A Study On “Talent Acquisition at Tradeshala”

Dissertation submitted in partial fulfilment of the

requirements for the award of the Degree of

MASTER OF BUSINESS ADMINISTATION

PRESIDENCY UNIVERSITY

By
Sushma Gumma

Reg.No. 20212MBA0316

Under the guidance of

Dr. B G Saisha
Associate Professor School of Management

PRESIDENCY UNIVERSITY

2021-2023
 ACKNOWLEDGEMENT

I would like to express my gratitude towards all the people who have helped me with the successful
completion of this project without their encouragement, active guidance and cooperation this project would
not have been a success.

I would like to gratefully acknowledge Bengaluru Central University and Presidency College for this
opportunity for facilitating the completion of this project. I also thank our Dean Dr. Gunjeet Kaur for her
support and my guide Associate Prof. Dr. B G Saisha for his active guidance in successfully completing this
project.

I also express my deep gratitude to my friends, family and all who have contributed for the timely completion
of this project.

Name: Sushma Gamma

Reg.No: 20202MBA0316

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 CERTIFICATE BY THE GUIDE

This is to certify that the Dissertation titled “Talent Acquisition at Tradeshala” is an original work of Ms.
Sushma Gamma and is being submitted in partial fulfilment for the award of the Master’s Degree in Business
Administration of Presidency University. The report has not been submitted earlier either to this
University/Institution for the fulfilment of the requirement of a course of study . Ms Sushma Gamma guided
by Dr. B G Saisha who is the Faculty Guide as per the regulations of Presidency University.

Signature of Faculty guide Signature of Student

Dean/HOD

Date: Date:

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 Tradeshala Training & Consulting Firm
Registered Office: Work Floor,Motati Meadows,1st Floor ,Bennigna Halli, Swami Vivekananda
Road,Bangalore,Karnataka, 560016

18-0ctober-2022

Internship Certificate

This is to certify that Ms. Sushma Gumma has successfully completed her internship
with: Tradeshala Training & Consulting Firm as Human Resource Specialist -Intern
for the period of 2 months (July 4th, 2022 – September 4th,2022).

During the period, the candidate handled the corporate relationship and coordinating
with HR Managers for smooth flow of operation, also engaged in various project and
made processes to streamline the operation, and brainstorm and executed several
strategies to promote growth.

During the course of the internship, Ms. Sushma Gumma has shown a great amount
of responsibility, sincerity, and a genuine willingness to learn and a zeal to take on
new assignment and challenges which is mentioned in the Tradeshala Evaluation
form (P:2).

We wish the candidate all the best in the future endeavours.

Warm Regards,

For Tradeshala Training & consulting firm.

Prakash Jamatia

Authorized Signatory

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 Tradeshala Training & Consulting Firm

Above average

Below average
Registered Office: Work Floor,Motati Meadows,1st Floor ,Bennigna Halli, Swami Vivekananda

Satisfactory
Name: Ms. Sushma Gumma

Superior
Road,Bangalore,Karnataka, 560016

Poor
College/University: Presidency
UniversityInternship Duration: 2 Months
Date of Joining & Ending: July 4th, 2022 - September 4th, 2022.
5 4 3 2 1
ATTITUDE
Building Relationships / Team Work (e.g. cooperative, courteous, tactful, poised, mature 
andfriendly with co-workers, seniors and juniors.)
Genuineness (e.g. demonstrates sincerity and authenticity in interaction. Presents a consistent 
self.)
Drive (e.g. demonstrates ambition and enthusiasm for his/her field/career choice.) 
Personal Motivation (e.g. demonstrates a desire to learn and persevere. Expresses a 
positive attitude.)
Patience (e.g. demonstrates patience in dealing with co-workers’ differences in work 
style.)
Work Ethic and Reliability (e.g. dependable and prompt, with appropriate work habits for 
the industry.)
Dress Code (e.g. dresses appropriately for the industry and exhibits good grooming.) 

CAPABILITIES AND ABILITIES 4 5 3 2 1

Information Processing (e.g. able to gather and analyze information by employing 
appropriatecommunication, observation and questioning skills.)

Conducting Business (e.g. able to demonstrate decision-making, problem-solving and 

organization skills.)
Communication (e.g. able to convey and receive intended messages (oral and written), 
engage in open and honest communication and give and receive feedback.)

Leadership (e.g. able to take the initiative when appropriate to explore new 
processes andprocedures.)
Flexibility / Adaptability (e.g. able to integrate into new environments or groups, able to 
switchbetween tasks.)
Quality Of Work (e.g. thorough and accurate in tasks. Demonstrates attention to detail, 
regular improvements in work, and follow through of duties to completion.)

Overall work performance of the student:  5 3 2 1

Prakash Jamatia
Authorized Signatory

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 SCHOOL OF MANAGEMENT
1st Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 4th July to 9th July
Assigned Work: Was asked to sit & observe & want the orientation video .
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Achievements : Re-organized something to make it work better.
Came up with some new ideas & procedures.
Signature :

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 SCHOOL OF MANAGEMENT
2nd Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 11th July to 16th July
Assigned Work: Posting,communication & hiring interns for various other roles.
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Maintaining the work structure by updating job requirement & job descriptions for all the
positions conducting Orientations .
Calling , Screening , Short-listing , & interviewing of the candidates as per company
requirements.
Achievements : Re-organized something to make it work better
Signature :

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 SCHOOL OF MANAGEMENT
3rd Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 18th July to 23rd July
Assigned Work: Posting,communication & hiring interns for various other roles.
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Maintaining the work structure by updating job requirement & job descriptions for all the
positions conducting Orientations .
Calling , Screening , Short-listing , & interviewing of the candidates as per company
requirements.
Achievements : Re-organized something to make it work better
Come up with a new idea that improved things.
Signature :

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 SCHOOL OF MANAGEMENT
4TH Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 25th July to 30th July
Assigned Work: Posting, communication & hiring interns for various other roles.
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Maintaining the work structure by updating job requirement & job descriptions for all the
positions conducting Orientations .
Calling , Screening , Short-listing , & interviewing of the candidates as per company
requirements.
Achievements : Come up with a new idea that improved things.
Signature :

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 SCHOOL OF MANAGEMENT
5th Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 1st August to 6th August
Assigned Work: Posting, communication & hiring interns for various other roles.
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Maintaining the work structure by updating job requirement & job descriptions for all the
positions conducting Orientations .
Calling , Screening , Short-listing , & interviewing of the candidates as per company
requirements.
Achievements : Re-organised something to make it work better.
Signature :

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 SCHOOL OF MANAGEMENT
6th Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 8thAugust to 13th August
Assigned Work: Posting, communication & hiring interns for various other roles.
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Maintaining the work structure by updating job requirement & job descriptions for all the
positions conducting Orientations .
Calling , Screening , Short-listing , & interviewing of the candidates as per company
requirements.
Achievements : Identified a problem & solved it.
Signature :

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 SCHOOL OF MANAGEMENT
7th Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 15thAugust to 20th August
Assigned Work: Posting ,communication & hiring interns for various other roles.
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Maintaining the work structure by updating job requirement & job descriptions for all the
positions conducting Orientations .
Calling , Screening , Short-listing , & interviewing of the candidates as per company
requirements.
Achievements : Increased revenue or sales for the company.
Signature :

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 SCHOOL OF MANAGEMENT
8th Week Report

Name : Sushma Gumma

Company Name : Starfing / Tradeshala
Reporting Manager : Rajan Dubey
Date : 22ndAugust to 27th August
Assigned Work: Posting,communication & hiring interns for various other roles.
Source candidate from job portals & social sites .
Maintain the record & achieve client recruitment pressure.
Coordinating the interview process & employee personnel file management .
Maintaining the work structure by updating job requirement & job descriptions for all the
positions conducting Orientations .
Calling , Screening , Short-listing , & interviewing of the candidates as per company
requirements.
Back end process.
Achievements : Got Pre-Placement Offer.
Been Complimented by my supervisor, Manager & Coworkers.
Signature

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Executive Summary:
The project was “Talent Acquisition at Tradeshala”, where we follow the recruitment process
from scheduling the pre-internship talk, to taking the interviews, sending theoffer letters, document
verifications, and conducting the induction program. Our job is to find out the best fit for our firm
from the pool of talent across the nation.

Tradeshala is a Training and Consulting organization based in Bangalore, India, and is registered with
the Ministry of MSME under the registration number UDYAM-KR-03- 011158. We enabled
individuals by providing authorized, vocational programs in financial markets trading as Bangalore's
first accredited trading academy.

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 Table of contents

S.NO Topics Page

No
1 Acknowledgement 02

2 Internship Certificate 04

3 PPO 06

4 Weekly Reports 08

5 Executive Summary 16

6 Introduction to the project 18

7 Introduction to the Company 29

8 Objectives of project 34

9 Methodology 35

10 Findings/Results 48

11 Conclusion 50

12 Recommendations / Suggestions 53

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 Introduction:
Introduction to Human Resources Management:

Human resource management (HRM) is a business function that aims to improve employee
performance in order to achieve the company's strategic goals and objectives. HRM focuses on
the management of people inside organizations, with a focus on policies and systems.

HRM also includes employee evaluations such as performance appraisals, facilitating proper
compensation and benefits, encouragement, maintaining proper labor and trade union relations,
and ensuring employee safety, welfare, and health by adhering to the labor laws of the state or
country in question. In a nutshell, human resource management is the process of hiring,
selecting, orienting, inducting, training, and developing personnel.

Scope:

The scope of HRM is very wide. It consists of all the functions that come under the banner ofhuman
resource management. The different functions are as follows –

Human Resource Planning:

It is the process through which a corporation determines how many positions are empty, if
the company has excess or insufficient workers, and then addresses the excess or deficit.

Job Analysis Design:

The process of noticing and regulating in detail the specific job obligations and requirements,
as well as the relative importance of these duties for a certain job, isknown as job analysis.

Job analysis design is a method of creating jobs that involves evaluating the datagathered
on the job. It goes into great detail regarding each and every role in the organisation.

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 Recruitment:

The organisation creates adverts and posts them on numerous social media sites based on the
information gathered from job analysis. This is referred to as recruitment.

Following the publication of the advertisement, a large number of applications are received,
interviews are held, and deserving personnel are chosen. As a result, anotherimportant aspect of HRM
is recruiting and selection.

Orientation and Induction:

An induction or orientation session is organised after the personnel are chosen. Employees are
informed about the company's history, as well as the company's culture, beliefs, and work ethics,
and they are introduced to their co-workers.

Training and Development:

Employees must go through a training programme that will help them perform better onthe job.
Training is sometimes provided to presently employed experienced employees in order to assist
them enhance their skills. Refresher training is what it's called.

Performance Appraisal:

Performance appraisals are conducted after employees have completed approximately one year of service
in order to assess their performance. Future promotions, bonuses, and salary increases are determined
based on these evaluations.

Compensation Planning and Remuneration:

Various rules and regulations addressing compensation and related elements are addressed under
compensation planning and remuneration. The HR department is responsible for remuneration and
compensation planning.

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Features of HRM:

 It is found everywhere in nature and in all industries.

 It focuses on results rather than rules.
 It assists employees in fully developing and grooming their potential.
 It encourages employees to give their all to the business.
 It's all about people at work, both individually and collectively.
 It aims to assign people to certain jobs in order to get good output or results
 It aids a company's future goals by making work easier for skilled and well-
motivated staff.
 It aims to foster and sustain friendly relationships among employees at all
levels of the organization.

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Recruitment:

Recruitment is the process of identifying, attracting, interviewing, selecting, hiring, and

recommending employees. In other words, it involves everything from identifying a staffing
need to meeting that need. Depending on the size of an organization, hiring is the
responsibility of a wide range of workers. Large organizations may have an entire recruiting
team, while other organizations may have only one recruiter. In smaller companies, the hiring
manager may be the hiring manager. In addition, many organizations outsource recruitment to
outside companies. Companies almost always recruit candidates for new positions through
advertisements, job boards, social networking sites and the like. Many companies use
recruitment software to find the best candidates moreefficiently. Either way, recruiting often
works with or as part of human resources.

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Recruiting in HRM:

Human resource management, also known as HRM or HR for short, is the function of managing people
in an organization. HR is responsible for advancing the overall goalsof the organization through
effective human resource management - focusing on employees as the company's most important
asset. Recruitment is the first step in building an organization's human capital. At a high level, the
goals are to find and hirethe best candidates, on time and within budget.

What does Recruitment Involve: Some of the

recruitment processes are:

 Identify the hiring need

 Devise a recruitment plan
 Write a job description
 Advertise the position
 Recruit the position
 Review applications
 Phone Interview/Initial Screening
 Interviews
 Applicant Assessment
 Background Check
 Decision

 Reference Check
 Job offers
 Hiring
 Onboarding

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 Figure 1: Steps of Recruitment Process

Sources of recruitment:
Recruitment is the next step in an organization's personnel procurement function. This
is to encourage qualified persons to apply to work with an organization. It is not just
about satisfying the needs of an organization, but it is an activity that influences the
shaping of the future of the organization becausethe success or failure of an organization
depends on its potential. the workers who work there. Recruiting is an active process
because it encourages people toapply for jobs in order to increase the "hiring rate", i.e.
the number of people applying for a job.

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There are two sources of recruitment.
Internal Source:
 Transfer.

 Promotion.

External Source:
 Recruitment at the Factory Gate
 Casual Callers
 Advertisement
 Telecasting.

To understand different sources clearly, flowchart in the next page (Figure 2) can be referred for this
purpose.

Figure 2: Sources of Recruitment

Internal Source:

Internal recruitment sources include employees already on the company's payroll. It also
includes former employees who have returned to the organization. Recruitment from
internal sources is done to fill vacancies bypromoting, re-hiring and transferring employees

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 within the company.

Advantages:
 Selecting and transferring existing employees is a simpler process.
 Managers are aware of the talents and abilities of existing employees.
 Internal recruitment acts as a tool to boost employee morale, as internal recruitment
creates.
 job opportunities and advancement for existing employees.

 Hiring from within promotes loyalty among employees.

 Existing employees are familiar with the company's working methods and quickly
adapt to new positions.

Characteristics:

 Quick process.

 Cheaper than the external recruitment process.

 Works as a tool of motivation for the staff.

 The company’s choice is limited to existing employees of the company.

 Hiring fresh employees is a lost prospect.

External Source:

External recruitment sources refer to sources that are external to or exist outside the
organization.
Sources of external Recruitment include:

 People joining an organization, specifically through recommendations.

 Employment agencies (e.g., naukri.com) or employment exchanges.
 Advertising

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 Institutes like colleges and vocational schools (e.g., campus selection)
 Contractors
 Hiring unskilled labor
 List of applications
 Temporary workers.
Therefore, encouraging current employees to recommend the right candidates can lead to hiring
the right people for the right positions. As a result, a higher levelof teamwork and synchronization
among employees will be achieved. However, it can also lead to employees choosing their close
friends and family members asunemployed. Thus, talented people can lose good opportunities.
Consider that outsourcing provides more potential employees with the required skills. It has
proven to be a successful recruitment process when recruiting for technical and management
positions.

Characteristics:

 Long and time-consuming process.

 It is an expensive process.

 When external people are given opportunities over them, then existing workers lose

morale

 Hiring new employees can lead to the introduction of new blood and thus the

introduction of a new set of skills and ideas.

Introduction of the Forex Market:

The Forex Market (Forex, FX, or Currency Market) is a global decentralized or over the counter
(OTC) market for trading currencies. This market determines the exchange rate for each
currency. It covers all aspects of buying, selling, and exchanging currencies now or at a fixed
price. It is the largest market in the world in terms of transaction volume, followed by the credit
market. The major players in this market are the larger international banks. Financial centres

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around the world are open 24 hours a day, excluding weekends and serve as anchor points for
trading between different types of buyers and sellers. Since currencies are always traded in pairs,
the forex market does not determine the absolute value of a currency, but its relative value by
fixing the market price of one currency when paying in another. Example: 1 US dollar is worth
X CAD, CHF, JPY, etc. The Forex market functions at several levels through financial
institutions. Behind the scenes, banks are looking at a small number of financial companies
known as "dealers" involved in large volumes of forex trading. Behind the scenes, this market
is sometimes referred to as the "interbank market" because most Forex dealers are banks
(although some insurance companies andother types of financial companies are involved). Trades
between foreign exchange dealers can be very large, involving hundreds of millions of dollars.
Because of the sovereignty issue when involving two currencies, Forex has little (if any)
supervisory entity regulating its actions.

Introduction of the project:

The process of discovering and obtaining qualified workers to satisfy your organization's
needs is known as talent acquisition. The talent acquisition team is in charge of locating,
obtaining, evaluating, and employing people to fill unfilled
jobs inside a business. The cornerstones of talent acquisition are employer branding, future
resource planning, broadening a company's labor force, and building a solid candidate
pipeline.

In certain circumstances, a company's talent acquisition team is housed within its Human
Resources department. In some organizations, Talent Acquisition is a separate department
that collaborates with HR. Sourcing methods, candidate assessment, compliance and hiring
standards, and fluency in employmentbranding practices and corporate hiring campaigns are
among the skillsets of competent talent acquisition experts.

Companies must align their planning and talent acquisition strategy across departments in
order to discover, target, and attract the most suitable individualsfor a given post in order to
acquire and hire the finest personnel.

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Talent acquisition teams are also in charge of creating and communicating company branding
to potential applicants. Candidates should have a good awareness of your company's culture,
reputation, significant differentiators from competitors, and products and services through
branding.

From the initial application to the final job offer, the talent acquisition team mustmanage the
applicant life cycle. In this case, effective teamwork, clear communication, and alignment
of goals with the hiring manager are critical.

In addition, talent acquisition teams are in charge of retaining key personnel aswell as building
and sustaining staff morale.

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 Company Profile

STAR FING PVT LTD

Star Fing Private Limited is a leading stock, share, currency & commodity broking
headquartered in India. We operate on a unique retail focused stock trading model that provides
revolutionary trading platforms and expertise to a diversified client base.
Headquarters
Bangalore, India
Industry

International Capital Market

Type Corporate
Specialties
Global Commodities Trading
Investment Solution
Wealth Advisory Training &
Consultancy

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All About Starfing Broker
Starnet fx
The objects of the company are all subject matters not forbidden by Business Companies (Amendment
and Consolidation) Act, Chapter 149 of the Revised Laws of Saint Vincent and the Grenadines, 2009, in
particular but not exclusively all commercial, financial, lending, borrowing, trading, service activities
and the participation in other enterprises as well as to provide brokerage, training and managed account
services in currencies, commodities, indexes, CFDs and leveraged financial instruments.
Star Net Fx has been offering high quality dedicated Forex brokerage since longtime.
We are currently one of the most effective Forex brokers in the world.
With dedicated client services and world class customer support, we stand for commitment, integrity,
empowerment and innovation.

Transparency is our line of business in the trading process. We live up to all our responsibilities and
maintain ethical standards. FX trading is serious so we strive to give to our traders serious commitments

Company Overview

Who We Are
We are a well reputed trading company, providing the best trading services and facilities to our retail
and institutional clients. Our business policy is to provide you the best possible trading conditions and
allowing both beginners and traders to use experienced advisors to earn large profits

What We Provide

We offer multiple account options, updated trading software and tools to facilitate individuals and
institutional customers to trade Forex and CFD’s online. All retail, affiliates and white label clients will
get the opportunity to access various spreads and liquidity through the state of the art automated trading
platforms. We provide a very healthy leverage ratio. We also offer an unmatched variety of account
choices that clients can select to enjoy a smart trading experience that smoothly suits their needs. Joined

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with superb trading conditions and very fast execution, we provide all the tools and tricks needed for
clients of any level to achieve their trading ambitions.

Our Mission

We believe ourselves to be the best at our work. Here we offer our traders and our partners with a
secure and stable environment for them to become successful. Star Net Fx strives to deliver its traders a
world class trading experience along with excellent trading environment.

We appreciate the importance of clients requirements. It is our primary goal to provide our clients with
sophisticated tools to help become a successful in financial trading.

We understand in detail ever trader requirement as we think like trader, which makes us stay relevant &
provide the best to deliver results.

We believe in building strong public confidence and a reliable environment for traders by providing
stable, secure, and credible trading platform. We are driven to trade with confidence that is backed by
our excellent customer care service.

Vision

To be the broker of choice for traders looking to become successful in the forex market

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OVERVIEW

Tradeshala is registered under Ministry of MSME with Registration Number UDYAM-KR-03-

0111458, as a Training and Consulting firm based in the City of Bangalore, India. As the 1st accredited
trading academy
Organization Website tradeshala.co.in

Phone Number 6360057953

Tradeshala Research ... industries Finance

Headquarters Location Workz Floor, A Block, 103 ...

Tradeshala Research ... Employees Size 10-50 employees

Specialties Forex, Stocks, Crypto, Commodities, Gold, Crude Oil,

Financial Service , Training , Consulting , Bonds ,
INDEX, COMEX, NYMEX, BSE, NSE, NYSE

Founded 2018

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Introduction of the company:
Tradeshala is a Training and Consulting organization based in Bangalore, India, and is
registered with the Ministry of MSME under the registration number UDYAM-KR-03-
011158. We enabled individuals by providing authorized, vocational programs in financial
markets trading as Bangalore's first accredited trading academy.
To help focused and ambitious individuals enhance their understanding of financial markets
and practical trading skills, we base our training on fundamental and technical analysis, trading
psychology, and risk management on Stocks, Forex, and Crypto currencies. We give a future-
oriented education that assists students in improving their professional chances and
supplementingtheir income through trading.

Objectives:
Talent acquisition is more of a strategic intent of bringing in talented workers in particular
important positions and responsibilities throughout the Company, at various levels of hierarchy, to aid
in the overall attainment of Company goals and objectives.

The objectives of my internship are:

 To match the JD (Job-Description) and JS (Job-Specifications) for positions.

 CV scanning.
 Calling the candidates.
 To onboard the employees.
 To smoothen the onboarding process.

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Methodology:
Company’s Recruitment Process:
Tradeshala’s recruitment process is same as the aforementioned process, albeitwith a subtle
difference. The difference exists because of this firm being a startup.

Some of them are as follows:

 Job Description.
 Pre-Internship Talk.
 Interview Process.

 Offer Letter and MOU.

 Document’s Verification.
 Post-Verification Activity.
 Induction Program.
 Attendance.

We will discuss about each of them in the following. By following this processfor a long
period of time, we have come across with some results. They are as follows:
As per the domain:
We usually hire our candidates to do the internship in three different domains:
 Finance.
 HR.
 Marketing.

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Job Description:
A job description is a straightforward document that defines the activities, responsibilities,
and functions of a position. It specifies who does certain typesof work, how that work is to be
accomplished, as well as the frequency and purpose of that work in relation to the
organization's mission and goals. Job descriptions are used for a variety of purposes, including
calculating wage levels,performing performance assessments, explaining missions, establishing
titles and pay grades, and establishing reasonable accommodation regulations, as well as a
recruiting tool. Job descriptions are helpful for career planning, training activities, and
defining legal compliance requirements.

The job description is very important information for the applicant. Because onlyhere he can
get an idea of what his future will look like within the organization. And JD is important to
the organization. That's because it helps JD set clear expectations and remain transparent to
future employees from the beginning.

 A job description usually consists of:

 Job description Tasks included in the job.

 Required or preferred qualifications.

 Excerpts on how titleholders fit into your organization.
 Place of work.

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As you can see below, here is the sample of the job description of a certain company.

Figure 3: Sample Job Description

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Company’s Process:
Company’s process for making Job Description is more of same as the aforementioned one.
We mention how a particular job an intern can do, what sort of job he/she can expect, what sort
of career path, remuneration, and whoare eligible for that very job. Afterwards, we connect
with the colleges and askfor their association with us. To make out points clear, we also send
them Job description and ask them to go through it. After a day later, we take a follow-upwith
them and start negotiating with few things. Afterwards, the colleges send us interested
students’ details, and we lock the date after discussing with themfor the pre-internship talk.

Interview process:
For hiring new staff, the interview process is a multi-stage process. Writing a jobdescription,
posting a job, arranging interviews, conducting preliminary interviews, conducting in-person
interviews, following up with prospects, and making a hire are all common processes in the
interview process.

Finding individuals that have the required talents and are also outstanding culture fits with
the capacity to handle adversity, manage stress, cope with ambiguity, work constructively
as part of a team, and display resourcefulnesswill benefit you in the short and long run.

There are two kinds of interviews:

 Unstructured Interview: An unstructured conversational-style interview in which
the interviewer pursues points of interest as they come up in response toquestions.
 Structured Interview: An interview following a set sequence of questions.
Content based (Kind of questions to ask):
 Situational Interview: A series of job-related questions that focus on how the
candidate would behave in a given situation.
 Behavioral Interview: A series of job-related questions that focus on how the
candidate reacted to actual situations in the past.

The company’s process:

We first organize a pre-internship talk in different institutes, where we give an introduction of

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the company to the students, give them the job description in which they are going to do the
internship and try to solve their queries in pertain to the aforementioned subjects which are
discussed in the pre-internship talk.
Afterwards, we organize a 2-round interview, in which the coordinator sends usthe list of the
candidates who are interested to take part in the internship program. We start scheduling the
interview by dividing them in a particulargroup, on the basis of their domains. These kinds of
interviews usually taken for the internships, especially for the particular post (say, finance
intern). Then, wesend the schedule, which is also known as panel to those candidates informing
about their timings and interviewers. Also, we share interview link to them, as we are hiring
interns, so we conductgroup interview. Each panel, we interview minimum of 4 candidates
and maximum of 7.

Figure 4: Interview Panel

After having first round interview, we advance towards the second round, whichnow bifurcated
in two parts with respect to the domains.
For Finance interns, we organize an aptitude test, and for Marketing and HRinterns, we organize
the further interview with the top-level management.

Conclusion:
Based on the theory, we usually take a hybrid interview (Structured+Unstructured). We ask
some subjective questions and some normalquestions. Alongside, we converse with candidates
to get to know more aboutthem. Since we are hiring interns, so we take group interview,
where we ask questions to a group of candidates.

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Document Verification Process:

After candidates get selected from the interview, we send them an offer lettersand MOUs.
Then, they are expected to sign them alongside other documents.
They are as follows:

 Aadhar Card.
 PAN Card.
 College ID.
 College Bona-fide certificate.

We ask candidates (open source) and placement coordinators (campus) to send them on
stipulated time period, we also follow-up from them in this regard. Evenif, they don’t submit
their documents, we revoke their candidature in our organization. Afterwards, we maintain
particular worksheet in the google sheets based on their respective batches. After their
submission of documents, we thenenter their recent developments in the database in the form
of google sheet.

The sample of the database looks like the following:

Figure 5: Google Sheet database for document Verification

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Attendance Process:
Our organization usually take their sessions in two modes:
 Gotowebinar.
 Google meet.

In google meet, we have to be present in the session for fifteen minutes and take the screenshot
of the attendees for that very session. Afterwards, we sharethem in the WhatsApp group and
ask student to contact us if they are present inthe session, and due to certain circumstances,
they have to log out from it. We maintained a separate google sheet for this. After getting
necessary
information about the candidates’ attendance, we put present or absent remark
in front of their names. If candidates are absent for consecutively 2 days, wecommunicate with
them and seek reasons for their absence. If they fail to communicate with us in any way, we
terminate their internship.

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Document preparation:
After candidates get selected, our next step is to prepare documents for them, such as, offer letter
and MOU. In offer letter, we state rules and regulations of the organization, their date of
internship period, relevant stipends, and documents they need to submit. We also ask candidates
to sign and send it to usan acceptance.

As for MOU, it is an agreement between organization and the candidate. In this,we state that the
candidates must adhere certain terms and conditions and should they not fulfill any of them, they
won’t get any certificate whatsoever.
We ask them to sign this document as well.

Induction program:

An induction program is the process used within organizations to onboard new hires into the
organization and familiarizes them with the new role andcompany culture.

A good induction program will include the following activities:

 Introduction to terms and conditions (for example, benefits, how to apply for a leave,

working hours, holiday entitlement, how to make expense claims, etc.).

 Company policies, practices, objectives and regulations.

 Organizational hierarchy and structure

 Job description along with key duties and responsibilities

 A basic introduction to the different departments within the company

 Rules governing working hours, expected behavioral standards, dress code

 A guided tour of the office space

 Set-up of login and payroll details

 Set-up of new hire workstation including computer, name plate phone,software

downloads and tools required for the job

 Introduction to key members of staff

 Information pertaining to benefits, incentives and appraisals

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  Specific job-role training

 Contact details of reporting manager and team

 Brief about organizational goals, KPA’s and KRA’s

 Work schedule

 Handover ID card, keys and swipe card

 Employee handbook briefing.

We have put together a list of items to consider when creating a new hireinduction program
that will help your staff succeed.

 Integrate seamlessly into the business culture:

Because new hire integration does not happen naturally, the curriculum focuses primarily on
effective new hire integration. To ease their worries and prepare them for the challenges ahead,
new hires require some assistance during the early time. New hires have the opportunity to adjust
to their new work environment, corporate culture, and role during the program. Since first few
days can be nerve-wracking for the new hire, the induction program ensures they don’t feel
overwhelmed or stressed.

 Create a good first impression:

Induction program is the ideal time to make a good impression with the newhire, build trust, and
align with company expectations. You can also share the company’s vision, norms, and values
you want them to imbibe. The program sets the tone for company culture and gets the new hire
up and running to be productive, and fulfill goals. The process will also cover the employer
and employee duties, rights and responsibilities, and the terms andconditions of employment.
As a priority, the induction programme must cover any legal and compliance requirements
for working at the company and also pay attention to the health and safety of the new employee.

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Prepare your new hire:
An induction program is an aspect of a company's knowledge management and transfer strategy that
aims to prepare new employees for success.
You can get your new hire up to speed, prepared, culture acclimated, and trainedfor the new role
during this phase.
You risk them being a misfit without an onboarding program, and you risk them not understanding
their function and how it fits into the company framework.
Poor cultural fit does not necessarily imply that they lack the necessary skills forthe position, but
rather that their techniques and expectations do not correspond with the organization's values and
conventions, as well as management expectations.

 Company’s Process:
We organize the induction program for the selected candidates in the first day of their
internship period and make them aware about the rules and regulations of the organization,
their attendance, leaves, holidays, etc. For finance candidates, their respective sessions get
started, and as for marketingand HR candidates, their works get distributed.

We also covered almost all the points which have been mentioned above. We make sure that our
candidates should be well-versed with the policies of the company. We also provide them the
floor to clear their doubts.

Before organizing the program, we inform them about the induction program and also remind
them about their date of joining. This process is known as post-verification activities. We
make sure that it should take place at least a week before the commencement of the
internship.

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 Functional Departments

1. Human Resources Department

 The Process of Human Resource recruitment is quite streamlined, from the Sourcing the
Candidates to On- boarding them.

 Company Mainly source candidates from Intern Shala, LinkedIn and other popular job
portals.

 Through these Portals, Candidates are directed to respective WhatsApp group for better
Communication flow post shortlisting them.

 Me as a Intern, we will be communicating information as directed by the our Seniors and

process their application individuals by taking Interviews, communicating their roles and
responsibilities, Documents collections and finally Issue of Offer letter and Mou’s.

 Recently I have been looking after the backend process i.e. Verification of documents,
Attendance checking, Doubts and Conflicts Resolutions etc

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2. Finance Department

Finance department mainly focuses on training, account openings and Deposits.

There are separate roles and duties to be performed by the intern and a employee

As Intern:
 He/she must undergo trainings on fundamental and technical analysis
 Explore the Software used by Company for trading purpose (Buyand Sell).
 Trading-view for the purpose of analysis.
 Per and Post Market analysis
 Self-learning and Sharping the trading skills
 Candidate must open a live account with min investment of 200$
 Candidates Performance will be monitored by the employee and based on it he/she will be
given a job offer.
As a Employee
 Check up with the Opening account procedures.
 Doubt Clarification, Class scheduling.
 Events like Competitions, trainings of offline and online etc.,

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3.Marketing

It serves as the face of your company, coordinating and producing all materials representing the
business. It is the Marketing Department's job to reach out to prospects, customers, investors and/or
the community, while creating an overarching image that represents your company in a positive light

 Defining and managing your brand.

 Conducting campaign management for marketing initiatives.
 Producing marketing and promotional materials.
 Creating content providing search engine optimization for your website.
 Monitoring and managing social media.
 Producing internal communications.

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 Findings and Results:
The main purpose of this report is to find out how many candidates we usually hire forfollowing
domains:

 Human Resource Department

 Finance Department
 Marketing Department

Not just how many candidates for the aforementioned domains, but also determining the
reasons for hirings in particular domains, peak periods for hirings and so on. Here are the
results on the basis of those factors in the following.

On the basis of domain

So far, we have selected the candidates since the day of my joining me & my team we have
gathered the following evidences

They are:

HR
Marketing 3%

1%

Finance

96%

Finance Marketing HR

Chart 1: Pie-Chart as per the domain

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Inference:
It is self-explanatory from this pie-chart, that we have selected finance candidates in this
period of time in an overwhelming number, as compared toother domains, as its niche business
is dealing with finance market. We teach them all the nitty- gritty of the foreign exchange
market

Findings
 Management is not Flexible
 Management has its Traditional working methods
 Minority of Hired Student are still not confident about trading in the International Market due to
External Factors which led to less interest of trading
 streamlining of Process within the Organization by hiring Permanent
Employee.
 Retention of Existing clients by providing constant support of training.
 Top Management is not much Flexible of new way of approaching the process.
Transparency Issue in the management.

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Conclusion and Recommendation:

I would express my learnings as an HR Intern, whose job was torecruit the best fit for the
organization and what are the challenges I have come across.

The date has been taken as a reference from the day I joined, until the time when the report is in
the preparation stage.

The hiring of the interns was still in process during the preparation of the report.

When I was assigned in the aspiring start-up organization like “Tradeshala”, the biggest
challenge in my job I have faced after the pre-internship talk, when lessnumber of
candidates show interest than expected, due to the fact that this organization is still a start-
up. Candidates hesitate to join as there has always been an element of suspicion for a start-
up. But for me, it proved to be a good experience. I had an opportunity to learn more about
recruitment and also to understand some of the challenges, alongside the aforementioned
one.

I recommend that the company should use certain software’s to be implementedwhile

preparing the documents. We have used small pdf and Microsoft word forthe preparation.
While the former seemed a little costly, because it’s a subscription, the latter is a bit time
consuming when the number of candidates ismore.

We also use google sheets for document verification and attendance, which is also a bit
time consuming while entering the data (details of the candidates). I recommend some
software’s are available in the market for these functions, especially, for the attendance.

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Conclusion
 Company is trying its best to capture the market share
 Company is also providing advance Training on how to approach the Forex Market Company
is using the tradition methods of HR process.
 Company is hiring interns for entire Process.
 Company is doing quite well of generating leads from the markets.
 More Indian Students are actively interested in Trading of capital markets. Company is strong at
providing the training of Technical Analysis.

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Recommendation

 Hiring of permanent Employees for better hiring strategy and data management Advancement of
HR Process through HR Analytics and HRIS systems.
 Being Transparent at generating leads through various Job Portals Management of Conflicts among
employees if any.
 Providing necessary tools to perform the task(Company Sims, Wi-fi speed etc.,) Providing Support
to Offline Candidates
 Improvement of existing work-space Improvement in selection process Clarity in Intern/Job
description
 Bigger Work space to accommodate new interns Organizational Structure enhanceement

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Suggestions

 Reduce the Brokerage charges

 While doing the backend process got plenty of complains on “Starnet fx” which is
its main broker
 Would recommend the company to work on its social media sites
 Would recommend the company to use good marketing techniques to reach out to
people
 Be quick in the process
 Focus on Employee satisfaction & retention
 Recommend company to use modern techniques as the process became very slow
as they don’t use any technology .
.

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