A Study On Future Trends in Recruitment India and Overseas

A
PROJECT REPORT ON
“A STUDY ON FUTURE TRENDS IN RECRUITMENT INDIA

AND OVERSEAS”
SUBMITTED TO
RASHTRASANT TUKADOJI MAHARAJ NAGPUR
UNIVERSITY, NAGPUR
In partial fulfillment for the award of
BACHELOR OF BUSINESS ADMINISRTATION
SUBMITTED BY
DIVYA JIWTODE
UNDER THE GUIDANCE OF
PROF. PARITOSH GIRIYA
PRIYADARSHINI LOKMANYA TILAK INSTITUTE OF

MANAGEMENT STUDIES & RESEARCH, NAGPUR
Project Report of Ms. Divya Jiwtode Page 1

(2019-2022)
Priyadarshini Lokmanya Tilak Institute of Management Studies

& Research, Nagpur
CERTIFICATE
This is to certify that the project entitled “A STUDY OF FUTURE
TRENDS IN RECRUITMETN INDIA AND OVERSEAS” has been
submitted by DIVYA JIWTODE, a student of Sixth semester of
B.B.A. in Human Resource Management from Priyadarshini
Lokmanya Tilak Institute of Management Studies & Research,
Nagpur. This is a research work done by the student in the session
2021-22 towards the partial fulfillment of the requirement for the
award of degree in Bachelor of Business Administration under the
supervision & guidance of Prof. Paritosh Giriya.
Prof. Paritosh Giriya Dr. S. R. Varma

Project Guide Principal

ACKNOWLEDGEMENT
The pleasure of achievement, the glory, the satisfaction, the rewards,

the appreciation and construction of my project report cannot be
through without a few who apart from their regular schedule spared
their valuable time for me. The acknowledgement is not just
apposition of words but also an account of the indictment. They have
been guiding lights and a source of inspiration towards the
completion of this report.
I am highly obliged to express my deep sense of gratitude and grateful

thanks to my faculty guide, Prof. Paritosh Giriya for the valuable
guidance and support which led to the successful and timely
completion of my project.
I am grateful to Dr. S. R. Varma, Principal, PLTIMSR for his moral

support, encouragement and generous assistance.
Last but not the least, I am very much thankful to all those who helped
me directly or indirectly in the successful completion of the project.
Date: DIVYA JIWTODE

Place: Nagpur SEM VI, BBA

DECLARATION
I, DIVYA JIWTODE of BBA studying at Priyadarshini Lokmanya

Tilak Institute of Management Studies & Research, Nagpur declare
that the project work entitled “A STUDY OF FUTURE TRENDS IN
RECRUITMETN INDIA AND OVERSEAS” was carried by me in
the partial fulfillment of BBA program under the guidance of “Prof.
Paritosh Giriya” at Priyadarshini Lokmanya Tilak Institute of
Management Studies & Research, Nagpur.
This project was undertaken as a part of academic curriculum

according to the university’s rules and norms and it does not have
any commercial interest and motive. It’s my original work and it is
not submitted to any other organization or university for any other
purpose.
Date: DIVYA JIWTODE

Place: Nagpur SEM VI, BBA

INDEX
Page No.
Chapter No. Name of Chapter
(From-to)
I Executive Summary
II Introduction to topic
III Company Profile
IV Objectives of Study
V Scope of Study
VI Limitations of Study
VII Research Methodology
VIII Data Analysis & Interpretation
IX Conclusions & Findings
X Suggestions & Recommendations
Bibliography
-- Annexure

I. EXECUTIVE SUMMARY

I. EXECUTIVE SUMMARY
The IT & business service industry’s revenue was estimated at ~US$ 6.96 billion in
the first half of 2021, an increase of 6.4% YoY. The export revenue of the IT industry is
estimated at US$ 150 billion in FY21. According to Gartner estimates, IT spending in India is
estimated to reach US$ 93 billion in 2021 (7.3% YoY growth) and further increase to US$
98.5 billion in 2022. The BPM sector in India currently employs >1.4 million people, while
IT and BPM together have >4.5 million workers, as of FY21. India's software services
exports (excluding exports through commercial presence) increased by 4% in FY21
compared with FY20 and are estimated at USD 133.7 billion during 2020-21.
Recruitment is the process of attracting individuals on a timely basis in sufficient

numbers and with appropriate qualification, to apply for jobs within an organization. The
process of searching prospective employees with multidimensional skills and experience that
suits organization strategies in fundamental to the growth of the organization, this demands
more comprehensive strategic perspective recruitment. Organizations require the services of
large number of personnel, these personnel occupies the various positions created to the
process of organization. Each position of the organization has certain specific contributions to
achieve the organizational objectives. The recruitment process of the organizational has to be
strong enough to attract and select the potential candidates with right job specification. The
recruitment process begins with human resource planning and concludes with the selection
of required number of candidates, both HR staff and operating managers have
responsibilities in the process.
Research methodology is away to systematically solve the research problem, as to

how research is done scientifically. It is generally adapted by researcher to study his research
problem along with logic behind them. It is necessary for the researcher to develop certain
tests. This also clarify time, scope, data, sources etc. of proposed study. Another significant
aspect is tools and techniques which are used for the study.
Recruitment is the process of searching for prospective employees and stimulating

and encouraging them to apply for jobs in an organization. And Selection is selecting the

right candidate at the right time in the right place. Employees of IT Industry are satisfied with
the current/existing recruitment and selection process. IT Industry is recruiting their
employees mainly through consultancies.
Consultancies are the mediator between the organization and the candidates as it
serves the requirements of employees as well as the organization. IT Industry recruits their
employees in a decentralized. Also IT Industry has to consider internet sources for
recruitment of employees so that it could motivate the employees. Employees are also well
aware about the various sources and methods of recruitment and selection. IT Industry has to
implement innovative techniques in selection process like group discussion, stress interview,
etc. Recruitment must be done by analysing the job firstly which will make it easier and will
be beneficial from the company’s point of view. More emphasis should be given on internet
and advertisement so that more and more candidates apply for the jobs and it will be easy to
find the right employee among them. The recruitment and selection procedure should not be
too lengthy and time consuming. Company should try to use the internal recruitment process
first because it incurs less cost and acts as a motivational factor to the employees. Provide
training to employees so that they get better knowledge, skills and attitude. Company should
amend some parts of their HR policies for better effectiveness.

II. INTRODUCTION TO TOPIC

II. INTRODUCTION TO TOPIC
RECRUITMENT
Meaning
Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for
and obtaining applicants for the jobs, from among whom the right people can be selected.
A formal definition states, “It is the process of finding and attracting capable applicants for
the employment. The process begins when new recruits are sought and ends when their
applicants are submitted. The result is a pool of applicants from which new employees are
selected”. In this, the available vacancies are given wide publicity and suitable candidates are
encouraged to submit applications so as to have a pool of eligible candidates for scientific
selection.
In recruitment, information is collected from interested candidates. For this different source
such as newspaper advertisement, employment exchanges, internal promotion, etc are used.
In the recruitment, a pool of eligible and interested candidates is created for selection of most
suitable candidates. Recruitment represents the first contact that a company makes with
potential employees
Definition:
According to EDWIN FLIPPO, “Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.”
Recruitment and Selection
Recruitment is the process of attracting individuals on a timely basis in sufficient numbers

and with appropriate qualification, to apply for jobs within an organization. The process of
searching prospective employees with multidimensional skills and experience that suits
organization strategies in fundamental to the growth of the organization, this demands more
comprehensive strategic perspective recruitment. Organizations require the services of large

number of personnel, these personnel occupies the various positions created to the process of
organization. Each position of the organization has certain specific contributions to achieve
the organizational objectives. The recruitment process of the organizational has to be strong
enough to attract and select the potential candidates with right job specification. The
recruitment process begins with human resource planning and concludes with the selection
of required number of candidates, both HR staff and operating managers have
responsibilities in the process.
“Right person for the right job is the basic principle in recruitment and selection. Every
organisation should give attention to the selection of its manpower, especially its managers.
The operative manpower is equally important and essential for the orderly working of an
enterprise.
Every business organization/unit needs manpower for carrying different business activities
moothly and efficiently and for this recruitment and selection of suitable candidates is
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.

Need for recruitment
The need for recruitment may be due to the following reasons / situation:
a) Vacancies due to promotions, transfer, retirement, termination, permanent disability,

death and labour turnover.
b) Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job
specification.
Purpose and importance of Recruitment:
 Determine the present and future requirements of the organization on conjunction

withits personnel-planning and job analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will
leavethe organization only after a short period of time.
 Meet the organization’s legal and social obligations regarding the composition of its
work force.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organizational and individual effectiveness in the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants.
 Recruitment is a positive function in which publicity is given to the jobs available in the
organization and interested candidates are encouraged to submit applications for the
purpose of selection.
Project Report of Ms. Divya Diwtode Page 12

Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants. The process comprises five interrelated stages, viz.
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.
STAGE 1: RECRUITMENT PLANNING:
The first stage in the recruitment process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into set of objectives or
targets that specify the (1) Numbers and (2) Types of applicants to be contacted.
Numbers of contact: Organization, nearly always, plan to attract more applicants than they
will hire. Some of those contacted will be uninterested, unqualified or both. Each time a
recruitment Programme is contemplated, one task is to estimate the number of applicants
necessary to fill all vacancies with the qualified people.
Types of contacts: It is basically concerned with the types of people to be informed about
job openings. The type of people depends on the tasks and responsibilities involved and the
qualifications and experience expected. These details are available through job description
and job specification.
STAGE 2: STRATEGY DEVELOPMENT:
When it is estimated that what types of recruitment and how many are required then one has
concentrate in (1). Make or Buy employees. (2). Technological sophistication of recruitment
and selection devices. (3). Geographical distribution of labour markets comprising job
seekers.(4). Sources of recruitment. (5). Sequencing the activities in the recruitment process.
Project Report of Ms. Divya Diwtode Page 13

Make or Buy:
Organization must decide whether to hire le skilled employees and invest on training and
education programmes, or they can hire skilled labour and professional. Essentially, this is
the make‟ or „buy‟ decision. Organizations, which hire skilled and professionals shall have
to pay more for these employees.
Technological Sophistication:
The second decision in strategy development relates to the methods used in recruitment and
selection. This decision is mainly influenced by the available technology. The advent of
computers has made it possible for employers to scan national and international applicant
qualification. Although impersonal, computers have given employers and job seekers a wider
scope of options in the initial screening stage.
STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can begin. Search
involves two steps
A) Source activation and
B) Selling.
STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting process, though
many view it as the first step in the selection process. Even the definition on recruitment, we
quoted in the beginning of this chapter, excludes screening from its scope. However, we have
included screening in recruitment for valid reasons. The selection process will begin after the
applications have been scrutinized and short-listed. Hiring of professors in a university is
atypical situation. Application received in response to advertisements is screened and only
eligible applicants are called for an interview. A selection committee comprising the Vice
chancellor, Registrar and subject experts conducts interview. Here, the recruitment process
extends up to screening the applications. The selection process commences only later.
Project Report of Ms. Anjali Ghadse Page 14

Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal of
time and money.
In screening, clear job specifications are invaluable. It is both good practice and a legal
necessity that applicant’s qualification is judged on the basis of their knowledge, skills,
abilities and interest required to do the job.
STAGE 5: EVALUATION AND CONTROL :-
Evaluation and control is necessary as considerable costs are incurred in the recruitment
process. The costs generally incurred are :-
1. Salaries for recruiters.

2. Management and professional time spent on preparing job description, job specifications,
advertisements, agency liaison and so forth.
3. The cost of advertisements or other recruitment methods, that is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting unsuitable candidates for the selection process.

SOURCES OF MANAGERIAL RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES
1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy service
4) Retirement 4) Deputation of personnel or transfer from

one enterprise to another
5) Former employees 5) Walk-ins, write-ins, talk-ins
The sources of recruitment can be broadly categorized into internal and external sources-
1) INTERNAL RECRUITMENT:
Internal recruitment seeks applicants for positions from within the company. The various
internal sources include:
Promotions and Transfers:
Promotion is an effective means using job posting and personnel records. Job posting requires
notifying vacant positions by posting notices, circulating publications or announcing at staff
meetings and inviting employees to apply. Personnel records help discover employees who
are doing jobs below their educational qualifications or skill levels. Promotions has many
advantages like it is good public relations, builds morale, encourages competent individuals
who are ambitious, improves the probability of good selection since information on the
individual’s performance is readily available, is cheaper than going outside to recruit, those
chosen internally are familiar with the organization thus reducing the orientation time and
energy and also acts as a training device for developing middle-level and top-level managers.
Employee referrals
Employees can develop good prospects for their families and friends by acquainting them
with the advantages of a job with the company, furnishing them with introduction and

encouraging them to apply. This is a very effective means as many qualified people can
bereached at a very low cost to the company. The other advantages are that the employees
would bring only those referrals that they feel would be able to fit in the organization based
on their own experience. In this way, the organization can also fulfil social obligations and
create goodwill.
Former Employees:
These include retired employees who are willing to work on a part-time basis, individuals
who left work and are willing to come back for higher compensations. Even retrenched
employees are taken up once again. The advantage here is that the people are already known
to the organization and there is no need to find out their past performance and character.
Dependents of deceased employees:
Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is
recruited in their place. This is usually an effective way to fulfil social obligation and create
goodwill.
Recalls:
When management faces a problem, which can be solved only by a manager who has
proceeded on long leave, it may de decided to recall that persons after the problem is solved,
his leave maybe extended.
Retirements:
At times, management may not find suitable candidates in place of the one who had retired,
after meritorious service. Under the circumstances, management may decide to call retired
managers with new extension.
2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from sources outside the company. They
have outnumbered the internal methods. The various external sources include

Professional or Trade Associations:
Many associations provide placement service to its members. It consists of compiling job
seeker’s lists and providing access to members during regional ornational conventions. Also,
the publications of these associations carry classified advertisements from employers
interested in recruiting their members. These are particularly useful for attracting highly
educated, experienced or skilled personnel.
Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer advertisements because

of their wide reach. Want ads describe the job benefits, identify the employer and tell those
interested how to apply. Newspaper is the most common medium but for highly specialized
recruits, advertisements may be placed in professional or business journals.
Advertisements must contain proper information like the job content, working conditions,
location of job, compensation including fringe benefits, job specifications, growth aspects,
etc.
Campus Recruitments:
Colleges, universities, research laboratories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes. Campus Recruitment is going global with companies
like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and Reliance looking for
global markets. Some companies recruit a given number of candidates from these institutes
every year. Campus recruitment is so much sought after that each college; university depart
mentor institute will have a placement officer to handle recruitment functions.
However, it is often an expensive process, even if recruiting process produces job offers and
acceptances eventually.
Walk-ins, Write-ins and Talk-ins:
The most common and least expensive approach for candidates is direct applications, in
which job seekers submit unsolicited application letters or resumes. Direct applications can
also provide a pool of potential employees to meet future needs. From employees‟ viewpoint,
walk-ins are preferable as they are free from the hassles associated with other methods of
recruitment. While direct applications are particularly effective in filling entry level and

unskilled vacancies, some organizations compile pools of potential employees from direct
applications for skilled positions. Write-ins are those who send written enquiries. These job
seekers are asked to complete application forms for further processing. Talk-ins involves the
job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application
is required to be submitted to the recruiter.
Consultants:
They are in this profession for recruiting and selecting managerial and executive personnel.
They are useful as they have nationwide contacts and lend professionalism to the hiring
process. They also keep prospective employer and employee anonymous. However, the cost
can be a deterrent factor.
Head Hunters:
They are useful in specialized and skilled candidate working in a particular company. An
agent is sent to represent the recruiting company and offer is made to the candidate. This is a
useful source when both the companies involved are in the same field, and the employee is
reluctant to take the offer since he fears, that his company is testing his loyalty.
Radio, Television and Internet:
Radio and television are used to reach certain types of job applicants such as skilled workers.
Radio and television are used but sparingly, and that too, by government departments only.
However, there is nothing inherently desperate about using radio and television. It depends
upon what is said and how it is delivered. Internet is becoming a popular option for
recruitment today. There are specialized sites like naukri.com.
SELECTION:
Selection process is a decision making process. This step consists of a number of activities. A
candidate who fails to qualify for a particular step is not eligible for appearing for the
subsequent step. Employee selection is the process of putting right men on the right job. It is
a procedure of matching organizational requirements with the skills and qualifications of
people. Effective selection can be done only where there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees.

Moreover, organization will face less absenteeism and employee turnover problems. By
selecting right candidate for the required job, organization will also save time and money.
Proper screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a job and

Selection is selecting the right candidate from the pool of applicants
SELECTION PROCESS
Selection is along process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.
1. Preliminary test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract Step-1
Ways to Lower Recruitment Costs
Optimize your company career portal
The recruitment costs and the hiring time can be reduced with clear information about the job
role. A career portal must have content that is relevant which includes salary, benefits, job
roles, responsibilities, information about the company, company’s vision, etc. In order to
optimize your company site:
 Make sure job seekers find it easy to locate the careers page on your company website

 Build a mobile-friendly career site. A clear CTA for easy access to the job application
page.
 Provide links to your social media pages so that passive job seekers can keep in touch.
Recruit via Social Media
Posting jobs on major job boards may cost as much as $400, but the reach is not as much as
on social media sites. As Millenials and GenZs are more active on social media, posting job
requirements on such platforms reduces the recruitment costs and reaches more remote job
seekers. Facebook and Instagram for instance allow businesses to post ads to promote their
brand. Promotions can include videos, blog posts, infographics, how-to guides, etc. which
may attract your dream candidates. These channels could also be used to post ads for open
job positions that would attract some of the high-quality talents and followers of your brand
profiles. Job posts can be in the form of attractive posters with appropriate links leading to
the career page of the company website.
Tapping into internal talent pools and employee referrals
Most companies look outside their base when they need to fill top positions. Due to this, the
in-house talents are underutilized. Instead, companies can promote employees who are
already working in their organization. Existing employees are well aware of the company’s
environmental practices and day-to-day demands. Since they are aware of the company
culture and departmental demands, they would blend into the new position with trivial
friction. This can bring in more candidates who would be the best cultural fit for the company
and hence improve employee retention. They also will be able to use all the knowledge they
have gathered over the years to work for the higher position which saves the recruitment
costs and hiring time of the company.
Create strategies to reduce employee turnover
By promoting existing employees to higher positions, they can be retained for longer periods
of time. This will in turn save recruitment costs in the long run. So it is important to keep the
existing employees under the radar by continually monitoring their future goals and
preferences. Those employees who want to rise to higher positions in the company may be
provided a chance. This would surely reduce the employee turnover rates.

Use digital interview to minimise recruitment costs
Hiring costs can be reduced to an extent by leveraging technology for the purpose of hiring.
Digital interviewing can be done through career portals, mobile recruiting, online
assessments, recruitment through social media, etc. To identify candidates, companies may
make use of social media pages like Twitter, LinkedIn, Facebook, and Instagram. Job
requirements can be posted on social media platforms. Digital Interviews could be either one-
way or two-way. One-way interviews provide the candidates with some predetermined
questions which can be answered and recorded by the candidates. These responses are sent to
the companies where recruiters can evaluate on their own time. Two-way interviews are
conducted live over video calls. Conducting interviews digitally can save a lot of time and
costs for the company since the HR team need not involve seniors and schedule interviews
for days.
In-house recruitment Vs Third-party recruitment
Cost
When in-house recruitment is chosen, the costs may include Application tracking system
costs and salary for the HR department. When a third-party recruitment partner is chosen,
costs will include the agency fee which will be included in the candidates’ salary.
Quality of candidates
When companies hire local talents, the quality of candidates can be easily assessed during
direct interviews. With remote hiring, Talents go through a series of assessments like
screening, technical assessment, background checks, communication skills, etc. Only a few
candidates will make it to the final round. So the talents that are hired through talent
acquisition platforms belong to the topmost skilled candidates.
Time
In-house hiring may include screening process, interviewing, background checks, onboarding
process which is all time-consuming. But in remote hiring, the HR team searches through
multiple platforms and checks their talent before hiring. If an organisation invests in
a Remote Hiring Company, they will analyse the job request, source the pre-vetted talents
and provide the best match for the role. So the time to fill a role is comparatively less.

Talent Pool
With in-house hiring, there is a lot of competition among the top companies to hire top-notch
talents from nearby locations. So when senior specialists are required, companies need to face
talent shortages. But in remote hiring mode, companies can hire talents beyond the borders.
So companies get access to a near-infinite reservoir of candidates.
Work interruption
With local teams, there may be many causes for delays in work like unexpected sick leaves,
vacations, and layoffs. With remote teams, members are focused on delivering the project
within the deadline. So, even if remote hires tend to leave the company for unknown reasons,
talent acquisition partners would provide a replacement so that work doesn’t get disrupted at
any cost.
Which one to choose?
Having given all the pros and cons of in-house hiring and pre-vetted hiring, now it’s time to
decide which one to opt for. Choosing any one of the hiring types won’t help reduce the
recruitment costs, but striking a perfect balance between the two will. It is better to opt for in-
house hiring when top management positions are to be filled and cultural fit is your top
priority. If you want to find the right candidate for the job position you can find the talent
from remote hiring solution partners. Pre-vetted talents are highly useful when you are about
to scale your business and want to fill multiple positions with fewer recruitment costs.
Final Thoughts
Having an in-house team or a remote team, both come with their own pros and cons. The
success lies in choosing the right team based on the project scope and duration, the budget,
and the current requirements of a business. The responsibility lies on the shoulders of the
recruiters to analyze the requirements and decide on what kind of team is to be brought on
board. This can be made possible if their HR team works hand in hand with a talent
acquisition team. At Centizen Talent Hub, our staffing team will search for the perfect fit
for your company by actively hiring experts based on your job requirement with lower
recruitment costs. All you have to do is tell us your requirements and watch our team match
you with the best technical talent.

III. INDUSTRY PROFILE
III. INDUSTRY PROFILE

The IT & business service industry’s revenue was estimated at ~US$ 6.96 billion in the first
half of 2021, an increase of 6.4% YoY. The export revenue of the IT industry is estimated at
US$ 150 billion in FY21. According to Gartner estimates, IT spending in India is estimated
to reach US$ 93 billion in 2021 (7.3% YoY growth) and further increase to US$ 98.5 billion
in 2022. The BPM sector in India currently employs >1.4 million people, while IT and BPM
together have >4.5 million workers, as of FY21.
India's software services exports (excluding exports through commercial presence) increased
by 4% in FY21 compared with FY20 and are estimated at USD 133.7 billion during 2020-21.
Indian software product industry is expected to reach US$ 100 billion by 2025. Indian
companies are focusing to invest internationally to expand global footprint and enhance their
global delivery centres. In line with this, in February 2021, Tata Consultancy Services
announced to recruit ~1,500 technology employees across the UK over the next year. The
development would build capabilities for TCS to deliver efficiently to the UK customers.
As of FY21, the IT industry employed 4.5 million people.

The data annotation market in India stood at ~ US$ 250 million in FY20, of which the US
market contributed ~ 60% to the overall value. The market is expected to reach ~ US$ 7
billion by 2030 due to accelerated domestic demand for AI.
Indian IT's core competencies and strengths have attracted significant investment from major
countries. The computer software and hardware sector in India attracted cumulative foreign
direct investment (FDI) inflows worth US$ 74.12 billion between April 2000 and June 2021.
The sector ranked 2nd in FDI inflows as per the data released by Department for Promotion
of Industry and Internal Trade (DPIIT). Japanese investments in the Indian IT sector grew 4X
between 2016 and 2020. Investments stood at US$ 9.2 billion in the review period.
Leading Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra are diversifying their
offerings and showcasing leading ideas in blockchain and artificial intelligence to clients
using innovation hubs and research and development centres to create differentiated
offerings.
Some of the major developments in the Indian IT and ITeS sector are as follows:
 In November 2021, Wipro partnered with TEOCO to build solutions for

communication service providers (CSPs) to improve network automation, efficiency,
flexibility and reliability.
 In August 2021, Tata Consultancy Services was adjudged a leader in the NelsonHall
NEAT for CX Services in Banking, Financial Services and Insurance (BFSI).

 In August 2021, SAP India and Microsoft announced the introduction of
TechSaksham, a collaborative skilling initiative aimed at enabling young women
(from underprivileged regions) to pursue careers in technology. 62,000 women
students will be trained in artificial intelligence (AI), cloud computing, web design
and digital marketing as a result of this collaboration.
 In August 2021, Startek, a business process management company, announced a plan

to increase its minority stake in CSS Corp to reach a wider market. It also announced
a plan to recruit >2,000 employees in India, in FY22.

 In July 2021, Wipro announced plans to invest US$ 1 billion over the next three years
to expand its cloud technology capabilities through acquisitions and collaborations.
 In July 2021, Infosys announced that it has set up an Automotive Digital Technology
and Innovation Centre in Stuttgart, Germany. Automotive IT infrastructure
professionals stationed in Germany will transfer from Daimler AG to the new Digital
Technology and Innovation Centre as part of Infosys' relationship with Daimler.
 In July 2021, TCS expanded its strategic partnership with Royal London, the largest
mutual life insurance, pensions and investment company in the UK, to help the latter
transform its pension platform estate and deliver market-leading services to members
and customers.
 In July 2021, Tata Technologies partnered with Stratasys, a 3D printing technology

company, to provide advanced additive manufacturing technologies to the Indian
manufacturing ecosystem.
 In July 2021, Tech Mahindra Foundation and Wipro GE Healthcare have joined
forced to offer skilling and upskilling courses to students and healthcare technicians.
 In July 2021, HCL announced a multi-year agreement with Fiskars Group, consisting
of a family of lifestyle brands including Fiskars, Gerber, Iittala, Royal Copenhagen,
Waterford and Wedgwood for digital transformation.
 In July 2021, TCS launched Jile 5.0, a key release of its Enterprise Agile, on-the-
cloud services, planning and delivery tool that enables enterprises to meet the large-
scale development needs of multiple distributed teams.

IV. OBJECTIVES OF THE STUDY

IV. OBJECTIVES OF THE STUDY
 To understand the future trends of Recruitment process of an organisation.
 To study the present recruitment activities adopted by the organization.
 To portray out the methods and Future trends in Recruitment.
 To compare the Future trends recruitment process with Recruitment and also discuss
the benefits and drawbacks of Recruitment.

V. SCOPE OF STUDY

V. SCOPE OF STUDY
 To analyses the recruitment and Selection of the IT Industry.
 To structure the Future trends of Recruitment for different categories of employees in

IT Industry.
 To provide a IT Industry recruitment process.

VI. LIMITATIONS OF STUDY

VI. LIMITATIONS OF STUDY
 Some respondent have not responded to all the questions.

 The data given by the respondent may be personally biased.
 The study is based on only in the Nagpur City.
 Due to time constraint the study is restricted only to limited respondents.
 The data that should be collected may not be accurate and may not give a clear cut
idea about employee retention.
 The data collected may be biased because the respondent may not give correct
information.

VII. RESEARCH METHODOLOGY

VII. RESEARCH METHODOLOGY
Research methodology is away to systematically solve the research problem, as to

how research is done scientifically. It is generally adapted by researcher to study his research
problem along with logic behind them. It is necessary for the researcher to develop certain
tests. This also clarify time, scope, data, sources etc. of proposed study. Another significant
aspect is tools and techniques which are used for the study.
Research design
Research design is a pre-planned sketch for the explanation of problem. It is the first step to
take and the whole research. Study will conduct on the basis of this research design. It gives
us a due that how the further process would be taking place and how would be the research
study carry into classification, interpretation and suggestion. This is a guideline for the whole
work.
RESEARCH METHOD
A research is using quantitative research method for the research.
RESEARCH TECHNIQUES
A research is using descriptive research for the research.
SAMPLE DESIGN
Researcher is using sampling method in which some elements of the population are include in
sample.
SAMPLE METHOD
Probability sampling is based on the fact that every member of a population has a know and
equal chance of being selected.
SAMPLEING TECHNIQUES
Random sampling method is used in descriptive research where the researcher is interested in
getting an inexpensive approximation of the truth. A simple is a subset has an equal
probability. This probability method is often used during preliminary research efforts to get a

gross estimate of the result. Without incurring the cost or time required to select a random
sample.
SAMPLE SIZE:-
The Sample Size chosen for this study is 100 Respondent.
SAMPLE AREA:-
The sampling area is Nagpur.
DATA COLLECTION
Data collection is the process of gathering and measuring information on targeted

variables in an established systematic fashion, which then enables one to answer relevant
questions and evaluate outcomes. The data collection component of research is common to all
fields to study including physical and social sciences, humanities and business. It helps us to
collect the main points as gathered information. While methods vary by discipline, the
emphasis on ensuring accurate and honest collection is to capture quality evidence that then
translated to rich data analysis and allows the building of a convincing and credible answer to
question that have been posed.
The data used for this study are:
1. PRIMARY DATA
2. SECONDARY DATA
PRIMARY DATA
Primary data consisted of original information gathered for the specific purpose. Data
was collected from the primary sources i.e. questionnaire was developed with the help of
which personal interview were carried out. Questionnaire, Interview
SECONDARY DATA
The secondary data are collected from Nagpur city Authorized dealer, Authorized
Retailers from broachers, from website of the company, newspapers, and magazines,
Company site

VIII. DATA ANALYSIS & INTERPRETATION

VIII. DATA ANALYSIS & INTERPRETATION
Which of the sources of recruitment and selection are used in IT Industry?
Options Internal External Both Total
Responses 10 35 55 100
Percentage 10 35 55 100%
Interpretation:
It was found that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources.
Employees are hired mostly from external sources like job portals, consultancy etc.

Which of the following external sources are used for recruitment in IT Industry?
Options Advertisement Internet Campus Consultancy All of Total

drives the
above
Responses 25 15 10 40 10 100
Percentage 25 15 10 40 10 100%
Interpretation:
It was found that 40% of the employees are recruited through the consultancies and 20% of
the employees are selected by the advertisement followed by internet with 15% and campus
selections with 10%. Consultancy and Internet are the major sources which provide eligible
candidates for the hiring in IT Industry.

Which form of recruitment and selection is used in IT Industry?
Options Centralised Decentralised Total
Responses 10 90 100
Percentage 10 90 100%
Interpretation:
It was found that recruitment is decentralised. However, for higher positions of employment
the recruitment is centralised. Recruitment is decentralised as all the centres of IT Industry
recruit their employees according to the number of vacancies available in the respective
centres.
Are you satisfied with the recruitment process?
Options Yes No Total
Responses 80 20 100
Interpretation:
It was found that 90% of employees are satisfied with the recruitment process adopted by IT
Industry However, some of the respondents thought there should be some changes in the
existing recruitment process of the organisation.
Which of the following methods does IT Industry uses during selection?
Options Written GD PI GD & PI All Total
Responses 5 15 30 40 10 100
Percentage 5 15 30 40 10 100%
Interpretation:
It was found that 40% of selection is done by Group Discussion & Personal Interview. However,
Personal Interview is mostly used method of selection followed by group discussion.
Employees selected in IT Industry are finally selected by a personal interview taken by the
head of the centre.
Are you satisfied with the selection process?
Responses 80 20 100
Interpretation:
It was found that about 80 % of the employees are satisfied with the selection process.
However, the remaining is of the opinion that there should be some change in the recruitment
and selection process of the organisation.
Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?
Responses 20 80 100
Interpretation:
It was found that 20% of the respondents were of the opinion that stress test,
psychometric test and personality tests should be used for the selection, while the others were
satisfied with the existing recruitment and selection process. Most of the employees in IT
Industry are unaware of these types of tests as they are mostly fresher’s.
Does your company follow different recruitment process for different grades of employment?
Responses 100 0 100
Interpretation:
It was found that from that different recruitment process is adopted for different grades of
employment. Like, for the recruitment of trainers in IT Industry theoretical knowledge is
considered more and for the developers technical knowledge is given importance.
How do you rate HR practices of the company?
Options Respondents In percentage

Excellent 50 50%
Good 30 30%
Average 10 10%
Bad 10 10%
Total 100 100
Interpretation:
50% of the employees feel that HR department is good where and 30% say that its very good
where as 10% says its average and 10% employees feel it’s bad. Some employees are not
happy as they have to spend a little more time if they have to take demo training sessions.
Is there any contract signed by employees while joining the organization?

Yes 90 90%
No 10 10%
Total 100 100
Interpretation:
Above chart shows that almost 10% employees said no and 90 % said yes they have to sign a
bond while joining the organization. Employees have to submit one of their original
certificates in the time of their joining and they cannot leave this company before one year. If
the employees agree to these conditions then they are moved to next round of interview.
Are you comfortable with the HR policies of the company?

Yes 90 90%
No 10 10%
Total 100 100
Interpretation:
It was found that 10% employees were not comfortable with the policies of company and
90% employees are happily working with the current HR practices of the company. Some of
the employees were not comfortable with the policy as they find risk in submitting their
original documents to the company.
The recruitment and selection process of company meets the current and legal requirements?
Options No. %
Yes 50 50
No 25 25
Can’t Say 25 25
INTERPRETATION
Every organization has the option of choosing the candidates for its recruitment processes. In this
research most employees responded positively to this question. They feel that the company follows
different recruitment process for different positions.
Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum employees are
agree with this process whereas 10 out of 40 employees (25%) did not like the current recruitment
process whereas 12.5% were unable to answer.

IX. CONCLUSIONS & FINDINGS

IX. CONCLUSIONS & FINDINGS
 In IT Industry employees feel that the HR department is good.

 The recruitment and selection process is decentralized.
 About 90% of the employees are satisfied with the recruitment and selection process.
 Most of the managers prefer personal interviews.
 Mostly external sources of recruitment are considered.
 About 90% of employees feel that they are comfortable working with the current HR
policies of the company and 10% feel that they need some changes in the policies.
 The policy of the company is to submit one of the original educational documents and
cannot leave the company for 1 year, if done so then they have to pay a sum of Rs.25, 000 to
the company to get the certificate back, which some of the employees find unnecessary and
also risky.
 Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization. And Selection is selecting the right
candidate at the right time in the right place.
 Employees of IT Industry are satisfied with the current/existing recruitment and selection
process. IT Industry is recruiting their employees mainly through consultancies.
 Consultancies are the mediator between the organization and the candidates as it serves the
requirements of employees as well as the organization. IT Industry recruits their employees
in a decentralized.
 Also IT Industry has to consider internet sources for recruitment of employees so that it
could motivate the employees.
 Employees are also well aware about the various sources and methods of recruitment and
selection. IT Industry has to implement innovative techniques in selection process like group
discussion, stress interview, etc.

X. SUGGESTIONS & RECOMMENDATIONS

X. SUGGESTIONS & RECOMMENDATIONS
From the findings I can suggest IT Industry branch following things for the more effectiveness of
recruitment and selection process and HR policies:
 Recruitment must be done by analysing the job firstly which will make it easier and will be
beneficial from the company’s point of view.
 More emphasis should be given on internet and advertisement so that more and more
candidates apply for the jobs and it will be easy to find the right employee among them.
 The recruitment and selection procedure should not be too lengthy and time consuming.
 Company should try to use the internal recruitment process first because it incurs less cost
and acts as a motivational factor to the employees.
 Provide training to employees so that they get better knowledge, skills and attitude.
 Company should amend some parts of their HR policies for better effectiveness.

BIBLIOGRAPHY

BIBLIOGRAPHY
Books:
 C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.
 K Ashwathapa, (1997) Human Resource and Personnel Management, Tata McGraw Hill
 Dr. C.R. Kothari, (2008) Research Methodology
 Chris Duke,(2001) Recruiting the right staff
Websites:
 www.google.com
 www.en.wikipedia.org
 www.citehr.com
 www.scribd.com

ANNEXURES

ANNEXURES
Questionnaire:
This questionnaire survey is purely for academic purpose. Any information collected through this
survey is confidential and would not be shared with anyone other than the people involved in this.
Name: ...............................................................................................
Designation: ............................................. Age: ...............................
Department: ..................................... Qualification: .........................
Answer the following questions: (kindly give your unbiased response)
Q1. Which of the sources of recruitment and selection are used in IT INDUSTRY?
 Internal
 External
 Both
Q2. Which of the following external sources are used for recruitment in IT INDUSTRY?
 Advertisement
 Internet
 Campus recruitment
 Consultancies
 All of the above

Q3. Which form of recruitment and selection is used in IT INDUSTRY?
 Centralised
 Decentralised
Q4. Are you satisfied with the recruitment process?
 Yes
 No
Q5. Which of the following methods does IT INDUSTRY uses during selection?
 Written
 Group discussion
 Personal interview
 Group discussion and personal interview
 All of the above
Q6. Are you satisfied with the selection process?
 Yes
 No
Q7.Do you think innovative techniques like stress test, psychometric test and personality test should
be used for selection?
 Yes
 No
Q8. Does your company follow different recruitment process for different grades of employment?
 Yes
 No
Q9. How do you rate HR practices of the company?
 Excellent
 Good
 Average
 Bad
Q10. Is there any contract signed by employees while joining the organization?
 Yes
 No
Q11. Are you comfortable with the HR policies of the company?
 Yes
 No
Q.12 The recruitment and selection process of company meets the current and legal requirements?
 Yes
 No
 Can’t Say

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A

“A STUDY ON FUTURE TRENDS IN RECRUITMENT INDIA

RASHTRASANT TUKADOJI MAHARAJ NAGPUR

In partial fulfillment for the award of

BACHELOR OF BUSINESS ADMINISRTATION

UNDER THE GUIDANCE OF

PROF. PARITOSH GIRIYA

PRIYADARSHINI LOKMANYA TILAK INSTITUTE OF

Project Report of Ms. Divya Jiwtode Page 1

Priyadarshini Lokmanya Tilak Institute of Management Studies

Prof. Paritosh Giriya Dr. S. R. Varma

Project Report of Ms. Divya Jiwtode Page 2

The pleasure of achievement, the glory, the satisfaction, the rewards,

I am highly obliged to express my deep sense of gratitude and grateful

I am grateful to Dr. S. R. Varma, Principal, PLTIMSR for his moral

Date: DIVYA JIWTODE

Project Report of Ms. Divya Jiwtode Page 3

I, DIVYA JIWTODE of BBA studying at Priyadarshini Lokmanya

This project was undertaken as a part of academic curriculum

Date: DIVYA JIWTODE

Project Report of Ms. Divya Jiwtode Page 4

III Company Profile

VII Research Methodology

VIII Data Analysis & Interpretation

IX Conclusions & Findings

X Suggestions & Recommendations

Project Report of Ms. Divya Jiwtode Page 5

Project Report of Ms. Divya Jiwtode Page 6

Recruitment is the process of attracting individuals on a timely basis in sufficient

Research methodology is away to systematically solve the research problem, as to

Recruitment is the process of searching for prospective employees and stimulating

Project Report of Ms. Divya Jiwtode Page 7

Project Report of Ms. Divya Jiwtode Page 8

Project Report of Ms. Divya Jiwtode Page 9

According to EDWIN FLIPPO, “Recruitment is the process of searching for prospective

Recruitment and Selection

Recruitment is the process of attracting individuals on a timely basis in sufficient numbers

Project Report of Ms. Divya Jiwtode Page 10

Project Report of Ms. Divya Jiwtode Page 11

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability,

Purpose and importance of Recruitment:

 Determine the present and future requirements of the organization on conjunction

Project Report of Ms. Divya Diwtode Page 12

STAGE 1: RECRUITMENT PLANNING:

STAGE 2: STRATEGY DEVELOPMENT:

Project Report of Ms. Divya Diwtode Page 13

A) Source activation and

Project Report of Ms. Anjali Ghadse Page 14

STAGE 5: EVALUATION AND CONTROL :-

1. Salaries for recruiters.

Project Report of Ms. Divya Jiwtode Page 15

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment

2) Transfers 2) Press advertisement

3) Internal notification 3) Management consultancy service

4) Retirement 4) Deputation of personnel or transfer from

5) Former employees 5) Walk-ins, write-ins, talk-ins

Promotions and Transfers: