Project Report

On

Analysis of Recruitment Practices at BestalHR Pvt. Ltd.

Submitted in requirement of partial fulfillment of BBA Degree of

GGSIPU, New Delhi

Submitted By :
Name: Siddhant Dixit
Enrollment No.: 08515601720
Semester: VIth
Batch: 2020-2023

Dr. Akhilesh Das Gupta Institute of Technology & Management

(Formerly NIEC, Delhi)
(Affiliated to GGSIPUniverity, New Delhi)

FC-26, Shastri Park, New Delhi-110053

 DECLARATION

I, Siddhant Dixit bearing Enrolment No. 08515601720 do hereby declare

that the Project Dissertation Report entitled “Analysis of Recruitment
Practices at BestalHR Pvt. Ltd.” submitted in requirement of partial
fulfillment of BBA degree, is an authentic record of my own work, under the
guidance of Ms. Ankita Upadhyay (Assistant Professor), School of Business
Studies (BBA) , Dr. Akhilesh Das Gupta Institute of Technology &
Management (Formerly NIEC, Delhi), FC-26, Shastri Park, Delhi : 110053.

This is to further declare that I have not submitted this Project Report to any
other Institute for the award of any other degree.

Name: Siddhant Dixit

Enrollment No.: 08515601720
Batch: 2020-2023
Date: 15th June, 2023
 CERTIFICATE

This is to certify that the Project Report entitled “Analysis of Recruitment

Practices at BestalHR Pvt. Ltd” submitted by Mr. Siddhant Dixit in partial
fulfillment of the requirement for the award of BBA degree at Dr. Akhilesh
Das Gupta Institute of Technology & Management(Formerly NIEC, Delhi),
affiliated to GGSIPU, New Delhi, is an authentic work carried out by the
student under my supervision and guidance.

Ms. Ankita Upadhyay

Faculty Guide
Date: 15th June, 2023
 ACKNOWLEDGEMENT

The successful completion of the project would be incomplete without the mention
of the people who made it possible.

I would like to take the opportunity to thank and express a deep sense of gratitude
to my Project Guide, Ms. Ankita Upadhyay, Assistant Professor, Dr. Akhilesh
Das Gupta Institute of Technology & Management, New Delhi who in spite of
her busy schedule has co-operated with me continuously and has provided valuable
guidance at all stages of the study, that has been certainly indispensable for my
project work.

I owe my wholehearted thanks and appreciation to Mr. Amit Yadav, DI, School
of Business studies (BBA) for his continuous encouragement and cooperation
during the course of my study.

I express my sincere thanks to the Prof (Dr.) Divya Gangwar, Course Director,
School of Business Studies (BBA) for being a constant source of knowledge,
motivation and guidance.

I would also like to convey my warm regards to my family members and friends
for their kind support and helping hand.

Student Name: Siddhant Dixit

Enrollment No. : 08515601720

BBA VI Semester, Batch 2020-2023

 TABLE OF CONTENTS

S. No. CONTENTS PAGE NO.

1. Chapter – 1

Introduction to the topic 7-8

Objectives 9

2. Chapter – 2

Literature Review 11-12

3. Chapter – 3

Research Methodology 14-15

4. Chapter – 4

Data Analysis & Interpretation 17-24

5. Chapter – 5

Findings & Conclusion 26-27

6. Chapter – 6

References/ Bibliography 29

7. Chapter – 7

Annexure 31-32
CHAPTER - I
 INTRODUCTION

HUMAN RESOURCES

• Human Resources are the people who work for an organization in jobs that
produce the products or services of the business or organization.
• HR deals with the people & issues related to people in the organization such as
compensation & benefits, recruiting & hiring employees, performance
management, trainings, organization development and culture.

✓ “The people that staff and operate an organization….as contrasted with the financial &
material resources of an organization.”
~ William R. Tracey

RECRUITMENT :

• Recruitment is the process of finding, screening, hiring & eventually

onboarding qualified job candidates.
• Recruitment is a key part of Human Resource Management (HRM).

MAIN DUITES OF A RECRUITER :

• Screening applications
• Selecting qualified candidates
• Scheduling interviews

METHODS OF RECRUITMENT :

1. Direct Method

It includes sending recruiters to educational & professional institutions, employee

contact with public and waiting lists.

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2. Indirect Method

It covers advertising in newspapers, on the radio, professional journals, technical

journals & brochures.

3. Third Party Method

In this method, various agencies are used for recruitment.

This includes commercial & private employment agencies, state agencies, placement
offices, management consulting firms etc.

RECRUITMENT STAGES / PROCESS :

1. Preparing a JD
2. Receiving resumes or CVs
3. Shortlisting candidates as per qualifications & job requirement
4. Interviews
5. Selecting the right candidates
6. Offering them jobs

SOURCES OF RECRUITMENT :

1. Internal Sources :-

This includes employees already on the payroll of the organization as also those who
were once on the payroll of the company but who plans to return, or whom the
company would like to rehire.

2. External Sources :-

These sources lie outside the organization like the new entrants to the labor force
without experience.
It includes :
• Advertisement
• Employment Agencies
• Educational Institutions
• Employee Recommendations

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 OBJECTIVES OF THE STUDY

❖ To critically examine the recruitment process in an organization.

❖ To analyze the overall satisfaction level of the employees about

recruitment process of the organization.

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CHAPTER - II
 LITERATURE REVIEW

“Recruitment is 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 working force.”
~ YODER

Sangeetha (2010)
Found out that decisions made in the recruitment and selection process or stage will impact on
the company in the future. Bad decisions made in the recruiting & selection process can create
serious costs for an organization vice versa.

Dineen, B. R., & Soltis, S. M. (2011)

Studied & examined recruitment as a process and thus defined it as the actions organizations take
to generate applicant pools, maintain viable applicants, and encourage desired candidates to join
those organizations.

Neeraj (2012)
Defined recruitment & selection as the process of picking individuals who have relevant
qualifications to fill jobs in an organization. Recruiting & selecting the right employees is
important for three main reasons: performance, costs and legal obligations.

Ashish Gupta & Sujeet Kumar (2014)

Found out that better recruitment and selection strategies result in improved organizational
outcomes. With reference to this context, the research paper entitled Recruitment and Selection
has been prepared by them to put a light on Recruitment process. The main objective of their
study is to identify general practices that organizations use to recruit and select employees and,
to determine how the recruitment and selection practices affect organizational outcomes.

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Devi S. & Rao S. (2014)
They studied that while recruiting the candidates the organizations has to map carefully the
available human resources because they create the competitive advantage for the organizations.
Their study aimed on the recruitment process and the research was done by both primary and
secondary sources. The results were obtained from the percentage method.

Ntiamoah (2014)
Says that recruitment and selection have become ever more important as organizations
increasingly regard their workforce as a source of competitive advantage.

Ekwoaba, Ikeije, and Ufoma (2015)

In a study of the impact of recruitment and selection criteria on organizational performance,
revealed that recruitment criteria have a significant effect on organization’s performance that the
more objective the recruitment criteria, the better the organization’s performance

Kanagavalli, Seethalakshmi, Sowdamini (2020)

Reported that recruitment & selection process is carried out in organizations by adopting latest
technology like online portals, outsourcing, job fairs, campus interviews & mobile recruitment
applications. The representation of this practice is to find the best candidate for the organization.
Adopting the latest technology would lead to an effective way of recruitment practices in finding
out the right candidate for the right job & thus create a healthier work environment.

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CHAPTER - III
 RESEARCH METHODOLOGY

Research Methodology in a way is a written game plan for conducting research. Research
methodology has many dimensions. It includes not only the research methods but also
considers the logic behind the methods used in the context of the study & complains why
only a particular method of technique has been used.

In simple words,

Research Methodology is a systematic way to solve the research problem.

RESEARCH METHOD

The research design used in this study was Descriptive Research.

DATA COLLECTION METHODS

The data was collected by using both primary and secondary sources.

PRIMARY SOURCES :-

The methods that were used to collect primary data is questionnaire method.

SECONDARY SOURCES :-

The methods that are used to collect secondary data are :

1. Research Papers
2. Internet

SAMPLE SIZE
A survey of approximately 20 employees working in different positions in BestalHR was
conducted.

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 SAMPLING TECHNIQUE
The selection of respondents was done on the basis of convenient sampling.

TOOLS USED

Statistical techniques like frequency & percentage methods are used. MS-Excel was used to
prepare pie-charts & graphs and MS-Word was used to prepare or write the whole project.

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CHAPTER - IV
Ques.1) What is your age?

Criteria (age) Frequency Percentage

Below 20 2 10%
20-30 12 60%
30-40 5 25%
40-50 1 5%
Above 50 0 0

ANALYSIS : As per the findings, 10% employees fall in the age group
of below 20 years, 60% employees are between 20 to 30
years, 25% are of 30 to 40 years & the remaining 5% are
between 40-50 years.

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Ques.2) How long you have been working in this organization?

Criteria Frequency Percentage

0-12 Months 12 60%
1-3 Years 7 35%
Above 3 Years 1 5%

ANALYSIS : As shown, 60% employees are working from 12 months,

35% are working from 1-3 years, while rests of the 5%
are working for more than 3 years.

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Ques.3) What is the best source to recruit employees in the
organization?

Criteria Frequency Percentage

External 12 60%
Internal 8 40%

ANALYSIS: 60% employees thinks that external sources are better for
the recruitment while 40% thinks internal sources are
better for recruiting employees.

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Ques.4) What are the basic questions you ask the candidate?

Criteria Frequency Percentage

Experience 2 10%
Current / Expected Salary 0 0
Notice Period 0 0
Current Job Profile 2 10%
All of the above 16 80%

ANALYSIS : 10% employees ask experience & 10% employees ask

current job profile & rest 80% employees ask all the
questions in an interview.

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Ques.5) Does the organization clearly define the position,
requirement & candidate specifications in the recruitment
process?

Criteria Frequency Percentage

Yes 17 85%
No 3 15%

ANALYSIS: As shown, 85% employee thinks that the process of

recruitment is clearly defined & 15% think it is not.

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 Ques.6) What is your opinion on the recruitment process of the
organization?

Criteria Frequency Percentage

Good 6 30%
Very good 8 40%
Neutral 0 0
Bad 4 20%
Very Bad 2 10%

ANALYSIS : 30% employees of BestalHR said that the recruitment

process is good, 40% said that it’s very good, 20% said it
is bad & 10% think it’s very bad.

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Ques.7) Is there any need of modification in the recruitment policy?

Criteria Frequency Percentage

Yes 3 15%
No 11 55%
Maybe 6 30%

ANALYSIS : As shown in the graph, 15% employees says that there is

a need to modify recruitment policy, 55% says no &
30% says maybe.

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Ques.8) Are you satisfied with the recruitment process of your
organization?

Criteria Frequency Percentage

Yes 11 55%
No 7 35%
Maybe 2 10%

ANALYSIS : 55% employees are satisfied with the recruitment process

of BestalHR, 35% are not satisfied & rest of the 10%
employee said maybe.

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CHAPTER - V
 FINDINGS OF THE STUDY

1. As per the findings, most of the employees working in BestalHR fall in the
age group of 20 to 30 years.

2. As per the analysis of 20 employees, it has been found that maximum no. of
employees have been working from 12 months in the organization.

3. According to the analysis, most of the employees of BestalHR prefer external

sources for recruiting.
4. As per our finding, maximum no. of employees ask all the required questions
in the interview like CTC, experience, notice period etc.

5. Most of the employees of BestalHR said that the company is very clearly
defining the position, requirement, candidate specifications, and other
necessary details in the recruitment process.

6. As per the findings, maximum employees working in BestalHR thinks that

recruiting procedure of the company is very good.

7. After analyzing, it has been found that most of the employees of BestalHR
doesn’t need any modification in the recruitment policy

8. As per the findings, maximum employees are satisfied with the recruitment
process of the company.

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 LIMITATIONS

 As the company was a startup, data is constraint to only 20 peoples.

 The employees were busy with their daily schedule and it was very much difficult
for them to give time.
 The data was collected through questionnaire. The responds from the respondents
may not be accurate.

CONCLUSION

• The main thing that can be concluded firstly is that, with the help of
analysis, feedback generated through questionnaire it has been found that the
company is following an effective recruitment process to maximum extent.

• Recruitment process is getting very much importance these days in the

organizations.

• Recruiters & HRs have the ability to influence the future of the company
based on the employment decision they make.

• So, company should focus on long term consistent performance rather than
short term.

• It should upgrade its recruitment policy in order to get best possible

outcome.

• The emphasis towards training and enhancing skills of recruiters needs to be

more and also consistent.

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CHAPTER - VI
 BIBLIOGRAPHY / REFERENCES

Sangeetha, K. (2010) „Effective Recruitment: A Framework‟, IUP Journal of

Business Strategy, 7(1/2), pp. 93-107, Business Source Complete, EBSCOhost.
[Online].

Neeraj, (2012). A Study of the Recruitment and Selection process: SMC Global
Industrial Engineering Letters ISSN 2224-6096 (print) ISSN 2225-0581 (online)
Vol 2, No.1, 2012 www.iiste.org

Gupta, Ashish & Kumar, Sujeet. (2014). A Study On Recruitment & Selection
Process With Reference. 10.13140/2.1.2424.0320.

Ntiamoah, E.B. 2014. „An investigation into recruitment and selection practices
and organizational performance. “In International Journal of Economics,
Commerce, and Management. 2 (11): 1-11. ISSN 2348-0386.

.Ekwoaba, J. O., Ikeije, U. U, & Ufoma, N., (2015). The impact of recruitment and
selection criteria on organizational performance Global Journal of Human
Resource Management Vol.3, No.2, pp.22-33, March 2015 Published by European
Centre for Research Training and Development UK (www.eajournals.org)

C. R. Kothari. “Research Methodology”, Methods and Techniques, Wishma

Prakashan, New Delhi.

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CHAPTER - VII
 ANNEXURE

1. What is your age?

a) Below 20
b) 20-30
c) 30-40
d) 40-50
e) Above 50

2. How long you have been working in this organization?

a) 0-12 months
b) 1-3 years
c) Above 3 years

3. What is the best source to recruit employees in the organization?

a) External
b) Internal

4. What are the basic questions you ask to the candidate?

a) Experience
b) Current / Expected Salary
c) Notice Period
d) Current Job Profile
e) All of the above

5. Does the organization clearly define the position, requirement & candidate
specification in the recruitment process?
a) Yes
b) No

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6. What is your opinion on the recruitment process of the organization?
a) Good
b) Very Good
c) Neutral
d) Bad
e) Very Bad

7. Is there any need of modification in the recruitment policy?

a) Yes
b) No
c) Maybe

8. Are you satisfied with the recruitment process of your organization?

a) Yes
b) No
c) Maybe

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