Executive Summary

Planning for employees is now a necessary task in any organization. It is a crucial component
of a company. Planning for human resources is essential to the organization's long-term
performance. Every organization must adhere to a set of rules to ensure that the correct
people are present at the right time and location in the proper quantity and kind to help it
accomplish its intended goal.

The goals of the HR department include performance evaluation, risk management, training
and development, career planning, transfer and promotion, and human resource planning.
Every goal requires specific consideration, as well as careful planning and execution.

Having the right person in the right job is crucial for every organization. In this context,
recruitment and selection are crucial. Employers' methods for hiring and choosing employees
are under a lot of pressure due to a skills shortage and the use of new technology. It is advised
to conduct a strategic study of the hiring and choosing process.

This project has been created with regard to the context in order to shed light on the
recruitment and selection process. In this project, needs and purposes for recruiting,
definitions of recruitment and selection, and an assessment of the hiring process are all
covered. sources of hiring via which a company receives qualified applications. An
organization should use scientific recruitment and selection to find the proper people. Job
analysis that provides insight into hiring for the position. The selection process is next, which
comprises the phases of selection, various exam and interview formats, onboarding, and
training and experience on the job.

I had the chance to complete a 2 months Internship program at Muthoot Housing Finance
Company LTD. An effort has been made in this internship to thoroughly analyse the
recruitment activity. I did my best to include as much pertinent information as I could and
analyse all of my research using the finest methodology.

Thank you to Muthoot housing finance Company LTD for providing me with this worthwhile
opportunity to work with you.
 CHAPTER 2
INDUSTRY OVERVIEW
 Industry Overview

Recruitment

Recruitment is the activity of searching for eligible candidate and encouraging them to
apply.

Selection

Selection is process of selecting right candidate from shortlisted candidates.

HISTORY OF RECRUITMENT INDUSTRY

The Timeline of Recruitment History Human habitation predates evolution. There were not
many occupations in the time of the cavemen. You either practiced hunting or gathering.
Based on particular abilities and qualities, cavemen were "Recruited" for various professions.

For the Indus Valley Civilization to maintain a decent standard of living, various jobs had to
be carried out. A few jobs were trading commodities, farming, creating fire, laying bricks for
a house, making clay toys and pottery, working in the metallurgy industry, etc. Builders,
carpenters, metalworkers, leather workers, weavers, and, of course, potters were among the
talented artisans and craftsmen who worked in the Indus Valley. Beautiful pottery was also
found there.

The creation of official employment testing was the Chinese culture's contribution to
recruitment. As early as the seventh century A.D., the Chinese instituted an examination
system to enter the civil service, although it was only utilised to hire a very small number of
civil servants. The method was expanded at the start of the 10th century, during the Sung
dynasty, to fill the majority of jobs and to enlist commoners.

The first employment rules were created in 1347 AD due to a lack of competent workers and
a talent shortage. Europe had been destroyed by the Black Death, with some nations losing as
much as half of their population. Because of the extreme labour shortages that resulted, the
survivors discovered that they could charge more for their services and decide which jobs to
accept. The first employment legislation, which fixed salaries and limited mobility, was as a
result created in 1350. It was merely an effort to eliminate talent competition and keep the
working class in its place in order to maintain stability. Seven centuries later, Europe is still
coping with the consequences of that law.
Henry Robinson founded the first public recruitment agency in 1650, calling it the "Office of
Addresses and Encounters," which would connect employers and employees. After the
British Parliament rejected the proposal, he launched his own unsuccessful attempt at such a
company. John Gabbitas established the first private recruitment agency, Gabbitas & Thring,
in 1873 to find schoolteachers for English public schools.

In order to hire soldiers and other office-bearing workers, the modern recruitment
consultancy was founded during World War II. To fill employment openings at the company,
a recruitment agency began word-of-mouth advertising (Military Service). After the battle
was over, recruitment organizations began looking for fresh opportunities for the returning
combatants. As a result, recruiting firms initially worked for job searchers.

Medium of Recruitment-

 Word of Mouth

 Face to Face Application

1980s recruitment using fax machines and home computers

Recruitment agencies began getting CVs with standardized formats, which made the resume -
writing process effective. Fax machines made it easier for employment agencies to find
people because they could send and receive CVs and other papers quickly. Due to the
importance of paid advertising in newspapers, it was relatively simple to advertise for current
employment openings. The first home computers hit the market in the late 1970s, and they
really took off in the 1980s. This was used by recruitment companies, who employed
computers for candidate databases and applicant tracking systems.

Beginning in the 1990s is the Internet Recruitment Era

In order to streamline candidate sourcing and recruitment history timeline evolution,

recruiting agencies began investigating internet job portals like monster and naukri as well as
online classified job advertising. Recruitment agencies now have the capacity to transmit
resumes and other documents thanks to the invention of electronic mail (Email). In 1995,
Geometric Results Inc (GRI) released people Net, one of the first big VMS applications in the
market. Vendor Management System (VMS) introduction served as a springboard for
technology-driven hiring. The development of the Application Tracking System (ATS) and
the candidate managing application made it much simpler to store applicant data, which
enhanced the evolution of the recruitment history timeline.

2000s: The Social Media Era

To source candidates, recruitment agencies have changed their attention from online job
boards to job aggregators like Indeed, which started to appear in the middle of the 2000s.
Because VMS & ATS are so popular, agencies are starting to focus less on building
relationships and more on being technology savvy. Additionally, since job boards could only
be used to find active candidates, recruitment firms began experimenting with social media
sites like LinkedIn, Facebook, Instagram, and others. They also introduced infographic
resumes to present qualifications in a visually appealing way, which opened up a new
category for active sourcing by making candidate profile information available online.

2020+ algorithms

Within the next ten years, assisted algorithm selection will be created in order to eliminate
bias and choose applications equally. Regardless of a candidate's gender, age, or other
characteristics, recruiters will have access to sophisticated computer systems that can analyse
data from talent pools, databases, and wider big data collections.

Modern Technology used for Recruitment

1. Applicant tracking Systems

Now a days there are various applicant tracking system software available in market
which recruiter uses to organize their hiring process.
This software helps to collect applicant information, and organize this information in
required manner, also recruiter can sort through candidates’ credentials and data at any
time.
2. Virtual reality communication
Recruiters uses virtual reality communication later in their hiring process to share with
candidate about company and the environment where they are joining.

3. AI System

AI helps recruiter to filtering job applications which they received. AI also allow recruiter
to communicate directly with candidates through different applications such as chatbots.

4. Social media platform

Now a day’s social media platform became very popular to promote your job posting to
potential applicants. Social media like Instagram, Facebook helps to attract candidates
with the help posting Reel, Video, attractive advertisement.

5. Digital job posting

Digital job posting is helpful for recruiters to connect with broader audiences. Naukri,
Intern Shala, Indeed, monster, LinkedIn are various examples of digital job posting. This
website allow company to share job opening description with minimum fees.

Market Share of recruitment in India

Recruitment agencies, job portals, staffing firms, and internal corporate HR departments are
just a few of the stakeholders in India's very active recruitment market. These companies'
market shares might change depending on their size, areas of expertise, and geographic reach.

The recruiting market in India is dominated by companies like Naukri.com, Indeed, Monster
India, LinkedIn, and a number of staffing firms like TeamLease and Quess Corp. These
platforms and agencies are well-represented in the Indian recruitment market and offer
services to both big businesses and SMEs.

The $10 billion Indian staffing market is now increasing at a 28% YoY rate and is expected to
overtake other markets by 2030. In India, there is a sizable market for staffing, which
includes areas like hiring talent, assigning duties to employees, retraining workers, and
paying them fairly. The future growth and expansion prospects for the Indian staffing
business will be covered in this session. The second-largest working-age population in the
globe is found in India, which is a key factor that will fuel the expansion of the Staffing
Solutions market in that country.

Major players in recruitment

1. Team lease services

Team lease established in 2002 with more than 1700 employees and 2500 clients across India.
Today 2 lakh associates spread across the nation in their 6,600+ locations and have given
employment to more than 1.7 million people with a vision statement of “Putting India to
work”

2. Career net

Career net established in 1999 with head office at Bangalore. The company mainly has
clients from the following fields that include FMC, IT sector, knowledge services, banking,
financial services, and insurance.

3. ABC Employment

Dr. Bish Agrawal established ABC Job Placement in 1969.With more than 500 consultants,
they are the most favoured talent acquisition company for offering the best and most
personalised recruitment solutions. Approximately 75% of their revenue comes from their
current clientele.

4. Adecco India

The acquisition of People One Consulting, a prestigious Bangalore-based business, by

Adecco India in a deal worth 200 crores marked the company's entry into the Indian market.
Since 2004, the business has expanded its offerings and produced amazing results by offering
top-notch services in accordance with consumer demand.
Challenges in Recruitment

1. Attracting the right candidate

Now a days it is very difficult to find right candidate for right job. To overcome with this
challenge recruiter should be very specific with requirements of company.

2. Data leakage

Now a days it is very easy to leak data from Competitors Company with a help of different
software.To overcome with this challenge company should secured their candidates
confidential data.

3. Hiring without bias

To overcome with this challenge recruiter should ensure that he ask all candidates same
questions, which allows to directly compare answers on the same flat criteria.

4. Hiring for multiple roles at once

As organization grows, need for new employee with their skills and experience will also
increase. To overcome with this challenge recruiter can adopt new organizational software or
common time management techniques.

5. Time Restrictions

The hiring process can take a lot of time because it involves sourcing, screening, interviewing,
and choosing individuals. Meeting deadlines and filling vacancies in a timely manner can be
difficult for organizations.
6. Cost of Recruitment

Recruitment costs can be high and include things like advertising expenditures, agency fees,
and the time and resources required for the hiring process. Implementing efficient recruitment
techniques might be difficult when faced with tight financial restrictions or limited resources.

7. Employer branding

To draw in top personnel, it's essential to have a favorable employer brand. Nevertheless, it
may be difficult to draw in skilled people, particularly in sectors that are extremely
competitive.
 CHAPTER 3
ABOUT THE COMPANY
 MUTHOOT
MUTHOOT PAPPACHAN
FINANCE(RED) GROUP (BLUE)

• MUTHOOT CAPITAL
SERVICES
• MUTHOOT EXIM
• MUTHOOT FINCORP
• MUTHOOT MICROFIN
• MUTHOOT HOUSING
FINANCE
 History of the company

An Indian global conglomerate with its main office in Kochi, Kerala, is known as The
Muthoot Group.[3] It has stakes in industries like finance, IT, media, healthcare, education,
infrastructure development, plantations, precious metals, dining, and hospitality. The
Muthoot Group works in 29 Indian states and is also present in the US, UK, UAE, Nepal, and
Sri Lanka.[4] Over $4.5 billion in assets are managed by the group. The Muthoot family
owns and operates it.

The three surviving sons of the father divided the company among themselves in 1979. M.
George Muthoot, the eldest son, left Kerala and founded Muthoot Finance. The Muthoot
Pappachan Group, the parent firm of Muthoot housing finance, was established by the
youngest son, Mathew M. Thomas, also known as Muthoot Pappachan..Muthoot pappachan
group known as blue Muthoot.

Muthoot blue has 27,000 employees, 4200 branches across the country.

WHAT MUTHOOT PAPPACHAN GROUP OFFERS

1. Gold loans
2. Loan to small business
3. Affordable housing loans
4. Two Wheeler loans
5. Loans for used cars
6. Intercountry money transfer
7. Indo Money transfer and remittance services
8. Foreign exchange
9. Health
10. Life and general insurance services
11. Home
12. Welath management services
MUTHOOT HOUSING FINANCE COMAPNY LTD

Muthoot Housing Finance Company Ltd. (MHFCL) is registered with the National Housing
Bank. It fulfils housing finance requirements of customers in the tier 1, tier 2(middle &lower
income) category to make their dream of owning a home come true. The company offers
Home Loan products, LAP particularly for affordable housing.

Muthoot housing finance is available across 12 states in India. Muthoot housing finance
helped more than 350000 families to complete their dream home. Muthoot Housing finance
company LTD have more than 90 branches and more than 1000 employee.

STAKEHOLDERS OF COMPANY
1. Pavan K Gupta (CEO)
Pavan Gupta had complete his MBA from utkal university and is qualified
CFA from ICFAI. Pavan Gupta joined mhfl in 2017 and has 27 years of rich
mortgage experience in business development, Credit appraisal, strategic
management. In 2022 pavan was selected by startuplanes as one of the top 60
CEO in India.

2. Yogesh Udhoji (CFO)

Yogesh Udhoji is charatered accountant and brings with him 25 years
experience into strategic and financial planning, risk management, treasury
management and statutory compliances.

3. Shruti Jha ( HR Head)

Shruti has completed her civil engineering from NIT Warrangal and has
completed her MBA in HR from SP jain. Shruti brings 13 years rich
experience in human resources across industries like constructions, shipping,
Education, IT, BFSI. Shruti is responsible for end-to-end Human resource
functions like recruitment, payroll, training etc. for company.
VISION, MISSION, VALUES
 CHALLENGES FACED BY COMPANY

 Muthoot housing finance company LTD faces challenges in

differentiating itself from competitors and attracting customers in
crowded marketplace.
 Muthoot housing finance company LTD comes under NBFC (Non-
banking financial company) and there are various regulations and
compliance requirement imposed by RBI.
 Muthoot housing finance company LTD planned to hire RO/RM
throughout PAN India that time we face language barrier while
communicating with Tamil nadu, Kerala states.
 Muthoot housing finance company ltd. has planned to hire more than
1000 RO/RM throughout PAN India with different branch locations
where we faced challenge with some locations where we are not able to
find candidate easily.
 Muthoot housing finance company LTD faces high attrition rate.

The steps in the recruiting process at the MUTHOOT HOUSING FINANCE COMPANY
LTD are as follows:

Step 1: The project manager will be the first to learn about any openings in the organisation.

Step 2: The project manager inform to CEO of company and CEO will inform to HR Head.

Step 3: HR Head will convey same message within team and formulates strategies with team
for hiring candidate.

Step 4: Now its recruiter’s responsibilities to attract suitable candidate through

internal hiring or external hiring.
 SWOT ANALYSIS

Strengths, Weaknesses, Opportunities, and Threat, or SWOT, is an

acronym that was created in the 1960s and is still often used today. A
SWOT analysis evaluates all four aspects of a business venture to
develop a plan to ensure the venture's success. A SWOT analysis can be
used by both people and companies to help with planning and goal-
setting.
Prior to preparing and implementing a hiring strategy for an organization,
human resources must consider both retaining the talent pool that results
from in-house experience and expertise, workforce strength, and
technological innovation, as well as bringing the best candidates on board
within a specified budget.

STRENGTH
 Strong brand image.
 Presented in PAN India.
 Cross selling.
 Certified for Great placed to work.

WEAKNESS
 Dependency on Muthoot pappachan group.
 ROE declining in last 2 years due to covid.

OPPORTUNITIES
 Pradhan mantri avas yojana.
 Digitalization.
 Growing economy.

THREATS

 Competition.
 Customer pooching.
 Employee high attrition rate.
 Threats from banking institutions.
 Higher Rate of interest.
SOURCES OF RECRUITMENT

RECRUITMENT

INTERNAL EXTERNAL
SOURCES SOURCES

RETIRED EMPLOYEES CONSULTANTS

PRESENT EMPLOYEES INTERNET

NEWSPAPER
EMPLOYEE REFERRALS
POSTER

Internal sources
1. Retired Employee

Due to responsibility, the business often hires individuals from within its retiring workforce.
In certain cases, a corporation will hire a retired employee again as a sign of appreciation for
their years of service.

2. Present Employee

Due to the availability of the most qualified applicants and the organization's objective to
encourage the current workforce, the firm takes into consideration candidates from their
sources for the industry.

3. Employee referrals

Muthoot housing finance having employee referrals programe under which current employee
refer qualified candidates for job.
External Sources
1. Consultancies

Similar to the employment exchange, these are consultants. In order to be sent for an
interview, consultants for this position might register their names. Actively looking for
employment and maybe offering necessary training, accessible when hiring is required.

2. Internet

The current method of hiring is over the internet. Internet is the finest method to select if a
firm wants to fill a vacancy from an external source.

3. Newspaper

Every time there is a hiring opportunity at the firm, a newspaper advertisement will be placed.
Since the newspaper is the only medium for disseminating information to everyone.

4. Poster

In Muthoot housing finance ltd we created posters for different locations to hire
RO/RM in English as well as in local languages.
 CHAPTER 4

ON THE JOB TRANING

 ON THE JOB TRAINING

The human resource management function aids managers in recruiting, hiring, onboarding,
screening, selecting, and training employees for an organisation. HRM obviously cares about
how people fit inside organisations. One of the most crucial inputs of a component is the
work force of an organisation. It has been claimed that our most valuable resource is our
people. There is one factor that all business concerns have in common: the particular
significance of human resources and their complexity due to the constantly shifting
psychology, behaviour, and attitudes of men and women at work. The administration of
human resources, or human staff, is becoming more specialised.

The management of people at work, including the management of managers and workers, can
be widely referred to as the personnel function or system. The human ties between employees
and other people are of particular relevance to the personnel function.
PRIMARY RESULTS AREA

• Able to oversee the full hiring procedure.

• Finding and choosing the best candidate to fill the right Opening for the organisation.

• Make the most of and manage sources including agencies, job portals, and employee
recommendations for existing and future openings.

• After conducting, shortlisting candidates for the company's final interview.

• Initial interviews with candidates.

• Carrying out checks and other criteria before hiring the prospects.

• Consistent MIS Report Upkeep.

• Weekly or daily monitoring of the candidate and keeping track of their information.

• The quantity of positions filled in a particular month. RESPONSIBILITIES OF HUMAN

RESOURCE RECRUITER.
 My title at the company was HR Intern, and from the beginning, the induction
programme was continued by the training programme and intern development so that the
intern knew all the corporate policies and the rules regulations followed during the entire
internship period.
 The company's management held a training programme for two to three days, and human
resources helped us from the beginning of the day until the end of the internship time.
 Beginning with the recruiting process, we learnt the fundamentals of how the hiring
process operates and all the tasks that must be completed as part of it before discovering
how hiring portals operate. Are there that is like for example Naukri, LinkedIn,
Monster.com and also Work India, we came to know about these portals like, how can
we check a good profile or else can post good job post regarding the company and all the
job description of the specific company.
 I personally learned a lot started to create Job description how to analysis the job
description the hidden keywords behind the particular job to hire for the specific role
how to question candidate like what CTC are they having and what are their expectation
from the company, what overall experience they hold currently and what is the relevant
experience they hold for the particular keyword or skill set.
 The Resume of the candidate should be checked properly likewise we need to
understand what all knowledge he really has, how he had been dealing with the previous
company, reason behind the job change, how frequent candidate is changing his job.
 Muthoot housing finance LTD have planned to hire 1000 Relationship manager and
relationship officer till July end throughout the PAN India.
 Our work starts with sourcing good profile from hiring portal for example Naukri with
keywords like sales, Housing finance, Home loan, LAP, Relationship manager,
Relationship officer with minimum 6-month experience for particular location with
salary range 0- 3lacs.
 We usually do pooch from competitors like Piramal housing finance, Shubham housing
finance, IIFL, Tata capital housing finance, PNB housing finance, Aadhar housing
finance, LIC housing, HDFC home loans.
 Candidate who have sales experience from such companies we call such candidate and
ask them if they are interested to switch from current company if they say yes then we
take their basic interview with following questions.
1. What is your current designation?
2. What is your current CTC?
3. How many years of experience in home loans, LAP?
4. What are salary expectations?
5. What is your notice Period?
6. Why you want to switch from current company?
7. What is your current team size?
8. What is your current target and how much you achieve?

 After asking this question if we find the candidate is suitable then we share his profile
with Branch manager who is located in that city.
 Branch manager ask candidate to visit branch for face to face interview, after connecting
face to face Branch manager Find candidate is suitable for our company he informs HR
team to proceed further.
 Then we ask candidate to share their documents such as Aadhar card, pan card,
vaccination certificate (as this is field job both dose of vaccination is mandatory), offer
letter from current organization, appraisal letter (if having), last 3 months salary slip.
 After receiving all documents, we verify those documents then check with current salary
and how much we can offer.
 We usually start with 15% hike Maximum 30% hike we gave. The maximum salary we
offer is 3.5 above 3.5 we have to take approvals from all heads.
 If candidate agrees with our offer then we generate his offer letter and share with Branch
manager. Muthoot housing finance company LTD does not share offer letter with
candidate directly before joining. If candidate want to verify offer letter they can visit
branch to check offer letter but before joining we don’t provide offer letter to candidate.
We verbally gave salary breakup to candidate.
 Basically, my responsibility over there was to getting out appropriate candidate, cross
verifying all documents and final salary negotiation.
 As intern working under a HR Head was very good opportunity for me to learn new thing
from the HR team and also the organization details like how actually NBFC’s recruitment
process works and manage all the challenges from competitor in the markets, I personally
learned a lot from this firm and the recruitment process of the company, basically is an
END-TO-END Process of recruitment.
 Being an HR recruiter leans towards observing people and the positive environment
around you, so this is also one of the ways that I got to understand many things while
working under my mentor. For example, I learned how to keep a daily attendance record
by communicating with the branch manager via email.
 Basically, a recruiter takes the decision related to the recruitment, selection, onboarding
process and training of the candidates.
 We also had to take care of maintaining the correct candidate database on the excel
spreadsheet and sending it the tracker and MIS Report of the daily work we did. We need
to attach that file to the email we send to the HR Team until the end of the day, which
concludes the joining formalities for each new candidate.

RECRUITMENT

Finding potential individuals to fill unfilled positions in a sector is part of the

recruiting process. We are all aware of how important it is for a company to have
employees who are both productive and efficient, as well as readily available
whenever needed and with the right quality, timeliness, and location. Every company
occasionally needs to hire new workers because of employee promotions or
retirements. This is why a company needs to search for the best applicant. As a result,
it must assist such competent candidates whenever they are required.
 RESOURCES FOR HIRING
The recruitment process entails finding potential candidates and
encouraging them to submit applications for available positions inside the
company. The objective of recruitment is to find qualified individuals for
the development of the organization.
• Company Website
• Social Media
• Referrals
• LinkedIn
• Naukri.com
• Workindia.in

RECRUITMENT PROCESS

PREPARING

SOURCING

SCREENING

SELECTING

OFFERED

ONBOARDING
PREPARING:

Preparing is very first step of recruitment which includes identifying the hiring
requirement. At this stage HR knew exact number to be hired for required
position.HR also prepare job description, job specifications for online hiring.

SOURCING:

It's time to start sharing and advertising the opportunity after developing a compelling
and comprehensive job ad—another recruitment step of the entire recruitment life
cycle process. There are numerous strategies and locations to draw qualified
individuals. There is no need for you to wait for the candidates to approach you.
There are many brilliant individuals who could fit into your company online. Find
them and make an effort to spot those that exhibit similar beliefs and skill sets. Most
people would be delighted to accept a surprise job offer. In order to encourage them to
apply, get in touch with anyone you think has potential. The most popular and
effective platforms to reach millennials and generation are all these. Share the job
posting and supporting information on Shine.com, Naukri, and LinkedIn.

 Job boards

 Social media recruiting

 Referrals

 Website

SCREENING:

Screening is a time-consuming and labour-intensive operation that entails examining

and evaluating all job applications. You must carefully review each résumé and cover
letter, paying close attention to the tiny print, because this stage is critical for selecting
the best candidates, despite its difficulty. You should also consider developing
technologies to expedite hiring. You can do a quick phone interview in addition to
going through resumes to discover a candidate who would be the greatest fit for the
position to screen out unsuitable job applications. That's a great approach to learn
more about the persons represented by the resumes.

SELECTING: -

The key selection stage of the hiring process comprises conducting in-depth
interviews with the best candidates who made it beyond the screening stage. By this
time, you should be confident in the qualifications you desire for the position, as well
as the type of candidate who will work best for your company and feel most at ease
there. Make sure you're ready for this stage of the recruitment process, that you've
written down your questions, and that you have a mechanism to find out what you
need to know.

OFFERED: -

After selecting best suitable candidate recruiter have to create their offer letter by
verifying all documents which are provided by candidate. In this process recruiter ask
candidate his expected date of joining and generate offer letter. Now a days some
companies are not directly sharing offer letter with candidate they only show offer
letter to candidate and after joining they give offer letter to candidate.
GETTING ONBOARD:

On boarding is stage where an employee starts working with our organization. On

boarding process should start with some welcome kit which motivates employee to
start their new journey.

JOB POST ON Naukri.com

OFFER ACCEPTANCE

30

JOB OFFER
55

125

425
SCREENING

RESPONSE TO JOB POST

1155
CTC STRUCTURE OF MUTHOOT HOUSING FINANCE COMPANY LTD

BASIC 30% of CTC or as per minimum

wages
HRA 40%-50% of basic
LTA 8.33% of Basic
OTHER ALLOWANCES Adjusting amount
MEDICLAIM 654 or ESIC
GRATUITY Basic/12*15/26
PF EMPLOYER 12% of basic
PF EMPLOYEE 12% of basic
PT Standard deduction
GROSS SALARY XXX

Skills gained:

• Negotiating skills- To negotiate with candidate for CTC which we are offering
as we start with 15% hike (by checking their past salary slips) and try to close the
offer.
• listening skills – Listening to whatever the guide says and always try to listen
more from candidate to know them better.
• Effective communication abilities- For recruiters, being adept at
communicating across a multitude of mediums is a crucial ability.
• Positivity: Networking and connecting with many different people are important
components of recruitment. You must communicate with candidates with
confidence.
• Multi-tasking Skills: Many times, recruiters are multitasking with many
positions side by side.
TASK ACCOMPLISHED

A recruiter, in a summary, is a person responsible for filling employment positions

inside firms. This includes duties including creating job ads, finding candidates,
evaluating their qualifications, negotiating the salary, and all other tasks related to
hiring new employees. To discover the best candidate for a specific position in an
organisation is their responsibility. It's quite difficult to find top talent in today's
industry. Candidates won't hurry to any organisation because there are many more
open positions than there are applicants because there are many more open positions
than there are applicants so this was also a task for me of getting perfect candidate for
the company. Basically, this was also a task for me to do that all recruiters know how
difficult it is to get the candidate till the last stage of the whole recruitment process.
No journey is easier we need to overcome each and every situation throughout my
internship.
 CHAPTER 5

RESEARCH ON CHALLENGES FACED BY

THE COMPANY
 5.1 LITERATURE REVIEW
Recruitment is the process of persuading people to apply for employment inside a company
in a timely manner, in a large enough quantity, and with the right qualifications. It is the
process of locating and luring qualified candidates for the position. The procedure starts when
new hires are needed and finishes when their applications are turned in. As a result, there is a
pool of candidates from whom new hires are chosen.

(Stone, 2005) in the fifth edition of his book Human Resource Management defines
recruitment as the process of „seeking and attracting a pool of applicants from which
qualified candidates for job vacancies within an organization can be selected. ‟

(Price, 2007) defines recruitment and selection formally as the procedure of locating and
luring qualified applications for the goal of employment. He claims that selecting the right
employees requires more than just a simple selection process and that management
judgement and extensive planning are required. Employers and management are competing to
hire only the best candidates who would be the best fit for the corporate culture and ethics
unique to the company in order to attract the greatest number of potential workers in the
direction of developing innovations (Price 2007). This would demonstrate that the
management will prioritise selecting qualified individuals who meet the requirements of the
post they are seeking for.

Ms, Ambika Verma(2009) in their survey research on the use technologies in recruiting,
screening and selection process for job candidates conducted in dimension group found that
most organization implemented technology based recruitment and selection tools to improve
efficiency, reduce cost and expand the applicant pool.

The meta-analysis of the research conducted by chapman, uggersler, carroll, paisentin and
Jones (2005) concluded that timely response from HR managers was linked to greater
applicant attraction to a job within an organization.

According to Robins, in his study revealed that, “the ideal recruitment effort will attract a
large number of qualified applicants who will take the job if it is offered. So recruiting is a
process of discovering the potential candidates for actual organizational vacancies”.
Robert (2005), in his study titled, “strategic HR review,2004,” states that successful
recruitment and selection can improve organization performance.

Bowen, et al (1991), in his study examined, “that integrated recruitment and selection process
helps recruiters to choose the candidates to fit the characteristics of an organization culture.

Beardwell, et al (2003), in his study examined that, “selection is carried out by organization
as a means of candidate’s potential and actual performance and the intake of employees will
make the most appropriate contribution to organization-now and in future.”
 5.2 RESEARCH METHODOLOGY

The systematic procedure and techniques used by researchers to obtain, analyse, and interpret
material in order to answer research questions or examine specific phenomena is referred to
as research methodology. It provides a disciplined framework for doing research, ensuring
the study's rigour, dependability, and validity.

1. Type of research Descriptive

2. Types of data sources Primary & Secondary
3. Research Instrument Questionnaire
4. Sampling type Convenience sampling
5. Population size 600
6. Sampling size 22
7. Type of universe Employee of Muthoot housing finance
8. Type of questionnaire Type of questionnaire

OBJECTIVES OF RESEARCH

1.To investigate and analyse Muthoot Housing Finance Company LTD's recruitment and
selection policies and procedures.

2. Research the amount of employee satisfaction with the company's recruitment strategies.

3. Determine the effectiveness of the organization's selecting procedure.

 Research Design: Descriptive research

 Source of Data collection: The primary as well as the secondary sources were used for
collection of data.
• Primary data: Questionnaire and interview
• Secondary Data: Books and Journals

Collecting primary data entails gathering data that doesn't already exist. This may be done in
a variety of ways, including surveys and phone interviews, among others.
As opposed to primary research, which gathers data from participants or experiments,
secondary research includes summarising, collecting, and/or synthesising previously
conducted research.

Thus, the sources of data collection were as follows:

PRIMARY

 Interview Schedule

 Questionnaires

 Observation Method

 Discussion with team

SECONDARY

 Company records

 Company website
 5.3 DATA ANALYSIS & INTERPRETATION

Options 1-2 years 2-3 years 3-4 years More than 4 years Total
Responses 17 0 2 1 20
Percentages 85% 0 10% 5% 100

Interpretation

85% employees working with Muthoot for last 1-2 years, 10% employees working for last 3-
4 years and only 5% employee are working for more than 4 years which means Muthoot
housing finance facing major job retention.
Options Strongly Disagree Neither Agree Strongly Total
agree agree or Disagree
disagree
Responses 9 0 2 9 0 20
Percentage 45% 0 10% 45% 0 100%

Interpretation-

According to the research, we found that 45% employees believe that company does hire
right candidate for the right designated place. Company has the reputation for clear
demarcation of work and discipline, which is also the reason for employees happy with the
recruitments.
Options Poor Average Good Excellent Total
Responses 0 4 9 7 20
Percentage 0 20% 45% 35% 100

Interpretation-

20% of employees believe that the HR department is average, 45% of employees believe it to
good, 35% of employees believe it to Excellent.
Options Candidate Candidate Delay in Losing the Total
sourcing selection Hiring candidate
Responses 10 4 2 4 20
Percentage 50% 20% 10% 20% 100%

Interpretation-

Among the employees 50% believes that candidate sourcing was among the most difficult
process, followed by losing the candidate which was 20%. Candidate sourcing was the least
difficult as many students and unemployed people were available.
options Financial Knowledge Skill Career Job Total
support gaining enhancement growth security
Responses 8 8 7 13 5 41
Percentage 40% 40% 35% 65% 25% 205%

Interpretation-

This was checkbox question were employee selected multiple options, where 65% employee
selected Muthoot housing finance for career growth.
 Options Yes No Total
Responses 18 2 20
Percentage 90% 10% 100%

Interpretation-

Among the employees 90% employee says Muthoot housing finance provide enough room
for career growth.
Options Yes No Total
Responses 20 0 20
Percentage 100% 0% 100%

Interpretation-

All employees are happy with company recruitment process, which means HR team of
Muthoot housing finance following correct process for recruitment.
Options Communication Experience Marketing All of the Total
Skills knowledge above
Responses 0 1 1 18 20
Percentage 0 5% 5% 90% 100%

Interpretation-

90% employees believe that while recruiting candidate HR should look for all skills i.e.
communication skills, Experience, Marketing Knowledge. 5% each believes that Experience,
Marketing knowledge individually are very important.
Options Yes No Total
Yes 11 9 20
No 55% 45% 100%

Interpretation-

55% of employees fully knows about the company policies, 45% of employees were not
knowing about the company policies.
 Options Confident Tensed Stress Relaxed Total

Responses 16 2 0 2 20

Percentage 80% 10% 0% 10% 100%

Interpretation-

80% employees feel confident at time of interview, 10% each employee feels tensed and
relaxed respectively.
 CHAPTER 6
RESULT & RECOMMENDATIONS
 6.1 FINDINGS

Muthoot housing finance company LTD has been performing a wonderful job in recruiting
human resources, according to analysis of the data gathered and general observation.

• Muthoot housing finance company LTD having most of the employee who has worked
for 1-2 years.
• Employees believe that selection process which Company uses is best to find suitable
candidate as HR follow up telephonic interview, face to face interview, after all process
company do RCU verification (RCU).
• Employees believe that company HR procedure are good it can be more employee
friendly.
• Candidate sourcing is most difficult in selection of candidate.
• Employee select Muthoot housing finance for their career growth as company having
brand value.
• 90%staff believes that company provides enough opportunities for growth in career.
• Not surprisingly though, Career Growth was the preferred motive behind employees join
the company.
• Employee are happy with company recruitment process.
• While recruiting HR should give importance for communication skills, experience,
marketing knowledge.
• 55% employee knows all company policies before joining.
• Now a day’s candidates are confident while attending interviews.
 6.2 SUGGESTION
Based on the results, I may recommend the following actions to Muthoot housing
finance company LTD for a more productive hiring process.

• Recruitment must begin with a job analysis since doing so will make it simpler and be
advantageous to the organization.
• The recruiting and selection process shouldn't take a lot of time or effort.
• Employees can improve their knowledge, abilities, and attitudes by receiving training.
• Company should modernize some of its human resources policy.
 6.3 CONCLUSION

Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization. And Selection is selecting the right
candidate at the right time in the right place.
After doing 2 months internship in Muthoot Housing finance company LTD I have come to
conclusion that Muthoot housing finance is well established, growing and successful Non
bank Financial institution.
Finally, enhanced recruitment and selection procedures lead to better organizational
outcomes. Organizations that search and choose candidates efficiently are more likely to hire
and keep satisfied personnel. Furthermore, the effectiveness of a company's selection
procedure can have an impact on bottom-line business results including as productivity and
financial success. As a result, investing in the creation of a comprehensive and valid selection
system is a wise investment.

Above all, the recruitment and selection process has grown increasingly challenging.
Because organizations seek to hire more competent and effective people who can make a
difference in the organization's best interests. Organizations have used several ways of
applicant recruitment.
 6.4 BIBLIOGRAPHY

1.Chris Duke,(2001) Recruiting the right staff

2.K Ashwathapa, (1997) Human Resource and Personnel Management, Tata McGraw Hill
3. Price, A. (2007). Human Resource Management in a Business.
4.Stone, R. J. (2005). Human Resource Management. fifth edition of his book.
5.Ms, A. V. (2009). esearch on the use technologies in recruiting.
6.Beardwell. (2003).
7.Bowen. (1991).

Websites:

1. www.google.com
2. www.en.wikipedia.org
3. https://muthoothousing.com
4. (https://www.ceipal.com/connect/posts/power-talk-driving-strategy-growth-for-staffing-
organizations-whats-next-in-
recruitment/#:~:text=The%20Indian%20staffing%20market%20is,of%20the%20largest
%20by%202030.)

5. (https://www.zigsaw.in/jobs/top-10-recruitment-companies-in-india/)