INSTITUTE OF MANAGEMENT STUDIES,

GHAZIABAD
A Summer Internship Report on Recruitment and Selection process in TIMES
INTERNET LIMITED
Industry Guide:
Submitted By:
Mr. Bhaskar Senapati
Singh
HR Manager
Roll No. - BM-013059
TIMES INTERNET

Faculty Guide:
Dr. Anita Singh
Area Chairperson
HR Department

Rajesh

COMPANY PROFILE
Times Internetis the Internet subsidiary
ofThe Times of India Group, under which,
some of the largest websites in India -The
Times of India,The Economic Times,
Navbharat Timesand Maharashtra
Timesoperate.
Apart from News, Sports, Cricket, Astrology,
and a number of other things, the portal also
offers Shopping & Travel. Indiatimes is the
flagship brand of Times Internet Limited

Founded in 1999
Headquarters in Gurgaon, India
CEO - Satyan Gajwani
Today, Times Internet is the largest Indian
online group in India, according to
Comscore, with over 37 million monthly
visitors.
Its portfolio has expanded from
Indiatimes.com, to a wide range of online
offerings spanning news, MVAS, ecommerce, email, blogs, music, video, and
location based services.

RECRUITMENT
The process of attracting candidates in
sufficient numbers with appropriate
qualifications and encouraging them to
apply for jobs with an organization.
Recruitment = Science + Art

STEPS IN RECRUITMENT
1.
2.
3.
4.
5.

Understand the J.D

Sourcing candidates
Cold calling and initial screening
Get approval of senior
Fixing up interviews

JOB VACANCIES
1. .NET developer
2. PHP developer
3. Front end developer
4. MIS executive
5. Manager alliance
6. Corporate sales manager
7. Healthcare journalist
8. Correspondent
9. Business analyst
10.Android/Ios developer

OBJECTIVES OF THE STUDY

To understand the recruitment process in
TIMES INTERNET.
To analyze the efficiency and effectiveness
of recruitment process in TIMES INTERNET.
To understand the employees perception
regarding recruitment process.
To provide suggestions for improvement.

RESEARCH METHODOLOGY

Research design
The study is descriptive in nature with
survey method is used to complete the
study.
Sample method
Non probability sampling (convenience
sampling)
Sample unit
Employees of TIMES INTERNET.
Sample size
100 employees of TIMES INTERNET.

 Sampling area
TIMES INTERNET, Noida Sector 16A,
Filmcity.
Research instrument
Self-designed, structured Questionnaire was
used for collecting data. The survey was
conducted online. The data was collected on
a scale of 1 to 5(LIKERT SCALE) where 1
indicates strongly disagree and 5 indicates
strongly agree with the statement.
Research Tools for data analysis
Reliability test, One sample t-test, factor
analysis

RELIABLITY TEST ANALYSIS

Interpretation - Since our value is greater than 0.5,

it means that our data is reliable.
The responses given by respondents is reliable.

ONE SAMPLE T-TEST

Q -1. The company clearly defines the position objectives, requirements

and candidate
specification in the recruitment process?
HO - Company does NOT clearly defines the position objectives,
requirements and
candidate specification in the recruitment process.
H1 Company clearly defines the position objectives, requirements
and candidate
specification in the recruitment process.
Significant value is .076, which is less than 0.1 hence reject H O

Q-2. The salary in hand is clearly defined in job description.

HO- The salary in hand is NOT clearly defined in job description.
H1- The salary in hand is clearly defined in job description.
Significant value is .000, which is less than 0.1 hence reject H O

Q-3. Company fixes interviews according to convenience of the

candidates.
HO- Company does NOT fixes interviews according to convenience
of the
candidates.

Q-4. Queries of the applicants related to job are efficiently handled by HR team.

HO- Queries of the applicants related to job are NOT efficiently handled by HR team.
H1- Queries of the applicants related to job are efficiently handled by HR team.

Significant value is .000, which is less than 0.1 hence reject H O

Q-5. Interviews starts on time and ends within the predefined time.

HO- Interviews does NOT start on time and NOT ends within the predefined time.
H1- Interviews starts on time and ends within the predefined time.
Significant value is .002, which is less than 0.1 hence reject H O

Q-6. Recruitment and selection in Times internet is free from nepotism.

HO- Recruitment and selection in Times internet is NOT free from nepotism.
H1- Recruitment and selection in Times internet is free from nepotism.

Significant value is .000, which is less than 0.1 hence reject H O

Q-7. Times internet timely informs candidates about their selection or rejection.

HO- Times internet does NOT timely informs candidates about their selection or rejection.
H1- Times internet timely informs candidates about their selection or rejection.
Significant value is .000, which is less than 0.1 hence reject H O

Q-8. HR team tells the exact reason behind a candidate's rejection.

HO- HR team does NOT tell the exact reason behind a candidate's rejection.
H1 - HR team tells the exact reason behind a candidate's rejection.

Significant value is .002, which is less than 0.1 hence reject H O

Q-9. Recruitment and selection process in Times internet is transparent.

HO- Recruitment and selection process in Times internet is NOT transparent.
H1- Recruitment and selection process in Times internet is transparent.
Significant value is .020, which is less than 0.1 hence reject HO
Q-10. Recruitment and selection policies in Times internet is clearly defined

and followed.
HO- Recruitment and selection policies in Times internet is NOT clearly
defined and followed.
H1- Recruitment and selection policies in Times internet is clearly defined and
followed.
Significant value is .705, which is more than 0.1 hence accept HO
Q-11. Job portals are great source of recruitment.
HO- Job portals are NOT great source of recruitment.
H1- Job portals are great source of recruitment.

Significant value is 0.360, which is more than 0.1 hence accept HO

Q-12. References from the present employees are accepted by HR team.

HO- References from the present employees are NOT accepted by HR team.
H1- References from the present employees are accepted by HR team.

Significant value is 0.128, which is more than 0.1 hence accept HO

Q-13. The HR team act as a consultant to enhance the quality of the applicants in
recruitment process.

HO- The HR team does NOT act as a consultant to enhance the quality of the applicants in
recruitment process.
H1- The HR team act as a consultant to enhance the quality of the applicants in

recruitment process.
Significant value is 0.562, which is more than 0.1 hence accept H O

Q-14. The recruitment process used by company is reliable and efficient.

HO- The recruitment process used by company is NOT reliable and efficient.
H1- The recruitment process used by company is reliable and efficient.
Significant value is 0.642, which is more than 0.1 hence accept H O

Q-15. The recruitment and selection process in Times Internet is time bound.
HO- The recruitment and selection process in Times Internet is NOT time
bound.
H1- The recruitment and selection process in Times Internet is time bound.
Significant value is 0.240, which is more than 0.1 hence accept H O

Q-16. The job description gives correct and complete information about the job.
HO- The job description does NOT give correct and complete information
about the job.
H1- The job description gives correct and complete information about the job.

Significant value is 0.195, which is more than 0.1 hence accept H O

CONCLUSIONS

Merits of the recruitment process in TIMES

INTERNET
Company fixes interviews according to
convenience of the candidates.
Queries of the applicants related to job are
efficiently handled by HR team.
Recruitment and selection in Times internet is
free from nepotism
Recruitment and selection process in Times
internet is transparent.

Loopholes in recruitment process of

TIMES INTERNET
Recruitment and selection policies in
TIMES INTERNET is NOT clearly defined
and followed.
The recruitment and selection process in
Times Internet is NOT time bound.

RECOMMENDATIONS

Recruitment and selection policies in

TIMES INTERNET should be clearly defined
and followed.
The recruitment and selection process in
Times Internet should be time bound.

FACTOR ANANLYSIS

 Null hypothesis There is no significant

relationship between factors
Alternative hypothesis- There is
significant relationship between
factors.
Interpretation - As the p value is 0.00
which is less than alpha value (0.1),
therefore null hypothesis is rejected.
Hence there is relationship between
factors.KMO value was found 0.624,
which is greater than 0.5 so data is
reliable.

There are six factors which play a key role in perception of employees towards
recruitment and selection process in TIMES INTERNET.

CHALLENGES IN RECRUITMENT
1. Candidates exaggerating and overstating
in their C.V
2. Candidates back out
3. Recruiters having limited knowledge of
technical jobs.
4. Limited number of good candidates
5. Niche positions
6. Limited budgets

BIBLIOGRAPHY

www.timesinternet.com
www.timesofindia.com
www.slideshare.com
www.hr.com
www.wikipedia.com
www.mbadepot.com
www.edenrecruitment.com
www.citehr.com

HAPPY RECRUITMENT