................ 51

Recommendation… ................................................................................................................ 53

Bibliography… ....................................................................................................................... 54
 Authorization

I hereby declare that this project is a record of original work done by me. The results embodied
in this report have not been submitted to any other university or institute for the award of any
degree or diploma.
The findings and conclusions of this report are based on my personal study and experience and
are conducted under guidance of Mr Rajiv Majhi (Founder of Renovix HR Pvt Ltd)
This report is submitted in partial fulfillment of the requirements of PGPM program of, IBS
Mumbai.

Name: Mahi Joshi

Enrollment No.: 18BSP0600

-----------------------------------
Dr Rachna Sharma
(Faculty Member, IBS-Mumbai)

Date: 31st May 2018

2
 ABSTRACT
Recruitment is the process of searching for prospective candidates and stimulating them to
apply for jobs in the organization. Selection may be defined as the process by which the
organization chooses from among the applicants those people whom they feel would best
meet the job requirement. In today’s rapidly changing business environment organizations
have to respond quickly to requirements for people. Hence it is important to have a well
defined recruitment policy in place, which can be executed effectively to get the best fits for
the vacant positions.

The internship provided an overview of the functioning of the human resource processes in
the organization. My project focuses on “Recruitment Process as well as Recruitment
Practices” used by Renovix

Renovix HR Pvt Ltd is a consultancy firm which provides candidate’s a door to their dream
job. They provides a solution to their problems and place them accordingly. Renovix HR Pvt.
Ltd. understands what it takes a company to hire the right professional for the right position.
This is a young, dynamic and fast emerging consulting house headquartered at Mumbai and
network of associates at multiple locations across the world. Headquartered at Mumbai, we
provide world class HR services through our company owned offices across India. We
engage with more than 800 Corporate Clients and work across industry verticals catering to
requirements of leading names in BFSI, FMCG and Consumer Durables, Retail, Telecom, IT,
BPO and ITES, Automobiles, Services, Manufacturing, Engineering and several other
sectors.

Recruitment Practices means the different Criteria used to hire a perfect candidate in an
organization. In my report I will discuss about the different criteria used to finalize a
candidate in anorganization.

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ABOUT COMPANY:

Renovix HR Services Pvt Ltd commenced operations in 2013 for providing total HR
Solutions to MNCs and Indian Corporate. It started with HR Consulting division and later
diversified into Temp Staffing and Manpower Outsourcing. Renovix HR Services currently
employs more than 1000 employees with leading MNCs, Indian Corporate, FMCG, Service
Industries, Information Technologies, Engineering & Manufacturing Companies.

A team of first generation entrepreneurs promotes Renovix HR Services. Together they bring
in the experience with global organizations in recruitment & resourcing, solution
development, people management, administration and marketing.

Renovix HR Services understand what it takes a company to hire the right professional for
the right position.This is a young, dynamic and fast emerging consulting house headquartered
at Mumbai and network of associates at multiple locations across theworld.

Why Renovix?

 Deep domain knowledge and extensive industrynetwork.

 Extensive database ofcandidates.
 Focus on CustomerService.
 Superior customerservice.
 Prefer quality of candidates over number ofcandidates
 Process orientedapproach.
 Follow a strict code ofethics.
 We approach our work proactively and always strive to pre-empt yourneeds.

Vision

To understand the Business Process in providing a Solution. And to strengthen the feeling
that our relationship with our clients is a partnership where success is the destination. And to
be a world class service provider of resourcing solutions, technology training and consulting
services in IT & NonIT.

Mission

To emerge as a HR services provider of global repute, anchored on values of growth, dignity,

transparency, and diversity.Their role is also to maximize the client's performance related to

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human resources by introducing or marketing "best practice" products or services as well as
to provide periodic feedback to clients regarding their performance related to annual
managementobjectives.

Recruitment Process of Renovix HR

Analyse The Job: Job Analysis is a process to identify and

determine in detail the particular job duties and
requirements and the relative importance of these duties for
a given job. Job analysis is a process where judgements are
made about data collected on job.

Sourcing: - Sourcing refers to a number of procurement

practices, aimed at finding, evaluating and engaging
suppliers for acquiring the goods and services.

Screen and Selection: -Application screening identifies

individuals for referral to the interview stage and ultimately
for hire. Review of the resume provides the first opportunity
to assess an applicant's qualifications. The initial screening
reviews application materials to determine if minimum
qualifications for the position have been met. Only
applicants who met the minimum qualifications are
reviewed at this stage.

On boarding: - On boarding, also known as organizational

socialization, refers to the mechanism through which new
employees acquire the necessary knowledge, skills, and
behaviours to become effective organizational members and
insiders.

5
Services offered at Renovix HR: -

Executive Search

Is a specialized wing of Renovix HR, is defined by the expertise, knowledge and network that
we have across sectors to play the crucial role of identifying, screening, assessing and hiring
the most suitable resource. Our PAN India presence enables us to provide customized and
personalized services to our customers, irrespective of their size or location.

Regulatory Compliance

We provide dependable and customizable solutions by combining business domain

knowledge with technology competence and proven methodologies to deliver high quality
results in a cost-effective manner to maximize your competitive advantage andproductivity.

Payroll Processing

We have our In-house Payroll & Compliances Management Team with latest tools &
payment software. We make sure that our Temp staff gets their salaries on time and their
contributions towards PF, ESI are being deposited with the respective Government.
Authorities well in time along with the monthly / yearlyreport.

Temporary Staffing

This segment involves providing candidates to the client for a contracted period. These
candidates are on united HR solution payroll and match the client's specifications for
manpower.

Permanent Staffing

Are assignments are those when you look to hire people on your payroll on a permanent
basis. The scope of work for a permanent staffing assignment would include sourcing and
initial screening of candidates as well as coordinating of interviews with theclient.

Training and Skill Development

Prior to the final placement Temp Staff undergo a training program in which we impart the
knowledge, facts and the information about the client, its Business, Products & Services.

6
Some Clients Of Renovix HR Pvt Ltd:

Sleek International Kitchen Kotak Securities

Pepper Fry Total Group

Motilal Oswal Larsen and Toubro

Linus HDFC Bank

Furniture

Equitas Bank Godrej Constructions

7
Pepsi Godrej and Boyce

Bisleri Godrej Electrical and Electronics

Religare Godrej Interio

8
Parekh Metrika

Saviesa Home Angel Broking

Panacea Biotech Narsi

9
Pantaloons Marks and Spencers

Sutlej Textiles Axis Mutual Funds

10
SWOT Analysis of Renovix HR Services:

Strength -

Strengths are defined as what each business does best in its gamut of operations which can
give it an upper hand over its competitors. Following are the strength of Renovix HR
Services:-

 Strong Compliance: Renovix HR has a strong documentation policy which covers

client selection, details of candidates, mandates - received, running andclosed.
 Effective Candidate Screening: Renovix HR Services screens the candidates before
sharing the profile with the company. Renovix HR Services conduct first round of
interview on behalf of company and send only suitable candidate for further round.
They study every Job Description in detail and then work onit.
 Loyal Clients: Renovix HR Services have the strong client base and they believe in
satisfying their client at itsbest.
 Sectorial Reach: Renovix HR have client in different sectors like BFSI, FMCG, IT,
Building Materialetc.
 Mandate Selection: The organisation is specific with the mandates it accepts, i.e.,
selects or accepts those mandates for which the specialised service of the origination
can berendered.

Weakness -

Weakness are use to refer the areas where the business or the brand needs improvement.
Some of the key weaknesses of Renovix HR Servicesare

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  Limited Services: Services offered by Renovix HR is limited to BFSI, Building
Material, and Logisticsetc.
 Feedback Process: The turnaround time of sharing the candidate feedback ranges
from one week to one month or sometimes does not happen due to operational
constraints.
 Acknowledgement of Candidature: The candidate who voluntarily approaches
Renovix HR are sometimes unacknowledged due to operational constraints.

Opportunities -

Opportunities refer to those avenues in the environment that surrounds the business on which
it can capitalize to increase its returns. Some of the opportunities include:

 New start-ups: Due to increased demand for the company's products and services
there is a growing opportunity of man power requirement.
 New profiles or mandates: The ability to get cutting edge experience by helping
start-up companies transform themselves into established companies.
 Outsourcing: The market trend toward outsourcing.

Threats-

Threats are those factors in the environment which can be detrimental to the growth of the
business. Some of the threats include:

 Obsolete practices: A threat to an HR practice is the possibility that the practice may
no longer be viable. This can happen due to changes to the workforce, economic
changes and even political changes.
 Legal environment: A change in the legal environment that creates increased legal
liability for outsourced HR companies
 Time Constraints: The existence of multiple organisations creates a threat as the
same mandates can give to multiple HR consultants.

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 Human Resource Management

Human Resource Management is the process of recruiting, selecting, inducting employees,

providing orientation, imparting training and development, appraising the performance of
employees, deciding compensation and providing benefits, motivating employees, maintaining
proper relations with employees and their trade unions, ensuring employees safety, welfare and
healthy measures in compliance with labour laws of the land.

Human Resource Management involves management functions like planning, organizing, directing
and controlling

 It involves procurement, development, maintenance of human resource

 It helps to achieve individual, organizational and social objectives
 Human Resource Management is a multidisciplinary subject. It includes the study of
management, psychology, communication, economics and sociology.
 It involves team spirit and team work.
 It is a continuous process.

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 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
A human resource manager has to be well-versed in various disciplines. It is needless to say that
exceptional communication and decision making skills are essential. Let’s understand the way in
which HRM contributes to the business.

Recruitment and Staffing

This is one of the major functions of human resource management. Human resource personnel
shoulder the responsibility of getting the right kind of talent as per the requirement of the company.
Recruitment is broadly divided into two parts: Attract the talent and later hire the right candidates.
Initially, the human resource personnel have to understand the business model, gauge the
requirement of the organization and have a recruitment strategy in place.
Once this is done, they need to reach out to the candidates, filter the numerous applications and hire
the most suitable candidate for the role. It is a very long and tedious process.

14
 Training and Development
Once the employees are hired, they need to be trained. Human resource management is responsible
for assessing the training needs of the employees. Not only the new joiners, but also the tenured
employees need to be trained on the new technologies or other required skills after promotion.
Many HR departments also provide leadership training and professional development. HR also
arranges for the exams for the employees if required.

Payroll Management
Human resource specialists usually look after the compensation and benefits. They conduct research
and analysis of the salary trends and pay practices in the market and formulate the strategies and
compensation plans. Provident fund, gratuity, medical insurance, tax deductions, reimbursements,
bonus, incentives, etc. is also covered in payroll management. They also need to be updated on the
government rules and policies.

Appraisals and Performance Management

HRM conducts timely appraisals for the employees as per the policies of the organization. This
includes evaluating the performance of the employees, giving them feedback and suggestions,
generating appraisal reports and passing it on to the higher management. Also, they keep the
employees motivated to put their best foot forward and help them align their individual goals with
the goals of the organization.

Conflict Resolution
Within an organization, there are different types of people with different educational background,
temperament and values. It is possible that a conflict may arise. The HR has to map a solution to the
problems, either between the employees or the employees and the management. In this process, the
HR also ensures that there is no discrimination and none of the parties are disappointed and the
functioning of the organization is not affected.

Employee Relation
Employee relation management is majorly the responsibility of the HR Specialists. They screen the
candidatures, interviews the people, etc. They are also in contact with the colleges and the
placement cell. The biggest aim of employee relation management is to ensure that there is a
healthy relation between the employee and the employer and the employees are satisfied with the
organization.

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Following are the various another functions of human resource management that are essential for
the effective functioning of the organization:

1. Recruitment
2. Selection
3. Induction
4. Performance appraisal
5. Training &development

 Recruitment
The process of recruitment begins after manpower requirements are determined in
termsofqualitythroughjobanalysisandquantitythroughForecastingandPlanning.

 Selection
The selection is the process of ascertaining whether or not candidates possess the requisite
qualifications, training and experience required.

 Induction
Induction is the technique by which a new employee is rehabilitated into the changed
surroundings and introduced to the practices, policies and purposes of the organization.

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 Performance Appraisal
Performance Appraisal is defined as the process of assessing the performance and progress of
an employee or a group of employees on a given job and his / their potential for future
development.

 Training &Development
It is any attempt to improve current or future employee performance by increasing an
employee’s ability to perform through learning, usually by changing the employee’s attitude
or increasing his or her skills and knowledge.

HR EQUILIBRIUM BETWEEN.…

STRATEGY OPERATIONAL

PROACTIVE REACTIVE

SPECIALIST GENERALIST

OFF THE
TAILORED SHELF

GOVERNMENT PERSONAL
DRIVEN DRIVEN

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INTRODUCTION

In human resource management, “recruitment” is the way toward finding and procuring the
best and most qualified contender for an employment opportunity, in an auspicious and savvy
way. It can likewise be characterized as the "procedure of looking for planned representatives
and invigorating and urging them to apply for employments in an association".

It is one entire procedure, with a full life cycle, that starts with identification of the
requirements of the organization concerning the activity, and finishes with the acquaintance
of the representative with theassociation.

When we talk about the enrolment procedure, we quickly consider exercises, for example, the
investigation of the prerequisites of a particular occupation, drawing in possibility to apply
for that activity, screening the candidates and choosing among them, procuring the picked
contender to turn out to be new workers of the association, and coordinating them into the
structure.

Clearly, the principle motivation behind why the enlistment procedure is executed is to
discover the people who are best met all requirements for the situations inside the
organization, and who will help them towards achieving hierarchical objectives.

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 Note: Sample poster designed for
recruitment process

Recruitment Practices means the different criteria and methodologies used to hire a perfect
candidate in an organization. Some of the different recruitment practices and methodologies
are as follows:

 Decide Before hand–What are you Searching for: Recruiter should be clear about
the qualities, qualifications of the desired candidate. Being sure at the onset saves
time and energy and pays off in the long term.
 Advertising: Selectioon criteria should be advertised in all sources for maximum
reach. If recruitment consultants are being hired, they should be fully aware of the
requirements and have a deep knowledge of the company’s profile. Strategies should
be determined for covering all markets and sources to ensure
application from the best of candidates.
 Search Web: Web is used for a whole bunch of things like managing network,
however they are also being used for managing candidates. Yes, it might sound a new
concept but it has been in place since long. The range of cutting edge tools can be
used to search for employees and identify new talent pools. By using dynamic tools,
web can be personalized experience for the recruiter as well the candidate.

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 Choose Suitable Assessment Method: The main assessment methods usually
followed are review of information in the application form, interview and practical
written test. CV provides information about the candidate’s qualification and
experience. It helps to measure prospective important skills like supervisory skills.
However, the best method for assessing those skills is to have a verbal test to assess
the exact situation.
 Interview: Interview is the time when candidates are given a chance to showcase
what they have for the organization and how well they can perform underpressure.
 Referrals Give The Best Results: Referral basically means an opportunity for a
potential candidate to connect with the future possible employer through a mutual
link. It might be employee, mutual friend or associate. Referrals are treated as the
most effective way of hiring with both candidates and employers.
 Making A Decision: The final decision should be based on the feedback of seniors,
own judgment of the candidate, the level of matching of desired specifications with
those of candidate’s. All applicants should be ranked in an unbiased manner.
 Search Within Existing Talent Pool: Companies look within their existing
employee base also for the talent they need. By doing this they leverage proven ex.
perience, competence and cultural fit. It is a quick, cost effective and successful way
of hiring. Matching open positions with the internal staff needs a proper and
innovative social communicative method.
 Review Your Approach - Make Changes If Required: If after following the above
steps, you get lucky, it is really good but if otherwise, it needs a review of the
approach along with colleagues to analyse the reasons for it.
 Look Forward: Responding to the job market is not a sufficient thing in the present
scenario. Recruitment as a whole involves gauging the needs of the clients not for the
current period but for the next few years as well.

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Sources of Hiring:

Learnt about different sources of Recruitment viz. campus Recruitment, Online Recruitment,
Online Portals, Head Hunting, Poaching, Campus Recruitment, References.

Telephonic Interview:

I got an opportunity to take interview of senior HR’s who is having more than 10 years of
experience. I realised how much preparation is needed when you are taking an interview of 10+
Years experienced candidate. I learned what type of questions you need before taking their
interview.

Skype Interview:

I got an opportunity to take Skype interview of Interior Designers profile for Sleek International
Modular Kitchen. First round of these candidates on behalf of Sleek was conducted by us.

Study Candidate Behaviour:

I learnt how to judge a person initially over the telephone during the telephonic interviews by
checking on their confidence & Communication skills on the questions asked.

Learnt to cheer them up, if incumbents are feeling nervous or low on confidence. Learnt to use
humour as a tool to refresh them and cheer them up for better answering to the said Questions.

Sectors:

Working with a consultancy gives you advantages that you get an opportunity to work in
different sectors like I did. I worked with different sectors like- BFSI, Furniture & Modular
Kitchen, FMCG, IT, Interior Designers, Building Material, Manufacturing, Logistics etc.

RECRUITMENT:-
Recruitment is a process of finding and attracting the potential resources for filling up the vacant
positions in an organization. It sources the candidates with the abilities and attitude, which are
required for achieving the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analysing the job requirements,
reviewing applications, screening, shortlisting and selecting the right candidate.

21
To increase the efficiency of hiring, it is recommended that the HR team of an organization
follows the five best practices (as shown in the following image). These five practices ensure
successful recruitment without any interruptions. In addition, these practices also ensure
consistency and compliance in the recruitment process.

Recruitment process is the first step in creating a powerful resource base. The process undergoes a
systematic procedure starting from sourcing the resources to arranging and conducting interviews
and finally selecting the right candidates.

Recruitment Planning:
Recruitment planning is the first step of the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature, experience, qualifications and
skills required for the job, etc.

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A structured recruitment plan is mandatory to attract potential candidates from a pool of
candidates. The potential candidates should be qualified, experienced with a capability to take the
responsibilities required to achieve the objectives of the organization.

Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. This process begins
with receiving the requisition for recruitments from different department of the organization to the
HR Department, which contains −

 Number of posts to be filled

 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether the
position is required or not, permanent or temporary, full-time or part-time, etc. These parameters
should be evaluated before commencing recruitment. Proper identifying, planning and evaluating
leads to hiring of the right resource for the team and the organization.

Job Analysis
Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities,
skills, abilities, and work environment of a specific job. These factors help in identifying what a
job demands and what an employee must possess in performing a job productively.

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Job analysis helps in understanding what tasks are important and how to perform them. Its purpose
is to establish and document the job relatedness of employment procedures such as selection,
training, compensation, and performance appraisal.

The following steps are important in analyzing a job −

 Recording and collecting job information

 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the job
The immediate products of job analysis are job descriptions and job specifications.

Job Description
Job description is an important document, which is descriptive in nature and contains the final
statement of the job analysis. This description is very important for a successful recruitment
process.

Job description provides information about the scope of job roles, responsibilities and the
positioning of the job in the organization. And this data gives the employer and the organization a
clear idea of what an employee must do to meet the requirement of his job responsibilities.

Job description is generated for fulfilling the following processes −

 Classification and ranking of jobs

 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards
A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
 Process of Supervision

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  Working Conditions
 Health Hazards
Job Specification
Job specification focuses on the specifications of the candidate, whom the HR team is going to
hire. The first step in job specification is preparing the list of all jobs in the organization and its
locations. The second step is to generate the information of each job.

This information about each job in an organization is as follows −

 Physical specifications
 Mental specifications
 Physical features
 Emotional specifications
 Behavioral specifications
A job specification document provides information on the following elements −

 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career
Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining the relative
value/worth of a job in relation to the other jobs in an organization.

The main objective of job evaluation is to analyze and determine which job commands how much
pay. There are several methods such as job grading, job classifications, job ranking, etc., which
are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations.

Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for
hiring the resources. After completing the preparation of job descriptions and job specifications,

25
the next step is to decide which strategy to adopt for recruiting the potential candidates for the
organization.

While preparing a recruitment strategy, the HR team considers the following points −

 Make or buy employees

 Types of recruitment
 Geographical area
 Recruitment sources
The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment strategy
include −

 Setting up a board team

 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy
Searching the Right Candidates
Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will be
initialized. This process consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.

 Selling − Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into
two categories: Internal Sources and External Sources.

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Internal Sources of Recruitment:
1. Promotions:
The promotion policy is followed as a motivational technique for the employees who work hard and

show good performance. Promotion results in enhancements in pay, position, responsibility and
authority. The important requirement for implementation of the promotion policy is that the terms,

conditions, rules and regulations should be well-defined.

2. Retirements:
The retired employees may be given the extension in their service in case of non-availability of

suitable candidates for the post

3. Former employees:
Former employees who had performed well during their tenure may be called back, and higher
wages and incentives can be paid to them.

4. Transfer:
Employees may be transferred from one department to another wherever the post becomes vacant.

27
5. Internal advertisement:
The existing employees may be interested in taking up the vacant jobs. As they are working in the
company since long time, they know about the specification and description of the vacant job. For

their benefit, the advertisement within the company is circulated so that the employees will be

intimated.

Benefits of Internal Sources of Recruitment:

1. The existing employees get motivated.

2. Cost is saved as there is no need to give advertisements about the vacancy.

3. It builds loyalty among employees towards the organization.

4. Training cost is saved as the employees already know about the nature of job to be performed.

5. It is a reliable and easy process.

Limitations of Internal Sources of Recruitment:

1. Young people with the knowledge of modem technology and innovative ideas do not get the

chance.

2. The performance of the existing employees may not be as efficient as before.

3. It brings the morale down of employees who do not get promotion or selected.

4. It may leads to encouragement to favouritism.

5. It may not be always in the good interest of the organization.

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External Sources of Recruitment:
1. Press advertisement:
A wide choice for selecting the appropriate candidate for the post is available through this source. It

gives publicity to the vacant posts and the details about the job in the form of job description and
job specification are made available to public in general.

2. Campus interviews:
It is the best possible method for companies to select students from various educational institutions.

It is easy and economical. The company officials personally visit various institutes and select

students eligible for a particular post through interviews. Students get a good opportunity to prove
themselves and get selected for a good job.

3. Placement agencies:
A databank of candidates is sent to organizations for their selection purpose and agencies get

commission in return.

4. Employment exchange:
People register themselves with government employment exchanges with their personal details.
According to the needs and request of the organization, the candidates are sent for interviews.

5. Walk in interviews:
These interviews are declared by companies on the specific day and time and conducted for

selection.

6. E-recruitment:
Various sites such as jobs.com, naukri.com, and monster.com are the available electronic sites on
which candidates upload their resume and seek the jobs.

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7. Competitors:
By offering better terms and conditions of service, the human resource managers try to get the
employees working in the competitor’s organization.

Benefits of External Sources of Recruitment:

1. New talents get the opportunity.

2. The best selection is possible as a large number of candidates apply for the job.

3. In case of unavailability of suitable candidates within the organization, it is better to select them

from outside sources.

Limitations of External Sources of Recruitment:

1. Skilled and ambitious employees may switch the job more frequently.

2. It gives a sense of insecurity among the existing candidates.

3. It increases the cost as advertisement is to be given through press and training facilities to be

provided for new candidates.

Screening / Shortlisting
Screening starts after completion of the process of sourcing the candidates. Screening is the
process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant
candidates, which were received through sourcing. The screening process of recruitment consists
of three steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the candidates
are reviewed and checked for the candidates’ education, work experience, and overall background
matching the requirement of the job

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While reviewing the resumes, an HR executive must keep the following points in mind, to ensure
better screening of the potential candidates −

 Reason for change of job

 Longevity with each organization
 Long gaps in employment
 Job-hopping
 Lack of career progression
Conducting Telephonic or Video Interview
Conducting telephonic or video interviews is the second step of screening candidates. In this
process, after the resumes are screened, the candidates are contacted through phone or video by the
hiring manager. This screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.

 It also helps in giving a quick insight about the candidate’s attitude, ability to answer
interview questions, and communication skills.

Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In this process,
the cream/top layer of resumes are shortlisted, which makes it easy for the hiring manager to take a
decision. This process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager
 Helps the hiring managers to take a decision in hiring the right candidate
Evaluation andControl
Evaluation and control is the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a costly
process, hence it is important that the performance of the recruitment process is thoroughly
evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled effectively. These
include the following −

 Salaries to the Recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.

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  Administrative expenses and Recruitment overheads

 Overtime and Outstanding costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process

 Time spent by the Management and the Professionals in preparing job description, job
specifications, and conducting interviews.

Finally, the question that is to be asked is, whether the recruitment methods used are valid or not?
And whether the recruitment process itself is effective or not? Statistical information on the costs
incurred for the process of recruitment should be effective.

SELECTION:-
The Selection is a process of picking the right candidate with prerequisite qualifications and
capabilities to fill the jobs in the organization.

The selection process is quite lengthy and complex as it involves a series of steps before making the
final selection. The procedure of selection may vary from industry to industry, company to
company and even from department to department. Every organization designs its selection process,
keeping in mind the urgency of hiring people and the prerequisites for the job vacancy.

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The selection procedure comprises of following systematic steps:

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1. Preliminary Interview: The preliminary interview is also called as a screening interview wherein
those candidates are eliminated from the further selection process who do not meet the minimum
eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family backgrounds
and their interest in working with the firm. The preliminary interview is less formal and is basically
done to weed out the unsuitable candidates very much before proceeding with a full-fledged
selection process.

2. Receiving Applications: Once the individual qualifies the preliminary interview he is required to
fill in the application form in the prescribed format. This application contains the candidate data
such as age, qualification, experience, etc. This information helps the interviewer to get the fair idea
about the candidate and formulate questions to get more information about him.
3. Screening Applications: Once the applications are received, these are screened by the screening
committee, who then prepare a list of those applicants whom they find suitable for the interviews.
The shortlisting criteria could be the age, sex, qualification, experience of an individual. Once the
list is prepared, the qualified candidates are called for the interview either through a registered mail
or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an individual, several tests
are conducted. Such as intelligence tests, aptitude tests, interest tests, psychological tests,
personality tests, etc. These tests are conducted to judge the suitability of the candidate for the job.
5. Employment Interview: The one on one session with the candidate is conducted to gain more
insights about him. Here, the interviewer asks questions from the applicant to discover more about
him and to give him the accurate picture of the kind of a job he is required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the performance of
the job. Through an interview, it is easier for the employer to understand the candidate’s
expectations from the job and also his communication skills along with the confidence level can be
checked at this stage.

6. Checking References: The firms usually ask for the references from the candidate to cross check
the authenticity of the information provided by him. These references could be from the education
institute from where the candidate has completed his studies or from his previous employment
where he was formerly engaged. These references are checked to know the conduct and behavior of
an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate are checked to ensure
that he is capable of performing the job. In some organizations, the medical examination is done at
the very beginning of the selection process while in some cases it is done after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The medical examination is
an important step in the selection process as it helps in ascertaining the applicant’s physical ability
to fulfill the job requirements.

8. Final Selection: Finally, the candidate who qualifies all the rounds of a selection process is given
the appointment letter to join the firm.

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Thus, the selection is complex and a lengthy process as it involves several stages than an individual
has to qualify before getting finally selected for the job.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Meaning Recruitment is an activity of Selection refers to the process of

searching candidates and selecting the best candidates and
encouraging them apply for it. offering them job.

Approach Positive Negative

Objective Inviting more and more candidates Picking up the most suitable
to apply for the vacant post. candidate and rejecting the rest.

Key Factor Advertising the job Appointment of the candidate

Sequence First Second

Process Vacancies are notified by the firm The firm makes applicant pass
through various sources and through various levels like
application form is made available to submitting form, written test,
the candidate. interview, medical test and so on.

Contractual As recruitment only implies the Selection involves the creation of

Relation communication of vacancies, no contractual relation between the
contractual relation is established. employer and employee.

Method Economical Expensive

Hurdles The candidates have not to cross Many hurdles have to be crossed.
over many hurdles.

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 FACTORS AFFECTING RECRUITMENT

All organization whether large or small, does engage in recruiting activity this depends upon:
1. Size of the organization.
2. The employment condition in the organization, the efforts of the past recruitment efforts
which show the organizations ability to locate good performing people.
3. Working conditions & salary benefit packages offered by the organization which may
influence the human resource.
4. The rate of growth of organization even affects the recruitment process as there will be
promotion of existing employees and requirement of the new employees for the vacancies.
5. The level of seasonal operations & future expansion & production programs.
6. Cultural, economic & legal factor etc.

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TRENDS IN RECRUITEMENT:

Top recruiting trend no. 1: Recruitment Marketing

What is recruitment marketing?

Recruitment marketing strategy is based on the implementation of marketing tactics in recruiting. Recruitment
marketing is the process of nurturing and attracting talented individuals to your organization using marketing
methods and tactics.

The importance of recruitment marketing:

Recruitment marketing is a discipline that has been introduced as a consequence of the current situation in the
labor market. Its main goal is to follow the latest trends in the market and offer solutions to the companies that
best overcome these new challenges. Companies that first adopt these new recruiting best practices will be
more likely to attract talent. This is why Recruitment Marketing will be at the sole top of the recruitment trends
2019.

Top recruiting trend no. 2: Inbound Recruiting

What is inbound recruiting?

Inbound Recruiting is a recruitment marketing strategy where you proactively and continually
attract candidates with the goal to make them choose you as their next employer. Your goal in

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inbound recruiting is to attract, convert and engage candidates.

The importance of inbound recruiting:

Lately, there has been a switch from outbound to inbound recruiting. Simply reaching out to the
candidates and offering an open position is not the way to attract talent anymore. If you are looking
for a long-term solution to advance your recruiting and hiring strategy, inbound recruiting is the
recruitment trend you should adopt.

Top recruiting trend no. 3: Employer Branding

What is employer brand?

Employer brand is the term commonly used to describe an organization's reputation and popularity
as an employer, and its employee value proposition, as opposed to its more general corporate brand
reputation and value proposition to customers. Employer branding ideas are essential for building a
strong and attractive employer brand.

The importance of employer branding:

Research by LinkedIn has proven that more than 75% of job seekers research about a company’s
reputation and employer brand before applying. Companies with a bad reputation not only struggle
to attract candidates, but they also struggle to retain employees. This is why employer branding is
one of the top recruitment trends of 2019!

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Top recruiting trend no. 4: Candidate experience

What is the candidate experience?

“Candidate experience” is current, past and potential future candidates’ overall perception of your
company’s recruiting process. It is based on candidates’ feelings, behaviors and attitudes they
experience during the whole recruiting process, from sourcing and screening to interviewing, hiring
and finally onboarding.

The importance of candidate experience:

Why is paying attention to your candidate experience another extremely important recruitment trend
you should adopt in 2019?

Because candidates who had a positive candidate experience in your recruiting process will more
likely accept your job offer, reapply in future and refer others to your company.

On the flip side, a negative candidate experience can cost you more than a few candidates - it can
even lose your company big bucks! The most famous example of this is the case of Virgin Media, a
company who calculated that a bad candidate experience costs them a shocking $5.4 million
annually!

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Top recruiting trend no. 5: Talent pools

What is a talent pool?

Talent pool refers to a place or database where recruiters and HR Managers keep all of their top job
candidates. Talent pools make not only candidates that have applied for jobs, but also sourced,
referred candidates, silver medallists and candidates that have willingly joined your pool in an
inbound way.

The importance of talent pool:

Imagine if every time you had a job opening, you had a pool of talent from which you can just pick
the best one! Sounds great, right? This is the reason why many recruiters have already adopted this
recruitment trend and started building a high-quality candidate database for current and future
needs.

Top recruiting trend no. 6: Candidate Relationship Management

What is candidate relationship management?

Candidate relationship management (CRM) is a method for managing and improving relationships
with current and potential future job candidates.

The importance of candidate relationship management?

Having a strong candidate relationship management has quickly become one of the top 2019

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recruitment trends. This relatively new method of recruiting was introduced to the world of talent
acquisition as a solution to one of the biggest challenges in the HR industry - attracting talent.

Top recruiting trend no. 7: Social Recruiting

What is social recruiting?

Social recruiting is using social media channels for recruiting. The term refers to different ways of
using social media networks (such as Facebook, Twitter, LinkedIn etc.) and websites (blogs,
forums, job boards and websites like Glassdoor for example) to find, attract and hire talent.

The importance of social recruiting:

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network
accounts. It offers so much more! You can use social media networks to proactively search for
potential candidates, build a relationship with them and encourage them to apply for your vacant job
positions. Because of all the possibilities it offers, Social recruiting has become one of the top 2019
recruitment trends.

Top recruiting trend no. 8: Recruitment automation tools

What are recruitment automation tools?

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Simply put, recruitment automation tools are software that use new technology to automate
recruiting process. Automation of recruiting process has been around for a while, but now it will go
beyond HRIS, Applicant Tracking System (ATS) and Recruitment Marketing Software. The new
trend is software that offer 2 in 1 tools - integrate both ATS and Recruitment Marketing solutions
under one platform.

The importance of recruitment automation tools:

These new all in one tools offer help in finding, attracting, engaging, nurturing and converting
candidates into applicants. They also streamline, simplify and automate hiring process, making it
faster and more efficient. Those organizations that have up till now been too slow to incorporate
automation into their recruitment systems are in danger of losing the best candidates to their more
forward-thinking competitors. This is why using recruitment tools is successful recruiters' favorite
recruitment trend!

Looking for recruitment software? Get our guide for buying a recruitment tool!

Top recruiting trend no. 9: GDPR

What is GDPR?

General Data Protection Regulation (GDPR) is a new piece of EU legislation that will replace the
current Data Protection Act (DPA) with the goal to unify data regulations within the EU.

The importance of GDPR:

GDPR will give people greater control over their personal information, which means it will
completely change the way recruiting operates in 2019. It will be introduced on 25th May 2018 at
which time those organizations in non-compliance will face heavy fines. This is one the most recent
trends in recruitment!

Top recruiting trend no. 10: Data-driven recruiting and HR Analytics

What are data-driven recruiting and HR analytics?

Data-Driven Recruiting and HR Analytics are expressions used to demonstrate recruiting methods
in which planning and decision making are based on data acquired through HR technology such as
Applicants Tracking Systems and Recruitment Marketing Platforms.

The importance of data-driven recruiting and HR analytics:

Using data-driven metrics is a recruitment trend that can give you some great insights on which
parts of your hiring strategy work well, and which ones have room for improvement. Paying
attention to your HR analytics and using data-driven recruiting has proven to improve some of the
most important hiring metrics such as time to hire, cost to hire and quality of hire.

Top recruiting trend no. 11: Employee referrals

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Employee referral programs are definitively one of the most productive ways of hiring talent and
filling open positions.

May research has proven that referred employees take shortest to hire and onboard, and require way
less money.

That being said, we had to put employee referrals to our list of best recruitment trends for 2019!

Top recruiting trend no. 12: Talent Sourcing

Proactive talent sourcing has become a must-have recruitment strategy. LinkedIn research has
shown that only about 36% of potential candidates are job seekers. However, more than 90% of
them are interested in hearing about new job opportunities.

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Top recruiting trend no. 13: Collaborative hiring

Collaborative hiring is a hiring method in which both HR teams and teams from other departments
work together to find and hire talent. Collaborative hiring is extremely important as it significantly
improves the quality of new hires.
Consequently, turnover rates drop which positively effects the overall recruitment and hiring
strategy. For all of these reasons, collaborative hiring was chosen as top 15 recruitment trends for
2019!

Top recruiting trend no. 14: Structured interviews

Structured interviews are becoming the most popular interview type among many employers.

Why?

Here are a few advantages of structured interviews:

 effectiveness
 objectiveness
 fairness
 legal defensibility.

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Top recruiting trend no. 15: Strategic alignment

Recruiting and hiring should be aligned with the overall business strategy! As companies can't grow
without people, recruiting talent should be more strategic.

What does this mean?

In order for recruiting to be more strategic, it is necessary to identify company's future needs and
goals. Based on that current and potential future skill gaps should be identified.

Based on the results, HR teams should plan their hiring efforts to support business growth!

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RECRUITMENT IN INDIA

Recruitment in India is made through different channels. Recruitment procedure is quite

systematic & not wholly scientific.
 Channels of Recruitment
Recruitment through intermediaries
• Recruitment through contractors
• Direct Recruitment
• Recruitment through employment exchange
• Other Methods
• Through Trade Union
• Through Labour Office
• Through referee
• Recruitment through the web
This kind of recruitment is called e-recruitment where the company sends the newsletter to
the candidates, regular job updates to target the right candidate. The company selects the
candidate from the data base available. This further helps the
companytodirectlycontactthecandidate.Onceafirmhaspreparedajobdescription & person
specification. It will be time to advertise the vacancy. They can do this internally or
externally.

46
TRENDS IN SELECTION PROCESS:

1. Improved profiles, with more relevant criteria:

With good people analytics, it becomes easier to improve the selection criteria. What are the
characteristics of high performing employees that are currently working for an organisation?
The more data you have available in the mix, the more refined your profile can become. Be
aware: do not rely only on artificial intelligence to create your profiles (ref. the recent Amazon
example), but combine machine intelligence with the human intelligence of recruiters and
subject matter experts. Not only job performance data is important, but for example also tenure
and the length of the daily commute. Recently I saw an analysis made by a call centre. The call
centre (high turnover) is looking for candidates who perform well (above average calls per hour,
and high NPS), who are staying longer than one year. It turned out, that many of the current
employees in this pool lived close to the location of the call centre, and worked part-time. With
this information (no AI required), they were able to refine the profile of their ideal candidate.

2. Gamification:

A selection process that is fun, can certainly help to improve the candidate experience. Gamified
tests, video-interviewing and tests using virtual reality can be used to increase the fun-factor,
without diminishing the validity of the selection process. There are many providers with nice
innovative tools. To mention a few: Arcticshores, Assessfirst, Cammio, Cubiks, Hiretual,
Knack, Pymetrics and the The Talent Games,

3. Testing personality and cultural fit:

Organizations are more and more recruiting for roles, and less for specific jobs. Organisations
are looking to fill their talent pools with candidates with certain personality characteristics (e.g.
a high learning agility), future proof capabilities (intelligence, team skills, certain technical
capabilities) and where there is a good cultural fit (a good match between the culture of the
organization and the values of the candidate). Good personality tests are readily available (see
some of the providers under 2). Cultural fit is maybe best tested by interviews, and there are also
some providers where the cultural fit can be tested (example: Company match).

4. Selection analytics:

Analytics can be used to refine the selection criteria (see 1), and also to improve the selection
process. A nice example can be found in Work Rules of Laszlo Bock (page 109). At Google
they tracked the accuracy of interviewers (how good was the prediction of success of candidates
of interviewers), and interviewers with a high accuracy are used more (and/or their opinion is
valued more). Interviewer accuracy is something almost every organisation can measure. There
are many more data points in the selection process that can help you to improve the quality and
the efficiency of the process (accuracy of tests used, quality of referrals, speed vs accuracy etc.).

5. A more attractive pre-selection process:

Selection and pre-selection are also important for employer branding. Especially pre-selection
offers a good opportunity to give candidates an impression of what working in an organization
entails, combined with a first selection round.

47
Objective:

 To provide appropriate potential candidate to organization for standardize work

environment.
 To know the end to end recruitment process of anorganization.
 To analyze the challenges faced while recruiting acandidate.

Methodology:
 Understand the job description received from the business/client
 Source the profiles from various sources such as career portal, socialmedia
 Pictorial posts are uploaded in LinkedIn inviting profiles for theopportunity.
 Discuss/ pitch the opportunity to the candidates whose profiles were selected and
share relevant profiles are to business/client
 Based on the shortlisted candidates from the business vertical, line up the interview by
coordinating with thecandidates.
 Post interview/ call feedback is seeked from both candidates andclient

Work done

Worked on 39 positions

 After the Job description was received, profiles were sourced through Naukri.com and
LinkedIn based on the skills and competencies mentioned in the jobdescription.
 Incase of requirement, mass mail option was used to reach out to multiplecandidates
 The sourced profiles were screened based on the JD and JP and was shared to the
client
 After the client shortlisted the candidates, first round of interview was conducted in
the Renovix HR premises (only when required), else first round of interviews were
conducted in the clientoffice.
 Post interview/ call feedback is seeked from both candidates andclient

48
 Profile Worked On:
Profile Location Organization
Interior Designer Mumbai, Bhilwara, South Matrika Modular Kitchen
Zone
HR - Senior Executive Goregaon Sutlej Textile
(Compensation)
EA To CFO Goregaon Sutlej Textile
EA To Director Goregaon Sutlej Textile
Channel Sales Western Line Matrika Modular Kitchen
HR Manager (Generalist) Vasai Maximus Modular Kitchen
Advisor – Commodities Pune, Mumbai Motilal Oswal
Sales Manager Mumbai Motilal Oswal
Operation Manager Mumbai Parekh Integrated Logistics
Payroll & Compensation Mumbai Sutlej Textile
Executive
Equity Dealer Mumbai Motilal Oswal, Aditya Birla
Relationship Manager Mumbai Motilal Oswal, Aditya Birla
Business Development Mangalore Sleek International Kitchen
Executive
Design & Operation Vijayawada Sleek International Kitchen
Manager
Business Development Aurangabad Equites Small Finance Bank
Officer
Branch Manager Goregaon, Dadar Aditya Birla
Senior Software Engineer Mumbai Maximus Infoware Pvt Ltd
Activity Incharge Devanagari Parekh Integrated Logistics
Equity Advisor Mumbai Motilal Oswal, Aditya Birla
Interior Designer Vijayawada, Hyderabad, Sleek International Kitchen
Secunderabad
Project Sales Mumbai Prism Johnson
Regional Manager Dharuhera (Haryana) , Vasai Parekh Integrated Logistics
Transportation
PCG Advisor Mumbai Motilal Oswal, Aditya Birla
HNI Sales Mumbai Motilal Oswal
Design & Sales Specialist Hyderabad, Nizamabad Sleek International Kitchen
Franchisee Development Mumbai, Chandigarh Motilal Oswal
Territory Sales Manager Mumbai Jaipur Motilal Oswal
HR Executive Goregaon Parekh Integrated Logistics
EA To CEO Gurgaon IP Integrated
Social Media Manager Church Gate AstaGuru
HR/IR Manager Taloja (Navi Mumbai) IP Integrated
Showroom Sales Executive Dombivali, Kalyan Linus Furniture
Area Business Manager Muzaffarpur(Bihar) Panacea Biotech Ltd
CS & Legal Gurgaon IP Integrated
Product Design Manager Andheri Narsi Furniture
Medical Representative Bangalore Panacea Biotech Ltd
Digital Marketing Andheri Narsi Furniture
Lead Designer Hyderabad Space Matrix

49
Tender Head Andheri Narsi Furniture

Learning Till Date

• Raising a postiton requirement

• Usage of Job Portals

• Analysing Job Description &

Creating Job Description

• Line-up Interview - Face to face, Skype,Telephonic

• Mandatory documents required before releasing

• Art of follow-up (From Candidate/Company)

• Time management and prioritization of work/ dailyactivites

Challenges Faced While Recruiting:

Recruitment is the most challenging part of Talent Acquisition. So some of the challenges
which I faced were:

 Screening: Screening is the most important part of operating a job portal for that
identification of exact key words. Identifying key terms is difficult and challenging
work.
 Convincing Candidate: How you have to approach a candidate that is also
challenging task.
 Line up Interview: Difficulty that every HR faces is that when they line upa
candidate and they don’t turned up for the interview, after giving you 100% surety
that they will go
 Follow Up – If your candidate didn’t went for interview then they will not receive
your call so it is very difficult to understand the situation and give appropriate answer
to HR.

50
  Behavior of a candidate: After short listing and telephonic round the different
challenge that we face is that a candidate went for the interview without taking their
resume and wearing casuals.
 Answering To Your Line HR: Now when candidate didn’t turned up for the
interview then after that how you’ll be answering to your senior HR.
 Negotiation: Salary negotiation is the last part when candidate agree to every terms
and condition but when it comes to joining at lower amount then they will not receive
yourcall.

Learned How To Operate My LinkedIn Profile Being A HR:

LinkedIn another source of hiring a candidate for the profile. Before starting my internship I was
having only 50 connections and after that when I was not getting any candidate from Naukri
then I decided to get them from LinkedIn. So I started job posting on linked but due to so less
connections and that paragraph job descriptions were hardly getting any responses as well as
only 80 views on my posting. So for increasing my viewers and connections I started preparing
posters to attract candidate to see my profile. This poster idea worked so greatly that within one
month I connected with 1800 people and on my first poster I got 8000 views and it continued. It
encouraged me to create more and more. Through this I started getting responses and on daily
basis I started receiving 5 to 6 resume of candidates who is searching for job. If our consultancy
doesn’t have that opening then I use to revert back their mail.

Sample Posters:

Posters were made against the opportunities/ vacancies inviting candidatures. Following are
the sample posters prepared

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52
 Recommendation

 Focus on Priority clients and positions

 Use new strategies of recruitment
 Follow the guidelines of job description
 Conduct initial round of interview in the consultancy
 Training the team
 Understand job seeker’s attitude
 Improve more on strengths and eliminate weaknesses

53
 BIBLIOGRAPHY

 Company website - http://renovixhr.com/

 Another Company Website - http://unitedhrsolution.com/
 http://www.whatishumanresource.com/human-resource-management
 http://ifeel.edu.in/blog/roles-responsibilities-human-resource-management/
 https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm
 https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm
 http://www.yourarticlelibrary.com/human-resources/recruitment-meaning-and-sources-of-
recruitment-with-diagram/32353
 https://businessjargons.com/selection-process.html
 https://hrtrendinstitute.com/2018/10/22/five-trends-improve-selection-process/
 https://keydifferences.com/difference-between-recruitment-and-selection.html
 https://www.talentlyft.com/en/blog/article/87/15-new-recruiting-trends-you-should-implement-
in-2019-updated
 https://businessjargons.com/selection-process.html

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