1

A SUMMER INTERNSHIP PROJECT REPORT ON

“STUDY ON SOURCING RECRUITMENT PROCESS IN UNNATI ASSOCIATES”

SUBMITTED BY
Ritika Ankush Kedar
ROLL NO- 221225
(2022- 2024)

UNDER THE GUIDANCE OF

Dr. Arun Pardhi

By

“SAVITRIBAI PHULE PUNE UNIVERSITY”

IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION (M.B.A)
THROUGH

AUDYOGIK SHIKSHAN MANDAL - INSTITUTE OF BUSINESS MANAGEMENT & RESEARCH,

BLOCK
‘C’ , CHINCHWAD, PUNE, MAHARASHTRA, 411019
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ACKNOWLEDGEMENT
I would like to express my heartfelt gratitude to UNNATI ASSOCIATES . for
providing me with the invaluable opportunity to gain insights into the corporate world
through the Summer Internship Program. My internship experience at UNNATI
ASSOCIATES has been a remarkable journey of learning and professional
development, and I consider myself fortunate to have been a part of it. I am also deeply
appreciative of the opportunity to meet and work with exceptional individuals and
professionals who have guided me throughout this internship period.

I would like to extend a special word of thanks to my organization mentor, Mr.

Kalpana bhoyar. who, despite his busy schedule, generously shared his time,
knowledge, and guidance, helping me stay on the right track and allowing me to carry
out my project at their esteemed organization. His support and encouragement have been
instrumental in my growth during this training.
I would like to extend a special word of thanks to my organization mentor, Dr. Asha
Panchpande Director. who, despite his busy schedule, generously shared his time,
knowledge, and guidance, helping me stay on the right track and allowing me to carry
out my project at their esteemed organization. His support and encouragement have been
instrumental in my growth during this training.
I would like to extend a special word of thanks to my organization mentor Dr. Sandeep
Panchpande Chairman. who, despite his busy schedule, generously shared his time,
knowledge, and guidance, helping me stay on the right track and allowing me to carry
out my project at their esteemed organization. His support and encouragement have been
instrumental in my growth during this training.
I would like to extend a special word of thanks to my organization mentor ARUN
PARDHI. who, despite his busy schedule, generously shared his time, knowledge, and
guidance, helping me stay on the right track and allowing me to carry out my project at
their esteemed organization. His support and encouragement have been instrumental in my
growth during this training.
This internship has been a significant milestone in my career journey, and I am
determined to leverage the skills and knowledge I have gained in the best possible way. I
will continue to work diligently on refining these skills to achieve my career objectives.

RITIKA KEDAR

ROLL NO. :- 221225

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INSTITUTES CERTIFICATE
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COMPANY CERTIFICATE
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DECLARATION

I, hereby declare that this project report entitled “Sourcing and Recruitment
Process in Unnati Associates”. submitted by me to SAVITRIBAI PHULE PUNE
UNIVERSITY in partial fulfillment of the requirement for the award of
MASTEROF BUSINESS ADMINISTRATION is a record of bonafide project
work carried out by me. I further declare that the work reported in this project has
not been submitted and will not be submitted, either in part or in full, for the award
of any other degree or diploma in this institute orany other institute or university.

RITIKA KEDAR
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Table of Contents

Page
Sr. No Particulars Number

1 Chapter 1: Introduction 7-10

2 Chapter 2: Company Profile 11-13

3 Chapter 3: Literature Review 14-16

4 Chapter 4: Objectives of the Study 17

5 Chapter 5: Methodology 18-19

Chapter 6 : Data Collection and Analysis
6 20
7 Data interpretation

Chapter 7 : Findings
8 21
Chapter8 : Conclusion 22
9
10 Chapter 9; Limitations of the study 23
11 Chapter 10 : Suggestions 24

12 Learning from the project

13 Chapter 11: References 25
14 Chapter 12; Appendix 26

4
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Chapter 1: Introduction
Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and with appropriate
qualification, to apply for jobs within an organization. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in fundamental to the growth of the
organization, this demands more comprehensive strategic perspective recruitment. Organizations require the
services of large number of personnel, these personnel occupies the various positions created to the process of
organization. Each position of the organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong enough to attract and select the
potential candidates with right job specification. The recruitment process begins with human resource planning
and concludes with the selection of required number of candidates, both HR staff and operating managers have
responsibilities in the process.

Introduction to Sourcing and Recruitment

The essential components of talent acquisition inside organizations are sourcing and recruitment. Finding,
attracting, and hiring the right people is now more important than ever for organizations looking to achieve
their goals and stay competitive in today's market. This internship report seeks to give an overview of the
processes and strategies used in sourcing and hiring, with an emphasis on their importance in the competitive
job market of today.
Importance of Sourcing & Recruitment: -

Sourcing and recruitment are crucial because they lay the groundwork for creating a talented and diverse
staff. The expansion, productivity, and long-term success of an organization depend on effective recruitment
practices. The sourcing and recruitment process is crucial in determining an organization's culture and future,
whether it's filling entry-level positions, employing interns, or acquiring top executive talent.

Technology & Automation: -

The hiring process has undergone a revolution with the help of technology. The use of Applicant Tracking
Systems (ATS), and other technology tools improving the recruitment process will be covered in this.

Digital recruitment involves the use of technology and web-based resources by hiring managers and HR
professionals to streamline the process of finding, attracting, assessing, interviewing, and hiring new staff. Its
goal is to enhance efficiency, effectiveness, and cost-effectiveness in recruitment. Digital tools commonly
used in this process include online job sites, social media platforms like LinkedIn, Facebook, and Twitter, as
well as video interview tools such as Zoom, and Google Meet. Digitalization in recruitment refers to the
increased use of digital and computer technology in organizations.

The study of this report is to provide an overview of the critical components of talent acquisition within
organizations, focusing on sourcing and recruitment. The report emphasizes their significance in today's
competitive job market and highlights the role of technology and automation in reshaping the recruitment
process this includes the absence of a systematic comparative analysis between digital and traditional
recruitment methods and an oversimplified assumption that digitalization universally leads to positive
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outoutcomes in recruitment.

The comparative analysis leaves organizations and practitioners without essential knowledge for informed
decision-making in their recruitment strategies. Additionally, it recognizes that the impact of digitalization
on recruitment can vary based on factors like industry, organization size, and candidate demographics,

emphasizing the need for a more nuanced approach. Understanding of digital recruitment by exploring

empirical evidence, discussing advantages and drawbacks, offering practical applications, providing current
examples, conducting comparative analyses, and recognizing contextual variations. Ultimately, the goal is to
empower organizations and practitioners to make more informed decisions in the ever-evolving field of talent
acquisition.
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Chapter 2: Company Profile

About the Company: Unnati Associates is a recruiting firm founded in the year 2017. It is located at Moshi
Pradhikaran, PCNDTA, Pune. Unnati Associates provide comprehensive manpower solutions across all
levels and diverse functional areas & deal with multiple functional verticals distributed across the industry.
The organization provides the best quality staff from different parts of the country. They have a large
database of experienced as well as fresher candidates. Every candidate gets thoroughly scrutinized before
sending at the client end.

Unnati Associates provides assistance to companies by assimilating their manpower needs and finding the
right human capital within the given time frame. Clients of Unnati Associates belong to different sectors and
vary in their job profiles. Unnati Associates connects the companies and candidates. It tries to fulfill the
requirements of clients at the same time it provides job opportunities to fresher and in case of experienced
candidates so they can switch to a new company.

Unnati Associates Logo:

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Unnati Associate’s Vision, Mission, and Values

Vision: To be the leading partner that clients and candidates always choose to connect with.

Mission: To provide comprehensive manpower solutions across all levels and diverse functional areas &
deal with multiple functional verticals distributed across the industry. To provide the best quality staff from
different parts of the country.

Values:

 Integrity
 Respect
 Balance
 Community
 Collaboration

Services offered by Unnati Associates; Pune are as follows:

1. Recruitment Firm: Unnati Associates provides assistance to companies by assimilating their

manpower needs and finding the right human capital within the given time frame. Unnati Associates
act as the middleman between job seekers and employers. They work on behalf of employers to find
suitable candidates to fill vacancies.

Permanent staffing: They have the bandwidth, technology, and great team of experts to support high
recruiting requirements. They provide the high-volume hiring requirements at a local, regional, or national
level without sacrificing our service quality. In permanent staffing they aim to provide you with the best as
per your need – who share your vision and who can contribute to your success for the long term. Unnati
Associates provides the best options that fit their business requirements.

Temporary staffing: Temporary staffing is another latest trend in the corporate world and Unnati
Associates provides to meet this specific need of the clients. Their database for flexi staffing services helps

to provide experienced, efficient, and ideal talent for contractual positions.

provides to meet this specific need of the clients. Their database for flexi staffing services helpsto provide
experienced, efficient, and ideal talent for contractual positions

Contractual Staffing: Unnati Associates has a process of hiring a temporary employee with technical skills
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who are employed for an extended period by contract technical firms but works at and are supervised on a
day-to-day basis by that business client.

1. Campus Placement Services

Unnati Associates, Pune works around the year to identify the best opportunities for students in various
sectors including their training to enable them to secure the best of jobs. We have an extensive
corporate network. Apart from ensuring the best of final placements, they also facilitate the best of
internships for students. Campus placement is to select and hire talented and qualified candidates while they are
still completing their education.

2. Career Consultant

It can be confusing to choose a right career path considering the fact there are so many career options to
choose from. Unnati Associates is a Career Consultant and provides guidance to the students and
fresh graduates on which career path they should choose.

They give guidance to people making choices about their career. They help a client who wants to further
their career, a client who wants to change career direction, or a client who isn't quite sure what they wan
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Chapter 3: Literature Review

To set the objectives it is very essential to go through literature .

Therefore to set standard objective literature topic has been done and nearly reviews has been read out
some of which are highlighted here

Edwin Flippo defines the Recruitment and selection process as “A process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization.”

In simpler terms, recruitment and selection are concurrent processes and are void without each other. They
significantly differ from each other and are essential constituents of the organization. It helps in discovering
the potential and capabilities of applicants for expected or actual organizational vacancies. It is a link
between the jobs and those seeking jobs.

According to Korsten (2003) and Jones Human Resource Management theories emphasize techniques of
recruitment and selection and outline the benefits of interviews, assessment, and psychometric examinations
as an employee selection process. They further stated that the recruitment process may be internal or external
or may also be conducted online. Typically, this process is based on the levels of recruitment policies, job
postings and details, advertising, job application and interviewing process, assessment, decision-making,
formal selection, and training.

Any management process revolves around recruitment and failure in recruitment may lead to difficulties and
unwanted barriers for any company, including untoward effects on its profitability and inappropriate degrees
of staffing or employee skills (Jones et al. 2006). In addition, insufficient recruitment may result in a lack of
labor or hindrances in management decision-making, and the overall recruitment process can itself be
advanced and amended by complying with management theories. According to these theories, the recruitment
process can be largely enhanced by means of Rodgers seven-point plan, Munro-Fraser's five- fold grading
system, personal interviews, as well as psychological tests (Jones).

Human Resource Management in a Business Context formally defines recruitment and selection as the
process of retrieving and attracting able applications for the purpose of employment. He states that the
process of recruitment is not a simple selection process, while it needs management decision-making and
broad planning in order to appoint the most appropriate manpower. There existing competition among
business enterprises for recruiting the most potential workers in on the pathway towards creating innovations,
with management decision-making and employers attempting to hire only the best applicants who would be
the best fit for the corporate culture and ethics specific to the company. This would reflect thefact that the
management would particularly shortlist able candidates who are well-equipped with the requirements of the
position they are applying for, including teamwork. Since possessing the qualities of being a team player
would be essential in any management position.
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economically weaker sections of the society are aware of the opportunities within the organization. The
weakness to the job positing is employee pessimism that occurs when jobs are posted as open, but in reality,
the organization has already selected a strong internal candidate. Such practices generate antipathy and
disbelief among employees, when they believe the job posting is just a formality with less real opportunity for
advancement. (Rachana 2019)

Job Vacancy – The first step is when vacancy arises within the organization. One should be aware of the
vacant positions and by when they should get filled with capable employees. Job vacancy enables the
individuals to determine the factors, such as, redesigning, or initiating part time employment opportunities for
the individuals. In some cases, vacant positions may get filled with qualified candidates rapidly, whereasin
others, it may be a time consuming process. One should implement measures to reduce the risks associated
with recruitment. The existing employees should see that there is a potential career path within the
organization, which may motivate them to stay longer. Job Analysis – Two main factors need to be taken
into consideration regarding job analysis. First is expectation of the employers from their employees, within
the organization, the employers have certain expectations from their employees regarding performance of job
duties, and they expect them to inculcate the traits of regularity, diligence, resourcefulness, conscientiousness
and creativity. The other areas that need to be taken into consideration are the characteristics of the job.
These include, training, work experience, skills and knowledge, physical attributes, personality traits,
communication skills and personal circumstances. Development and utilization of well-structured questions
based on the profile of the employees will help in getting the better insight of the true personality of the
candidate. Attracting Candidates – In attracting candidates for the jobs, there are two important sources that
need to be taken into consideration, internal recruitment and external recruitment.In the case of internal
recruitment, the following advantages are, it reduces recruitment costs, internal employees are already
familiar with all the aspects of the organization, its goals, objectives etc. It can act as a motivating factor for
others in the business by displaying that it is possible to acquire promotional opportunities and the employers
are already familiar with the person, within the organization. Sources of external recruitment includes
websites, advertisements in newspapers, journals, magazines, recruitment agencies, consultants, employment
fairs, and seminars. (Fangling Hu)

Recruitment and selection are often viewed as separate processes, research is increasingly showing that the
two processes have considerable interactive effects (McCarthy, Bauer, Truxillo, Anderson, Costa, & Ahmed,
2017). Negative reactions to selection procedures have been shown to correlate with attraction, intent to
pursue, job recommendations, and intentions to accept a job offer. Applicant reactions are a complex
phenomenon. For instance, many researchers have emphasized the perceptions of injustice as the primary
outcome of applicant reactions whereas others have called for more behavioural outcomes such as effects on
attraction and job choice. What is well established is that applicants make inferences about organizations
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based on how they are treated during the selection process. In turn, these inferences might influence how
attracted they are to the organization. In designing selection procedures, HR managers should balance their
recruiting and selection needs and pay attention to the potential effects that their selection practices.

Selecting and Appointing Candidates – The methods of selecting and appointing candidates are different in
various organizations. The procedures generally include the steps, such as, the selection of the candidate,
verbal communication of his or her appointment, medical completed if appropriate, sending of appointment
letters and signing the contract. Selecting and appointing candidates depend upon the urgency of getting the
vacancy filled. When job vacancies are to be urgently filled, then selecting and appointing of candidates may
take place immediately after the interviews. In some organizations, candidates are appointed on an immediate
basis, after their selection and other formalities, such as giving appointment letters or signing the contract.
(Ongori Henry, Temtime Z)
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4 Objectives of the Study

 To study employees views about the use of ATS in the process of recruitment
 To understand the approach of HR related to Tech and integration of the Recruitment
process.

 To collect and analyse employees feedback on the utilization of ATS .

 The research should aim to provide a comprehensive understanding of how ATS systems are
perceived, and utilized, and their role in shaping the future of HR practices.
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Chapter 5: Research Methodology

To conduct small research on the topic of SIP I undergo with the research method and research process and found
qualitative research method and descriptive design method are the best to conduct research and arrive at fruitful
conclusion

Qualitative method :- Quantitative data are numbers, and they can be measured to produce
quantitative statistics HR examples of quantitative data are the retention rate, salary, hours of
overtime worked, number of professional development hours taken, and age.

Descriptive method :- he first type of HR analytics on the list is descriptive analytics. This is the most
basic type that analyzes data patterns to gain insight into the past. It is known as decision analytics, and uses
statistical analysis techniques to explain or summarize a particular set of historical, raw data
This study employs a qualitive research design. Quantitative research is chosen because it allows for the
systematic collection of data, enabling the researcher to draw statistical inferences. It is particularly suited
for investigating the effectiveness of Applicant Tracking Systems (ATS) in Human Resource Management
(HRM) as it allows for precise measurement and analysis of variables.

We have 300 employees between them 150 responded to

5.1 Data Collection Method
This research project employs a structured questionnaire comprising close-ended questions. The use of
close-ended questions provides a standardized approach to gathering data, facilitating quantitative analysis.
The structured questionnaire ensures that respondents answer the same set of questions, minimizing potential
variations in data due to open-ended responses.
Close-ended questions are especially useful in this context as they allow for efficient data collection and are
well-suited for statistical analysis. Respondents can choose from predetermined response options, making it
easier to quantify and compare their responses.

Population
The target population for this study consists of HR professionals who actively utilize ATS in their
organizations. This population is chosen because they possess firsthand experience and insights into the use
and impact of ATS in HRM.

5.2 Sampling Technique

A convenience sampling technique will be employed to select the sample. Convenience sampling is chosen for
its practicality and cost-effectiveness. HR professionals who are readily accessible and willing to participate
will be included in the study.
Convenience sampling is particularly suitable in this case as it ensures that the research can be carried out
efficiently within the available time and resource constraints. However, it's important to acknowledge that
17

convenience sampling may introduce some level of bias as the sample may not be entirely representative of
The sample size is chosen to balance the need for statistical significance with practical considerations. A
larger sample size might provide more statistical power but could also be resource-intensive and time-
consuming to collect and analyze.
Data Collection
Data will be collected through an online survey platform. Online surveys offer several advantages, including
convenience for participants, efficient data collection, and the ability to maintain anonymity. Participants will
receive an email invitation to participate, which will include a link to the survey.
Participation in the survey will be entirely voluntary, and respondents will have the option to skip questions
or terminate their participation at any point. To ensure the anonymity of respondents, no personally
identifiable information will be collected.
Descriptive Analysis
Descriptive statistics will be used to summarize demographic data and responses to close-ended questions.
This includes calculating frequencies, percentages, means, and standard deviations where applicable.
Descriptive statistics provide a comprehensive overview of the data, helping to identify trends and patterns

We have 300 employees netween them 150 responded to quationnaire via survey forms and respond interview
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Chapter 6: Data collection and Analysis

Here is the all levels recruitment and selection process

1. Level of people recruit

levels years
2023 2022 2021 2020
Workers 10 20 30 5
Supervisor 5 2 3 4
Officer 2 3 2 1
Engineers 5 6 8 9
Technicians 2 1 2 1
Managers 1 2 1 1

2. Level of applications

levels years
2023 2022 2021 2020
Workers 100 200 150 250
Supervisor 80 100 240 100
Officer 50 70 88 44
Engineers 100 241 200 37
Technicians 200 150 250 80
Managers 150 200 180 22

3.level of interviews

levels years
2023 2022 2021 2020
Workers 50 59 37 44
Supervisor 33 69 23 22
Officer 50 70 88 44
Engineers 3 22 45 56
Technicians 50 30 77 25
Managers 15 20 18 12
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Chapter 7. Findings

After a thorough study and discussion on the companies recruitment & selection policy, to knowits
effectiveness in the organization a self-designed questionnaire has been prepared to gather theviews of
employees. The questionnaire contains 6 questions related to recruitment & selection topic.
The questionnaire has been distributed to 50 employees from various departments (HPD, Marketing, Legal
(SCM), PNS, and Finance & Logistic) and asked them to answer the questionsby selection the given
choices.
The responses of all the questions were summed up from all the answered questionnaires. Thesesummed up
responses were calculated to derive the percentages to make the interpretation more meaningful, being
represented in the form of column chart.

These are the findings:

1. The process of recruitment & selection which is followed by the company is helpful to meet
the company’s manpower requirement to some extent.
2. The recruitment & selection policy of company is clearly stated but no updation according tothe
company’s objective.
3. Company is highly dependent on employee’s referral for higher position and for lower postscompany
prefers job portals and outsourcing.
4. Company is recruiting right candidate for right job but some respondent are disagree so the values of
company and selection process needs improvement and proper verification of recruitee.
5. Candidates are not timely informed for their selection or rejection in the company.
6. Too much time taken by the HPD in recruiting some important urgent posts.
7. Some respondent are satisfied with the external source of recruitment ,It is observed that mostof the
candidates are recruited through “Reference” or other internal source and about 50% haveno opinion the
external sources like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as they are aware about thatcandidate
skill and behavior but sometimes company will not get right candidate.
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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 rightcandidate at the right
time in the right place.

Employees of UNNATI are satisfied with the current/existing recruitment and selection process. UNNATI is
recruiting their employees mainly through consultancies. Consultanciesare the mediator between the
organization and the candidates as it serves the requirements of employees as well as the organization
UNNATI recruits their employees in a decentralized way.

Also UNNATI has to consider internet sources for recruitment of employees so that it couldmotivate the
employees. Employees are also well aware about the various sources and methods of recruitment and
selection. UNNATI has to implement innovative techniques in selection process like group discussion,
stress interview, etc.
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LIMITATIONS OF THE STUDY:

 Limitations of study include data are only collected through primary data.
 Time limitations of the study were only 3 month.
 The administration and management activities reported here are based on the direct
observation carried out during the internship period.
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SUGGESTION

From the findings I can suggest UNNATI following things for the more effectiveness ofrecruitment
and selection process and HR policies:

 Recruitment must be done by analysing the job firstly which will make it easier
and willbe beneficial from the company's point of view.

 More emphasis should be given on internet and advertisement so that more and
morecandidates apply for the jobs and it will be easy to find the right employee among
them.

 The recruitment and selection procedure should not be too lengthy and time consuming.

 Company should try to use the internal recruitment process first because it incurs less
costand acts as a motivational factor to the employees.

 Provide training to employees so that they get better knowledge, skills and attitude.

Company should amend some parts of their HR policies for better effectiveness
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LEARNINGS FROM THE PROJECT

Here are some potential points highlighting the key learnings or takeaways from a
research study on "Employee Attrition Rate in the Organization." These learnings
are based on the insights and findings derived from the research:

 Understanding Attrition Trends: The study provides valuable insights

into the attrition trends within the organization, including the overall
attrition rate and variations across different departments and employee
demographics.

 Identification of Contributing Factors: By analyzing the causes of

attrition, the study helps the organization identify specific factors that
contribute to employees leaving, such as limited growth opportunities,
compensation issues, and work-life balance challenges.

 Tailored Retention Strategies: The research underscores the importance

of tailoring retention strategies to address department-specific and
demographic-specific attrition patterns. This includes implementing
measures to improve job satisfaction, career development, and work
conditions in specific areas of the organization.

 Competitive Compensation: The study highlights the significance of

competitive compensation packages in retaining talent. Regular salary
reviews and performance- based incentives can help in retaining valuable
employees.

 Work-Life Balance Initiatives: Recognizing the importance of work-life

balance, the research suggests the implementation of flexible work
arrangements and wellness programs to enhance the overall employee
experience.

 Monitoring and Feedback: Continuous monitoring of attrition rates and

gathering regular feedback from employees are essential for adapting and
fine-tuning retention strategies over time.
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27

Appendix:

1. Sample Questionnaire

Answer the following questions: (kindly give your unbiased response)

Q1. Which of the sources of recruitment and selection are used in UNNATI ASSOCIATES ?

a. Internal
b. External
c. Both

Q2. Which of the following external sources are used for recruitment in UNNATI ASSOCIATES ?

a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above
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Q3. Which form of recruitment and selection is used UNNATI ASSOCIATES?

a. Centralised
b. Decentralised

Q4. Are you satisfied with the recruitment process?

1. Yes
2. No

Q5. Which of the following methods does UNNATI ASSOCIATES uses during selection?

1. Written
2. Group discussion
3. Personal interview
4. Group discussion and personal interview
5. All of the above

Q6. Are you satisfied with the selection process?

1. Yes
2. No

Q7.Do you think innovative techniques like stress test, psychometric test and personality test should be
used for selection?

1. Yes
2. No

Q8. Does your company follow different recruitment process for different grades of employment?

1. Yes
2. No
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Q9. How do you rate HR practices of the company?

1. Excellent
2. Good
3. Average
4. Bad

Q10. Is there any contract signed by employees while joining the organization?

1. Yes
2. No

Q11. Are you comfortable with the HR policies of the company?

a. Yes
b. No

Q12.The recruitment and selection process of company meets the current legal requirements?

a. Agree
b. Disagree

Q13.Recruitment & Selection Policy of company is clearly stated.

a. Agree
b. Disagree

Q14. Internal source is better for company.

a. Agree
b. Disagree
30

Q15.External source is better for company.

a. Agree
b. Disagree

Q16. I feel scarcity of manpower at my working place.

a. Agree
b. Disagree

Q17.I feel that the right job is being performed by the deserved person at my working
environment.
a. Agree
b. Disagree

Q18.The employee’s competency matches with the job specification.

a. Agree
b. Disagree

Q19. To what extent you are satisfied with the external source (job portals) for
recruitment process.
a) 0%
b) 25%
c) 50%
d) 75%
e) 100%
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Q20. To what extent you are satisfied with the employee’s reference for recruitment process.
a) 0%
b) 25%
c) 50%
d) 75%
e) 100%

Q21.To what extent the selection procedure followed for your recruitment is suitable to your job.
a) 0%
b) 25%
c) 50%
d) 75%
e) 100%
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References

1. www.unnatiassociates.com
2. Korsten (2003) and Jones et al. (2006) Literature Review: Recruitment and Selection Process.
Retrieved from https://www.ukessays.com/essays/business/literature-review-recruitment-and-
selection-process-business-essay.php?vref=1
3. Rachana. C, Research scholar on Recruitment and Selection process, Singhania University, Rajasthan,
India, 2019, P 11-12.
4. Fangling Hu, The research of design of human resource Recruitment System, School of Management,
Jinan University, China, 2014, P 197-198.
5. McCarthy, J.M., Bauer, T.N., Truxillo, D.M., Anderson, N.R., Costa, A.C., & Ahmed, S.M.(2017).
6. Ongori Henry, Temtime Z, Recruitment and Selection practices in SME’s, Econ papers, Volume 3,
2010,