A Project Report

on

“STUDY OF THE EVALUATION OF

RECRUITMENT AND SELECTION PROCESS”

For

“Podium Systems Pvt Ltd”

By
Miss Pratiksha Ramchandra Wagde

Under the guidance of

“Dr .Dhananjay Bagul”

Submitted to
“Savitribai Phule Pune University”

In partial fulfillment of requirement for the award of the degree of

Master of Business Administration(MBA)

Through

SBES’ SAIBALAJI INTERNATIONAL INSTITUTE OF MANAGEMENT

AND SIENCES
Pune-411033

Batch- 2018-20
 Declaration

I, hereby solemnly declare that the project work entitle “study of the evaluation of recruitment
and selection process” submitted to Saibalaji International Institute of management and Sciences,
Pune towards the partial fulfillment of master of business administration in Human resource, is
result of research work carried out by me.

I further declare that the work reported in this project has not been submitted previously for the
award of any degree, diploma or any other work of similar title.

Date: Pratiksha Wagde

COLLEGE CERTIFICATE
INTERNSHIP CERTIFICATE
 Acknowledgement

Apart from my efforts, the success of my project depends largely on the encouragement and
guideline of many others. I take this opportunity to express my gratitude to the people who
have been instrumental in the successful completion of this project.

I am gratefully indebted to our esteemed guide Dr. Dhananjay Bagul for his sincere
guidance and priceless support which would have been impossible for us to complete this
project.

I express my gratitude to the staff members of Saibalaji International Institute of

Managemnet and Sciences who directly or indirectly helped me. I would also like to
express my sincere gratitude to all my office colleagues in Podium Systems Pvt Ltd

Name and Signature of the Student

Miss Pratiksha Ramchandra Wagde
 Preface

In this era of fast changing world, mere class room teaching is not sufficient to attain
maturity and perfection for application of theory into practice. The dynamic economy,
political and technological environment in which we live continually place demand on us to
change, improve and learn more about jobs, superiors and subordinates. Two years of
continuous classroom teaching is sufficient for students to implement directly their
knowledge in the market. A practical approach is needed.

The knowledge through project report is an essential requirement for M.B.A students. The
purpose of this project report is to study the “The study of evaluation of recruitment and
selection process” with special reference to Podium Systems Pvt Ltd

I have tried my level best to do justice to the project. And I hope the study which was
conducted will help not only the organization but also me and the society too.

Pratiksha Wagde

MBA HR

Name and Signature of the student.

 INDEX
S NO TOPIC PAGE NO
1 CHAPTER 1 - INTRODUCTION
1.1. Overview of industry
1.2 Profile of organization
1.3 Problems of the company
1.4 Competitors information
1.5 SWOT Analysis of the company
2 CHAPTER – 2 RESEARCH METHODOLOGY
2.1 Statement of problem
2.2 Objectives and scope of study
2.3 Type of research and research design
2.4 Data collection method
2.5 Limitation of study
3 CHAPTER – 3 CONCEPTUAL DISCUSSION
3.1 Review of literature
3.2 Current issues
3.3 New development of company and industry
4 CHAPTER – 4 DATA ANALYSIS
4.1 Methods and techniques of data analysis
4.2 Primary and secondary data analysis
5 CHAPTER – 5 MY CONTRIBUTION TO BODY
OF KNOWLEDGE
6 CHAPTER – 6 FINDING, CONCLUSION AND
SUGGESTIONS
7 APPENDIX
8 BIBLIOGRAPHY
CHAPTER 1
INTRODUCTION
OVERVIEW OF INDUSTRY AS A WHOLE

Knowledge is power, as the saying goes. And in the age of information, any businesses, nonprofits,
government agencies, or other organizations that do not have as much knowledge as possible of their
individual lines of work are at a distinct disadvantage. They risk suffering financial losses, poorly
performing workers and departments, and failing to meet their goals. Consultants are professionals who
provide expertise to organizations to help them maximize their profitability or effectiveness and keep
them running smoothly. Basically they are “problem-solvers for hire.”

The roots of modern consulting began in the late 19th and early 20th centuries, when the first
consulting businesses established in the United States studied manufacturing in an attempt to improve
workplace productivity. Many companies began hiring consulting firms to help improve worker and
production efficiency. Since then, the need for services has grown with the population and the
expansion of business on an international scale, while the types of services provided have evolved with
the economy.

There are four major types of consulting:

1. Management/strategy consulting firms help to improve an organization’s structure, management,

efficiency, and profits, and plan strategies for short- and long-term development. According to the
Institute of Management Consultants USA, common management consulting specialties include
administration, financial planning and control, human resources management and labor relations,
incentive compensation, information technology, manufacturing, organizational planning and
development, physical distribution, research and development, sales and marketing, strategic and
business planning, and wage and salary administration.

2. Financial consulting firms provide advice on financial issues such as capital budgeting, project
valuation, financial information integrity, profit-and-loss reporting, risk management and
insurance engagements, global finance operations, ongoing financial
control and compliance with laws, tax and treasury optimization, and corporate
restructuring.

3. Information technology (IT) consulting firms help clients design and implement IT systems or
develop better IT practices; train staff members in IT areas such as hardware/software design
setup, network setup and administration, computer security, and search engine marketing; or
provide strategic advice on social media and IT issues.
4. Human resources/staffing consulting firms help clients make the most of their investments in
people (salaried, temporary, and contract workers). These firms manage compensation and benefits
programs; advise firms on personnel policies; analyze staffing needs; recruit, hire, and train
workers; provide advice on diversity issues; and develop leadership training programs.

A bachelor’s degree is the minimum requirement for most consulting careers, but many consultants
have a master’s degree in business administration. Others have advanced degrees in their specialty,
such as engineering, human resources, or accounting. Attending an Ivy League school or a college with
a top-rated MBA program increases your chances of landing a consulting job. A good education is only
the first step for aspiring consultants. They need extensive field experience (at least six years at major
consulting firms) before being assigned top-level work. Some consulting positions also require a
graduate-level or professional degree.

Today, consulting is a massive and Consultants are key players in the business world, and their star will
only rise in the future.
PROFILE OF ORGANIZATION

At Podium we always keep looking for ways to better things around us using technology. Our
goal is to create work that is conceptually interesting, visually stunning, intellectually
inspiring and professionally honest. Born in 2016, and we have already started running before
we learned to walk. Just like a child trying this approach, we have had our share of scrapes,
knocks and falls, but we continue to persevere and dream.

Podium Systems is a premium and fastest growing recruitment company. We are providing
various services in field of placement and contracting (IT ,Engineering & Corporate services
like accounting & HR), we believe in establishing long lasting relations with our clients.

We, at Podium Systems, are an emerging recruitment organization with our head office at
Pune, Maharashtra , INDIA. Podium Systems is a group of expert professionals rendering its
recruitment services for IT and Non-IT roles. Our services offer a wide range of functions
related to recruitment industry. Our young yet experienced team specializes in offering the
best services to our clients.

A corporation must never lose sight of the fact that it is made up of people and that it
eventually serves people. We must always act with the public interest in mind, and we must
be a part of our community. So at Podium, our activities do more than promote good will;
they reflect our values and build a sense of purpose among our people and in our corporate
institution. Our community service also reminds us that we’re about more than just profits;
we are committed to making real contributions to our communities, large and small.

We provide our clients and candidates with the excellent recruitment services based on
mutual trust and the highest professional standards driven by quality and cost consciousness.
We tend to develop true partnerships with our clients in order to fully understand their unique
business goals and needs. Based on mutual trust, respect and integrity, we build lasting
relationships. This is the philosophy which continues to guide us to success and reputation in
a short span of time and helped establish a strong presence in pan India recruitment services
Podium Systems Private Limited is a Private incorporated on 11 May 2016.
 Our Values
Our actions are driven by following Values:

 Commitment to Excellence.
 Integrity and Trust.
 Continuous Improvement.
 Committed to customer success.

Mission Statement-

‘Our goal is to create work that is conceptually interesting, visually stunning, intellectually
inspiring and professionally honest
 PROBLEMS OF THE COMPANY

There are many problems that are faced by a company such as :

1. Increased competition

The top concern mentioned by almost 40% of firms was the specter of increased competition.
Respondents from management consulting firms and all professional services reacted
similarly: they worry a lot about competition coming from both new firms and larger
competitors, with a slight edge to the emerging-firm threat.

2. Unpredictability in the marketplace

Whether you are talking business or politics, these are turbulent times. The consulting
marketplace is evolving quickly from one that relied primarily on interpersonal contact to
develop new business (think networking or personal referrals) to a wide-open battlefield on
the Internet. Increasingly, that is where firms are doing battle and buyers are selecting the
winners

3. Downward price pressure on services

Another common concern in the industry is increasing pressure to lower prices. Mentioned by
almost 36% of consulting respondents, this threat is related to several other issues surfaced by
the sample, including increasing competition, globalization, commoditization and
automation.

4. The need for new skills

Noted by 35% of respondents, the need for new skills is a common challenge for
management consulting firms. As new technologies and techniques arise in the marketplace,
firms can feel an unrelenting pressure to keep up with the constant change. If they don’t, a
competitor will.

There are two primary ways firms can acquire new skills: 1) by training their professionals;
and 2) hiring new talent who already possess those skills. Most firms use both of these
approaches, but each comes with challenges.
COMPETITORS OF THE COMPANY

There are many competitors of Podium Systems Pvt Ltd such as :

Dzire Tech

Deziretech is a well-established, trustworthy & experienced provider for IT Solutions and

Services. We are also a pioneer in Staffing Services and Business Process Outsourcing. We
provide high quality IT and IT enabled services and solutions to organizations across the
globe. Deziretech lays a strong trust on quality standards and proven software processes. We
deliver user oriented business services, products and end-to-end solutions suited to every kind
of IT need across diverse business areas.

Deziretech provides IT-based consulting services to clients globally as a partner to

conceptualize and realize technology-driven business transformation initiatives. We leverage
a Global Delivery Model to accelerate schedules with a high degree of time and cost
predictability. We have consistently exceeded customer expectations by delivering projects
on calculable parameters. Consequently, there are no cost overruns; timely execution of
projects and greater productivity is achieved. We work with large global corporations and
new generation technology companies to build new products and services and to implement
prudent business and technology strategies in today’s ever-changing digital environment.

Fresh Gravity

Fresh Gravity is a business and technology consulting company that is at the cutting-edge of
digital transformation. Fresh Gravity addresses the challenges associated with new and
rapidly changing technologies. Our unparalleled expertise in helping clients in digital
transformations combines digital business strategy prowess with digital technologies know-
how.
Mission: Our mission is to drive digital success for our clients by enabling them to adopt
transformative technologies that make them nimble, adaptive and responsive to the changing
needs of their businesses.
IMDB

IMDb (Internet Movie Database) is an online database of information related to films,

television programs, home videos, video games, and streaming content online – including
cast, production crew and personal biographies, plot summaries, trivia, fan and critical
reviews, and ratings. An additional fan feature, message boards, was abandoned in
February 2017. Originally a fan-operated website, the database is owned and operated by
IMDb.com, Inc., a subsidiary of Amazon. As of May 2019, IMDb has approximately 6
million titles (including episodes) and 9.9 million personalities in its database,[2] as well as
83 million registered users
SWOT OF THE COMPANY

STRENGTH WEAKNESS

 Tie Up with many clients.  Recognition by the public.

 Hard working employees.  Stuck to B2B.

 Good Market Research .  Still developing.

 Global coverage.

 Growing with speed.

OPPORTUNITIES THREATS

 Advertising the services  Competitors in the market

 Reviews and ranking.  Competitors lowering price.

 Product Satisfaction.  Changing in technology.

 More market capture.  Unpredictability in the marketplace.

CHAPTER 2
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY:

This project aims the finding out and analysing the hiring process in the organization.

The method of approach adopted for the same, would be as follows:

1. To work out the various steps and procedures involved

2. To contacts various companies and collect information

3. To collect the information secondary like magazines, newspapers, internets

STATEMENT OF PROBLEM
To study the evaluation of recruitment and selection process with special reference to
Podium Systems PVT LTD, Pune

OBJECTIVES and SCOPE OF STUDY

1 To study how people hired in Podium Systems PVT LTD.

2 To study current practices of hiring in Podium Systems PVT LTD.

3 To study evaluation of recruitment and selection process.

Scope of study covers evaluation of recruitment and selection process in the company .

TYPE OF RESEARCH AND RESEARCH DESIGN

The study will be conducted to achieve the objectives including both exploratory and
descriptive in nature and involve personal interviews that will be based on the questionnaire
format. A research methodology defines the purpose of the research. How it proceeds, how to
measure.

Following stages it include:

Research Design: exploratory research

A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational pattern or
framework of the project that stimulates what information is to be collected from which
source and by what procedure. On the basis of major purpose of our investigation the
EXPLORATORY RESEARCH was found to be most suitable. The kind of research has the
primary objective of development of insights into the problem. It studies the main area where
the problem lies and also tries to evaluate some appropriate course of action.

DATA COLLECTION METHOD

Data collection sources:

Primary source :

Primary data is sourced by administering questionnaire to the respondents. Respondents

comprising of CEO , Co founder , HR Heads, Employees. Total 40 plus respondents were
approached..and out of which 32 responses gathered.

Secondary sources

The sources which used in this project are. Website of the company, Annual reports, other
relevant websites etc.

MODE OF ANALYSIS:

The instruments used for data collection was in the form of questionnaire. The questionnaire
was used as it facilitates the tabulation and analysis of the data to be collected. The data
collected was subjected to simple frequency distribution and percentage analysis.

LIMITATION OF STUDY

1. Organization have confidential information which has its limitation itself..

2. Data collected in this field are not sufficient.
3. It was a difficult tast to collect information during working hours.(time constraint)
4. Hesitation/ Unwillingness to share the responses .
CHAPTER 3
CONCEPTUAL DECISION
REVIEW OF LITERATURE
People are integral part of an organisation today. No organisation can run without its human
resource. In today’s highly complex and competitive situation, choice of right person at the
right place at the right time has far implications for an organisation’s functioning. An
employee well selected and well placed would not only contribute to the efficient running of
the organisation but also offer significant potential for future replacement. Thus hiring is an
important function. The process of hiring begins with human resource planning which helps
to determine the number and type of people an organisation needs. Job analysis and job
design enables to specify the task and duties of jobs and qualifications expected from
prospective job. HRP, job analysis and job design helps to identify the kind of people
required in an organisation and hence hiring. It should be noted that hiring is an on-going
process and not confined to formative stages of an organisation. Employees leave the
organisation in search of greener pastures, some retire and some die in the saddle. More
importantly an enterprise grows, diversifies, take over the other units until all necessitating
hiring of new men and women. In fact the hiring function stops only when the organisation
ceases to exist.

RECRUITMENT

INTRODUCTION

1. DeCenzo and Robbins: “Recruitment is the process of discovering potential

candidates for actual or anticipated organizational vacancies. Or from another
perspective, it is a linking activity—bringing together those with jobs to fill and those
seeking jobs.”
2. Plumbley: “Recruitment is a matching process and the capacities and inclinations of
the candidates have to be matched against the demand and rewards inherent in a given
job or career pattern.”

People are integral part of any organization today. No organization can run without its
human resources. In today’s highly complex and competitive situation, choice of right person
at the right place has far reaching implications for an organization’s functioning. Employee
well selected and well placed would not only contribute to the efficient running of the
organization but offer significant potential for future replacement. This hiring is an important
function. It should be noted that hiring is an on-going process and not confined to formative
stages of an organization.. In fact the hiring function stops only when the organization ceases
to exist.

Hiring involves two board activities:-

Recruitment

Selection

FACTORS AFFECTING RECRUITMENT

There are a number of factors that affect recruitment.These are broadly classified into two
categories:

1.Internal factors 2. External factors

INTERNAL FACTORS:

The internal factors also called as “endogenous factors” are the factors within the
organization that affect recruiting personnel in the organization.

Some of these are:-

 Size of the organization: The size of the organization affects the recruitment
process. Larger organization finds recruitment less problematic than organization
with smaller in size.

 Recruiting policy: The recruitment policy of the organization i.e. recruiting from
internal sources and external sources also affect the recruitment process. Generally,
recruitment through internal sources is preferred, because own employees know the
organization and they can well fit in to the organization culture.

 Image of the organization : Image of the organization is another factor having its
influence on the recruitment process of the organization. Good image of the
organization earned by the number of overt and covert action by management helps
attract potential and complete candidates. Managerial actions like good public
relations, rendering public service like
building roads, public parks, hospitals and schools help earn image or goodwill for
organization. That is why chip companies attract the larger numbers of application.

Image of the job Better remuneration and working conditions are considered the
characteristics of good image of a job. Besides, promotion and carrier development policies
of organization also attract potential candidates.

EXTERNAL FACTORS

Like internal factors, there are some factors external to organization, which have their
influence on recruitment process. Some of these are given below:-

 Demographic factors : As demographics factors are intimately related to human

beings, i.e. employees, these have profound influence on recruitment process.
Demographic factors include age, sex, Literacy, economics status etc.

 Labour market : Labour market condition I.e. supply and demand of labour is of
particular importance in affecting recruitment process. E.g. if the demand for specific
skill is high relative to its supply is more than for particular skill, recruitment will be
relatively easier.

 Unemployment situation : The rate of unemployment is yet another external factor its
influence on the recruitment process. When the employment rate in an area is high, the
recruitment process tends to simpler. The reason is not difficult to seek. The number of
application is expectedly very high which makes easier to attract the best-qualified
applications. The reserve is also true. With low rate of unemployment, recruiting
process tend to become difficult.

 Labour laws : There are several labour laws and regulations passed by the central
and state governments that govern different type of employment. These cover
working condition, compensation, retirement benefits, safety and health of employee
in industrial undertakings. The child Labour Act 1986; for example prohibits
employment of children in certain employments. Similarly several other acts such as
the Employment Exchange Act,1958; The Apprentice Act, 1961; the Factory
Act,1948; and The Mines Act, 1952 deal with recruitment.
INTERNAL SOURCES

 Present employees: Promotions and transfer from among the present employees can
be good sources of recruitment. Promotion implies upgrading of an employee to a
higher position carrying higher status, pay and responsibilities. Promotion from
among the present employees is advantageous because the employees promoted are
well acquainted with the organization culture, they get motivated and it is cheaper
also. Promotion from among the person employees also reduces the requirement of
job training. However, the disadvantage lies in limiting the choice of the few people
and denying hiring of outsiders who may be better qualified and skilled. Furthermore,
promotion from among present employees also results in inbreeding, which creates
frustration among those not promoted. Transfer refers to shifting an employee from
one job to another without any change in the position/post, status and responsibilities.
The need for transfer is felt to provide employees a broader and carried base, which is
considered necessary for promotion. Job rotation involves transfer of employees from
one job to another job on the lateral basis.

 Former employees: Former employees are another source of applicant for vacancies
to be filled up in the organization. Retired or retrenched employees may be interested
to e come back the company to work on the part time basis. Similarly, some former
employees who had left the organization for any reason, any come back to work. This
source has the advantages of hiring people whose performance is already known to
the organization.

 Employee referrals: This is yet another internal source of recruitment. The existing
employees refer to the family members, friends and relatives to the company potential
candidates for the vacancies to be filled up in the organization. This source serves as
the most effective methods of recruiting people in the organizations because refer to
those potential candidates who meet the company requirement known to them from
their own experience.The referred individuals are expected to be similar in type in the
of race and sex, for example, to those who are already working in the organization

 Previous applicant: This is considered as internal source in the sense that

applications from the potential candidates are already lying with organization.
Sometimes the organization contacts though mail or messengers these applicants to
fill up the vacancies particularly for unskilled or semiskilled jobs.
EVALUATION OF INTERNAL SOURCES:

Let us, evaluate the internal source of recruitment. Obviously, it can be done in terms of its
advantage and disadvantage the same are spelled out as follows:

ADVANTAGES:

The advantages of the internal source of recruitment include the following: Familiarity with
own employees: The organization has more knowledge and familiarity with the strengths and
weaknesses of its own employees than of strange on unknown outsiders.

• Better use of the talent: The policy of internal recruitment also provides an
opportunity to the organization to make a better use of talents internally available
and to develop them further and further.

• Economical recruitment: In case of internal recruitment, the organization does not

need to spend much money, time and effort to locate and attract the potential
candidates. Thus, internal recruitment proves to be economical, or say, inexpensive.

• Improves morale: This method makes employees sure that they would be preferred
over the outsiders as and when they filled up in the organization vacancies.

• A motivator: The promotion through internal recruitment serves as a source of

motivation for the employees to improve their carrier and income. The employees
feel that organization feel that organization is a place where they can build up their
lifelong career. Besides, internal recruitment also serves as a means of attracting and
retaining employees in the organization

DISADVANTAGES:
The main drawback associated with the internal recruitment is as follows:

• Limited choice: Internal recruitment limits its choice to the talents available
within the organization.
Thus, it denies the tapping of talents available in the vast labour market outside
the organization. Moreover, internal recruitment serves as a means for
“inbreeding”, which is never healthy for the future organizations.
 • Discourage competition: In this system, the internal candidates are protected from
competition by not giving opportunity to otherwise competent candidates from
outside the organization. This in turn, develops a tendency among the employees to
take the promotion without showing extra performance.

• Stagnation of skills: With the feeling that internal candidates will surely get
promoted, their skill in the long run may become stagnant or obsolete. If so,
productivity and sufficiency of the organization, in turn, decreases.

• Creates conflicts: Conflicts and controversies surface among the internal candidates,
whether or not they deserve promotion.

EXTERNAL SOURCES

External sources of recruitment lie outside the organization. These outnumber internal
sources. The main ones are listed as follows:

 Employment exchanges: The national commission labour (1969) observed in its

report that in the pre independence era, the main source of labour war rural areas
surrounding the industries. Immediately after independence, national employment
services were established to bring employer and job seeker together. In response to
it, the compulsory notification of vacancies act of 1959 (Commonly called
employment exchange act) was instituted which become operative in 1960.the main
functions of these employment exchanges with the branches in most cities are
registration of job seeker and tier placement in the notified vacancies. It is obligatory
for employer to inform about the outcome of selection within 15 days to the
employment exchange. Employment exchange is particularly useful in recruiting
blue-collar, white- collar and technical workers.

 Employment agencies: In addition to the government agencies, there are number of

private agencies that register candidates for employment and furnish a list of suitable
candidates from the data bank as and when sought by the prospective employer.
Generally, these agencies select personnel for supervisory and the higher levels. The
main function of these agencies is to invite application and short-list the suitable
candidates for the organization. Of course, the representative of the organization
takes the final decision on selection. The employer organizations derive several
 advantages through this source. The time saved in this method can be better utilized
elsewhere by the organization. As the organizational identity remains unknown to the
job speakers, it, thus, avoid receiving letters and attempts to influence.

 Advertisement: This method of recruitment can be used for jobs like clerical,
technical, and managerial. The higher the position in the organization, the more
specialized the skills or the shorter the supply of that resources in the labour market,
the more widely dispersed the advertisement are likely to be. For instance, the search
for a top executive might include advertisements in a national daily like the Hindu.
Some employers/companies advertise their post by giving them post box number of
the name of some recruiting agency. This is done to particular keep own identity
secret to avoid unnecessary correspondence with the applicants. However the
disadvantage of these blind advertisement, i.e., post box number is that the potential
job seekers are the hesitant without unknowing the image of the organization, on the
one hand, and the bad image/ reputation that the blind advertisement have received
because of the organizations that placed such advertisements without position lying
vacant just to know supply of labour/ workers in the labour market, on the other.
While preparing advertisement, a lot of care has to be taken to make it clear and to the
point. It must ensure that some self-selection among applicant take place and only
qualified applicant responds the advertisement copy should be prepared by using a
four-point guide called AIDA . The letters in the acronym denote that advertisement
should attract Attention, gain Interest, arouse a Desire and result in action. However,
not many organizations mention complete detail about job positions in there
advertisement. What happened is that ambiguously worded and broad- based
advertisements may generate a lot irrelevant application, which would, by necessity,
increasing the cost of processing them.

 Campus Recruitment : This is another source of recruitment. Though campus

recruitment is a common phenomenon particularly in the American organizations, it
has made rather recently. Of late, some organizations such as HLL, HCL, L&T,
Citibank, Cadbury ANZ Grind lays, etc., in India have started visiting educational
and training institute/ campuses for recruitment purposes. Many Institutes have
regular placement cells / offices to serve liaison between the employer and the
students. The method of campus recruitment offers certain advantages to the
 employer organizations.

 First, the most of the candidates are available at one place;

 Second the interviews are arranged at short notice;
 Third the teaching is also met

 Fourth it gives them opportunity to sell the organization to a large students body
who would be graduating subsequently.
The disadvantages of this of recruitment are that organizations have to limit their selection to only
“entry’’ positions and they interview the candidates who have similar education and experience, if
at all.

 Word-of-mouth: Some organizations in India also practice the “word-of-mouth’’

method of recruitment. In this method the word is passed around the vacancies or
opening in the organization. Another form of word-of-mouth method of “employee
pinching’’ i.e., the employee working. In another organization is offered by the rival
organization. This method is economic, in terms of both time and money. Some of
the organization maintain a file applications and sent a bio-data by a job seeker.
These serve as a very handy as when there is vacancy in the organization. The
advantage of this method is no cost involved in recruitment. However, the
disadvantages of this method of recruitment are non- availability of the candidates
when needed choice of candidates is restricted to a too small number.

EVALUATION OF EXTERNAL SOURCES:

Like the internal source of recruitment, external sources are mixed of advantages and
disadvantages

ADVANTAGES:-
• Open process: Being a more open process, it is likely to attract a large number of
applicants/application. The, in turn, widens it option of selection.

• Availability of Talented Candidates: With the large pool of applicants, it becomes

possible for organization to have talented candidates from the outside. Thus, it
introduces new blood in the organization.
 • Opportunity to Select the Best Candidate: With the large pool of applicants,
selection process becomes competitive. This increases prospects for selection the best
candidates.

Provides healthy competition: As the external members are supposed to be more trained
and efficient. With such a background, they work with the positive attitude. This helps create
healthy competition and conductive work environment in the organization.

DISADVANTAGES:

However, the external sources of recruitment suffer from certain disadvantages too, these
are:

• Expensive and time consuming: This method of recruitment is both expensive and
time consuming. There is no guarantee that organization will get good and suitable
candidates.

• Unfamiliarity with the Organization: As candidates some outside the

organization, they are not familiar with tasks, job nature and the international
scenario of the organization.

• Discourage the Existing Employee: Existing employees are not sure to get
promotion. This discourages them to do the hard work. This, in turn, boils down to
decreasing productivity of the organization.
RECRUIMENT PROCESS

As stated earlier, recruitment is the process of location, identifying, and attracting capable
applications for jobs available in an organization.

Accordingly, the recruitment process comprises the following five steps:

• Recruitment planning

• Strategy Development

• Searching

• Screening

• Evaluation and Control.

Recruitment Planning: The first involved in the recruitment process is planning. Hire,
planning involves to draft a comprehensive job specification for the vacant position, outline
its major and minor responsibilities; the skills, experience and qualifications needed; grade
and level of pay; starting date; whether temporary or permanent; and mention of special
condition, if any, attached to the job to be filled.

Strategy Development:- Once it is known how many with what qualification of candidates
are required, the next step involved in this regard is to device a suitable strategy for
recruitment the candidates in the organization. The strategic considerations to be considered
may include issues like whether to prepare the required candidates themselves or hire it
from outside, what type of recruitment method to be used, what geographical area be
considered, for searching the candidates, which source of recruitment to be practiced, and
what sequence of activities to be followed in recruiting candidates in the organization.

Searching:- This step involves attracting job seekers to the organization. There are broadly
two sources used to attract candidates.

These are:

Internal Sources External Sources.

Screening:-Through some view screening as the starting point of selection, we have

considered it as an integral part of recruitment. The reason being the selection process starts
only after the application have been screened and short listed. Let it be exemplified with an
example. In the Universities, application is invited for filling the post of Professors.
Application received in respond to invitation, i.e. advertisement are screened and short listed
on the basis of eligibility and suitability. Then, only the screened applicant are invited for
seminar presentation and personal interview. The selection process starts from here, i.e.,
seminar presentation or interview. Job specification is invaluable n screening. Applications
are screened against the qualification, knowledge, skills, abilities, interest and experience
mentioned in the job specification. Those who do not qualify are straightway eliminated from
the selection process. The techniques used for screening candidates are vary depending on the
source of supply and method used for recruiting. Preliminary applications, de-selections tests
and screening interviews are common techniques used for screening the candidates.

Evaluation and control:- Given the considerable involved in the recruitment process, its
evaluation and control is, therefore, imperative. The costs generally incurred in a recruitment
process include:

• Salary of recruiters

• Cost of time spent for preparing job analysis, advertisement.

• Administrative expenses

• Cost of outsourcing or overtime while vacancies remain unfilled

• Cost incurred in recruiting unsuitable candidates.

In view of above, it is necessary for a prudent employed to try answering certain questions
like:

• Whether the recruitment methods are appropriate and valid?

• Whether the recruitment process followed in the organization is effective at all or not?
METHODS OF RECRUITMENT
Recruitment methods refer to the means by which an organization reaches to the potential job
seeker. It is important to mention that the recruitment methods are different from the
resources of recruitment. The major line of distinction between the two is that while the
former is the means of establishing links with the prospective candidates, the latter is location
where the prospective employees are available. Dunn and Stephen have broadly classified
methods of recruitment into three categories.

These are: Direct Method Indirect Method Third Party Method

Brief descriptions of these are follows:

 Direct Method:

In this method, the representatives of the organizations are sent to the potential candidates in
the educational and training institutes. They establish contacts with the candidates seeking
jobs. Person pursuing management, engineering, medical, etc. programmers are mostly
picked up the manner. Sometimes, some employer firm establishes with professors and
solicits information about student with excellent academic records. Sending the recruiter to
the conventions, seminars, setting up exhibits at fairs and using mobile office to go to the
desired centres are some other methods used establish direct contact with the job seekers.

 Indirect Method:

Indirect methods include advertisements in the newspaper, on the radio and television, in
professional journals, technical magazines, etc. this method is useful when

Organization does not find suitable candidates to be promoted to fill up the higher posts,
When the organization want to reach out a vast territory When organization wants to fill up
scientific, professional and technical posts.
The experience suggests that the higher the position to be filled up in the organization, or the
skill sought by the sophisticated one, the more widely dispersed advertisement is likely to be
used to reach too many suitable candidates. Sometimes, many organizations go for what
referred to as blind advertisement in which only Box No. is given and the identity of the
organization is not disclosed. However, organizations with regional or national repute do not
usually use blind advertisements for obvious reasons.
While placing an advertisement to reach to the potential candidates, the following three
points need to borne in mind:

 To visualize the type of the applicant one is trying recruit

 To write out a list of the advantages the job will offer
 To decide where to run the advertisement i.e., newspaper with local, state, nationwide
and international reach or circulation.

Third Party Method:

These include the use of private employment agencies, management consultants,

professional bodies associations, employee referral or recommendation, voluntary
organization, trade banks, labour contractors etc., to establish contact with the job

seekers. Now, a question arises; which particular method is to be used to recruit employee in
the organization? The answer to it is that it will depend on the policy of the particular firm,
the position of the labour supply, the government regulations in this regard and agreements
with labour organizations. Notwithstanding, the best recruitment method is to look first
within the organization.
SELECTION

MEANING AND DEFINATION

Selection is the process of picking individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization.

A formal definition of Selection is:

“It is the process of differentiating between applicants in order to identify (and here) those
with a greater likelihood of success in a job.’’

Recruitment and selection are the two crucial in the HR process and are often used
interchangeably. There I, however, a fine distinction between the two steps. While
recruitment refers to the process of identifying and encouraging prospective employees to
apply for jobs, selection is concerned with picking the right candidates from the pool of
applicants. Recruitment is said to be positive in its approach as it seeks to attract as many
candidates as possible. Selection, on the other hand, is negative in its application in as it seeks
to eliminate as many unqualified applicants as possible in order to identify the right
candidates.

STEPS IN SELECTION PROCESS:

Selection Process

Every organisation creates a selection process because they have their own requirements.
Although, the main steps remain the same. So, let’s understand in brief how the selection
process works.
 Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the candidates who
are completely unfit to work in the organisation. This leaves the organisation with a pool of
potentially fit employees to fill their vacancies.

 Receiving Applications

Potential employees apply for a job by sending applications to the organisation. The
application gives the interviewers information about the candidates like their bio-data, work
experience, hobbies and interests.

 Screening Applications

Once the applications are received, they are screened by a special screening committee who
choose candidates from the applications to call for an interview. Applicants may be selected
on special criteria like qualifications, work experience etc.

 Employment Tests

Before an organisation decides a suitable job for any individual, they have to gauge their
talents and skills. This is done through various employment testslike intelligence
tests, aptitude tests, proficiency tests, personality tests etc.

 Employment Interview

The next step in the selection process is the employee interview. Employment interviews
are done to identify a candidate’s skill set and ability to work in an organisation in detail.
Purpose of an employment interview is to find out the suitability of the candidate and to
give him an idea about the work profile and what is expected of the potential employee. An
employment interview is critical for the selection of the right people for the right jobs.
 Checking References

The person who gives the reference of a potential employee is also a very important source
of information. The referee can provide info about the person’s capabilities, experience in
the previous companies and leadership and managerial skills. The information provided by
the referee is meant to kept confidential with the HR department.

 Medical Examination or physical examination

The medical exam is also a very important step in the selection process. Medical exams
help the employers know if any of the potential candidates are physically and mentally fit to
perform their duties in their jobs. A good system of medical checkups ensures that the
employee standards of health are higher and there are fewer cases of absenteeism, accidents
and employee turnover.

 Final Selection and Appointment Letter

This is the final step in the selection process. After the candidate has successfully passed all
written tests, interviews and medical examination, the employee is sent or emailed an
appointment letter, confirming his selection to the job. The appointment letter contains all
the details of the job like working hours, salary, leave allowance etc. Often, employees are
hired on a conditional basis where they are hired permanently after the employees are
satisfied with their performance.
CURRENT ISSUES ORGANISATION

FOR SELECTION

Until recently, the basic hiring process was performed in a rather unplanned manner in many
organizations. In some companies, each department screened and hired its own employees.
Many managers insisted upon selecting their own people because they were sure no one else
could choose employee for them as efficiently as they themselves could. Not anymore.
Selection is now centralized and is handled by the human resources department.

Ideally, a selection process involves mutual decision-making. The organization decides

whether or not to make a job offer and how attractive the offer should be. The candidate
decides whether or not organization and the fob offer fit his or her needs and goal. In reality,
the selection process is highly one-side. When the job

market is extremely right, several candidates will be applying for a position, and the
organization will use a series of screening devices to hire the candidates it feels is most
suitable. When there is a shortage of qualified workers, or when the candidate is a highly
qualified executive or professional who is being sought after by several organizations, the
organizations will have to sweeten its offer and come to a quicker decision.

NEW METHOD OF SELECTION

In recent years, HR specialists have found out new methods of selection. These approaches
are deemed to the alternatives to the traditional methods of selection. Two intersecting
alternatives are participative selection and employee leasing. Participative selection that
subordinates participates in the selection of their co- workers and supervisors. The idea is that
such participation will improve quality, increase support for the selected supervisors and co-
workers, and improve employee morale. In employee leasing, the client company leases
employees from a third part, not on a temporary basis, but rather ate leased as full-time, long-
term help. An interesting feature of this method is that the client company need not perform
such personnel activities as hiring, compensation or record keeping. The advantages of
employee leasing are significant. The client is relived from many administrative burdens, as
well as the need to employ specialized personnel employees. Further, employees not recruited
by one client are sent to another client company for employment
NEW DEVELOPMENT OF THE COMPANY

Podium systems have created few app such as th following:

1.Review dede

The app provide the reviews of the film as the name itself depicts it.It showcases the latest
films which is going to be released .The application prefaces the trailers of these films.
For every trailer seen and review given, reward is provided. The application also portrays the
short and long films which are in a quite demand these days.As it provides benefits for the
makers and the viewers too.As it provides immense audience for the filmmakers.
CHAPTER 4
DATA ANALYSIS
Data analysis is very important aspect of project, as it basically involves analysis of all the
information that we collected. Data analysis is a body of methods that help to describe facts,
detect patterns and develop explanation . After analysis of each of the question in a questionnaire
the interpretation of the same is also being provided which includes the reason about the particular
aspect of the organization.

METHODS AND TECHNIQUES OF DATA ANALYSIS

The instruments used for data collection was in the form of questionnaire. The questionnaire
was used as it facilitates the tabulation and analysis of the data to be collected. The data
collected was subjected to simple frequency distribution and percentage analysis

PRIMARY DATA ANALYSIS

Primary data was collected through survey method by distributing questionnaires to the
employees , The questions were carefully designed by taking into account the parameters of
my study.
1. What sources are used in your organization for recruitment and selection process?

Results

Choices % count
Internal sources 0.00% 0
External sources 12.50% 4
Both 87.50% 28
TOTAL 100% 32

Fig 1 Intepretation :When the survey was done it was found that 87.50% of the people
think that both sources of recruitment and selection is used in an organization .
2. Which method is mostly preferred for recruitment and selection process?

Results

Choices % count
Direct method 71.88% 23
Indirect method 18.75% 6
Third party method 9.38% 3
Total 100% 32

Fig 2 Intepretation :When the survey was done it was found that 71.9 % people says that
direct method is mostly preferred for recruitment and selection process in an organization.
3. Which sources for external recruitment and selection are preferred?

Results

Choices % count
Campus recruitment 50.00% 16
Placement agencies 28.13% 19
Casual applicants 15.75 6
others 3.13% 1
Total 100% 32

Fig 3 Intepretation :When the survey was done it was found that 51.6 % people says
campus recruitment for external recruitment and selection is preferred.
4 Which form of interview is most preferable?
Results

Choices % count
Personal interview 84.38% 23
Telephonic interview 6.25% 6
Skype interview 9.38% 3
Total 100% 32

Fig 4 Intepretation :When the survey was done it was found that84.4 % of responses says
personal interview is is most preferable in an organization.
5. Which method is beneficial for recruitment and selection process?

Results

Choice % Count
Structured 46.88% 15
Unstructured 9.38% 3
Problem solving questions 21.88% 7
Case studies 6.25% 2
IQ 15.63% 5
Total 100% 32

Fig 5 Intepretation :When the survey was done it was found majority with 46.9% responses
saysstructured method is beneficial for recruitment and selection process
6 Which other sources you adopt to source candidates?

Results
Choice % Count
Candidate referral 6.25% 2
Job portal 25% 8
Advertising 6.25% 2
all three mentioned 62.25% 20
total 100% 32

Fig 6 Intepretation :When the survey was done it was found thatmajority with 62.5 %
responses says candidate referral , job portals and advertising are the sources to source
candidates
7. How many stages are involved in selection of a candidate?

Results

Choice % Count
2 12.50% 4
3 53.13% 17
4 21.88% 7
More 12.5% 4
Total 100% 32

Fig 7 Intepretation :When the survey was done it was found that 53.1 % responsed says
more steps are required in recruitment and selection process.
8. Is there any provisions for evaluation and control of recruitment and selection process?

Results

choice % Count
Yes 46.88% 15
No 6.25% 2
Don’t know 46.88% 15
Total 100% 32

Fig 8 Intepretation :When the survey was done it was found that 46.9 % says that
provisions for thereevaluation and control of recruitment and selection process.

SECONDARY DATA Analysis

Data was collected from websites etc etc . It is the data which has been collected by
individual and someone else for the purpose of other than those of our particular research
study. Or in other words we can say that secondary data is the data used previously for the
analysis and the results are undertaken for the next process.
CHAPTER 5
MY CONTRIBUTION TO THE BODY
OF KNOWLEDGE
During my Summer Internship Programme, I worked for a latest research being
conducted by the company about the products of the company.This research lead to the
interaction with employees of the company.

As being an HR student it was my pleasure to work for this company as I had a great
experience in handling the work and learning the recruitment procedure. The work culture
was very appreciable and being a fresher I was assigned an important role in the organization.
2 months of summer internship added a value to my life and career. It affected a lot in my
Communication skills and Confidence level. I got to learn many things related to HR and
Recruitment process. Managing Various Data and making agendas reflected a lot in my Team
management and leadership skills. I got to know about the HR policies of the company which
I was not aware about earlier, also got to know about the working environment how the
organization actual work.
CHAPTER 6
FINDING , CONCLUSION AND
SUGGESTION
FINDINGS

 According to the survey , recruitment differs from company to company for each
category .
 It is observed that company are utilizing the job description in order to make
screening process more effective.
 The Recruitment and Selection process is decentralised.
 Both internal and external sources are used in recruitment and selection process.
 Advertisements on job portals and social media plays important role in acquiring
candidates.

CONCLUSION

The main thing I want to conclude first is that with the help of analysis, feedback generated
through questionnaire I found that the company is following a effectice recruitment and
selection process to maximum extent .

As per my study out of the various methods of sourcing candidates , the best one is -getting
references via database and networking . In the process I came across various experiences
where the role of an HR and the relevant traits he or she finds in the candidates were
displayed . The emphasis towards training and enhancing skills of recruiter needs to be more
and consistent. Even though HR manager has many challenges to face in order to ensure that
the Human Resource Department contributes to the bottomline and emerges as a strategic
partner in the business, It is TALENT ACQUISITION , that is the key determining factor in
how well Human Resource Department contributes towards the achievement of the overall
objective of the organization and therefore is a difficult task for any HR Manager

From the 8 weeks experience in a corporate, I got a good exposure about the corporate life
.As being a HR person I learnt a lot about recruitment procedure. As recruitment is not easy
and a lot of patience is required and this 8 weeks of SIP helped me a lot in learning various
strategies we should know while recruiting employees. It is a very important decision
which is beneficial for the company as the workers are the main roots of the company
who work with great passion. Working for this company was a great experience in
building my self- confidence.And hence to conclude, the SIP was very fruitful for me
which has added a lot of value in me by giving me an all-round experience. It has helped
me to understand all HR related term
 .
SUGGESTION

 Company should adopt latest techniques like stress tests , psychometric test and
personality tests to find the right candidate for the job.
 More emphasis should be given on internet for extra information.
 Be specific and clear in posting job opening on social media and job portals.
 Make a effective database of the jobs you have posted on all the sites to make a
record.
 Effective Orientation programs should be conducted for new employees for better
understanding and building relationship with other employees.
 Annexure
1. What sources are used in your organization for recruitment and selection process?

o Internal sources
o External sources
o Both

2. Which method is mostly preferred for recruitment and selection process?

o Direct method
o Indirect method
o Third party method

3. Which sources for external recruitment and selection are preferred?

o Campus recruitment
o Placement agencies
o Casual applicants
o Others

4. Which form of interview is most preferable?

o Personal interview
o Telephonic Interview
o Skype interview

5. Which method is beneficial for recruitment and selection process?

o Structured
o Unstructured
o Problem solving questions
o Case studies
o IQ

6. Which other sources you adopt to source candidates?

o Candidate referral
o Job portal
o Advertising
o All three mentioned
7. How many stages are involved in selection of a candidate?

o 2
o 3
o 4
o More

8. Is there any provisions for evaluation and control of recruitment and selection process?

o Yes
o No
o Don’t know
 BIBLIOGRAPHY
 Consulting Industry Trends & Overview | Vault.comwww.vault.com

 Consulting Industry | Consultancy.inwww.consultancy.in

 Management Consulting Industry: An Overview - Insights

Successwww.insightssuccess.in

 About Us - Podium Systems Pvt Ltd podiumsys.com

 PODIUM SYSTEMS PRIVATE LIMITED - Company, directors and contact details |

Zauba Corp www.zaubacorp.com

 Products - Podium Systems Pvt Ltd podiumsys.com

 Selection Process : Meaning and 8 Steps of Selection Process www.toppr.com

 Selection Process in Human resource management - BBA|mantrabbamantra.com

 secondary sources of data collection - Google Search www.google.com

 primary source of data collection - Google Search www.google.com