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Summer Internship Project HR MBA MMS

Summer Internship Project HR MBA MMS

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A Project on ‘Human Resources Recruitment’

Submitted in the partial fulfillment of the requirement for qualifying

Master of Management Studies Of University of Mumbai Submitted by LLLL MMMMM
Roll No.: 15 Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 2012-2013

A Project on ‘Human Resources Recruitment’
Submitted in the partial fulfillment of the requirement for qualifying

Master of Management Studies Of University of Mumbai Submitted by LLLL MMMMM
Roll No.: 15 Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 2012-2013

Project Guide: Prof. SSSSS

To, The Director, College Of Management, Vidyanagari, Chinchpada road, Kmanivali, KKKKKK (East), Dist. Thane – 421 306. Respected Sir,

I the undersigned hereby declare that the project report entitled “Human Resources Recruitment” is an original work developed and submitted by me under the guidance of Prof. Sssss The empirical findings in this project report are not copied from any report and are true and best of my knowledge.

DATE: PLACE: Thane ROLL NO.: 15 Signature of student Llll Mmmmm

CERTIFICATE This is to certify that the project entitled ‘Human Resources Recruitment’ submitted by ‘Llll Mmmmm’ in partial fulfillment for the award of Master of Management Studies. Also it is certified that the project represents the original work on the part of the candidate. University of Mumbai is her original work and does not form any part of the projects undertaken previously. Place: Thane Date: .

We also like to extend our gratitude to all staff and our colleagues of College of Management. We wish to thank all the people who gave us unending support. project guide and all those who have indirectly guided and helped us in preparation of this project. a conductive work environment and the much-needed inspiration to conclude the project in time and a special thanks to my parents who are integral part of the project.Signature of the Director Guide Signature of ACKNOWLEDGEMENT With immense please we are presenting “Human Resources Recruitment” Project report as part of the curriculum of ‘Master of Management Studies’. I express my profound thanks to Director and Prof. . Sssss. who provided moral support. Thanking you.

Concept Objectives Scope 2 .50 52 52 53 53 .40 41 . List of figures & diagrams Page No.18 19 . Definition.3 Meaning.1 2. 1 2 Organization Profile Introduction of the study 2.Llll Mmmm INDEX Project Contents: i.47 48 .2 2.37 3 4 5 6 7 8 9 Research Methodology Data Analysis Recruitment 'A theoretical frame work' Findings Limitation Conclusion Suggestions 38 .

No. No.59 List of Diagrams Sr.: 1 2 3 4 5 6 7 8 9 10 11 PARTICULARS Form of Interview Source of Candidate Telephonic Interview Round Track Candidate Define Candidate Time Spent Different Process Basic Questions Cost Calculating System Evaluation and control of Process Facility for trainees Pg. 42 43 43 44 44 45 45 46 46 47 47 .10 11 Webliography & Bibliography Questionnaire 55 56 .

Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter's job includes reviewing candidate's job experiences. “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. they have to keep the present as well as the future requirements of the organization in mind. To be cost effective. the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. they need to recruit people with requisite skills. While doing so. the organization must communicate the position in such a way that job seekers respond. The term “HR recruiter” may sound redundant. as both human resources managers and recruiters both find job candidates and get them hired. this job is very specific. organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization. Recruiters typically receive a fee from the hiring employers. therefore. and placing candidates in agreeable employment positions. Recruitment is defined as.Executive Summary The Human Resources are the most important assets of an organization. . qualifications and experience. negotiating salaries. Without positive and creative contributions from people. The success or failure of an organization is largely dependent on the caliber of the people working therein.” In order to attract people for the jobs.


We believe Time is Money hence sourcing the right resource in shorts” Mohammad Shaikh Director – EMC-Executive Management Consultant .www. GN Apt. We are a prominent executive search & selection company. EMC is leading Indian and International companies for their middle & senior management requirements. Our team of 25 head hunters have extensive previous professional work experience and currently specialize in different domains across industries and professionally head hunt and source candidates based on specific client requirements. EMC caters to both domestic placements across India as well as international locations. “Recruiting at a Speed using the best technology. We have turnover of 10 lakhs. A-wing.in Contact No: 9223300000 / 022 26520000 Website . We are a team of dedicated professionals offering services across India.2. XXXXX (W).emcxxxxx. Established in 2006 with licenses.400070 Email ID – hrd@emcxxxxx.in About Company Executive Management Consultant is located at Mumbai (India) Assists companies in search of qualified and experienced professionals across sectors and industries. Mumbai . providing a wide range of recruitment solutions for various requirements.Address: Office No.

Resourcing and Screening of candidates from & across Industries.Executive Management Consultant Mrs. Turnkey Projects & Generic Resourcing. Mumbai. Maharashtra .emc. Garib Nawaz Apt. Service Provider : Indian Subcontinent. recruitment firm that assists organizations in achieving business objectives through understanding and effectively addressing the "people" issues in their business.Fact Sheet Year of Establishment : 2006 Nature of Business Major Markets : Manufacturer.2.Executive Management Consultant is into Executive Search. Our focus is on desired outcomes and bottom line success. “Our point of difference is that we are a focused.Executive Management Consultants process driven. ethical and proactive team!” . EMC.400000 (India) Web Site: http://www. East Asia. professional. xxxxx (W). A-Wing.: Address: EMC. EMC-Executive Management Consultant is specialized in Head Hunting. Shaikh + (91)-9223300000 Block No. Pipe Line Rd. Middle East and South East Asia Contact Details Company Name: Contact Person: Contact No.in/ Company Profile EMC.

from identifying the relevant candidate. Information Technology and Marketing to suit the requirements of Management at all levels of functions. we make sure we understand what you want first before discussing any relevant career options. . HRD. This means that we provide clients with full consultancy service. part time. FACILITIES A completely computerized Network environment with sophisticated software for maintaining and accessing data bank . to closing the position at short span of Time.A good job site on the web to publicize the requirements immediately. If our client‟s are looking for full time. Accounts. rather than simply „filling jobs‟. They could even supply candidates with very rare skill sets and experience from their data bank. our specialist consultants are on hand to guide you through the options to match you with your ideal job. Initiatives We proactively seek grant schemes that match your needs and help you tailor your projects to take maximum advantage of grant opportunities.An extensive library covering almost all subjects relating to business. Internet and email facility. permanent or temporary opportunities. Fax. . Engineering. This is helpful to identify candidates for specific locations within short notice. Three telephone lines.DATA BANK We have a fairly large data bank comprising of candidates in Managerial functions. Finance.Dedicated Team of Consultants and staff who believe in Right People!! Right Solutions!! Aim & Approach of EMC Aim Aim is to ensure we match you with your ideal job every time. Our data bank consists of candidates from different locations and in various countries. . With an ethos that focuses on the needs and aspirations of each individual candidate. Our aim is to offer our clients the best consultancy services in India.

Our extensive professional network and experience in a wide range of grant schemes ensure that we track the latest developments in incentive schemes and identify opportunities as they arise. It is essentially this philosophy which has enabled us to attain our present stature. Our Philosophy Service to the customers and the candidates is our motto. Large amount of support teams. administration and project management. irrespective of size or even volume of business generated. drug tests. This leaves you free to focus on your core business while we deal with grants acquisition. True client partnerships. Approach Our Approach towards Client is distinctive. You can then adapt your decisions to better fit public objectives. provide clients with the complete range of fully integrated recruitment solutions from each site. Partnership Close collaboration with clients regularly leads to long-lasting partnerships. and background checks before deploying our manpower to the project. We make every effort required to find suitable placement for the job seekers. Similarly. We also partner with clients in their consortia. . The better we know you and your organization. the better we can advise you. We put strong emphasis on Attitude. We select experienced personnel with established professional consulting experience. Quality Policy / Processes Quality Policy Our consultants go through a stringent pre-qualification phase to ensure that they have the expertise that the clients require. every candidate is treated with warmth and understanding. an advanced internet development strategy and our focus on placing people are part of what makes us different. Each employer is important to us and gets personalized attention. We engage in reference checks. Communication and Team Player skills and demonstrated ability to stretch themselves to contribute to the successful completion of projects. technological platforms and other public-private partnerships.


Cost We keep our overheads low and therefore we can compete with the biggest of staffing firms to provide a fair and competitive rate.  Capability to source high number of candidates for the Clients. scale up and double candidates when needed for project works. We engage in reference checks. . and background checks before deploying our manpower to the project. On Time Delivery That is a promise we made to ourselves.  State of the art Infrastructure. Well equipped & Air-conditioned work station. We put strong emphasis on Attitude. Our support function facilitates our consultants to move from project to project. We select experienced personnel with established professional consulting experience. We have taken extreme care to ensure that delivery is met and we are proud of our track record that shows 90% of the candidates selected take up our projects. drug tests. This ensures that they are ready to work „when and where‟ our clients need them.WHY EMC?  A perfect mix of Business focus and technology which is backed with a specialized team of Professional recruiters who are continuously updated with technical training and high end support.  Critical strength to always stand up on efficiency and quality in fulfilling commitments at the workplace. Communication and Team Player skills and demonstrated ability to stretch themselves to contribute to the successful completion of projects. Executive Management Consultant takes care of: Quality Our consultants go through a stringent pre-qualification phase to ensure that they have the expertise that the clients require.

Retention Our retention level of consultants on the project is at an enviable rate of 95%. Fixed line data  Data center Operations  . JSP. VB. C#.net.White box Testing . VB script. J2EE. C++. J2ME. DB2. Brew. Database testing (SQL. We spend quality time on the staffing needs and ensure that the staffing solution we provide really fulfills the clients‟ needs. SQL.net (VB/ ASP/ VC/ C#/ Sharepoint)  Sr. Rational Robot. Android. Loadrunner.DB Attritions)  Network / System support/System Integration  Symbian. Integration Testing . This does not happen accidentally. QTP. VB. HTML. Skilktest)  Project Lead/Lead Management/Project Manager  Informatica. Oracle) )  Automation Testing Engineers (Winrunner. Ops Engineer/Ops Manager  Assistant Manager Service Delivery (Networking / System Integration / IT Operation)  Crystal Report  Weblogic / Websphere / WAP  Java / JSP / J2ee / J2me / Junit . Database Administrator (Oracle . iphone. Functional Testing. ASP. Autosys.net. Specialization in level of recruitment EMC handles the below 3 Levels of Recruitment:  Middle & Senior Level of Management  Junior & Middle Level of Management  Junior & Senior Level of Management EMC deals with all “IT requirements” & below mentioned are some of the Functional area of recruitment where EMC is specialized:  Software Engineers (Core Java. Autocad)  Manual Testing Engineers (Performance Testing (Web Load). Blackberry.

Branding Manager. Marketing Head. Manager Contract & Planning. Mgr / Mgr Production & Planning. Regional Manager. Manager Design .  Accounts & Finance (All areas)  Engineers Civil / Mechanical / Chemical  Draftsman / Interior Design Engineer  Secretary to CFO / MD / VP  Process Trainers / VNA Trainers  Admin Executive / Front Office Exec  Project Manager. Siebel / PHP / Perl / People soft  SAP (FICO / BASIS / ABAP / SRM / CRM)  UML / XML / HTML / DHTML  Unix / Linux / Windows  QTP / Win Runner / Load Runner  SQL / Oracle / DB2 / PL SQL / D2K / Dbase  Lotus / Mainframes  3DMax / Coral Draw / Adobe Photoshop  Adobe Pagemaker / Adobe Illustrator  Apache  Cold Fusion  Matlab / Labview  Rational Robot / MQC / Silk Test  C / C++ / C# / VB / VC / VC++ / ASP / Foxpro  Network / System / Support / Implementation Engineer  Delivery Managers (PMP & ITIL certified) Functional Area of Recruitment Specialization EMC deals with all “IT Non requirements” & below mentioned are some of the Functional area of recruitment where EMC is specialized:  Sales & Marketing (All areas): Executives. DGM Operation. AMSales. Sr.

Executive Procurement. This means they will be eager to champion you. Financial Analyst. Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract position. / Exe. Piping Engineer. HR. likewise they will be keen to ensure that you will accept the position if offered. AVP – Finance . Generally for a permanent placement the company receives a proportion of your salary. In effect they are selling you. The more you earn the more they stand to make. Knowing this should ease any concerns you have. Their job is to generate revenue by making sales. in this you are both on the same side. Compliance Manager.  Legal : Manager Legal . Company Secretary How does recruiters/consultant get paid? A recruitment consultant primarily acts from a position of self interest. their ability to find the right candidate. Sales mean selling their service. . Architects  Road Surveyor  GM. Commercial Head. Manager Quality. their product. Sr. to the employer.Exe. to prospective employers. For a contract the consultant will receive a margin of your rate. VP. or a set fee agreed with the employer. Investor Relation  HR & Admin: Manager HR.

for Quikr India Pvt Ltd  Asp. for the 3G Services  Project Engineer for the location of Mumbai.  Short listing the candidates as per client‟s requirements and then scheduling up the interviews.  Based on the clients requirements screening the resumes and judging the Candidates to meet the particular requirement. monster etc.  Initial phone screening of candidates to judge communications and background.  Regular follow up with the selected candidates to confirm their joining dates.  Co-ordinate with other recruiters to work as a team.Job Profile in EMC:  Sourcing resumes through different job portals like Naukri.  Techlead Position for Atidan Technologies .for Financial Technologies  Project Co-ordinator with Onmobile Global Ltd. for the Quikr India Pvt Ltd  Sales Manager for the Location of Ahmedabad. ensuring the maximum of them are placed successfully with the respective organization  Maintaining and updating database of potential. Requirements I worked on in EMC  Relationship Officers / Sr. for Sigma Byte  Secretary to MD for the location of Mumbai(Andheri). Relationship Officers / Territory Manager for the Location of Delhi and Mumbai(Lower parel).  Maintaining a database of candidates.  Handling end to end recruitments.Net for the Location of Mumbai(Malad). prospective and rejected candidates  Constantly be in touch with the candidate until he/she joins.

This is to bring to your kind notice that we have an opening for the post of Relationship Officer/ Sr.php Location: Delhi Designation: Experience: Essential Qualities: Sr. We shall check their willingness for this opportunity. an early response on this would be highly appreciated. Relationship Officer with Quikr. Best regards. respond at the earliest. Notice Period As the requirement is a bit urgent. sales etc. Positive attitude.quikr.in . Please. 2. Llll |HR| EMC-Executive Management Consultant Direct: 9223499000 || llll@emc. Present CTC 3.com/html/about. Expected CTC 4.http://www. ad campaigning‟s. Job Responsibility: If your candidature suits the mentioned profile then kindly send us the following details: 1. passionate. improving the ad sales.Recruitment Email sent to candidate regarding the same Dear Candidate. Should come from online. highly motivated.com URL: . Alternatively if you know someone suitable and available then Please refer (or) let us know their contact details. Monitoring their sales / telesales team. your updated resume in MS Word format. yellow pages. space selling and should have a good idea about online sales/marketing Responsible for monitoring accessing. Relationship Officer/ Relationship officer 2+ Years Excellent Communication Skill. revenue monitoring Able to independently ideate and came out with solution to client and ad sales team Monitoring All ad positions.

and Dilithium Networks (2010). The company was publicly listed in India in 2008. LATAM. Australia. OnMobile touches the lives of over 1 billion mobile users across 55 countries every month. Telisma (2008). Phone Backup and Personal Cloud Management solutions. Middle East and Europe. we generate 2 – 5% contribution for top customers and top line revenues of over US $800 million for over 92 customers globally.. Landline and Media Service Providers.onmobile.Founded in 2000. Africa. OnMobile has 1500 employees spread across India.Recruitment Email sent to candidate Hi. Opening with Onmobile Global Ltd for Project Co-ordinator OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added Services [VAS] companies for Mobile.With our diverse product portfolio of Mobile Music. Voice and Video portals. M-Commerce products and services. Recent acquisitions include Voxmobili (2007). multi-screen Video Gateway and delivery solutions. We deliver our products by the best combination of a hosted Cloud with on-site operations at the customer premises or through products deployed in customer networks. Location: Bangalore Website: http://www.S.com/ . U.

highlight Requirements. Lllll |HR| EMC-Executive Management Consultant Direct: 9223499000 || lllll@emc.  Update the senior members of the organization on the status of the projects.  Prepare and analyse the data collected from various reports and present it to the leaders for further analysis and decision making. co-ordinate and track projects with various internal stakeholders and report the progress to the AVP. Should have good ability to analyze data.JD for Position:Job Title Department Qualification Experience Project Coordinator India Private Operators . prepare and present analysis to internal stakeholders. 4) Should possess good Project management skills.Tech / BE / MCA / MBA 1-3years Role Project co-ordinator is a Project Management Office role.PMO B. Location Bangalore If this profile suits your candidature. Skills Job Description 1) Good Analytical. drive. 3) Current CTC 4) Expected CTC 5) Notice Period Best regards. negotiation and communication skills. Telecom Knowledge and System level knowledge preferred.  The role requires the person to plan. co-ordinate and track projects with various internal stakeholders. 3) Ability to plan. 2) Good skills in Excel and ppt. drive.  Schedule regular meetings with the action owners for status tracking.in . risks and gating issues and probable resolutions. kindly send the updated resume mentioning the following details:1) Total Experience 2) Relevant Exp.

As per the discussion. Lllll |HR| EMC-Executive Management Consultant Direct: 9223499000 || llll@emc.On Saturday (19 May 2012) Timing: . Opening with Atidan Technologies for the post of Tech Lead Atidan Technologies is an IT industry. Best regards. 2) Total Exp. 15 May 2012 3:15 PM Subject: Opening with Atidan Technologies for Tech Lead Hi.aspx Location: . 3) Relevant Exp. Atidan combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at different locationdelivering low-risk.com/Pages/index.Mumbai Job Description:1) Candidate must have atleast 6 yrs of experience. streamline workflow and increase productivity. 6) Notice Period. I am sending the Company’s profile and Job Description. 2) Exp working on web based projects is a must.Recruitment Email sent to candidate From: Lllllll Mmmmm <lllll@emc.atidan. URL: .S. high-performance solutions to help you improve communications.in . based multinational company. Interview: .in> To: Sent: Tuesday. It’s an U.http://www.9 AM TO 12 PM Interview Procedure:1) Aptitude Test (HR Interview) 2) Computer Programming Test (. 3) Exposure on SharePoint is preferable. 4) Current CTC. 4) Exposure working with US clients is a must.Net Test) 3) Technical Interview – 1 4) Technical Interview – 2 th If this profile suits your candidature kindly send the following details:1) Updated Resume in word format. 5) Applicant should be working as a tech lead. 5) Expected CTC.

Format of Candidate Interview Schedule details sent to Organization Hi, Below mentioned is the interview schedule for AM / Manager HR:
Sr. No 1 2 2 Candidate Name Veena Kashelkar Richa Mehta Ragni Jethi Interview Date 17th May 12 17th May 12 18th May 12 Interview Time 10.00 am 11.00 am 11.00 am Contact No 98000000 9833000000 9833900000 Mode F2F F2F F2F Location Mumbai Mumbai Mumbai Position AM/Manager HR AM/Manager HR AM/Manager HR Consultant EMC EMC EMC

Weekly Status Report
Date Candidate's Name Contact No Client Position Applied for Location CV Sent


Soham Raval





CV sent

Tracker sent to Company consists of the following elements: Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company (candidate is working with), Yrs Of Experience, Location, Education, Current Designation, Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level – PI, Date, Final Status, Client CTC if offered.

Form attached along with candidate resume while forwarding to the Client (i.e. organization)

Executive Management Consultant
Name Position applied for Current Company Current Position Highest qualification Total Exp Relevant Exp Current CTC Expected CTC Notice period Current Location Willing to work in Location Opted for (Y/N) Reason for Job Change Why the Client (e.g. Tata/FT) Why Consultant has shortlisted the CV

Introduction Of the Study

To suggest any measures/recommendations for the improvement of the recruitment procedures . skill fits into the company‟s values Scope of study: The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment procedures.Objectives of the study: The main objectives of the study are as follows: i. vi. ii. To Understand and analyze various HR factors including recruitment procedure at consultant. ii. To understand the process of recruitment To know the sources of recruitment at various levels and various jobs To critically analyze the functioning of recruitment procedures To identify the probable area of improvement to make recruitment procedure more effective v. iii. The key points of my research study are: i. To know the managerial satisfaction level as well as to know the yield ratio To search or headhunt people whose. iv.


employee motivation. performance management. . This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier. if not the survival of any business depends on the performance of its managers of tomorrow. management of. administration. One organisation is different from another mainly because of the people (employees) working there in. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training. "The prosperity. This covers the fields of staffing (hiring people)." The human resource should be nurtured and used for the benefit of the organisation. Such team constitutes an important asset of an enterprise. performance management. pay and perks setting and management. retention of people. Uses of Human Resource Management in an organization:  Human Resource Management (HRM) is the function within an organization that focuses on recruitment of. change management and taking care of exits from the company to round off the activities. organization development. It can also be performed by line managers. Drucker. We have chosen the term “art and science” as HRM is both the art of managing people by recourse to creative and innovative approaches. According to Peter F. HRD programs create a team of well-trained. promotions. benefits.Human Resource Management and Human Resource Development Definition: HRM is the process of managing people in organizations in a structured and thorough manner. and providing direction for the people who work in the organization. wellness. efficient and capable managers and subordinates. transfers and opportunities for career development. it is a science as well because of the precision and rigorous application of theory that is required. and training.  Human Resource Management is the organizational function that deals with issues related to people such as compensation. communication. hiring. safety.

and transactional roles. legal procedures etc. which are increasingly outsourced. Industrial relations. administration. rewards and recognitions.or full-time help. In other words. dealing with performance issues.  The Human Resource Management (HRM) function includes a variety of activities. and key among them is responsibility for human resources -. However. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. recruiting and training the best employees. training and development. they should always ensure that employees have -. HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. we can say that it‟s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals. Activities also include managing your approach to employee benefits and compensation. grievance handling.  HRM is widening with every passing day. and ensuring your personnel and management practices conform to various regulations. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. employee records and personnel policies.for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs. It covers but is not limited to HR planning. payroll management. .  Human Resource Management is moving away from traditional personnel. These policies are often in the form of employee manuals. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. which all employees have.personnel policies which conform to current regulations. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part.and are aware of -. ensuring they are high performers. hiring (recruitment and selection).

 Meeting challenges of technological environment: HRP is helpful in effective use of technological progress.  Adjusting manpower requirements: A situation may develop in. Such changes generate changes in job content. To meet the challenge of new technology existing employees need to be retrained and new employees may be recruited. This facilitates recruitment and selection of .Advantages / Importance of HR:  Meeting manpower needs: Every Organisation needs adequate and properly qualified staff for the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing and changing human resource needs of an organisation.  Meeting growing manpower needs: The expansion or modernisation programme may be undertaken by the enterprise. number and type of personals.  Replacement of manpower: The existing manpower in an Organisation is affected due to various reasons such as retirement and removal of employees and labour turnover. and technology and government regulations. Manpower planning is needed in order to forecast and meet additional manpower requirement due to expansion and growth needs through recruitment and suitable training programs. an organisation when there will be surplus staff in one department and shortage of staff in some other department.  Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable resource because an organisation makes investments in its manpower either through direct training or job assignments.  Recruitment and selection of employees: HRP suggests the type of manpower required in an organisation with necessary details. Transfers and promotions are made for meeting such situations. skill. markets.  Coping with change: HRP enables an enterprise to cope with changes in competitive forces. HRP is needed to estimate the shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and appointment of new staff. products.

suitable personnel for jobs in the Organisation. Surplus or shortage of manpower is avoided and this ensures optimum utilization of available manpower. HR TOPICS .FUNCTIONS Recruitment and Selection Process Complete Recruitment life cycle  Levels of Companies  Technologies and Domineer  Portal Explanation  Explanation of Job Description and Analyzing of Requirement  Sourcing of Profiles from Portals  Screening of profiles as per the requirement  Calling the Candidates  Formatting of profiles and Tracker‟s Preparation  Maintenance of Database Training and Development  Concept of Training and Development  Training Needs Identification Process  Designing Annual Training Plans  Training Execution .  Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in different departments as per the qualifications and also as per the need of different departments. It ensures that adequate numbers of persons are trained to fill up the future vacancies in the Organisation.  Training of manpower: HRP is helpful in selection and training activities. Introduction of appropriate selection tests and procedures is also possible as per the manpower requirements.

Knowledge and Abilities Induction and Orientation  How to Design Induction Programs and Execution  How to Design on the Job Training Programs and Monitoring  How to evaluate effectiveness of Induction and on the Job Training Programs  Probation Confirmation and HR Role Team Management Skills  Understanding What is a Team  Understanding Team Development Stages  What is your Team Membership Orientation  How to improve your effectiveness as Team Member  What is Team Leadership  Understanding my Orientation . Designing Employee Development Initiatives  Designing Supervisory Development Programs  Designing Management Development Programs  What is Training ROI and how to Calculate  Introduction to Best Trainer Skills.

" Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Recruitment of candidates is the function preceding the selection. Usually. The main objective of the recruitment process is to expedite the selection process. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.HR Recruitment: According to Edwin Flippo. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the Organisation. Inadequate recruitment can lead to labor shortages. which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. or problems in management decision making and the recruitment process could itself be improved by following .

management theories. death and labour turnover. retirement. anesthetists and dental surgeons has been proposed within the UK health sector Need for Recruitment The need for recruitment may be due to the following reasons / situations  Vacancies: due to promotions. The recruitment process could be improved in sophistication with Rodgers seven point plan.  Creation of new vacancies: due to growth. permanent disability. expansion and diversification of business activities of an enterprise. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. new vacancies are possible due to job respecification. personal interviews. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. psychological tests. termination. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists. Munro-Frasers five-fold grading system.  In addition. transfers. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. etc. These contain: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required .

 Locating and developing the sources of required number and type of employees (Advertising etc).  Arranging the interviews with the selected candidates.  Conducting the interview and decision making The HR Role in Recruitment changed and HRM:  Decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager  Decides about the right profile of the candidate  Decides about the sources of candidates  Decides about the measures to be monitored to measure the success of the process A traditional role of HR in Recruitment was an administrative part of the whole process. As the job market gets more and more competitive.  Short-listing and identifying the prospective employee with required characteristics. the main role of Human Resources is to make the recruitment process more attractive and competitive on the job market. The role of HR in Recruitment is very important as HRM is the function to work on the development of the recruitment process and to make the process very competitive on the market. but the real impact of HRM to the performance of the whole recruitment process was minimal. Preparing the job description and person specification. . the clearly defined HR Role in Recruitment will be growing quickly. But as the role of Human Resources in the business was increasing. the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. HRM is not a function to conduct all the interviews today. The HRM was responsible for maintaining the vacancies advertised and monitored.

motivated and flexible human resource that can help achieve its objectives. Jr. HR outsourcing helps the HR professionals of the organisations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts. time and money on the routine work.  It extends to the whole Organization.  To structure the Recruitment policy of company for different categories of employees.  A recruitment agency provides you with career counseling which renders a crystal clear picture of what are the possible career options out there for you and which job option suits you the best.  It covers workers. Objective of HR  To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives.  Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. sites and works appointments all over India. Middle Management and Senior Management cadres.  To analyses the recruitment policy of the organization.  To provide a systematic recruitment process.Scope of HR Recruitment:  HR jobs are one of most important tasks in any company or organization. . Clerical Staff. who are aligned with the expectations and they can fit into the organization quickly. recruitment is seen as the cost incurring process in an organization. Advantage of Outsourcing Recruitment/Hiring of Consultancy Traditionally.  Recruitment serves as the first step in fulfilling the needs of organizations for a competitive.  Recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Management.  To compare the Recruitment policy with general policy.  The recruitment process exists as the organization hire new people. Officers. It covers corporate office.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations.  A satisfied and. outsourcing provides business opportunities to the service providers. hence. operational flexibility and competitive advantage Therefore outsourcing helps both the organisations and the consultancies to grow and perform better. The advantages accruing to the corporate are:  Turning the management's focus to strategic level processes of HRM  Accessibility to the expertise of the service providers  Freedom from red tape and adhering to strict rules and regulations  Optimal resource utilisation  Structured and fair performance management. The major advantages of outsourcing performance management are: Cost Reduction Result Qualitative/Quantitative Hiring of consultancy Time saving of Company Focus Management Effort Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as well as the consultancies that provide the service to the corporate. highly productive employees  Value creation. . enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise. Apart from increasing their revenues.

the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role. knowledge of the market. the assess to the suitable and talented candidates and the structured recruitment processes. technologies and the penetration and increasing use of internet. According to a survey amongst top employers. most of them agree with the growing influence of technology and the Internet on the recruitment processes. With an already saturated job market. the candidates. To retain their position as the service providers in the recruitment market. understanding of the requirements. agencies or intermediaries are witnessing a boom in the demand of their services.Changing Role of Recruitment Intermediaries: Recruitment consultancies. cocoordinating interviews. To retain and maintain their position in the recruitment market. one of the major threats faced by this industry is the growing popularity of e-recruitment. and most importantly. the emerging popularity of the job portals is also growing. 70 per cent of employers reported the use of application portal on their company‟s official website. functions and the services. both by the employers and the job seekers. the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future. the recruitment intermediaries are providing vale added services to the organisations. The recruitment intermediaries save the organisations from the tedious of weeding out unsuitable resumes. posting vacancies etc. With the changing demand. give them an edge over the other sources of recruitment. Despite of the growing use of the internet. But at the same time. the recruitment consultancies or the intermediaries are facing tough competition. Apart from that. making their services more efficient. They are incorporating the use of internet and job portals. But the fact that the intermediaries or the consultants are able to provide their expert services. . up to 40 percent savings in the recruitment costs. economies of scale. the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers.

 Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes.  The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes. unbiased.Recruitment Management System Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organisation. The features. automated and interactive interface between the online application system. It is one of the technological tools facilitated by the information management systems to the HR of organisations. the unsolicited applications. . payroll and other systems. solutions and optimizing the recruitment processes to ensure improved ROI.  Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company. Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. the final decision making to the main recruitment process. accurate and reliable processing of applications from various applications.  Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.  Recruitment management system provides and a flexible.  Recruitment management system facilitates faster. outsourcing recruitment. Just like performance management. the recruitment department of the company and the job seeker.  Helps to reduce the time-per-hire and cost-per-hire.  Offers tolls and support to enhance productivity. functions and major benefits of the recruitment management system are 4explained below:  Structure and systematically organize the entire recruitment processes.

HR Recruitment Process .


Closure & Follow up  Negotiate offer acceptance  Execute Reference check. selection & Presentation of Offer  Facilitate interviews with the client  Obtain feedback  Participate in decision making process  Provide inputs on candidate's desired compensation 5. Client need assessment  Define objectives and specifications  Understand client's business and culture  Understand the job/position specifications  Understand roles and responsibilities of the prospective candidate  Develop a search plan and review with the client 2. Candidate assessment and Presentation  Screen and evaluate candidates  Personal Interviews with Candidates wherever possible .assess skills. interest level and cultural fit  Discuss the shortlist with the client and send resumes 4. you‟re getting in current organization? How much you‟re expecting form new organization? How the notice period you required if you are selected? Why did you want to resign from your previous job? . Candidate interview.1. Compensation & Job Level Discussions  Coordinate Joining Formalities and on boarding as per predefined date  Closing review to understand client's level of satisfaction. Candidate Identification  Identify target sources  Extensive organization mapping. HR Telephonic Interview Questions:       Tell me about yourself? Tell me about your job profile? How much current CTC. research & database search of the profile  Provide status report to client about the available talent pool 3.

 Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. HR department or professionals are not thanked for recruiting the right employees and performers. ability to find and match the best potential candidate for the organisation. where the practices like poaching and raiding are gaining momentum.recruitment. Therefore.HR Challenges in Recruitment Recruitment is a function that requires business perspective. The recruitment process should also be cost effective. The process should be flexible. The major challenges faced by the HR in recruitment are:  Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times. diplomacy.  Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. The HR professionals – handling the recruitment function of the organisation. expertise. Even if the organisation is achieving results. In an already saturated job market. HR should maintain the timeliness of the process  Lack of motivation – Recruitment is considered to be a thankless job. the changes taking place across the globe.e.are constantly facing new challenges. In the last few years. . sources of recruitment. competition in the market etc. adaptive and responsive to the immediate requirements. i. HR professionals are constantly facing new challenges in one of their most important function. They have to face and conquer various challenges to find the best candidates for their organisations. the job market has undergone some fundamental changes in terms of technologies.

Research Methodology .

Sample Design: A complete interaction and enumeration of all the employees was not possible so a sample was chosen that consisted of 25 employees. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. KIND OF RESEARCH The research done by EXPLORATORY RESEARCH This kind of research has the primary objective of development of insights into the problem. going through the records of the organisation.RESEARCH is a „careful investigation or inquiry especially through search for new facts in any branch of knowledge‟. The research was taken by necessary steps to avoid any biased while collecting the data. collected facts of data. Secondary Data: Data was collected from web sites. The data has been collected from both the sources primary and secondary sources. METHODOLOGY OF STUDY: The project is a systematic presentation consisting of the enunciated problem. The questionnaires were carefully designed by taking into account the parameters of my study. analyzed facts and proposed conclusions in form of recommendations. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. . formulated hypothesis. DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to employees. etc.

How will data be analyzed? . 1 2 3 4 5 6 7 8 What is study about? What is study being made? Where will the study be carried out? What type of data is required? Where can the required data be found? What will be the sample design? Technique of data collection.Tools of Analysis: The data collected from both the sources is analyzed and interpreted in the systematic manner with the help of statistical tool like percentages. RESEARCH DESIGN: A research design is the arrangement of the condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source and be what procedures. A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems.

Data Analysis And Interpretation .

Question 1: What form of interview did you prefer? Most of the manager Prefer Personal interviews.The analysis of the data is done as per the survey finding. The percentage of the people opinion were analyzed and expressed in the form of charts. 30% prefer to take telephonic interviews where as only 20% goes for video conferencing and rest 10% adopt some other means of interviews. . The data is represented graphically in percentage.

Question 2: What source you adopt to source candidates? Candidate Referral Advertising Candidate Job Portal Referral 10% Advertising 5% Job Portal 85% Source: Compiled from questionnaire data Interpretation: This analysis indicates that most of the respondent i. 85% responded for Job Portal.e. 10% responded for Candidate referral and 5% responded for Advertising. . Question 3: How many stages are involved in selecting the candidate? / How many Question you are asking during the Telephonic interview round? Four One 10% 5% One Two Three 40% Two 45% Three Four Most of the Executives Prefer two stages of interview. 40% prefer to take three stages interviews where as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

. Question 5: Does the organization clearly define the position objectives. 15% prefer Data where as only 5% goes for software to source a candidate. requirements and candidate specifications in the recruitment process? No 5% Yes No Yes 95% This analysis indicates that most of the respondent i. 95% responded for Yes and 5% responded for No.e.Question 4: How do you track the source of candidate? Data 15% Software 5% Software Online Online 80% Data Most of the Executives 80% prefer online.

15 mins more than 15 mins This analysis indicates that most of the respondent i.e. Question 8: What are the basic questions you ask to the candidate? . whereas 10% responded for 10 – 15 mins and rest 10% responded for more than 15 mins. 60% responded for 1 to 5 minutes.15 mins 10% 5 . Question 7: Do you follow different recruitment process for different grades of employees? No 5% Yes No Yes 95% This analysis indicates that most of the respondent i.e.10 mins 20% 1 .5 minutes 5 .Question 6: What is the average time spent by executives during recruitment (each candidate)? more than 15 mins 10% 10 .5 minutes 60% 1 . 20% responded for 5 to 10 mins. 95% responded for Yes and 5% responded for No.10 mins 10 .

Question 10: Is there any provision for evaluation and control of recruitment process? . Question 9: Do you have any system to calculate cost per recruitment? Yes No 70% No Yes 30% This analysis indicates that most of the respondent i. 100% responded for asking all the basic questions.e.Current Job Profile Current / 0% Expected CTC 0% Notice Period 0% Experience (Total / Relevent) 0% Experience (Total / Relevent) Current / Expected CTC All of the Above 100% Current Job Profile Notice Period All of the Above This analysis indicates that the entire respondent i. 70% responded for No and 30% responded for Yes.e.

e.No 55% Yes 45% Yes No This analysis indicates that most of the respondent i. 55% responded for No and 45% responded for Yes. Question 11: Is there any facility for absorbing the trainees in your organization? No Yes 70% Yes No 30% This analysis indicates that most of the respondent i. THEORITICAL FRAMEWORK: THEORIES REGARDING RECRUITMENT . 70% responded for Yes and 30% responded for No.e.

As per Behling et al. Pay package. According to this theory. the choice of organization by a potential employee depends on objective assessment of tangible factors such as. Location. reputation of the organization and other similar factors plays an important role. Opportunity per career growth. the following three theories of recruitment have been evolved:  Objective factor theory  Subjective factor theory  Critical contact theory These theories can be explained as follows: Objective Factor Theory It assumes that the applicants are rational. Accordingly. Critical Factor Theory . These subjective factors are.RECRUITMENT IS TWO WAY STREET: It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom to recruit and whom not. As per this theory. Subjective Factor Theory The decision making is dominated by social and psychological factors. Nature of work and Educational opportunities. there are three ways in which a prospective employee makes a decision to join an organization. The status of the job. educational qualification. Personal compatibility for the position. The employer according to this theory considers certain factors among others. Competence and Best fit. years of experience and special qualification/experience. compatibility of individual personality with the image of organization is decisive factor in choosing an organization by individual candidate seeking for employment.

This will help to influence their working conditions thereby making them to be effective at work. In such cases.The critical factors observed by the candidate during his interaction with the organization play a vital role in decision making. Recruiter being in touch with the candidate. certain critical factors observed by the manager during interview and contact with personnel of the organization will have profound influence in his decision process. Hence. In production. for actual or anticipated organization vacancies but also searching for prospective employee. It must be noted that. This theory is more valid with the experienced professionals. promptness of response and similar factors are important. In such cases. it could be assessed that workers output will increase due to certain objectives of motivating them through regular payment. candidates have variety of choices and he is the master of his choice. In such a case. There are instances when a candidate is unable to choose an organization out of alternative based on Objective and Subjective factor(s) listed above. the theoretical base given above by Behling et al was mostly influenced by the working condition which existed in developed countries like The United States of America and European countries. This is due to many reasons such as limited contact and insufficient data with regards to the organization or its own inability to analyze and come to ant conclusion. the potential organization is in a better place to choose the candidates from the many available. grab whatever organization call him or her for employment. candidates have little choice and such. servicing and clerical jobs. In such a situation. Problems arise when unemployment rate is high and the number of those seeking for jobs far exceeds the vacancies that exist. the recruitment process should be that of filtering and re-distributing potential candidates not only. candidates have little choice to be offered the job in . From Behling‟s review. In this case. The theoretical base given above cannot be applied in developing countries except in hid paid jobs where higher skills and better knowledge are the prerequisites. In these countries. unemployment is where the number of job seekers far exceeds the vacancies. vacancies are many and there is scarcity of suitable hands unlike in developing countries like Cameroon where vacancies are less and hands are more resulting to large scarce unemployment.

influence. right (qualified) employees should be placed in the right positions and as a result. P-O fit would be used to gauge integration with organizational competencies. the process should be to filter and re-discover their potentials. situational analysis. . A common measure of the P-O fit is workplace efficacy. a worker who works more efficiently as an individual than in a team will have a higher P-O fit for a workplace that stresses individual tasks (such as accountancy). Personality–Job Fit Theory The personality–job fit theory postulates that a person's personality traits will reveal insight as to adaptability within an organization. etc. These tasks are mitigated by workplace environs. Competencies can be assessed using various tools like psychological tests.for example. motivation. competency based interview. By matching the right personality with the right company workers can achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction. In practice. Due to the subjective factor of a candidate being best fit for the job. The Individual is assessed on these competencies. When this happens. and co-worker respect. Though they possess the knowledge. which reveals efficacy. This also referred to as a person–environment fit. it will lead to an increase in productivity. If the Individual displays a high P-O fit. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. Employees are more likely to stay committed to organisations if the fit is 'good'. we can say that the Individual would most likely be able to adjust to the company environment and work culture. it is not the best procedure to determine whether his output will increase or decrease but it should be assessed from the critical factor observed during interview and the contact with the personnel of the organization that will influence his productivity and his decision making. education.the institution. the rate at which workers are able to complete tasks. and would be able to perform at an optimum level.

Findings. Limitation . Conclusion. Suggestions.

the limitations of the company‟s employees remaining are equally applicable. the company do utilize internet sites for the recruitment process and for finding the talent candidate  According to survey it is observed that the company are utilizing the job description in order to make screening process more efficient Limitation of the study: The study is subjected to the following limitations  The study is based on the data provided by the company statements so. Recruitment differs from company to company for each category.FINDINGS  According to the Survey.  In some cases data is collected from the companies past records.  According to the Survey. .

personal and technical skills need to be tested for employees . legal and scientific. SUGGESTIONS  Time management is very essential and it should not be ignored at any level of the process. new idea enters in the company.  Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more which needs to be reduced. The recruitment should not be lengthy. To some extent a clear picture of the required candidate should be made in order to search for appropriate candidates. Recruitment is fair.  Communication.  Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood.CONCLUSIONS     Polices adopted by EMC are transparent.


org/wiki/Recruitment https://www.  Research Methodology -C.C.wikipedia.Kothari.naukrihub.html http://www. Gankar (2004).Subba Rao.Memoria.emc.B Mamoria and S.za/01/index.co.B.php?option=com_content&task=view&id=19&Itemid=34 http://en.com/meaning-of-recruitment.co.in/ http://www. Himalaya Publication.R. Subba Rao.  Personnel and Human Resource Management – P.com/ BIBLIOGRAPHY  C.google.fempower.  Personal Management .WIBLIOGRAPHY http://recruitment.P.V.  Essentials of HRM and IR . Personal Management Text and Cases. Himalaya Publication .

telephonic interviews ( c. 10 to 15mins. video conferencing ) d. Data ( ) Question 5: Does the organization clearly define the position objectives. d. 2 c. Advertising c. Software b. Candidate referral b. Online c. More ( ) Question 4: How do you track the source of candidate? a. Personal interviews b. Yes b. Question 1: What form of interview did you prefer? a. c. 1mins to 5mins. More ( ) . Job portals ( ) Question 3: How many stages are involved in selecting the candidate? / How many Question you are asking during the Telephonic interview round? a. 3 d. 4 e. 5 to 10 mins. No ( ) Question 6: What is the average time spent by executives during recruitment (each candidate) ? a. Other Question 2: What source you adopt to source candidates? a.Questionnaire on Recruitment Process Name – Company’s name – Designation – DateNote – Please fill the appropriate option. requirements and candidate specifications in the recruitment process? a. 1 b. b.

Yes b. No b. Yes ) Question 8: What are the basic questions you ask to the candidate? a. No b. No ) Question 11: Is there any facility for absorbing the trainees in your organization? a. Current CTC/Expected CTC c. Job Profile d. Yes. please specify – ) Question 10: Is there any provision for evaluation and control of recruitment process? ( a. Yes b.Question 7: Do you follow different recruitment process for different grades of employees? ( a. No ( ) . Experience (Total/Relevant) b. Notice period e. All the Above ( ) Question 9: Do you have any system to calculate cost per recruitment? ( a.

Personal interviews b. Candidate referral b. Advertising c. Job portals ( ) Question 3: How many stages are involved in selecting the candidate? / How many Question you are asking during the Telephonic interview round? a. More ( ) Question 4: How do you track the source of candidate? a. Data ( ) Question 5: Does the organization clearly define the position objectives. Software b. requirements and candidate specifications in the recruitment process? a. 4 e. 5 to 10 mins. More ( ) . Online c. 1 b. Yes b. 1mins to 5mins. video conferencing ) d. d. 3 d. c. Question 1: What form of interview did you prefer? a. No ( ) Question 6: What is the average time spent by executives during recruitment (each candidate) ? a. 2 c. 10 to 15mins. telephonic interviews ( c.Questionnaire on Recruitment Process Name – Company’s name – Designation – DateNote – Please fill the appropriate option. Other Question 2: What source you adopt to source candidates? a. b.

Yes b. All the Above ( ) Question 9: Do you have any system to calculate cost per recruitment? ( a. Current CTC/Expected CTC c. No b. No b. Yes ) Question 8: What are the basic questions you ask to the candidate? a.Question 7: Do you follow different recruitment process for different grades of employees? ( a. Yes. please specify – ) Question 10: Is there any provision for evaluation and control of recruitment process? ( a. Notice period e. No ) Question 11: Is there any facility for absorbing the trainees in your organization? a. Job Profile d. Experience (Total/Relevant) b. No ( ) . Yes b.

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