Summer Training Project Report

On
“A STUDY ON RECRUITMENT AND SELECTION AT
BASKETHUNT PVT. LTD.”
By
“ARJITA CHAURASIYA”
“2200520700011”

Under the guidance of

“Dr. DURGAWATI KUSHWAHA”

In partial fulfilment of the requirement for the award of the

Degree of Master of Business Administration

Submitted at

DEPARTMENT OF BUSINESS ADMINISTRATION

INSTITITUTE OF ENGINEERING AND TECHNOLOGY JANKIPURAM
LUCKNOW, UP-226021

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 Department of Business Administration
Institute of Engineering & Technology Lucknow

STUDENT DECLARATION

I undersigned, hereby declare that the project titled A Study on Recruitment and

selection at BasketHunt Pvt. Ltd. submitted in partial fulfilment for the award of

Degree of Master of Business Administration is a bonafide record of work done by

me under the guidance of Dr.Durgawati Kushwaha. This report has not previously

formed the basis for the award of any degree, diploma, or similar title of any

University.

Place:

Date:

Signature
Arjita Chaurasiya
2200520700011

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 CERTIFICATE FROM ORGANISATION

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 Department of Business Administration
Institute of Engineering & Technology Lucknow

CERTIFICATE FROM INSTITUTE

This is to certify that Ms. Arjita Chaurasiya, Third semester student of Master of
Business Administration, Institute of Engineering & Technology, Sitapur Road,
Lucknow has completed the project report entitled A Study on Recruitment and
Selection at BasketHunt Pvt. Ltd. in partial fulfilment of the requirements for the
award of the Degree of Master of Business Administration.

Date:
Place:

Dr. Durgawati kushwaha

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 Department of Business Administration
Institute of Engineering & Technology Lucknow

CERTIFICATE FROM FACULTY GUIDE

This is to certify that Ms. Arjita Chaurasiya, Third semester student of Master of
Business Administration, Institute of Engineering & Technology, Sitapur Road,
Lucknow has completed the project report entitled A Study on Recruitment and
Selection At BasketHunt Pvt. Ltd. towards partial fulfilment of the requirement
for the award of the Degree of Master of Business Administration under my
supervision.

Date:
Place:

Signature
Dr. Durgawati kushwaha)

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 PREFACE

In our two years degree program of MBA, there is a provision for doing research work in

the specialization. The essential purpose of this project is to give an exposure and detailed

outlook ofthe practical concepts.

For this purpose, I was assigned the project on “A Study on Recruitment and Selection At

BasketHunt Pvt. Ltd.”. This has given me an altogether new experience, which I believe

would be immense help in my future projects. The project was informative, interesting, and

inspiring.

I hope the readers would find the information covered in this report useful and interesting.

All the suggestions and feedback are welcomed to further improve the quality of the

content to achieve the objective of my mini project.

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 ACKNOWLEDGEMENT

Through this acknowledgement I express my sincere gratitude towards all those people

who helped me in this project, which has extended my warm gratitude towards my project

guide DR. DURGAWATI KUSHWAHA for her efforts in coordinating with my work and

guiding in right direction.

I escalate a heartfelt regard to our institution director Prof. VINEET KANSAL for giving

me the essential hand in concluding this work.

It would be injustice to proceed without acknowledging those vital supports I received

from my beloved classmates and friends, without whom I would have been half done.

I also use this space to offer my sincere love to my parents and all others who had been

there, helping me walk through this work.

ARJITA CHAURASIYA

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 TABLE OF CONTENT

Sl. No. Description Page no.

1 Chapter 1 Introduction 9-20
1.1 Overview
1.2 Industry profile
1.3 Company profile
2 Chapter 2 Literature Review 21-40
2.1 Review of Literature
2.2 Conceptual Understanding

3 Chapter 3 Research Methodology 41-48

3.1 Problem statement
3.2 Objective of the study
3.3 Hypothesis
3.4 Research design
3.5 Data collection and analysis

4 Chapter 4 Data analysis and interpretation 49-65

5 Chapter 5
5.1 Findings 66-69
5.2 Recommendation
5.3 Limitations
5.4 Conclusion

6 References 70

7 Annexure 71-76
Questionaire

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 CHAPTER 1: INTRODUCTION

1.1 OVERVIEW

INDUSTRY OVERVIEW
E-commerce refers to the buying and selling of goods and services over the internet. This type of

commerce came into popular use in the late 1990s with the rise of Amazon.com and has grown

exponentially in recent years, as more people use the internet to purchase items.

E-commerce’s ascension is due in part to the increase of convenience and product choice it

offers online shoppers, as well as the way it allows new retail businesses to thrive without having

to operate a physical storefront.

An ecommerce business is a company that generates revenue from selling products or services

online. For example, an ecommerce company might sell software, apparel, housewares, or web

design services. You can run an ecommerce business from a single website or through multiple

online channels like social media and email.

OVERVIEW OF RECRUITMENT AND SELECTION

Recruitment is defined as the process of identifying and making the potential candidates to apply

for the jobs. Selection is defined as the process of choosing the right candidates for the vacant

positions. Recruitment is a set of techniques that aims to attract people with good skills and high

potential to work in your business. Selection goes hand in hand with recruitment and represents

the final stage of the recruiting life cycle. This is where you choose a preferred candidate or

candidates from the applicant pool.

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Recruitment:

Definition: Recruitment refers to the process of attracting, sourcing, screening, and selecting

qualified individuals to fill vacant positions within an organization.

Objective: The primary objective of recruitment is to build a pool of potential candidates from

which the organization can select individuals who best fit the requirements of the job.

Selection:

Definition: Selection involves the process of assessing and choosing the most suitable candidates

from the pool generated during the recruitment phase.

Objective: The main objective of selection is to identify individuals with the right skills,

qualifications, and characteristics to perform effectively in a specific role within the

organization.

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1.2 INDUSTRY PROFILE

The e-commerce industry has undergone a transformative evolution, reshaping the way

businesses and consumers engage in commerce. With the rapid advancement of technology and

the widespread adoption of the internet, e-commerce has become an integral part of the global

economy. This industry encompasses a wide range of online transactions, from retail and B2B

sales to services and digital products.

E-commerce has evolved from a niche market to a global economic force, shaping the way

people buy and sell goods and services. The industry's ability to adapt to technological changes

and consumer behavior will determine its continued success in the ever-evolving digital

landscape.

Major Market Players:

1. Amazon: A global e-commerce giant offering a vast range of products and services.

2. Walmart: A leading retail corporation with a significant presence in both physical stores and

E-commerce.

3. EBay: An online marketplace facilitating consumer-to-consumer and business-to-consumer

Sale.

4.Flipkart: recognized as one of the top ecommerce companies in India, has played a

transformative role in shaping the nation’s online retail sector since its establishment in 2007.

5.Myntra: stands as one of the top ecommerce companies in India, renowned for its

specialization in fashion and lifestyle products.

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6. Meesho: is rapidly ascending the ranks of the top ecommerce companies in India, thanks to its

innovative platform that empowers individuals to embrace entrepreneurship in the online retail

sector.

7. Snapdeal: is undoubtedly one of the top ecommerce companies in India, celebrated

for its diverse product range that encompasses everything from electronics and

clothing to household items and more.

8. Shopify: is among the top ecommerce companies in India and globally, renowned for its user-

friendly interface that makes it accessible to entrepreneurs and businesses of all sizes.

Company’s Relative Position:

Basket hunt Private Limited is an unlisted private company incorporated on 20 March, 2021. It is

classified as a private limited company and is located in Sahibganj, Jharkhand. Its authorized

share capital is INR 3.00 lac and the total paid-up capital is INR 1.00 lac.

It is leading company on its level. Compared to its competitor like Sai ram Infosys network put

ltd, Itlokam services pvt ltd etc.

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1.3 COMPANY PROFILE

BasketHunt is an online grocery delivery platform that was founded in Sahibganj, Jharkhand,

India in April 2020. The company is owned by Supermarket Grocery Stores Private Limited, and

is operated by Basket Hunt Private Limited. BasketHunt offers the users a wide range of grocery

and household products, including fresh fruits and vegetables, dairy products, meats, snacks,

beverages, and personal care products.

At its core, the company was founded during Covid-19 when Mr. Vishal Kumar Gupta and Mr.

Sujith Kumar Gupta realized the potential for an online grocery delivery service and its benefits

to not just customers, but also shopkeepers. When they first started out, their passion for

BasketHunt drove them to quit their day job and do tons of research on market trends so that they

could provide their customers with daily essentials during the pandemic. The company emerged

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with a modest team, and swiftly garnered attention, propelling its rise. Within a short span,

BasketHunt ascended to the forefront of online grocery delivery platforms in India, captivating a

customer base of 100,000 individuals across 100 cities nationwide.

BasketHunt collaborates with local stores for grocery delivery, expanding product choices and

offering competitive prices, surpassing traditional warehouse operations. The local store partners

are carefully vetted to ensure that they meet the company’s high standards for quality and

customer service. BasketHunt also works closely with its partners to ensure that orders are

delivered in a timely manner and in the best possible condition. The company provides a

convenient delivery option to its users and also offers a number of features that make it easy for

customers to shop online through its website and mobile application.

BasketHunt is an ascending company with a promising trajectory. With a firm foothold in the

Indian market, it is poised for continued growth, and with new verticals the company is

expanding to other markets as well, providing users with a myriad assortment of services all in

one place.

Baskethunt pvt ltd has further extended its growth in:

 BasketHunt Cloud Computing

 BasketHunt MarketPlace(E-Commerce)

 BasketHunt Works

 BasketHunt Academy

 School of interns – BaskethHunt

 School of Internships – BasketHunt Academy

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Baskethunt pvt ltd offers the online shopping platform from which the customer can order

anything like:

 Beauty

 Books, Music & Stationery

 Crafts of India

 Electronics

 Fashion

 Furniture’s

 Groceries

 Home & Kitchen

 Home Improvement

 Jewellery

 Sports, Toys, Luggage and it will deliver at your home.

Mission Statement:

"To deliver high-quality and innovative products/services that enhance the lifestyles of our

customers. We are committed to providing exceptional value, fostering a culture of continuous

improvement, and contributing positively to the communities we serve."

Vision Statement:

"To be a leading and globally recognized brand in [industry/sector], known for our commitment

to excellence, customer satisfaction, and sustainable business practices. We envision a future

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where our products/services positively impact the well-being of individuals and contribute to a

more sustainable and connected world."

1.4 SWOT ANALYSIS

SWOT (strengths, weaknesses, opportunities, and threats) analysis is a framework used to

evaluate a company's competitive position and to develop strategic planning. SWOT analysis

assesses internal and external factors, as well as current and future potential.

A SWOT analysis is designed to facilitate a realistic, fact-based, data-driven look at the strengths

and weaknesses of an organization, initiatives, or within its industry. The organization needs to

keep the analysis accurate by avoiding pre-conceived beliefs or grey areas and instead focusing

on real-life contexts. Companies should use it as a guide and not necessarily as a prescription.

Components of SWOT Analysis

Every SWOT analysis will include the following four categories. Though the elements and

discoveries within these categories will vary from company to company, a SWOT analysis is not

complete without each of these elements:

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Strengths

Strengths describe what an organization excels at and what separates it from the competition: a

strong brand, loyal customer base, a strong balance sheet, unique technology, and so on. For

example, a hedge fund may have developed a proprietary trading strategy that returns market-

beating results. It must then decide how to use those results to attract new investors.

Weaknesses

Weaknesses stop an organization from performing at its optimum level. They are areas where the

business needs to improve to remain competitive: a weak brand, higher-than-average turnover,

high levels of debt, an inadequate supply chain, or lack of capital.

Opportunities

Opportunities refer to favourable external factors that could give an organization a competitive

advantage. For example, if a country cuts tariffs, a car manufacturer can export its cars into a

new market, increasing sales and market share.

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Threats

Threats refer to factors that have the potential to harm an organization. For example, a drought is

a threat to a wheat-producing company, as it may destroy or reduce the crop yield. Other

common threats include things like rising costs for materials, increasing competition, tight labour

supply. And so on.

SWOT ANALYSIS OF THE COMPANY

Strengths:

Innovative Products or Services: Identify and list any unique or innovative products or services

offered by Basket Hunt Pvt Ltd.

Strong Brand: If the company has a strong brand presence, recognition, or reputation, it can be

considered strength.

Skilled Workforce: Assess the expertise and skills of the company's employees.

Weaknesses:

Limited Market Presence: If Basket Hunt Pvt Ltd operates in a limited geographical area or has

a small customer base, this could be a weakness.

Dependency on Suppliers: Evaluate whether the company is heavily dependent on specific

suppliers for its products or services.

Financial Constraints: Consider any financial challenges, such as a lack of capital or high debt

levels.

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Opportunities:

Market Expansion: Identify opportunities for Basket Hunt Pvt Ltd to expand into new markets

or demographics.

Technological Advancements: Assess how emerging technologies could be leveraged to

improve products or operations.

Strategic Partnerships: Explore potential collaborations or partnerships that could benefit the

company.

Threats:

Competitive Landscape: Analyse the level of competition in the industry and potential threats

from competitors.

Economic Downturn: Consider how economic fluctuations could impact the demand for Basket

Hunt Pvt Ltd.’s products or services.

Regulatory Changes: Identify any potential threats arising from changes in regulations or

compliance requirements.

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 CHAPTER 2: LITERATURE REVIEW

2.1 REVIEW OF LITERATURE

Work by Korsten (2009) and Jones et al. (2010):

According to Korsten (2009) and Jones et al. (2010). 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 (Korsten 2009).

Jones et al. (2010) suggested that examples of recruitment policies in the healthcare, business or

industrial sector may offer insights into the processes involved in establishing recruitment

policies and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the labour market

scenario/ conditions and interviews, and psychometric tests in order to find out the potentialities

of job seekers. Furthermore, small and medium sized enterprises lay their hands on interviews

and assessment with main concern related to job analysis, emotional intelligence in

inexperienced job seekers, and corporate social responsibility. Other approaches to selection

outlined by Jonespet al. (2010) include several types of interviews, role play, group discussions

and group tasks, and so on.

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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. 2010). In

addition, insufficient recruitment may result in lack of labour 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 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 et al. 2010).

Work by Alan Price (2008): Cuments University Price (2008), in his work 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 is existing

competition among business enterprises for recruiting the most potential workers 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 (Price 2008). This would reflect the fact 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 qualities of being a team player

would be essential in any management position (Price 2008).

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Work by Silzer et al (2011): However, the process of recruitment does not cease with

application of candidature and selection of the appropriate candidates, but involves sustaining

and retaining 44 the employees that are selected, as stated by Silzer et al. (2011). Silzer et al.

(2011) was largely concerned with Talent management, and through their work they were

successful in resolving issues like whether or not talent is something one can be born with or is it

something that can be acquired through development.

According to Silzer et al (2011): that was a core challenge in designing talent systems. facing

the organization and among the senior management. The only solution to resolve the concern of

attaining efficient talent management was by adopting fully-executable recruitment techniques.

Regardless of a well-drawn practical plan on recruitment and selection as well as involvement of

a highly qualified management team, companies following recruitment processes may face

significant obstacles in implementation. As such, theories of HRM can give insights in the most

effective approaches to recruitment even though companies will have to employ there in house

management skills for applying generic theories across particular organizational contexts. Word

conducted by Silzer et al (2011) described that the primary objective of successful talent

strategies is to create both a case as well as a blueprint for developing the talent strategies within

a dynamic and highly intensive economy wherein acquisition, deployment and preservation of

human capital-talent that matter.. shapes the competitive advantages TOWS and success of many

companies (Silzer et al. 2011).

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2.2 CONCEPTUAL UNDERSTANDING

Recruitment

In human resource management, “recruitment” is the process of finding and hiring the

Best and most qualified candidate for a job opening, in a timely and cost-effective

Manner. It can also be defined as the “process of searching for prospective employees

And stimulating and encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the needs of the

company with respect to the job, and ends with the introduction of the employee to the

organization. Obviously, the main reason why the recruitment process is implemented is to find

the persons who are best qualified for the positions within the company, and who will help them

towards attaining organizational goals. But there are other reasons why recruitment process are is

important.

To ensure proper alignment of skill sets to organizational goals:

Through recruitment, organizations make sure that the skill sets of the staff or manpower of 25

the company remains aligned to its initiatives and goals. In the event that they notice some

positions do not really contribute to the advancement of the organization towards its goals,

probably through job redesign, restructuring of the workforce, or conduct of jobenrichment

programs.

To ensure effective and efficient recruiting:

Effective recruiting means that the person employed for the job is the best possible candidate for

it, with all the required skills, talents and qualifications of the job. Efficient recruiting, on

the other hand, means that the process has been carried out without incurring a lot of costs on the

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part of the organization. By following the process, there is a greater chance that the human

resources department can get the best possible person for the job. Organizations may carry out

their hiring.

To ensure compliance with policies and laws:

There are various rules, laws and regulations that organizations must adhere to when it comes to

its human resources management. Equal opportunity employment and non-discrimination in

hiring are two of them. By following a recruitment process, the chances of the organization

violating these policies will be low.

The Recruitment Process:

Prior to the recruitment process, the organization must first identify the vacancy and evaluate the

need for that position. Will the organization suffer if that vacancy is not filled up? Is there really

a need for that open position to be occupied by someone? If the answer is affirmative, then you

can proceed to the recruitment.

Step 1: Conduct of a job analysis

Basically, this step will allow the human resources manager, hiring manager, and other members

of management on what the new employee will be required to do in the position that

is currently open for filling up. This has to be done in a systematic manner, which is what the job

analysis is for.

According to human resource managers, the position or job description is the “core of successful

recruitment process”. After all, it is the main tool used in developing

Assessment tests and interview questions for the applicants. What does this stage entail?

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Build a job description: Before anything else, the organization must first know exactly what it

needs, or who it needs. It could be that the organization deemed a need for a job that is not

included in the current roster of jobs, hence, the need to create a new one.

b) Job analysis involves identification of the activities of the job, and the attributes that are

needed for it. These are the main parts that will make up the job description. This part has to be

done right, since the job description will also be used in the job advertisement when it is time to

source out talents

The job description generally includes the following:

 Title and other general information about the position.

 Purpose of the position in the unit, department, and organization as whole.

 Essential functions of the job or position.

 Minimum requirements or basic qualifications.

Review the job description: Once the job description has been created, it is a good idea to review

it for accuracy and to assess whether it is current or not. Also, in cases where job descriptions are

already in place, there is a need to revisit them and check their accuracy and applicability with

respect to the status. What if the job description is already outdated? A review will reveal the

need to update the job description, for current applicability. There are three positive outcomes

from conducting a review of the job description:

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  To ensure continuous improvement of the organizational structure- This can be an

efficient way of conducting organizational audit, to determine which jobs are redundant

and thus no longer needed, and which ones are needed.

 To evaluate competencies for each position- Jobs evolve. In as much as circumstances

and work conditions change, so will the requirements for the job. It is possible that a job

may require a new competency from the worker that it did not need before. By evaluating

the competencies, the impact of the job within the organizational structure is ensured.

 Finally, you should then have an effective job description ready for attracting talent.

 Set minimum qualifications for the employee who will do the job: These are the basic

requirements that applicants are required to have in order to be considered for the

position. These are required for the employee to be able to accomplish the essential

functions of the job. Therefore, they should be relevant and directly28 relate to the

identified duties and responsibilities of the position. The organization may also opt to

include other preferred qualifications that they are looking for, on top of the minimum or

basic qualifications

 Define a salary range: The job must belong to a salary range that is deemed

commensurate to the duties and responsibilities that come with the position. Aside from

complying with legislation (such as laws on minimum wages and other compensation

required by law), the organization should also base this on prevailing industry rates. For

example, if the position is that of a computer programmer, then the salary range should

be within the same range that other companies within the same industry offer.

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Step 2: Sourcing of talent

This is the stage where the organization will let it be known to everyone that there is an open

position, and that they are looking for someone to fill it up. Before advertising, however, the

organization must first know where to look for potential candidates. They should search out the

sources where the persons that can potentially fill the job are going to be available for

recruitment. That way, they will know where to direct their advertising efforts. Various methods

are employed by organizations in order to advertise the open position.

Networking: Word-of-mouth is the best form of advertising, and when it takes the form of

networking, it becomes more effective. In recruitment, this is often done through representatives

of the company attending college and career fairs, letting them know about the opening in their

organization. This is a tactic employed by large software and tech companies that want to hire

fresh, young29 and brilliant minds into their organization. They personally visit colleges,

targeting the top students. They also use their connections within the industry to attract the

attention of talents with the highest potential.

Posting: Recruitment often involves the application of candidates both from within and outside

the company. Thus, in order to attract the best possible talents, it is recommended that

the posting of the open positions be made internally and externally. Internal posting usually takes

the form of the vacancy announcement being displayed in bulletin boards and other areas within

the business premises where the employees and visitors to the company are likely to see it.

Posting externally may be in the form of flyers being distributed, or vacancy notices being

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displayed in other areas outside of the business premises. Companies with websites often post

open positions on their company site, while some also use job boards.

Print and media advertising: One classic example of this would be the classified section of the

local daily or weekly newspaper. Companies looking for people to fill up open positions make

the announcement in the newspapers, providing the qualifications and the contact details where

prospective applicants may submit their application documents. When trying to attract the

attention of suitable candidates, the organization makes use of various tools and techniques. If it

wants to get the best candidates, then it should not be haphazard about things.

Developing and using proper techniques: The Company may include various offerings in

order to attract the best candidates. Examples are attractive salaries, bonus and incentive

packages, additional perks and opportunities that come with the job, proper facilities at work,

and various programs for development.

Using the reputation of the company: Perhaps the best publicity that the company can use to

attract candidates is its own reputation in the market. If the 30company is known for being a

good employer one that aids in its employees personal and professional growth and development

then it is a good point for the company to capitalize on in advertising its open positions.

Step 3: Screening of applicants

This is most probably the part of the recruitment process that requires the most amounts

Of work. This is where the applicants’ skills and personalities are going to be tested and

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Evaluated, to ascertain whether they are a good fit for the job and its description.

Preliminary screening: It is often the case, especially in large organizations, where one open

position will receive hundreds to thousands of applications from candidates. In an ideal world,

it would be good for the hiring managers to be able to interview each and every single one of

them. However, that is also impractical, and very tedious. Not really advisable, especially if the

organization is in need of manpower in the soonest possible time. Thus, there is a need to shorten

the list of candidates, and that is done through a preliminary screening. Usually, this is conducted

by going through the submitted resumes and choosing only those that are able to meet the

minimum qualifications. It is possible that this would shorten the list of applicants, leaving a

more manageable number.

Initial interview: The candidates who were able to pass the preliminary screening will now

undergo the initial interview. In most cases, the initial interview is done through phone. There

are those who also conduct interviews through videos using their internet connection. Often a

basic interview, this may involve the candidates being asked questions to evaluate or assess their

basic skills and various personal characteristics that are relevant to the open position.

Conduct of various tests for recruitment: The hiring managers may conduct tests on the skills

of the candidates and how they use these skills and talents. Other tests that are often employed

are behavioral tests and personality assessment tests.

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Final interview: Usually depending on the number of candidates for the job, and the preference

of the hiring managers and senior management, a series of interviews may be conducted,

gradually narrowing down the list of candidates. This may go on until the company has finally

come up with a shortlist of candidates that will undergo a final interview. Often, the final

interview requires a face-to-face meeting between the candidate and the hiring managers, as well

as other members of the organization. Top management may even be involved during the final

interview, depending on the job or position that will be filled up.

Selection: In this stage, the hiring managers, human resources representatives, and other

members of the organization who participated in the process meet together to

Finally make a selection among the candidates who underwent the final interview. During the

discussion, the matters considered are:

Step 4: Finalization of the job offer

The last step of the previous phase involves the selection of the best candidate out of the pool of

applicants. It is now time for the organization to offer the job to the selected applicant.

Making the offer: To make things more formal, a representative of the company or of the

human resources department will contact the candidate and inform him that he has been selected

for the job. In this stage, complete details of the compensation package will also be made known

to the applicant.

Acceptance of the offer by the applicant: The applicant should also communicate his

acceptance of the offer for it to be final. Take note that, if the selected applicant does not accept

the job offer and declines it, the recruitment process will have to start all over again.

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Step 5: Introduction and induction of the new employee

The moment that the applicant accepted the job offer, he has officially gone from being an

applicant to an employee of the organization. The induction process will now begin. Usually, the

beginning of the induction process is marked by the signing of the employment contract, along

with a welcome package given to the new employee. Theodate for the first day that the employee

will have to report for work and start working in the company will be determined

and communicated to the newly hired employee.

However, it doesn’t end there. The employee will still have to undergo pre-employment

screening, which often includes background and reference checks. When all this pre-employment

information has been verified, the employee will now be introduced to the organization.

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Types of Recruitment:

Recruitment is of two types:

Internal Recruitment - is a recruitment which takes place within the concern or organization.

Internal sources of recruitment are readily available to an organization. Internal sources are

primarily three - Transfers, promotions and Re-employment of ex-employees.

Internal recruitment may lead to an increase in employee’s productivity as their

Motivation level increases. It also saves time, money and efforts. But a drawback of internal

recruitment is that it refrains the organization from new blood. Also, not all the manpower

requirements can be met through internal recruitment. Hiring from outside has to be done.

Internal sources are primarily three:

 Transfers

 Promotions (through Internal Job Postings) and

 Re-employment of ex-employees - Re-employment of ex-employees is one of the internal

sources of recruitment in which employees can be invited and 34appointed to fill

vacancies in the concern. There are situations when ex-employees provide unsolicited

applications also.

Pros and Cons of Internal Sources of Recruitment

Internal sources of recruitment, i.e., hiring employees within the organization, have its own set of

advantages and disadvantages. The advantages are as follows

The advantages are as follows:

 It is simple, easy, quick, and cost effective.

33 | P a g e
  No need of induction and training, as the candidates already know their job and

responsibilities

 It motivates the employees to work hard, and increases the work relationship within the

organization.

 It helps in developing employee loyalty towards the organization. The drawbacks of

hiring candidates through internal sources are as follows

 It prevents new hiring of potential resources. Sometimes, new resources bring innovative

ideas and new thinking onto the table.

It has limited scope because all the vacant positions cannot be filled. There could be issues in

between the employees, who are promoted and who are not.

If an internal resource is promoted or transferred, then that position will remain vacant.

External Recruitment - External sources of recruitment have to be solicited from outside the

organization. External sources are external to a concern. But it involves a lot of time and money.

The external sources of recruitment include - Employment at factory gate, advertisements,

employment exchanges, employment agencies, educational institutes, labor contractors,

recommendations etc. Employment at Factory Level - This a source of external recruitment in

which the applications for vacancies are presented on bulletin boards outside the Factory or at

the Gate. This kind of recruitment is applicable generally where factory workers are to be

appointed. There are people who keep on soliciting jobs from one place to another. These

applicants are called unsolicited applicants.

34 | P a g e
Advertisement - It is an external source which has got an important place in recruitment

procedure. The biggest advantage of advertisement is that it covers wide area of market and

scattered applicants can get information from advertisements. Medium used is Newspapers and

Television.

Employment Exchanges - There are certain Employment exchanges which are run by

government. Most of the government undertakings and concerns

employ people through such exchanges. Now-a-days recruitment in governmentagencies has

become compulsory through employment exchange.

Employment Agencies - There are certain professional organizations which look towards

recruitment and employment of people, i.e. these private agencies run by private individuals

supply required manpower to needy concerns.

Educational Institutions - There are certain professional Institutions which serve an external

source for recruiting fresh graduates from these institutes. This kind of recruitment done through

such educational institutions is called Campus Recruitment. They have special recruitment cells

which help provide jobs to fresh candidates’) Recommendations - There are certain people who

have experience in a particular area. They enjoy goodwill and a stand in the company. There are

certain vacancies which are filled by recommendations of such people. The biggest drawback of

this source is that the company has to rely totally on such people which can later on prove to be

inefficient) Labor Contractors - These are the specialist people who supply manpower to the

Factory or Manufacturing plants. Through these contractors, workers are appointed on contract

basis, i.e., for a particular time period. Under conditions when these contractors leave the

organization, such people who are appointed have to also leave the concern.

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SELECTION

Selection is the process of choosing the most suitable candidate for the vacant positioning the

organization. In other words, selection means weeding out unsuitable applicants and selecting

those individuals with prerequisite qualifications and capabilities to fill the jobs in the

organization.

Importance of selection may be judged from the following:

Procurement of Suitable Candidate is Possible: Only suitable candidates who are fit for the

job are selected from among the prospective candidates for employment. So, selection is a

process by which only desirable candidates are hired and others are denied the opportunity.

Good Selection Reduces the Cost of Training and Development: Proper selection of

candidates reduces the cost of training because qualified personnel have better grasping power.

They can understand the technique of the work better. Therefore, the organization can develop

different training programmers for different persons on the basis of their individual differences,

thus reducing the time and cost of training considerably.

Proper Selection Resolves Personnel Problems: Proper selection of personnel reduces

personnel problems in the organization. Many problems like labor turnover, absenteeism and

monotony shall not be experienced in their severity in the organization. Labor relations will be

better because workers will be fully satisfied by their work.

Selection process:

Step 1: Preliminary Interview:

It is the first step after receipt and scrutiny of application forms in the selection process. The

preliminary interview is for eliminating those who cannot be employed because of such factors

36 | P a g e
as age, citizenship, status, disqualifying physical handicaps and inexperience or lack of training.

It also determines whether the type of work, hours, wages and other working conditions are

agreeable. If the applicant appears to have some chance of being selected, he is given the

application blank to fill in.

Step 2: Application Blank:

The successful candidates in preliminary interviews are supplied the application blank to get a

written record of the information. By this application, the information like family background,

date and place of birth, age, sex, marital status, educational qualifications, working experience,

expected salaries and allowances, and extracurricular activities are gathered.

Step 3: Employment Tests: The personnel department can guide and help in the selection of

types of tests, appropriate for a particular position.

There are two types of tests:

(a) Trade test

(b) Psychological test

(a) Trade Test: For jobs requiring technical skill, a trade test is necessary to find out their

capabilities for the type of job. It is done under the supervision of an experienced supervisor

b) Psychological Tests: It is an objective and standard measure of a sample of human behavior.

The main object of psychological testing is to provide a device for measuring quantitatively a

typical sample of mental performance in order to predict what an individual will do under certain

circumstances.

The following psychological tests are given below:

1) Aptitude Test: Such tests are designed to measure the aptitude of applicants and their capacity

to learn the skills required on a particular job. It is more useful for clerical and trade positions.

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2) Intelligent Test: To measure the mental alertness and the capacity of a person to grasp and put

together the elements of a novel or an abstract situation.

3) Interest Test: To determine the preferences but not the ability of an applicant for occupation of

different kinds.

4) Knowledge Test: To measure the depth of knowledge and proficiency in certain skills already

achieved by the applicant such as engineering, accounting etc.

5) Projective Test: Which uses the projective technique whereby the applicant projects his

personality into free responses about pictures shown to him, which are ambiguous.

6) Personality Test: It is designed to judge the emotional balance, maturity and temperamental

qualities of a person. It may follow experimental methods — rating method, question-answer

method.

7) Judgment Test: For evaluating the ability to apply knowledge judiciously in solving a problem

8) Dexterity Test: To determine an individual’s capacity to use his fingers and hands in industrial

work.

Step 4: Employment Interview: Interview is one of the most widely used selection tools.

Virtually every manager hired or promoted by a company is interviewed by one or more persons.

Interview is as election technique that enables the employer to view and assess the total

“personality “of his prospective, which is not included on the application blank. It also gives

insights about the application blank. It also gives insights about the applicant’s motivation,

personality and overall attitude. This leads to more intelligent selection decisions.

Step 5: Reference Check: This step is to check the candidate’s reference and seek opinion from

his previous employers or instructors if he is fresh out of college. This should be done prior to

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the comprehensive interview so as to have a better idea about the candidate, especially in the

area of those characteristics that do not show up on application forms.

These characteristics include leadership qualities, ability to act assertively and decisively, ability

to communicate well and attitude towards subordinates as well as superiors.

Step 6: Medical Examination: Medical examination should be both general and thorough. The

findings should be carefully recorded as to give a complete medical history, the scope of current

physical capacities and the nature of disabilities, if any. In other words, this will ensure that the

candidate is physically fit and capable to exercise his responsibilities.

Step 7: On the Job Test: This test is normally conducted by the Departmental Head to

determine the efficiency of the candidates for a certain job, machine or equipment. This test

reveals the worth of the worker on the job practically.

Step 8: Orientation or Induction of Employees: The new employee is oriented or introduced

to the enterprise. It may be formed as socializing process by which the employee is made

familiar and friendly to the environment of the business. The major Rules, Regulations and

special factors of the business are communicated to him.

Step 9: Final Selection: If a candidate successfully overcomes all the obstacles or tests given

above, he would be declared selected. An appointment letter will be given to him mentioning the

terms of appointment, pay scale, and post on which selected etc. When he joins the organization,

it is the primary duty of the personnel manager to introduce him to the company and his job.

Step 10: Intimation to Salary Department: After the final selection of the candidates, the

department of salary is intimated with the particulars of the candidate, so that arrangements for

salary may be made.

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40 | P a g e
 CHAPTER 3: RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. In the research work

various steps were adopted to study the problem. The Research methodology includes

description about why the research study has been undertaken. So, by framing a right

methodology it is possible to gain a deeper insight into the research problem and also to give a

full proof for action plan for carrying out the project successfully.

In order to do research successfully and fulfil the objectives of research I studied the Recruitment

and Selection Process at Basket hunt. I have done the research by interacting with the executives

and manager of the department and understood how the process is executed in the organization.

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3.1 PROBLEM STATEMENT

"The recruitment and selection processes at Basket Hunt Pvt Ltd are currently characterized by

inefficiencies that hinder the timely acquisition of qualified talent. An analysis of the current

procedures reveals extended time-to-fill metrics, resulting in increased vacancy periods, potential

productivity losses, and dissatisfaction among both hiring managers and prospective candidates.

Additionally, the absence of a streamlined approach raises concerns about the accuracy of job-

candidate alignments, potentially contributing to higher turnover rates and reduced

organizational performance.

Furthermore, the existing recruitment strategy lacks a comprehensive evaluation framework,

leading to challenges in measuring the effectiveness of sourcing channels, interview

methodologies, and overall candidate assessment. The absence of a standardized feedback

mechanism between hiring managers and the HR department contributes to the perpetuation of

suboptimal practices and inhibits the implementation of data-driven improvements.

In light of these observations, the current state of the recruitment and selection processes at

Basket Hunt Pvt Ltd demands a thorough examination and strategic intervention. The goal is to

enhance efficiency, reduce time-to-fill, ensure better alignment between candidate skills and job

requirements, and establish a data-driven feedback loop for continuous improvement. Addressing

these issues is crucial not only for improving the talent acquisition outcomes but also for

enhancing overall organizational effectiveness and maintaining a positive employer brand."

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3.2 OBJECTIVES OF THE STUDY

 To study & understand the methods and procedures used for Recruitment & Selection in

Baskethunt E-learning Providers.

 To determine the factor of employee retention.

 To identify the process of employee hiring for different openings.

 To identify areas where there can be scope for improvement.

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3.3 HYPOTHESIS
A hypothesis is a statement that suggests a relationship between two or more variables and is

typically used to guide an investigation. Here are some hypothetical statements that can be

considered:

The hypothesis is made to study & understand the methods and procedures used for Recruitment

& Selection in Basket Hunt

Efficiency Hypothesis:

Null Hypothesis (H0): The methods and procedures used for Recruitment & Selection in Basket

Hunt are not significantly efficient.

Alternative Hypothesis (H1): The methods and procedures used for Recruitment & Selection in

Basket Hunt are significantly efficient.

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3.4 RESEARCH DESIGN

Exploratory Research: Exploratory research is a type of research design that is conducted when

the researcher is seeking to explore a topic, gain initial insights, and better understand the nature

of a problem or phenomenon. It is particularly useful when the subject of study is not well-

defined, or there is limited existing knowledge on the topic. Given the nature of your inquiry and

the need to understand the practical implications of HR processes, an exploratory approach

allows for a deeper exploration of the subject.

FEATURES OF EXPLORATORY RESEARCH :

1. Open-ended Exploration: Allows for open-ended exploration of a subject without

preconceived notions.

2. Flexible Design: Adaptable research design to modify the approach as understanding deepens.

3. Qualitative Methods: Relies on qualitative methods like interviews, focus groups, and

observations.

4. Small and Non-representative Samples: Utilizes small, non-representative sample sizes for

in-depth exploration.

5. Preliminary Data Collection: May involve preliminary data collection through literature

reviews or pilot studies.

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3.5 DATA COLLECTION & ANALYSIS TOOL

Data Collection is the collection of necessary detail to gain further information. This requires

both primary and secondary data.

Primary Data: Primary data was collected through a survey method by sending questionnaires

to the employees. The questionnaires were carefully designed by taking into account the

parameters of my study.

Secondary Data: Secondary data was collected from the internet and going through the records

of the Organization.

DATA COLLECTION METHOD:

The survey/questionnaire method : The survey/questionnaire method is a systematic way of

gathering information from individuals to understand their opinions, attitudes, behaviour , or

experiences. It involves creating a set of standardized questions and distributing them to a

targeted group of participants. Here's an overview of the key elements: The primary goal is to

collect structured data to quantify opinions, attitudes, or behaviour within a specific population.

1. Instrument: Utilizes a survey or questionnaire as the instrument for data collection. This

instrument comprises a series of questions designed to elicit responses from participants.

2. Standardization: Questions are standardized to ensure consistency in the data collection

process. This allows for comparability and statistical analysis.

3. Closed-ended Questions: Predominantly includes closed-ended questions with predetermined

response options, making it easy to quantify and analyze the data.

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4. Quantitative Data: Primarily generates quantitative data, which can be analyzed using

statistical methods. This data is often numerical and lends itself well to statistical interpretation.

5. Sampling: Involves selecting a sample from the target population. The sample should be

representative to generalize findings to the broader population.

6. Online or Paper-Based: Surveys can be administered online through platforms like Google

Forms, Survey Monkey, or distributed in a traditional paper-based format.

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DATA ANALYSIS TOOL :

Microsoft Excel:

Description: Excel is a versatile and widely available tool for basic data analysis. It's suitable for

creating tables, charts, and conducting descriptive statistical analyses.

Pros: User-friendly, readily available, and can handle a range of statistical functions.

Cons: Limited for advanced statistical analyses compared to specialized tools.

For the proposed research design to test the Efficiency Hypothesis related to the methods and

procedures used for Recruitment & Selection in Basket Hunt,

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 CHAPTER 4: DATA ANALYSIS & INTERPRETATION

Data Analysis:

Data analysis is a process of inspecting, cleansing, transforming and modelling data with the goal

of discovering useful information, informing conclusions and supporting decision-making.

Interpretation:

 Interpretation leads the establishment of explanatory concepts that can serve as a guide

for tutor research studies.

 The content analysis presented in the form of tables and charts

Q 1 – Which type of recruitment are you engaged in?

Type of Recruitment Respondents Percentage

Internal 47 85.5%

External 8 14.5%

Total 55 100%

Table 1.1(Type of Recruitment)

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 Internal External

15%

85%

Fig 1.1 types of Recruitment

Interpretation:

 85.5% of people are engaged in Internal Recruitment.

 14.5% of people are engaged in External Recruitment

Q 2 - Do you have a recruitment pool/database?

Recruitment Pool Respondents Percentage

Yes 42 76.4%

No 13 23.6%

Total 55 100%

Table 1.2(Recruitment Pool)

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 Social Networking Sites Job Portals

39%

61%

Fig 1.2 Recruitment Pool

Interpretation:

 76.4% of the people have a Recruitment Pool.

 23.6% of the people do not have a Recruitment Pool

Q 3 – What is the best internal sources of recruitment according to you?

Internal sources of recruitment Respondents Percentage

Employee Referrals 17 30.9%

Transfer 18 32.7%

Promotion 12 21.8%

Job Enlargement 3 5.5%

Job Rotation 5 9.1%

Total 55 100%

Table 1.3(Internal sources of recruitment)

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 Employee Referrals Transfer Promotion
Job Enlargement Job Rotation Total

15%

50% 16%

11%
5%

3%

Fig 1.3 Internal sources of recruitment

Q 4 -what is the best external source of recruitment according to you?

External sources of Respondents Percentage

recruitment

Social Networking Sites 19 34.5%

Job Portals 12 21.8%

Campus Hiring 13 23.6%

Consultancy 6 10.9%

Labour Contract 1 1.8%

Others 4 7.3%

Total 55 100%

Table 1.4 (External Sources Of Recruitment)

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 Social Networking Sites Job Portals
Campus Hiring Consultancy
Labour Contract Others
Total

17%

50% 11%

12%
4% 5%

1%

Fig1.4 External Sources of Recruitment

Interpretation:

Best Source of External Recruitment:

34.5% of the people think that Social Networking Sites 21.8% of the people think that Job

Portals, 23.6% of the people think that Campus Hiring, 10.9% of the people think that

Consultancy, 1.8% of the people think Labour Contractors and 7.3% of the people think that

Others is the best source of External Recruitment.

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Q 5- What is the best job portal according to you?

Job Portals Respondents Percentage

Naukri.com 13 34.5%

LinkedIn 20 36.4%

Shine.com 06 10.9%

Indeed.com 10 18.2%

Total 55 100%

Table 1.5 Job Portals

Naukri.com LinkedIn Shine.com Indeed.com Total

12%

19%
53%

6%
10%

Fig 1.5 Job portals

Interpretation:

Best Job Portal:

For 34.5% Naukri.com is the best Job Portal, for 36.4% LinkedIn is the best Job Portal. for

10.9% Shine.com is the best Job Portal and for 18.2% Indeed.com is the best Job Portal.

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Q 6- What is the prime competency you consider while recruiting a candidate?

Prime Competency Respondents Percentage

Domain Knowledge 8 14.5%

Technical Knowledge 14 25.5%

Aptitude Tests 8 14.5%

Logical And Analytical skills 6 10.9%

Communication Skills 8 14.5%

Innovative 5 9.1%

Experience 3 55%

Resume Presentation 2 3.6%

Consistency 1 1.8%

Total 55 100%

16 14
14
12
10 8 8 8
8 6
6 5
4 3
2
2 55% 1
14.50% 25.50% 14.50% 10.90% 14.50% 9.10% 3.60% 1.80%
0

Respondents Percentage

Fig 1.6

55 | P a g e
Interpretation:

14.5% people consider Domain Knowledge as the prime competency (PC), 25.5% people

consider Technical Knowledge as the PC. 14.5% people consider Aptitude Tests, 10.9% people

consider Logical and Analytical Skills, 14.5% people consider Communication Skills, 9.1%

people consider Innovative Ability and 5.5% people consider Experience as the PC, 3.6% people

consider Resume Presentation as the PC and 1.8% people consider Consistency as the PC.

Q 7- Which sources do you get the maximum job response from?

Sources Respondents Percentage

Calling through contact on job 14 25.5%

portals

Job posting 30 54.5%

Mass mailing or SMS 9 16.4%

Direct candidates approaching 2 3.6%

the firm

Total 55 100%

Table 1.7 Sources of response

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 4%
Calling through contact on
16% 25% job portals
Job posting

Mass mailing or SMS

55%

Direct candidates
approaching the firm

Fig 1.7 Sources of response

Interpretation:

2.5% of the people get the most job responses from calling through Contact on job portals,

54.5% people get the most job responses from Job Postings, 16.4% people get the most job

responses from Mass Mailing or SMS and 3.6% people get the most job responses from direct

candidates approaching the firm.

Q 8 - Do you think the organisation looks for experienced employees for its recruitment process?

Experienced employees Respondents Percentage

Yes 26 47.3%

No 14 25.5%

Maybe 15 27.3%

Total 55 100%

Table 1.8 Experienced employees

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 Experienced employees Yes No Maybe

0%

27%
47%

26%

Fig 1.8 Experienced employees

Interpretation:

25.5% of the people think that their organization does not look for experienced employees,

47.3% of the people think that their organization looks for experienced employees and 27.3% of

the people think that their organization may look for experienced employees.

Q 9- Which of the following tests does begin use for recruiting the candidates?

Recruitment tests Respondents Percentage

Personal interviews 23 41.8%

Group interviews 20 36.4%

Psychometric test 7 12.7%

Written or Aptitude test 5 9.1%

Total 55 100%

Table 1.9 Recruitment test

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 Recruitment tests Personal interviews
Group interviews Psychometric test
Written or Aptitude test
0%
9%
13% 42%

36%

Fig 1.9 Recruitment test

Interpretation:

41.8% of the people say that Begin uses Personal Interview for recruiting the candidates, 36.4%

of the people say that Begin uses Group Discussion and Psychometric Test and 9.1% of the

people say that Begin uses Written or Aptitude Test.

Q 10 – On an average, how many candidates do not accept the internship offer or back out?

Back outs Respondents Percentage

10-20 22 40%

20-30 19 34.5%

More than 30% 14 25.5%

Total 55 100%

Table 1.10 Internship

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 25%
40%
20-Oct
20-30

35% More than 30%

Fig 1.10 Internship

Interpretation:

40% people say that 10-20% of the candidates do not accept the internship offer, 34.5% people

say that more than 20-30% of the candidates do not accept the internship offer and 25.5% people

say that More than 30% of the candidates do not accept the job offer.

Q 11 – What type of technological help do you take to facilitate the recruitment process and

make it easier?

Technology Respondents Percentage

Email and other online support 2 40%

Telephonic interviews 31 38.2%

Video conferencing 12 21.8

Total 55 100%

Table 1.11 Technology

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 4%
27% Email and other online
support
Telephonic interviews
69%
Video conferencing

Fig 1.11 Technology

Interpretation:

40% of the people say that Email and other online support are used to facilitate the recruitment

process and make it easier. 38.2% of the people say that Telephonic Interviews are used and

21.8% of the people say that Video Conferencing is used to facilitate the recruitment process and

make it easier.

Q 12 – How much time does it take to finalize the rejection or selection since the first contact?

Time Respondents Percentage

Less than a week 25 45.5%

A week to 15 days 17 30.9%

15 days to a month 8 14.5%

More than a month 5 9.1%

Total 55 100%

Table 1.12 Time

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 9%
15%
45% Less than a week
A week to 15 days

31% 15 days to a month

More than a month

Fig 1.12 Time

Interpretation:

45.5% of the people say that it takes less than a week to finalize the selection or rejection since

the first contact, 30.9% of the people say that it takes from a week to 15 days, 14.5% of the

people say that it takes from 15 days to a month, 9.1% of the people say that it takes more than a

month.

Q 13- What do you think about recruitment and selection procedure in your company?

Procedure Respondents Percentage

Satisfactory 23 41.8%

Unsatisfactory 23 41.8%

Can’t say 9 16.4%

Total 55 100%

Table 1.13 procedure

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 16%
42%
Satisfactory
Unsatisfactory
42%
Can’t say

Fig 1.13 Procedure

Interpretation:

41.8% of the people are satisfied with the company's Recruitment and Selection Process, 41.8%

of the people are not satisfied with the company's Recruitment and Selection Process and 16.4%

of the people can't say regarding the procedure.

Q 14- Is any training session apart from the domain training provided?

Training Session Respondents Percentage

Yes 38 69%

No 17 30%

Total 55 100%

Table 1.14 Training

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 31%

Yes
69% No

Fig 1.14 Training

Interpretation:

69.1% people say that apart from the domain training sessions are provided and according to

30.9% of the people say that there is no training provided apart from the domain.

Q 15- What do you think is the main reason that the candidates back out?

Reason Respondents Percentage

Low stipend 23 41%

Long working days 17 30%

Lack of progress within the 10 18%

company

Others 5 9%

Total 55 100%

Table1.15 Reason for back out

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 9% Low stipend
18% 42%
Long working days

Lack of progress within

31% the company
Others

Fig 1.15 Reason for back out

Interpretation:

41.8% thinks that Low Stipend is the main reason for candidates back out, 30.9% thinks that

Long Working Hours, 18.2% thinks that Lack of progress within the Company are the main

reasons for candidates back out and 9.1% thinks that Others is the main reason for candidates

back out.

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 CHAPTER 5

5.1 FINDINGS

 Majority of the employees are engaged in Internal Recruitment

 . Majority of the employees have a recruitment pool or a database.

 Majority of the employees say that Transfers are the best source of internal recruitment

 Majority of the employees say that social networking sites are the best source of external

recruitment.

 Majority of the employees say that LinkedIn is the best job portal

 Majority of the employees consider Technical knowledge as the prime competency while

recruiting

 Majority of the employees get the most responses from Job posting

 Majority of the employees say that personal interview is used the most to recruit the

candidates.

 Majority of the employees say that 10-20% of the candidates do not accept the job offer,

and many employees say that 20-30% of the candidates do not accept the job offer.

 Majority of the employees think that the low Stipend is the reason that the candidates

back out.

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5.2 RECOMMENDATION/ SUGGESTIONS

 The stipend should be according to the expectation of the candidate to recruit them and

retain them in the long run.

 The Company lacks in the interview and selection process. For that they can introduce

something innovative to make their process more effective and efficient forth betterment

of the organization

 The Company devotes most of their energy in internal recruitment; they should put more

efforts in external recruitment.

 The Company should provide better motivations to the employees. So that improves the

satisfaction of the employee.

 The Company should maintain a good relationship with the employees that help to

improve their production.

 The Company wants to change their work schedule and policies of their organization.

 The Company should provide training programs for their employees.

 The Company should provide career opportunities to the employees.

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5.3 LIMITATIONS

 The study suffers from a few limitations, which will have to be kept in mind for the

findings to be fairly interpreted:

 The recommendations are subjected to time and cost constraint.

 Sampling has its own limitations, which would have resulted in minor errors.

 There can be errors due to bias of respondents.

 The size of the sampling was not big enough to arrive at a strong conclusion. The results

should be interpreted with the above limitations in perspective.

 A lack of data or of reliable data will likely require you to limit the scope of your

analysis, the size of your sample, or it can be a significant obstacle in finding a trend and

a meaningful relationship.

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5.4 CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a person

who has the maximum skills required for the job. After selecting the right person, the company's

main aim is to place that person at the right job. The main strength of any company is its

employees. Effective workers are the best route to success. For this reason, company's strives to

attract and hire the best, and to provide the best place to work. Some of the biggest and most

constant challenges that plague organization is people related because they don't place more

emphasis on getting the recruitment process right. If they get the right person in the right job at

the right time, bottom-line and many other business benefits are immediate, tangible and

significant. If they get the wrong person in the wrong job, then productivity, culture and retention

rates can all take a hit in a big way.

This study depicts that when Recruitment and Selection Process is properly established and

implemented then only an organization will grow because all the employees will be according to

the requirements. Recruitment and Selection Process affects a lot of the organizational activities

regarding its growth because if the people will be according to the requirements and skilful then

cost will reduce and organization must grow. All the study has proven the fact that there is a

direct and indirect relationship between these variables and effect on the Recruitment and

Selection Process. Since human resource management is a continuously practicing issue so it

plays a significant role on organizations overall performance. If an organization wants to gain

full benefit from human resource management it should follow all the sections of HRM. As a

small AMC (Annual Maintenance Contract) few persons are recruited for its operations and

performances

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 REFERENCES

 Baskethunt. (2023, Dec 10). Retrieved from www.baskethunt.com:

http://www.baskethunt.com/about-us/
 scribd. (2023, Dec 10). Retrieved from www.scribd.com:
https://www.scribd.com/document/649688971/Final-project-pdf
 scribd. (2023, dec 10). Retrieved from www.scribd.com:
https://www.scribd.com/document/550569554/Human-Resources-Internship-Report-
Thesis-converted-converted
 tofler. (2023, jan 07). Retrieved from www.tofler.in:
https://www.tofler.in/baskethunt -private - limited / company /
U72900JH2021JH2021PTC016244
 instafinancials. (2024, jan 07). Retrieved from www.instafinancials.com:
https://www.instafinancials.com/company/baskethunt-private-
limited/U72800JH2021PTC016244
 topper.com. (2024, jan 08).Retrieved from www.topper.com:

https://www.toppr.com/guides/business-studies/nature-and-purpose-of-
business/classification-of-business-activities/

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 ANNEXURE

QUESTIONAIRE

1. Which type of recruitment are you engaged in?

a. Internal

b. External

2. Do you have a recruitment pool/database?

a. Yes

b. No

3. What is the best internal source of recruitment according to you?

a. Promotion

b. Transfer

c. Employee Referrals

d. Other

4. What is the best external source of recruitment according to you?

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a. Job Portals

b. Labour Contractors

c. Campus Hiring

d. Other

5. What is the best Job Portal according to you?

a. Naukri.com

b. Shine.com

c. LinkedIn

d. Other

6. What is the prime competency you consider while recruiting a candidate?

a. Communication Skills

b. Aptitude Tests

c. Logical and Analytical Skills

d. Other

7. Which of the following trends are currently being used by your organization?

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a. Keyword Search

b. Audio and Video Resumes

c. Social Networking Sites for attracting probable candidates

d. Other

8. Which source do you get the maximum job responses from?

a. Calling through Contact on Job Portals

b. Mass Mailing or SMS

c. Job Posting

d. Direct candidates approaching the firm

9.Do you think the organization looks for experienced employees for its recruitment process?

a. Yes

b. No

c. Maybe

10. Which of the following tests does Begin use for recruiting the candidates?

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a. Written or Aptitude Test

b. Group Discussion

c. Personal Interview

d. Psychometric Test

e. Other

11. What do you use to track the source from where you get the candidates?

a. Manual Records

b. Any Special Software

c. MS Excel

d. Other online means

12.On an average, how many candidates do not accept the job offer or back out?

a. 5-10%

b. 10-20%

c. 20-30%

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d. More than 30%

13. What type of technological help do you take to facilitate the recruitment process and make it
easier?

a. Telephonic Interviews

b. Video Conferencing

c. Email and other online support

d. Other

14. How much time does it take to finalize the rejection or selection since the first contact?

a. Less than a week

b. A week to 15 days

c. 15 days to a month

d. More than a month

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15. What do you think is the main reason that the candidates back out?

a. Low Stipend Package

b. Long Working Hours

c. Ambience

d. Other

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