“Recruitment & Selection Process in Tareeqa Global

Solutions Pvt. Ltd. & Meilleur Infotech Pvt Ltd”

TO BE SUBMITTED TO DR. APJ ABDUL KALAM TECHNICAL UNIVERSITY,

LUCKNOW
IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE
DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
Batch 2021-23

Submitted to : Submitted By :

Ms. Shweta Prashant

Sharma Prof. MBA MBA-III SEM
Dept. ROLL NO.2100740700060

DEWAN INSTITUTE OF MANAGEMENT STUDIES

Meerut By-Pass Road, Partapur, Meerut.(U.P.) INDIA Pin-250 103Ph.:91-121-2440315, 2440375, Fax: 91-
121-2440337
Email:[email protected],Web Site: www.dewaninstitutes.org
 DECLARATION
I Prashant, Roll no. 2100740700060, student of Masters in Business
Administration – IInd Year Semester of D.I.M.S (Dewan Institute of
Management Studies) hereby declare that the project on “Recruitment & Selection
Process of Tareeqa Global Soultions Pvt. Ltd. and Meilleur Infotech”. Project
guide Ms. Shweta Sharma ma'am Faulty of DIMS, Meerut, is an original and
authenticated work done by me. I further declare that it has not been submitted else
where by any other person in any of the university for the award of any degree or
diploma.

Prashant
Roll no. : 2100740700060
(MBA- IInd Year)
ACKNOWLEDGEMENT
I Prashant, student of Masters in Business Administration – IInd Year using this
opportunity to express my gratitude to our college D.I.M.S (Dewan Institute of
Management Studies) and our coordinator – Ms. Shweta Sharma ma'am
supported me throughout the course of this MBA project. I am thankful for their
aspiring guidance, invaluably constructive criticism and friendly advice during the
project work. I am sincerely grateful to them for sharing their truthful and
illuminating views on a number of issues related to the project.

I am thankful to Mr. Anubhav Singh Sir (Founder of Tareeqa Global Solutions

Pvt. Ltd.) and Mr. Rahul Kumar Sir and Mr. Mukesh Kala Sir (Head of
Meilleur Infotech) for support, cooperation and motivation provided to me during
the training for constant inspiration, presence and blessings.
I would also like to thank our all faculty members and our Director – Dr.
Balwinder Bedi ma'am who provided me with the facilities being required and
conductive conditions for my MBA project.
 PREFACE
Human resource is an important corporate asset and the overall performance of company
depends on the way it is put to use. In order to realize company objectives, it is essential to
recruit people with requisite skills, qualification and experience. While doing so we need to
keep present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions. Recruitment is almost central to any management process and failure in
recruitment can create difficulties for any company including an adverse effect on its
profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to
labour shortages, or problems in management decision making.

Recruitment is however not just a simple selection process but also requires management
decision making and extensive planning to employ the most suitable manpower. Competition
among business organizationsfor recruiting the best potential has increased focus on
innovation, and management decision making and the selectors aim to recruit only the best
candidates who would suit the corporate culture, ethics and climate specific to the
organization.

The process of recruitment does not however end with application and selection of the right
people but involves maintaining and retaining the employees chosen. Despite a well drawn
plan on recruitment and selection and involvement of qualified management team, recruitment
processes followed by companies canface significant obstacles in implementation. Theories of
HRM may provide insights on the best approachesto recruitment although companies will
have to use their in house management skills to apply generic theories within specific
organizational contexts.
 TABLE OF CONTENTS
 Executive Summary
 Objectives of the Project
 Scope of the study
Chapter – 1
 Project Review
 Company Profile
Chapter – 2
 Roles and Responsibilities
 Recruitment Theoretical perspective
 Selection
Chapter – 3
 Research Methodology

Chapter – 4
 Data Analysis and Interpretation
Chapter – 5
 Results and findings

 Conclusion
 Bibliography
 Questionnaire
EXECUTIVE SUMMARY
In this organization study an attempt is made to analyze various dimensions of Tareeqa Global

Solutions Pvt. Ltd. and Meilleur Infotech Pvt Ltd . The organization has to be more responsive to

the changing scenario and latest trends in, recruitments and then of selection process.

Organizational capabilitiesneed improvement through continuous updating of latest technique,

involving latest trends and methodologies used for Recruitment and Selection of candidates,

formulating recruitment policy and in designing an effective HR Plan as any failure in HR

Planning will be a limiting factor in achieving the objectives of the organization. Objectives in the

present day of stiff challenge from competitive market, it is ongoing process which requires

proper identification of organizational manpower requirement and also ways of hiring the

efficient and right person at the right time. The scope of the project was to collect data from the

selected employees of company, analyze the significance of the data and the conclusion.

The project starts with the general introduction to what Recruitment and Selection is all about.

Thencomes the Company Profile. It consists of an introduction about the organization. Here I

have statedthe history of the organization, its objectives, products and capabilities of the

organization. The project provides me excellent opportunity to correlate my theoretical learning

with the ground realities of the industry and the market.

To accomplish the above, around 40 employees were surveyed and interviewed. The core purpose

of the survey was to find out employees perspective towards the Recruitment and Selection

processin the organization. In conclusion, this project will enable one to understand the concept of

Recruitment and Selection process among the employees and simultaneously it will help the

employer in practicing them. This report will also help to understand benefits and drawbacks of

present process of the same.

OBJECTIVES OF THE PROJECT
Every task is undertaken with an objective. Without any objective a task is renderedmeaningless.

The main objectives for undertaking this project are:

To understand the internal Recruitment process at Tareeqa Global Solutions Pvt.Ltd. and Meilleur

Infotech Pvt Ltd.

To identify areas where there can be scope for improvement.

To give suitable recommendation to streamline the hiring process.

 SCOPE OF THE STUDY

This study on the TAREEQA GLOBAL SOLUTIONS PVT. LTD. and Meilleur

Infotech Pvt Ltd has been confined to:

 Present employee of the Tareeqa Global Solutions Pvt. Ltd. and Meilleur Infotech.

 All employee working on different roles.

 To know more about the HR skills and practices.

 To enhance my HR skills and conduct the interview rounds for the candidates.
 Chapter - 1
 Project Review

 Company Profile
 PROJECT REVIEW
Rigorous sourcing was undertaken to understand the recruitment process. Candidates were

interviewed and then potential candidates were shortlisted. During the tenure of the project I

learntto put the candidates under assessment tests and took the initial rounds of interview. Job

Portals used by me for the recruitment of candidates through MONSTER, LINKEDIN and

NAUKRI.COM

The whole process of recruitment from a recruitment firm like Tareeqa Global Solutions Pvt.

Ltd.and Meilleur Pvt Ltd is a very exhausting one. It is detail oriented in nature. The reason why

every employee gets motivated to do the job is because of the knowledge that at that particular

moment that particular recruiter was responsible for giving job to these candidates. To generate

employmentis one thing but to recruit the right kind of workforce for a job is another thing. It not

only needs the basic understanding of the client company’s need to fill the position in a period of

time but it also requires the recruiter to be sensitive of the needs of the candidate to find the right

job for himself. All this needs a great profundity of intellect.

During my tenure at both the organization, I learnt to work as professional. The one thing that got

profoundly clear is that text books do not help in the actual corporate world. There are unwritten

policies and standard operating procedures that each employee has to abide to. No matter what,

profit maximization is the core purpose of the existence of every business. Meeting targets on your

level dedicatedly is your contribution to the revenue generation of the company.

 Functional area of HRM
Human resource auditing

Human resource strategic planning

Human resource planning

Manpower panning

Recruitment / selection

Induction

Orientation

Training

Management development

Compensation development

Performance appraisals

Performance management

Career planning / development

Coaching

Counseling’s

Staff amenities planning

Event management

Succession planning

Talent management

Safety management

Staff communication

Reward
 COMPANY PROFILE
TAREEQA GLOBAL SOLUTIONS PVT. LTD.

TAREEQA is an optimal platform that trains Leadership Skills, Entrepreneurial

Skills, Public Speaking & Helps to Transform an Ordinary Personality to an
Alpha through Veteran & Practical Result-Oriented Mentorship.

It is Venture Started by a Youth for the Youth!

Tareeqa Global Solutions Private Limited is an unlisted private company incorporated on 20

August, 2019. It is classified as a private limited company and is located in , Uttar Pradesh. It's
authorized share capital is INR 15.00 lac and the total paid-up capital is INR 1.00 lac.

The current status of Tareeqa Global Solutions Private Limited is - Active.

Details of the last annual general meeting of Tareeqa Global Solutions Private Limited are not
available. The company is yet to submit its first full-year financial statements to the registrar.
Tareeqa Global Solutions Private Limited has two directors - Anubhav Singh and Jalaj Singh.The
Corporate Identification Number (CIN) of Tareeqa Global Solutions Private Limited is
U80220UP2019PTC120331. The registered office of Tareeqa Global Solutions Private Limited is
atC/O JALAJ SINGH, CHAMPA VIHAR COLONEY NEW SAKET COLONEY ALIGARH
Aligarh , Uttar Pradesh.
 Founder of Tareeqa Global Solution

Founder of Tareeqa Global Solution & successfully running a job consultancy in a tie-up with 22

MNCs based in Delhi, Mr. Anubhav Singh is the youngest entrepreneur of Aligarh, India.

He is certified personality development trainer and has launched personality development

training,human resource training, entrepreneurship skills training and start-up & sales mastery

training course in Aligarh.

Having completed his bachelors & masters in operation research & statistics (silver medalist),

fromAligarh Muslim University, he has provided mentorship to more than 3000+ students,

internship to 5000+ students in various fields, provided jobs to 500+ candidates as a part of job

consultancy portion as well as provided seminars to more than 100+ institutes in all over India.

He is also the author of well sold e-books with copyright reserved over kindle.He is an excellent

influencer and a spoke person at union debates in Aligarh Muslim University, also a former

chairman of NGO namely Prarambh - based on blood donation and educational welfare.

He has been a former senior student leader in BJP and RLDJP before starting his journey as an

entrepreneur. Not just having advance diploma in image counseling, he is also a certified personal

consultant by Fortis hospital, Delhi, certified public speaker, personality development trainer,

business coach, and a motivational speaker.

 SERVICES

HR Training Course

Finance Training Course

MS Excel Course

Digital Marketing Course

Marketing Mastery Course

Personality Development Course

English Speaking Course

 MEILLEUR INFOTECH

We are bad-to-the-bone specialized proficient who love to give best arrangement in the tech world. We are pack of

specialists accompanying distinctive encounters and ability from enormous IT first class organizations and we want to

give fabulousness and dependability in our items.

We have our recorded organization named as Meilleur infotech. We are based out in Delhi NCR with our head office

at Noida – 63.

We give arrangements in various spaces running from big business web and versatile to cloud arrangements. We have

mastery taking a shot at various innovations, for example, Word Press, Joomla , Python, Php and so on in web

improvement, local application advancement with, C#, Java, Objective C and so on.

We have our past encounters working with various customer base and areas giving answer for vast item improvement

organizations.

We stress unequivocally on the quality, execution and security of our items. We take after best building practices to

give better arrangement and fulfillment to our customer.

Manpower Service Provider

We are recruitment company in India, specializing in the permanent recruitment, placement

consultancy, contract staffing, recruitment process outsourcing (RPO) and managed off shore

services for IT & Non IT sectors across all verticals. Meilleur Infotech (MIPL Services) has a

proven track record of successfully recruiting for many reputed Indian and International firms.

The HR professionals – handling the recruitment function of the organization- are constantly

facing new challenges. The biggest challenge for such professionals is to source or recruit the best

people or potential candidate for the organization. In the last few years, the job market has

undergone some fundamental changes in terms of technologies, sources of recruitment,

competition in the market etc.

The major challenges faced by the HR in recruitment are :

Timeliness of the process

Lack of motivation – Recruitment is considered to be a thankless job.

Cost effectiveness of Recruitment Solution

Lack of Domain Knowledge for Specialized Hiring

“Meilleur Infotech (MIPL Services) has extensive recruitment solution to address each of the

above mentioned problem. Following are the strengths of the recruitment team of Meilleur

Infotech (MIPL Services)”

Recruitment team consisting of practitioners of technology

Availability of domain experts

First technical screening by Meilleur Infotech (MIPL Services) to save time of HR partners

Comprehensive Database

Use of Advance Technical Tools in recruitment

Training Support for the newly hired workforce at entry level

“Commitment and Understanding”

We are committed to the goal of understanding the challenges you face in hiring

We work closely with your management to familiarize ourselves with your company culture,

business objectives and staffing goals

With understanding achieved, a team of recruitment professionals will be assigned to

generate results quickly and cost effectively

We will bring to your attention only those candidates that are value added to your business

Use of Advance Technical Tools in recruitment

Training Support for the newly hired workforce at entry level.

 Chapter – 2
 Roles and Responsibilities

 Recruitment Theoretical perspective

 Selection
 Responsibility of HR department in large
organization
Position Job Responsibilities

HR Executive committee, organization planning, HR planning & policy, Organization

developmentManager, recruitment& employment Recruiting, Interviewing, Testing, Placement &
Termination Manager ,compensation & benefits Job analysis and evaluation, surveys,
Performance appraisal, compensation administration, bonus, Profit sharing plans, Employee
benefits. Manager, Training &Development Orientation, Training, Management development,
Career Planning & development Manager, Employee relations EEO relations, contract
compliance, staff assistance programs, Employee counseling.

Tareeqa Global Solutions Pvt. Ltd.:-

My responsibility is to lead my team in perfect direction through motivation.

Recruiting sales and marketing interns.

To perform my duties and tasks on regular basis.

Completion of assignments.

Training & reporting of recruited interns.

Assigning them task on regular basis.

Conducting online sessions for them.

Generating their offer letters.

PowerPoint Presentation
 Meilleur Infotech Pvt Ltd:-

Firstly, recruiting candidates through various job portals.

Maintaining data perfectly.

Attending google meet sessions.

After 1 month, I promoted as HR Assistant where I lead 3 groups :

 Assigning tasks on regular basis.

 Conducting google sessions on weekend.

 Checking their performance on various job portals.

 Helping them in solving their queries.

 Generating their offer letters, certificates.

 RECRUITMENT
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin
B. Flippo defined recruitment as “the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.” In simple words recruitment can be
defined as a ‘linking function’- joining together those with jobs to fill and those seeking jobs.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job

candidates.Specifically, the purposes and needs are:

 Determine the present and future requirements of the organization in conjunction with its
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 leave the
organization only after a short period of time.
 Begin identifying and preparing potential job applicants who will be appropriate candidates.

 Induct outsiders with a new perspective to lead the company.

 Infuse fresh blood at all levels of the organization.

 Develop an organizational culture that attracts competent people to the company.

 Search for talent globally and not just within the company.
 FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

1. INTERNAL FACTORS

 Recruiting policy

 Temporary and part-time employees

 Recruitment of local citizens

 Engagement of the company in HRP

 Company’s size

 Cost of recruitment

 Company’s growth and expansion

2) EXTERNAL FACTORS

 Supply and Demand factors

 Unemployment Rate

 Labour-market conditions

 Political and legal considerations

 Social factors

 Economic factors

 Technological factors
 THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (e.g. salaries, benefits, working condition, etc),
the better applicants weight these factors to arrive at a relative “desirability” index

2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs (e.g. security,
achievement, affiliation)
2) Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g.
(promptness, warmth, follow-up calls, sincerity, etc.)
2) Research indicates that more recruiter contact enhances acceptance of offer, also experienced
recruiter (e.g. middle-aged) more successful than young or inexperienced recruiter - may be
especially important when recruiting ethnic minorities, women, etc.

Policies:

Recruitment policy of any organization is derived from the personnel policy of the same
organization. However, recruitment policy by itself should take into consideration the
government’s

reservation policy, policy regarding sons of soil, etc., personnel policies of other organizations
regarding merit, internal sources, social responsibility in absorbing minority sections, women, etc.
 Specific issues which may be addressed in Recruitment Policy:

1) Statement : Nondiscrimination (EEO employer) or particular protected class members that may
be sought for different positions (see also Affirmative Action guidelines)
2) Position description: Adherence to job description (& qualifications) in recruitment & selection

-BFOQ’s -bonafide occupational qualifications

3) How to handle special personnel in recruitment/selection: e.g. relatives (nepotism) veterans

(any special advancement toward retirement for military experience?), rehires (special
consideration? vacation days or other prior benefits?), part-time or temporary personnel (special
consideration? benefits?)
4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to recruit,
relocation, expenses, etc.
5) Others:

a. Residency requirement in district?

b. Favors, special considerations related to recruitment? - e.g. get spouse a job?

 INDUCEMENTS TO RECRUITMENT

Organisational inducements are all the positive features and benefits offered by an organization
that serves to attract job applicants to the organisation. Three inducements need specific mention
here, they are:-

 Compensation: Starting salaries, frequency of pay increases, incentives and fringe benefitscan
all serve as inducements to potential employees.

 Career Opportunities: These help the present employees to grow personally and professionally
and also attract good people to the organization. The feeling that the company takes care of
employee career aspirations serves as a powerful inducements to potential employees.
 Image or Reputation: Factors that affect an organisation’s reputation include its general treatment
of employees, the nature and quality of its products and services and its participation in
worthwhile social endeavors.

CONSTRAINTS

 Poor image: If the image of the firm is perceived to be low( due to factors like operation inthe
declining industry, poor quality products, nepotism etc), the likelihood of attracting large number
of qualified applicants is reduced.
 Unattractive jobs: if the job to be filled is not very attractive, most prospective candidates
may turn indifferent and may not even apply. This is especially true of job that is boring, anxiety
producing, devoid of career growth opportunities and generally not reward performance in a
proper way( eg jobs in post office and railways).
 Government policy: Government policies often come in the way of recruitment as per the rules of
company or on the basis of merit and seniority. Policies like reservations (scheduled castes,
scheduled tribe etc) have to be observed.
 Conservative internal policies: Firms which go for internal recruitments or where labourunions
are very active, face hindrances in recruitment and selection planning.
 SOURCES OF RECRUITMENT

The sources of recruitment may be broadly divided into two categories: internal sources and
external sources. Both have their own merits and demerits.

Internal Sources:-

Persons who are already working in an organization constitute the ‘internal sources’. Retrenched
employees, retired employees, dependents of deceased employees may also constitute the internal
sources. Whenever any vacancy arises, someone from within the organization is upgraded,
transferred, promoted or even demoted.

External Sources

External sources lie outside an organization. Here the organization can have the services of: (a)
Employees working in other organizations; (b) Jobs aspirants registered with employment
exchanges; (c) Students from reputed educational institutions; (d) Candidates referred by unions,
friends, relatives and existing employees; (e) Candidates forwarded by search firms and
contractors;
(f) Candidates responding to the advertisements, issued by the organization; and (g) Unsolicited
applications/ walk-ins.
CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some organizations like commercial
banks resort to centralized recruitment while some organizations like the Indian Railway resort to
decentralized recruitment practices. Personnel department at the central office performs all the
functions of recruitment in case of centralised recruitment and personnel departments at unit
level/zonal level perform all the functions of recruitment concerning to the jobs of the
respectiveunit or zone.

METHODS OF RECRUITMENT
 Internal Methods:

1. Promotions and Transfers

This is a method of filling vacancies from internal resources of the company to achieve optimum
utilization of a staff member's skills and talents. Transfer is the permanent lateral movement of an
employee from one position to another position in the same or another job class assigned to usually
same salary range. Promotion, on the other hand is the permanent movement of a staff member
froma position in one job class to a position in another job class of increased responsibility or
complexityof duties and in a higher salary range.

2. Job Posting:

Job Posting is an arrangement in which a firm internally posts a list of open positions (with their
descriptions and requirements) so that the existing employees who wish to move to different
functional areas may apply. It is also known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of looking for better perspectives
outside.It also helps organization to retain its experienced and promising employees.

3. Employee Referral:

It is a recruitment method in which the current employees are encouraged and rewarded for
introducing suitable recruits from among the people they know. The logic behind employee
referralis that “it takes one to know one”.

Benefits of this method are as follows:

 Quality Candidates

 Cost savings

 Faster recruitment cycles

 Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or favoritism does not
happen, and that such aspects do not make inroads into the recruitment process. This is a method
of filling vacancies from internal resources of the company to achieve optimum utilization of a
staff member's skills and talents. Transfer is the permanent lateral movement of an employee from
one position to another position in the same or another job class assigned to usually same salary
range. Promotion, on the other hand is the permanent movement of a staff member froma position
in one job class to a position in another job class of increased responsibility or complexity of
duties and in a higher salary range.
 Job Posting:

Job Posting is an arrangement in which a firm internally posts a list of open positions (with their
descriptions and requirements) so that the existing employees who wish to move to different
functional areas may apply. It is also known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of looking for better perspectives
outside.It also helps organization to retain its experienced and promising employees.

Employee Referral:

It is a recruitment method in which the current employees are encouraged and rewarded for
introducing suitable recruits from among the people they know. The logic behind employee
referralis that “it takes one to know one”. Benefits of this method are as follows:
 Quality Candidates

 Cost savings

 Faster recruitment cycles

 Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or favoritism does not
happen, and that such aspects do not make inroads into the recruitment process.
 External Methods:

External methods of recruitment are again divided into two categories- Direct External
Recruitment and Indirect External Recruitment methods.

DIRECT EXTERNAL RECRUITMENT METHOD

Campus Recruitment

In Campus Recruitment, Companies / Corporate visit some of the most important Technical and
Professional Institutes in an attempt to hire young intelligent and smart students at source. It is
common practice for Institutes today to hire a Placement Officer who coordinates with small,
medium and large sized Companies and helps in streamlining the entire Campus Recruitment
procedure.

Benefits of Campus Recruitment

Companies get the opportunity to choose from and select the best talent in a short span of time.

1. Companies end up saving a lot of time and efforts that go in advertising vacancies,

2. screening and eventually selecting applicants for employment

3. College students who are just passing out get the opportunity to present themselves to
some of the best companies within their industry of interest. Landing a job offer while still in
college and joining just after graduating is definitely what all students dream of.
4. On the negative front, campus recruiting means hiring people with little or no workexperience.
INDIRECT EXTERNAL RECRUITMENT METHOD

Advertisement

Advertisements are the most common form of external recruitment. They can be found in many
places (local and national newspapers, notice boards, recruitment fairs) and should include some
important information relating to the job (job title, pay package, location, job description, how to
apply-either by CV or application form, etc). Where a business chooses to advertise will depend
on the cost of advertising and the coverage needed i.e. how far away people will consider applying
for the job.
Merits and Demerits of ‘Recruiting people from ‘within’

Merits Demerits

Economical: The cost of recruiting internal Limited Choice: The organization is

candidates is minimal. No expenses are forced to select candidates from a limited
incurred on advertising. pool. It may have to sacrifice quality and
settle down for less qualified candidates.
Suitable: The organization can pick the
right candidates having the requisite skills. Inbreeding: It discourages entry for
The candidate can choose a right vacancy talented people, available outside an
where their talents can be fully utilized. organization. Existing employees may fail to
behave in innovative ways and inject
Reliable: The organization has the
necessary dynamism to enterprise activities.
knowledge about suitability of a candidate
for a position. ‘Known devils are better than Inefficiency: Promotions based on
unknown angels!’ length of service rather than merit, may

Satisfying: A policy of preferring people prove to

 from within offers regular promotional be a blessing for inefficient candidate. They
avenues for employees. It motivates them to do not work hard and prove their worth.
work hard and earn promotions. They will
work with loyalty commitment and
enthusiasm.
Bone of contention: Recruitment from within
may lead to infighting among employees
aspiring for limited, higher level positions in
an organization. As years roll by, the race
for premium positions may end up in a bitter
race.

The merits and demerits of recruiting candidates from outside an organization may be stated thus:
MERITS AND DEMERITS OF EXTERNAL SOURCES OF
RECRUITMENT

Merits Demerits

Wide Choice: The organization has the Expenses: Hiring costs could go up
freedom to select candidates from a large substantially. Tapping multifarious sources
pool. Persons with requisite qualifications of recruitment is not an easy task either.
could be picked up.

Time consuming: It takes time to advertise,

Infection of fresh blood: People with screen, to test and test and to select suitable
special skills and knowledge could be hired employees. Where suitable ones are not
to stir up the existing employees and pave available, the process has to be repeated.
the way for

innovative ways of working. De-motivating: Existing employees who

have put in considerable service may resist
the process of filling up vacancies from
Motivational force: It helps in motivating
outside. The feeling that their services have
internal employees to work hard and
not been recognized by the organization,
compete with external candidates while
forces then to work with less enthusiasm
seeking career growth. Such a competitive
and motivation.
atmosphere wouldhelp an employee to work
to the best of his abilities. Uncertainty: There is no guarantee that the
organization, ultimately will be able to hire
Long term benefits: Talented people could
the services of suitable candidates. It may
join the ranks, new ideas could find
end up hiring someone who does not fit and
meaningful expression, a competitive
who may not be able to adjust in the new
atmosphere wouldcompel people to give out
setup.
their best and earn rewards, etc.
 Third Party Methods

 Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed and processed whenever
vacancies occur. Walk-ins provide an excellent public relations opportunity because well-treated
applicants are likely to Sinform others. On the other hand, walk-ins show up randomly, and there
may be no match with available openings. This is particularly true for jobs requiring specialized
skills.
 Public and private employment agencies: Public and private employment agencies are
established to match job openings with listings of job applicants. These agencies also classify and
screen applicants. Most agencies administer work-sample tests, such as typing exams, to
applicants.

 E-Recruiting: There are many methods used for e-recruitment, some of the important methods
are as follows:
a. Job boards: These are the places where the employers post jobs and search for candidates.

One of the disadvantages is, it is generic in nature.

b. Employer websites: These sites can be of the company owned sites, or a site developed by various
employers.
c. Professional websites: These are for specific professions, skills and not general in nature.

 Gate Hiring and Contractors: The concept of gate hiring is to select people who approachon
their own for employment in the organization. This happens mostly in the case of unskilled and
semi-skilled workers. Gate hiring is quite useful and convenient method at the initial stage of the
organization when large number of such people may be required by the organization.
Surveys and studies: Surveys may also be conducted to find out the suitability of a particular
source for certain positions. For example', as pointed out previously, employee referral has
emergedas a popular way of hiring people in the Information Technology industry in recent times
in India. Correlation studies could also be carried out to find out the relationship between different
sources of recruitment and factors of success on the job. In addition to these, data on employee
turnover, grievances, and disciplinary action would also throw light on the relative strengths of a
particular source of recruitment for different organizational positions. Before finally identifying the
sources of recruitment, the human resource managers must also look into the cost or hiring a
candidate. The cost per hire can be found out by dividing the recruitment cost by the number of
candidates hired.
 DIFFICULTIES IN RECRUIT PROCOCESS

 Talent Acquisition

 Retention of Employees

 Expensive

 Time Constraint

 Budget

 Managing Low attrition rate

CHALLENGES IN RECRUITMENT AND SELECTION

 Talent Shortage

 Attrition rate

 Remoteness of job

 Reservations and govt. policies

 STEPS OF RECRUITMENT PROCESS CAN BE DONE IN TAREEQA
GLOBALSOLUTIONS PVT LTD

 Recruitment for Fresher:

1. Apply through Linkedin

2. Screening of CVs

3. Telephonic Interview

4. Situation based questions

5. Video conferencing interview

6. Selection

7. Offer letter
 STEPS OF RECRUITMENT PROCESS CAN BE DONE IN MEILLEUR
INFOTECH

1. Recruitment for Fresher:

2. Apply through Linkedin post

3. Screening of CVs

4. Telephonic Interview

5. Situation based questions

6. Video conferencing interview

7. Selection

8. Task are assigned to them for checking their ability

9. Offer letter
 SELECTION
Selection is the process of choosing the most suitable person out of all the applicants. It is the
process of matching qualifications of applicants with the job requirement.
The selection of a candidate with the right combination of education, work experience, attitude,
and creativity will not only increase the quality and stability of the workforce, it will also play
a largerole in bringing management strategies and planning to fruition.

Features of selection

◉ Selection is choosing the best out of the recruited persons.

◉ It is a negative process

◉ It reduces absenteeism and labor turnover

◉ It helps in increasing the efficiency and productivity

◉ It helps in building up of a stable workforce

 FACTORS AFFECTING SELECTION

• External environment

 Supply and demand of specific skill

 Unemployment rate

 Legal and political considerations

 Company’s Image

• Internal environment

 Company’s policy

 HRP

 Cost of hiring
• SELECTION PROCESS
•

•
Methods or Techniques of RecruitmentDirect Method

These include sending recruiters to educational and professional institutions, employees’

contactswith public and manned exhibits. Most college recruiting is done in co-operation with the
placement office of the college. The placement office usually provides help in attracting
students, arranging

interviews, furnishing space and providing student résumés. For managerial, professional and sales
personnel, campus recruiting is an extensive exercise. For this purpose, carefully prepared
brochures describing the organizing and the job it offers are distributed among the students, before
the interviewer arrives.
Indirect Method

These methods involve mostly advertising in newspapers, websites, radio, in trade and professional
journals, technical magazines and brochures. Companies advertise when qualified or experienced
personnel are not available from other sources.

Third Party Method

These include the use of commercial or private employment agencies, state agencies and placement
offices of colleges, recruiting firms, management consulting firms, friends and relatives.

Professional Organizations:

These organizations maintain a pool of human resource for possible employment. These firms are
also called ‘head hunters’, ‘raiders’ and pirates by organizations who lose personnel thought their
efforts. Fundamentally there are two distinct steps of recruitment and each is a comprehensive
process in itself.

Preparation Know your client

Learning about companies is valuable because knowing what a company values will help an
agentto assess the candidates better. Pertinent information about the processes of the company
would also

help you analyze CVs and find the right candidate. This can be done by reading the corporate
website or calling the company for further information or using your own network and find out the
‘work culture’.

This will help one to know about the history of the company, their core values, their clients and
processes, the benefits employees can enjoy and the career growth chart. When one has knowledge
about these vital parameters, it becomes easier to assess a resume based on these parameters.
Moreover, when one is equipped with such vital information about the company and the job
profile,it helps to motivate and mould the suitable but reluctant candidates to attend the interview.
Analyze the Job Description (JD)

A job description is a written record of the duties, responsibilities and requirements of a particular
job. It is concerned with the job itself and not the work. It is a statement describing the job in such
terms as “Title, location, duties, working condition and hazards”. An updated job description is
essential for a good selection interview. It helps one to explain the nature of work to the
prospective candidate properly without any over or under commitment. This also helps to put the
candidate, the client company and the agent on the same platform.

Prepare a Job Specification (JS)

It is a written record of the requirements sought in an individual worker for a given job. In other
words, it refers to a summary of the personal characteristics required for a job. Once the
agentknows what the job is, then he can decide what kind of person he/she would need to do it.
Sometimes the job specification is already prepared and given by the client along with the job
description. In such a case, the job of the agent becomes easier. The job specification is for the
benefit of the employees working here. It is ready reference to check on the requirements that one
needs to keep in mind while sourcing for the different clients. It makes the whole task easier and
more convenient.
Implementation

Sourcing: Sourcing is the most of all recruitment activities. It is also difficult being monotonous in
nature. A recruiter needs to be self-motivated to do the job. The sourcing takes place in different
levels and in all the verticals of the industry. The procedures involved are discussed below. Even
before sourcing is started, it is very important to have a clear understanding of the requirement
of the client company. The recruiter must have all knowledge about the company he/she is about to
source for. It makes sure that all the questions that a candidate has regarding the profile or the
credibility of the company are satisfactorily answered. Sourcing is defined as the process
whereinthe recruiter creates a pool of potential candidates to fill up a position. It is the first step of
recruitment. Sourcing involves logging on to a job-portal and doing a search for the potential
candidates. After the search is generated, the most critical part of sourcing starts. Mainly four
stepsare involved in Sourcing. They are discussed below:

Analyze the Curriculum Vitae (CV):

Now is the time to scrutinize the candidate’s resume. It is human nature to generally omit the
negative points while creating a resume or to exaggerate the achievements. Though most of the
time people are truthful while forming their resumes, others can hide or not mention things that
can portrait a negative picture of them. A good CV is one which is precise and presentable. It
should contain all details of education and work experience should be arranged in reversed
chronological method so as to emphasize on the most recent one. Analyzing a CV helps in short-
listing a candidate.
Match the JD and JS:

When a CV has been analyzed and is considered as a good one, the next step is to match it with
the job description. It is necessary to match it with the profile given by the company. Matching
it withthe JD gives an idea if the person will be able to serve well in the position or not. Next it
is important to match it with the job specification. The JS gives the details of the desired skills and
the mandatory skills. These are the criteria for selection.

Shortlist the candidate:

Once the CV has been matched with the job description and matched with the job specification,
CV can shortlisted. Such a candidate is then called in for a face-to-face interview. There is an
individual interview of the recruiter and the candidate. In this interview the candidate answers the
questions the recruiter asks to be sure that the candidate would suit the profile of the job.

Handling the rejected candidates:

It is very important how a recruiter manages the rejected candidates. It is important to make the
candidate where his lacunas are and what can he do about it. In this way not only the recruiter
helps the candidate to correct itself but also helps in creating an association with them which is so
very vital in the service industry.
 Interview

Interviews determine if a potential candidate will be a finalist and if he shall suit the job. A lot of
things get clear during an interview. A face to face talk with the candidate ensures that the recruiter
evaluates the candidate on terms of attitude, confidence and communication. The gaps that seem
in

the resume are also questioned. The candidate may have an explanation for it. On the other
hand ifhe is lying, then he can be cross-questioned about this. Some of the objectives of interview
are:

 To get an opportunity to judge an applicant’s qualifications and characteristics as a basic for

sound selection and placement.
 To give an applicant essential facts about the job and the company you are recruiting for.
 To establish a rapport.
 To promote goodwill about the company whether interview culminates in employment or not.
 To get a real feel of the candidate.

The nature of the job determines which of these interviews would suit best. All the interviews are
not conducted for all the job profiles. The complexity of the interview depends on the complexity
of the job.
 The telephonic Interview

It is said that listening intently gives a good idea of what a person want to say and what a person
does not say. The sound, intonations, the varying pressures that a prospective candidate uses while
he/she speaks tells a lot about his/her attitude. This in turn helps the recruiter to judge that if the
candidate would be suitable for the job or not. Unlike the face-to-face interview where the recruiter
can read the non-verbal languages, in a telephonic interview he has to even sharper. Listening to
the words used and their tone used gives immense messages about the candidate.

As a recruiter, one has to be completely prepared before taking a telephonic interview. The
following steps can be kept in mind while taking a telephonic interview:

1) You must keep the CV next to you and make notes while taking the interview.

2) Must prepare a set of questions that would match the JD.

3) To use a call script. This helps in being professional and saves time to in approaching the
right candidate.
4) Do not display any negative emotion during the interview. Not to over or under commit
anyone.
5) You must keep the CV next to you and make notes while taking the interview.

6) Must prepare a set of questions that would match the JD.

7) To use a call script. This helps in being professional and saves time to in approaching the
right candidate.
8) Do not display any negative emotion during the interview. Not to over or under commit
anyone.

Devise interview questions:

Preparation in advance of an interview is essential if one is to make a successful hire. Critical in the
preparation process is the development of interview questions that elicit tangible facts from all
applicants. Basically, two rules are kept in mind when framing the questions that will indicate
whether or not an applicant meets the requirements you established for the position:

RULE 1: Ask questions that concentrate on the applicant’s past performance – to permit reliable
assumptions about future success.

RULE 2: Ask questions that relate directly to at least one of your listed requirements to
maximizethe information you will gain in the time allotted.
General Questions:

Tell me about yourself

What do you about the company?

What are your goals?

What are your strengths and weakness?

What has been your most significant contribution in your college/previous organization?

Why should we hire you?

Specific Questions:

How would you resolve a conflict in a project team?

What was experience in previous company?

From how long you are working there?

 Chapter – 3
 Research Methodology
 RESEARCH METHODOLOGY

RESEARCH OBJECTIVES

The primary objective is to study, understand and analyze aspects related to various HR
Procedures of Recruitment and Selection at Tareeqa Global Solutions Pvt. Ltd. and Meilleur
Infotech Pvt Ltd.

OBJECTIVES OF STUDY

 To study the existing policy of TAREEQA GLOBAL SOLUTIONS PVT. LTD. and MEILLEUR
INFOTECH PVT LTD regarding Recruitment and Selection process.
 To know the satisfaction level of employees towards the existing recruitment and selectionprocess.
 To identify the internal and external sources of recruitment and selection.

RESEARCH METHODOLOGY

The study will be conducted to achieve the aforesaid 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 progress and what constitute success with respect to the objectives determined for
carrying out the research study. There is a unique methodology that company adopts to render the
service.
 The research methodology for the present study has been adopted to reflect these realties and
help reach the logical conclusion in an objective and scientific manner.

TYPE OF RESEARCH

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. This 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 courses of action.

DATA COLLECTION

The task of data collection begins after a research problem has been identified and the research
design has been chalked out. While deciding the method of data collection to be used for the
study, the researcher should keep in mind two types of data:
a. Primary data

b. Secondary data

In this research project the data being collected is as follows:

 Primary Data: The survey method is used to collect the primary data in this research as it is the
Analytical research to find out the shortcomings and area of improvements according to the skill
required for recruitment team. The data that is collected first hand by someone specifically for the
purpose of facilitating the study is known as primary data. So in this research the data is collected
from respondents through QUESTIONNAIRE.

 Primary source of data :

(i). Personal interview

(ii). Questionnaire technique.

QUESTIONNAIRE – Online Google forms were created for the student’s survey..

PERSONAL INTERVIEWS with the company representatives regarding recruitment and

selectionpractices in organization.

Secondary Data:

The secondary data is also used in a lesser proportion to find out the name and designation of the
employer who are working with this organization and the company profile. Secondary data refer to
information gathered by someone other than the researcher conducting the current study. Such
data can be internal or external to the organization and accessed through the Internet or perusal of
recorded or published information.
Secondary sources of data provide a lot of information for research and problem solving. Such
data are as we have seen mostly qualitative in nature.
 Secondary source of data :(i). Company brochure.
(ii). Internet. (iii). Websites
(iv). Organizational Reports & Records.(v). Business magazines
(vi). Journals etc

SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random selection. In probability
sampling, each unit is drawn with known probability, or has a nonzero chance of being selected
in the sample. Such samples are usually selected with the help of random numbers. With
probability sampling, a measure of sampling variation can be obtained objectively from the
sample itself. Simple Random sampling has been adopted for this research. Under which we have
considered the sampling which has been done for a specific designated population, because here a
small cluster of professionals has been considered out of the total universe which has been divided
in small group like recruitment team & employee.
SAMPLE SIZE

Sample size refers to the number of items to be selected from universe to constitute a sample.
Thesample size should be optimum as it should fulfill the objective of the research.
Tareeqa Global Solutions Pvt. Ltd. – 100 HRs with team consisting of 10 members of sales
andmarketing intern team.
Meilleur Infotech. – 50+ employees handling various teams of consisting 30 members in each
group and preparing them for the HR practices.

SAMPLE AREA

The sample area refers to the universe to be studied under our research project. The area denotes
the place or the region to be studied and taken into research consideration. Thus, the sample area
chosen for this research project is Tareeqa Global Solutions Pvt. Ltd. and Meilleur Infotech.

Here, this Tareeqa Global Pvt. Ltd. covers the whole India for the sample where different HRs are
from different states and cities which means more interactive sessions and it covers wider range
forthe sample.

Here, this Meilleur Infotech covers the whole India for the sample where different HRs are from
differentstates and cities which means more interactive sessions and it covers wider range for the
sample.
 Chapter – 4
 Data Analysis and Interpretation
DATA ANALYSIS AND INTERPRETATTION

Q1) Is there a well-defined Recruitment Policy in your organization?

S. Options N %
No. o.
1. Strongly agree 20 50

2. Moderately agree 10 25

3. Strongly disagree 5 12
.5
4. Moderately disagree 3 7.
5
5. Can’t say 2 5

INTERPRETATION

An organization must have a well-defined recruitment policy corresponding to the company and
vacancy requirements. Existing employees can give a fair feedback on the suitability of the policy.
Responding to it 30 out of 40 employees (75%) told that there is a sound recruitment policy in
organization that can be evaluated by comparing skills and knowledge of new recruits and existing
employees. 8 out of 40 employees(20%) feel that the organization’s recruitment policy is not properly
defined. And rest 2 could not say about the recruitment policy. Majority of employees felt that policy
was well defined which is a great morale victory on the part of management; still there are chances of
its improvement as 20% employees have negative opinion about the policy.
Q2) Which internal source of recruitment is followed by the company and given more priority?

S. Options N %
No. o.
1. Job Posting 10 25

2. Employee Referrals 10 25

3. Internal Promotions 20 50

4. Transfer - -

Job Posting 25

25
Employee Referrals

50
Internal Promotion

0 10 20 30 40 50 60

INTERPRETATION

Internal Recruitment seeks applicants for positions from those who are currently employed.
Responding toabove asked question, 50% employees tell that company prefers internal promotion as
internal source of recruitments. 25% employees tell that Employee referrals are given due priority and
rest 25% say that Job posting is preferred. Majority of employees actually thinks that internal
promotion is given priority and followed by company as internal source of recruitment.
Q3) Which external source of recruitment is followed by the company and given more priority?

INTERPRETATION

External Sources of recruitment lie inside the organization.35 out of 40 employees (87.5%) feel that
company prefer online Job Portals for hiring from outside. 5% employees (appx.) think that company
prefers Advertisement as external source of recruitment. 7.5 say that Campus Interviews and
Consultancies hiring from outside did not prefer by the Organization. Analysis shows that more than
87% employees tell that preferred External Source of Hiring and finds these recruiting cheaper, faster
and potentially more effective.
Q4) which source of recruitment is replied upon when immediate requirement arises?

90%

10%

Internal External

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes from two
kinds ofsources: internal and external sources.

Responding to recruitment source question, almost all the employees tell that External sources are
relied upon when there is any immediate manpower requirement in company.

Analysis clearly represents that 36 out of 40 employees (90%) show that External sources are prefer for
immediate opening in organization but my study suggests that internal hiring would be better option for
immediate opening in organization in which company can have sufficient knowledge about the internal
candidate and it is less costly
Q5) What type of interview is taken while selection?

INTERPRETATION

The PATTERNED INTERVIEW format has a structure to it. There is a set of pre-determined
questions that will be asked from each candidate for a position. The STRESS INTERVIEW is the
interview in which theinterviewers try to 'discomfort' the candidates in various ways and observe how
they react to various difficult situations. An IN-DEPTH INTERVIEW is a qualitative research
technique that allows person to person discussion. It can lead to increased insight into people's
thoughts, feelings, and behaviour on important issues. This type of interview is often unstructured.

Responding to the type of interview 20 out of 40 employees think that patterned interviews are
generally taken. 25% employees have the opinion that depth interviews are often used. Rest believes that
stress or anyother type of interview is being taken.
Q6) the recruitment and selection process of company meets the current and legal requirements?

Sn. Options N %
o.
1. Yes 20 50

2. No 10 25

3. Can’t Say 10 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.
Q7) Are you happy with the salary what you offered by the company?

Sn. Options N %
o.
1. Direct Walk In 15 37
.5
2. Existing Database 5 12
.5
3. Reference 10 25

4. Internal Movement 5 12
.5
5. Others 5 12
.5

INTERPRETATION

The basic focus of every organization is to satisfy the employees with its own compensation plan. In
this research most employees responded positively that they are satisfied with their salary. They feel
that the company has good compensation plan for their employees.

Analysis clearly represents that 20 out of 40 employees (50%) show that maximum employees are
satisfiedwith their Salary 10 out of 40 employees (25%) did not like their current salary whereas 12.5%
were unableto answer.
Q8) what were the sources of recruiting the candidates for your current client?

Sn. Options N %
o.
1. Satisfactory 25 62
.5
2. Unsatisfactory 10 25

3. Can’t Say 5 12
.5

INTERPRETATION

Every organization follows various sources of recruitment to acquire a good talent for their
organization. Inthis research I could find the various degrees of various sources of recruitment.

Analysis clearly represents that 15 out of 40 employees(37.5%) show that recruitment is done through
Direct Walk Ins, 5 out of 40 employees(12.5%) show that recruitment is done through Existing
Database, 10 out of
40 employees (25%) show that recruitment is done through Employee Referrals and 5 out of 40
employees(12.5%) show that recruitment is done through Internal Movement whereas 5 employees
show that recruitment is done through other sources.
Q9) How do you think about Recruitment and selection procedure in your company?

Sn. Options N %
o.
1. Yes 25 62
.5
2. No 10 25

3. Can’t Say 5 12
.5

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes. In this
researchmost employees responded positively to this question. They feel that the company follows a
goodrecruitment and selection procedure.

Analysis clearly represents that25 out of 40 employees (62.5%) shows that maximum employees are
satisfied with this procedure whereas 10 out of 40 employees (25%) are not satisfied with the current
recruitment and selection procedure and 12.5% were unable to answer.
Q10) Is any training session apart from the domain training provided?

INTERPRETATION

Every organization tries to enable their employees for their offered job position along with a good
compensation plan for which the organization provides Training. In this research most employees
agreed positively that they are provided training sessions apart from the domain training. They feel that
the company has good Training programs for their employees.

Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum employees are
satisfied with the training program offered to them. 10 out of 40 employees (25%) did not agree on the
training programs offered to them whereas 12.5% were unable to answer.
 Chapter – 5
 Results and findings
 FINDINGS

 Present employees of Tareeqa Global Solutions Pvt. Ltd. & Meilleur Infotech are satisfied with
recruitment strategy of company.
 Internal Promotions, Walk-in interview and Job Portals are mostly used recruitment source.

 Written test is not given weight age during selection process.

 To some extent company has preset-criteria for sorting the candidate’s applications.

 Concerned departmental head is given special attention while selecting a candidate of the
department.
 Employees are in the favour of reference check after selection of candidate.

 Job Analysis prior to recruitment is not done so properly.

 Succession Planning has mostly done in company.

 Orientation/Induction is given to new joiners; still employees are in favour of its improvement.

 Present selection process in Tareeqa Global Solutions Pvt. Ltd. & Rabbani ITI and its
procedure, tests and interview type is good.
 CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a person
who has the maximum skills required for the job. After selecting the right person, the company’s
main aim is to place that person at the right job. The main strength of any company is its
employees. Effective workers are the best route to success. For this reason, company's strives to
attract and hire the best, and to provide the best place to work.
Some of the biggest and most constant challenges that plague organization is people related
because they don’t place more emphasis on getting the recruitment process right. If they get the
right person in the right job at the right time, bottom-line and many other business benefits
are immediate, tangible and significant. If they get the wrong person in the wrong job, then
productivity, cultureand retention rates can all take a hit in a big way.

They has competent and committed workforce, still there are scope for more improvements. To
ensure that company recruits the right people, it has to identify essential skills and behaviours that
applicants should demonstrate. For each position there should be a job description outlining typical
duties and responsibilities and a person specification defining personal skills and competences. The
emphasis should be on matching the needs of the company to the needs of the applicants. This
would minimize employee turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place, which can
be executed effectively to recruit the best talent pool for the selection of the right candidate at the
right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring
process.A clear and concise recruitment policy helps ensure a sound recruitment process.

Management should structure and systematically organize the entire recruitment processes. It
should Offer tolls and supports to enhance productivity, solutions and optimizing the recruitment
processesto ensure improved ROI. The Recruitment Management System (RMS) should be such
that it helps to save the time and costs of the HR recruiters in company and improving the
recruitment processes.
 BIBLOGRAPHY

V.S.P.Rao, “Human Resource Management”, Excel Books publication, Second Edition.

Robbins, “Organizational Behavior”, Pearson Publications, Thirteenth Edition

www.trytareeqa.com/

http://rabbaniiti.jw.lt

www.google.com

Research Methodology -C.R.Kothari.

Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

 QUESTIONNAIRE

Kindly mark the most appropriate option, which gives the extent to which you agree or
disagreewith the statement.

Q1) Is there a well-defined recruitment policy in your organization?

1 Strongly agree
.
2 Moderately agree
.
3 Strongly disagree
.
4 Moderately disagree
.
5 Can’t say
.

Q2) Which internal source of recruitment is followed by the company and given more priority?

1 Internal Promotion
.
2 Employee Referrals
.
3 Transfer
.
4 Job Posting
.
Q3) Which external source of recruitment is followed by the company and given more priority?

1 Campus interview
.
2 Advertisement
.
3 Online job portals
.
4 Walk-ins interview
.
5 Agencies/Consultancies
.
6 Employment Exchange
.

Q4) Which source of recruitment is relied upon when immediate requirement arises?

1 Internal
.
2 External
.

Q5) What type of interview is taken while selection?

1 Patterned
.
2 Stress
.
3 Depth
.
4 Others
.
Q6) The recruitment and selection process of company meets the current and legal requirement?

S.N Options
o.
1. Agree

2. Moderately

3. Disagree

4. No opinion

Q7) Are you happy with the salary what you offered by the company?

S Options
no.
1. Yes

2. No

3. Can’t Say

Q8) What were the sources of recruiting the candidates for your current client?

Sn. Options

1. Direct Walk In

2. Existing Database

3. Reference

4. Internal Movement

5. Others
Q9) How do you think about Recruitment and selection procedure in your company?

S.N Options
o.
1. Agree

2. Moderately

3. Disagree

4. No opinion

Q10) Is any training session apart from the domain training provided?

Sn. Options

1. Satisfactory

2. Unsatisfactory

3. Can’t Say