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India is growing one of the economies and growing at average growth rate about 8
-8.5% different sectors of the economy have been a lot in this growth. Particula
r service sectors and manufacturing sectors the growth rate registered service s
ectors between 2007-09 was about 35- 45%. BSNL establish in year 2000 BSNL is wo
rlds 7th largest telecommunication company. Comprehensive range of telecomm servi
ce in india.this project attempt to understand the Recruitment and Selection pro
cedure/practices of BSNL organizational efficiency depends upon the kind of peop
le working for the organization.recuitment means, according to FLIPPO,Recruitment
is the process of searching for prospective employees and stimulating and encou
raging them to apply for jobs in an organization. Selection means it is a process
choosing the most suitable person out of all the applicants in this process, re
levant information about applicants is collected through a series of steps so as
to evaluate their suitability for the job to be filled. In short,be can say tha
t right people at right place and right time for right work is required. This pr
oject is an attempt to understand recruitment and selection process of BSNL for
the purpose of data collection; organizational, manual records were used. Person
al interview of all concern responsible for recruitment and selection was conduc
ted. Primary data was used as well for the purpose of data collection and analys
is of collected. On the basis of collected data conclusion was done at certain p
oints have been recommended which is present in the conclusion and recommendatio
n part is respectively. As a part of the curriculum of our BBA Kind semester, I
undergo our final project in BSNL.Our topic is concerned with the policy of recr
uitment in an organistion.This

project project work provides me an opportunity to understand the companys recrui

tment policy and its necessary requirements etc. I analyze various detriments af
fecting recruitment process adopted by the company discover sources of manpower
to meet the requirement of the staffing schedule and to employ them attracting t
hat manpower in adequate numbers facilities effective selection for right kind o
f jobs. Therefore .we have chosen this topic to evaluate whether recruitment is
actually necessary for the organization and if so then to what extent.

The main objective of our study is to insure the quality of companys selection an
d recruitment process. Along with we consider the following point as a object du
ring our studies:
1: To identify companys sources of recruitment. 2: To take feedback from employee
s on existing system

RESEARCH METHODOLOGY:To conduct any research a scientific method must must be fo

llowed the universe of study is very large in which is difficult to collect info
rmation from all the the sampling method has been followed study ,t
he analysis is based on primary as well as secondary data. 1:-PRIMARY SOURCES:Pr
imary data was collected using an appropriate questionnaire and observing it 2:SECONDARY SOURSES:The secondary data was collected from companies training polic
y documents, official records. 3:-QUESTIONNAIRE:It is the set of question which
is to be filled up by the respondents for their answers. We have also prepared d
uring our study for the purpose of collection of primary data. Questionnaire des
igned were of multiple choice and of ended of nature. 4:-METHOD OF ANALYSIS:The
tool of analysis adopted by us is the column chartsandpie charts which we have prepa
red on the basis of my questionnaire. Methodology can be defined as a systemic w
ay of approaching a problem to identify the truth and for this certain step shou
ld be taken in a systematic order and these steps are called methods.

Research methodology is a process of planning, acquiring, analyzing and dissemina

ting relevant data and information. The use of right methodology is necessary bec
ause if the right methods are not adopted and thoughts are not arrange in a logi
cal order the exact truth might not be expressed. Thus the methodology means cor
rect arrangement of thoughts and knowledge. WHY RESEARCH IS REQUIRED Conceptuall
y, the purpose of research is to discover the answers for the questions through
application of scientific procedures. The main aim of the research is to find ou
t the truth which is hidden and which has not been discovered yet. Through each
research study has its own specific purpose, but generally researchers are done:
To gain familiarities with a phenomenon or to achieve new insights into it. To
determine the frequency with which something occurs or with which associated wit
h something else. To test the hypothesis of casual relationship between variable
s. To take appropriate decisions. Research is a careful and systematic effort of
gaining new knowledge. Research is an original contribute on to the existing st
ock of knowledge making for its advancement; it is pursuit of true with the help
of study, observation, comparison and experiment. In short the search of knowle
dge through objectives and systematic method of finding solution to problem is r
RESEARCH DESIGN: The research design is the plan, structure and strategy of inve
stigation conceived so as to obtain answer to research questions and to control

The definition of three important terms plan, structure and strategy. The plan i
s an outline of the research scheme on which the researcher is to work. The stru
cture of the research is a more specific outline or the scheme and the strategy
shows how the Research will be carried out, specifying the methods to be used in
collection and analysis of data. Research design is the specification of method
s and the procedure fro acquiring the information needed. It is the operational
pattern or framework of the projects that stipulate what information is to be co
llected from which sources by the procedures. The importance of research design
lies in the fact that it makes a statement of what is to be done in order to ach
ieve the research objectives and how it is to be done. It is an expression of wh
at of the research exercise in terms of results and the analytical input needed
to convert data into research findings. A design may be quite suitable in one ca
se but could not fit in some other research problem. One design cannot serve the
purpose of all types of research problems. Also most of the research problems a
re complex in nature and cannot be solved by a specific research design. Hence a
combination of research design is used to reach a solution. The research design
when chosen correctly prevents deviation in the study. The present study is the
cross sectional descriptive type with fields study and partly casual in nature
as it seeks to find out consumer behavior with respect to mobile and correlate t
hem with income, age, education, professions etc. and formulate marketing strate
gies based on the study. SAMPLING AND SAMPLE DESIGN: It is not possible to exami
ne every item in the population hence interferences is drawn about a large numbe
rs of items possessing a particular attribute based on based analysis of fractio
n of such items. It is called a sample. For developing a sampler design followin
g points need to be discussed with regard to the present study

POPULATION: In statistical usage the terms population is applied to any finite c

ollection of individuals. It has displaced the orders terms universe. It is aggr
egate of all elements possessing certain specified characteristics which need to
studied and defined prior to sample. Population can be finite if units can be c
ounted or infinite. Since the present study is done in Bareilly, The population
is finite. Population can be defined in terms of elements, sampling units, exten
t and time. In this study, the specifications will be as follows: 1. 2. Element
Sampling Units : : People BSNL office
ELEMENT: An Element is the unit about which information is collected. It provide
s the basis for analysis. It identifiable physically. In the present study the e
lement is dealer having a good knowledge about the service. (Regarding Brand) SA
MPLING UNIT: The sampling unit is the basic unit containing the element of the t
arget population. The sampling may be different from the element. It can be eith
er geographical unit (state, district etc.) or social unit (Household, family, c
lub etc.) or a construction unit (enclave, house, flat etc.) or it may be an ind
ividual. In the present stuffy, a sample of distributor is selected in the three
stages. First of all a sample of cities is selected, than a sample of colonies
is selected from each selected colony after the entire distributor in it. SAMPLE
FRAME: A sample frame could be a telephone directory, a list of block and local
ities of a city, a map or any other list consisting of all the sampling units, e
ach stage of sampling process requires its own sampling frame. Since the present
study undergoes two stages sampling

process, we would need two sampling frames. First a list of localities, Second a
list of distributors within the selected localities. SAMPLING DESIGN: Represent
ation of entire universe is only possible through the sampling technique. Consid
erable care has been taken in selecting the sample so that is Convenient in term
s of size and enough to represent the entire universe
Data source: Primary and secondary Research approach: Survey method Research ins
trument: Questionnaire Sampling plan: Sample unit (office) Sample size: 50 emplo
yee Sample area: Bareilly city Contact method: Personal contact

VISION To become the largest telecom Service Provider in Asia MISSION *To provid
e world class State-of-art technology telecom services to its customers on deman
d at competitive prices. *To Provide world class telecom infrastructure in its a
rea of operation and to contribute to the growth of the country s economy Financ
ial Position Bharat Sanchar Nigam Limited, the largest Public Sector Undertaking
of the Nation, is certainly on a financial ground that s sound. The Company has
a net worth of Rs. 88,128 crores (US$ 22.02 billion), authorized equity capital
of Rs. 10,000 crores (US $ 2.50 billion), Paid up Equity Share Capital of Rs. 5
,000 crores (US $ 1.25 billion) and Revenues is Rs. 38053 crores (US $ 9.51 bill
ion) in 2007-08.HeadquartersDelhi Area, India Industry Type Status Company Size
Founded Top Locations
Telecommunications Public Company Operating 10,001 or more employees 200

Chandgarh Area, India (35) Delhi Area, India (75) Bangalore Area, India (34)

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World s 7th largest Teleco
mmunications Company providing comprehensive range of telecom services in India:
Wire line, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLSVPN, VSAT, VoIP services, IN Services etc. Presently it is one of the largest &
leading public sector unit in India. BSNL has installed Quality Telecom Network
in the country and now focusing on improving it, expanding the network, introduc
ing new telecom services with ICT applications in villages and wining customer s
confidence. Today, it has about 46 million line basic telephone capacity, 8 mil
lion WLL capacity, 52 Million GSM Capacity, more than 38302 fixed exchanges, 465
65 BTS, 3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable,
50430 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5
.6 Lakhs villages. BSNL is the only service provider, making focused efforts and
planned initiatives to bridge the Rural-Urban Digital Divide ICT sector. In fac
t there is no telecom operator in the country to beat its reach with its wide ne
twork giving services in every nook & corner of country and operates across Indi
a except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and
North-eastern region of the country. BSNL serves its customers with its wide bo
uquet of telecom services. BSNL is numereuno operator of India in all services i
n its license area. The company offers vide ranging & most transparent tariff sc
hemes designed to suite every customer. BSNL cellular service, CellOne, has 55,1
40,282 2G cellular customers and 88,493 3G customers as on 30.11.2009. In basic
services, BSNL is miles ahead of its rivals, with 35.1 million Basic Phone subsc
ribers i.e. 85 per cent share of the subscriber base and 92 percent share in rev
enue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million Inter
net Customers who access Internet through various modes viz. Dial-up, Leased Lin
e, DIAS, Account Less Internet (CLI). BSNL has been adjudged as the NUMBER ONE I
SP in the country.

BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infras

tructure that provides convergent services like voice, data and video through th
e same Backbone and Broadband Access Network. At present there are 0.6 million D
ataOne broadband customers. The company has vast experience in Planning, Install
ation, network integration and Maintenance of Switching & Transmission Networks
and also has a world class ISO 9000 certified Telecom Training Institute. Scalin
g new heights of success, the present turnover of BSNL is more than Rs.351, 820
million (US $ 8 billion) with net profit to the tune of Rs.99, 390 million (US $
2.26 billion) for last financial year. The infrastructure asset on telephone al
one is worth about Rs.630, 000 million (US $ 14.37 billion). The turnover, natio
nwide coverage, reach, comprehensive range of telecom services and the desire to
excel has made BSNL the No. 1 Telecom Company of India.
Particulars of organization
Incorporated on 15.9.2000, vide Registration No. 55-107739,dated the 15th Septem
ber, 2000 and became entitled to commence business with effect from 19th Septemb
er, 2000. Date of incorporation: The Company (BSNL) took over the business of pr
oviding telecom services and network management throughout the country except th
e metro cities of Delhi and Mumbai of the erstwhile service providing department
s of the Govt. Of India service providing departments of the Govt. of India i.e.
, the Departments of Telecom Services and Telecom Operations i.e. 1.10.2000 purs
uant to a Moue signed between the BSNL and the Govt. Of India
Type of Company Government Company under Section 617 of the Companies Act, 1956
Administrative Ministry Govt. of India, ministry of communication and Informatio
n technology, department of telecommunications

. Details of disinvestment The entire share capital of the Company is held by th

e Government of India.
pattern Government of India is holding 100% of the share capital of the Company
Listing with Stock Exchanges Not applicable, as the BSNL is an unlisted company.
Share Capital
Authorized Capital Rs.17,500 crores, divided into1,000,00,00,000[One Thousand Cr
ores] Equity Shares of Rs.10/- each; and 750,00,00,000 [Seven Hundred and Fifty
Crores] Preference Shares of Rs. 100 each Paid Up Share Capital Shares and Rs.7,
500/- crores of Preference Share Capital. Rs.5,000/- crores of Equity
Objectives of the Company
As set out in the objects clause of the Company Memorandum of Association PROFILE
ED MOBILE TELEPHONE SERVICES BSNL is the leading service provider in the country
in the Basic Telephone Services. As of now more than 35 million Direct Exchange
Lines & more than 2.2.Million telephones in the Limited Mobile telephone Servic
es are existing. BSNL has provides a number of attractive tariff packages & Plan
s which shall further strengthen its subscriber base. 2. CELLULAR MOBILE TELEPHO
NE SERVICES BSNLs GSM Technology based Cellular Network reached a long way, cover
ing 20,836 cities/towns with a subscriber base of over 4.67 Crores as on 31st Ma
rch 2009 out of which 4.31 crores cellular telephone are in pre-paid segment 3.
INTERNET SERVICES BSNL offers Dialup Internet services to the customers by Postpaid service with the brand

name Net one, and pre-paid service with the brand name Sancharnet. The post-paid ser
vice is a CLI based access service, currently operational in 100 cities. Sanchar
net is available on local call basis throughout India to ISDN and PSTN subscribe
rs. The Internet Dhaba scheme of the Company aims to further promote Internet us
age in rural and semi urban areas To keep pace with the latest and varied value
added services to its customers, BSNL uses IP/MPLS based core to offer world cla
ss IP VPN services. MPLS based VPNs is a very useful service for Corporate, as i
t reduces the cost involved as well as the complexity in setting up VPNs for cus
tomers networking. As on 31.03.2005, your Companys total Internet customer base w
as 17,98,089 and total Internet Dhabi were 4143. A total of 708594 dial up Inter
net connections have been given during 2004-2005, against a target of 7 lakhs. B
SNL plans to give 1215980 more dial up connections during the year 2005-06. As o
n 31.1.2006, there were 2367404 internet subscribers working in BSNL net work 4.
Intelligent Network Intelligent Network Services is a service that incorporates
several value added facilities, thoroughly designed to save time and money, and
enhance productivity. At present, your company offers Free Phone (FPH),Premium
Rate Service (PRM), India Telephone Card (ITC), Account Card Calling (ACC), Virt
ual Private Network (VPN), Universal Access Number (UAN) and Tele voting In-serv
ices. With the commissioning of five Provided throughout the country. Activation
of these new In platforms had increased the sale of ITC Cards taking the figure
to Rs.265 crores in2004-05 alone. 4. BROADBAND SERVICES BSNL has launched its b
roadband services under brand name BSNL BROADBAND on 14-01-05. This offers High S
peed Internet Access with speed ranging from 256 Kbps to 8 Mbps. Ever since its
inception BSNL is Continuously expanding its broadband network in response to ev
er Growing demand of broadband service throughout India Present customer base is
3.56 million, with equipped capacity of 6.1 million. BSNL Broadband service is
available in more than 3800 cities &83000 villages. The services provided are Hi
gh Speed Internet Connectivity (up to 8 Mbps) Band width on

Demand (planned) Virtual Private Network (VPN) service over broadband Dial VPN s
ervices to MPLS VPN customers IPTV services (at present available in 66 cities G
ames on Demand Service Video tutoring service VOIP Video Surveillance service En
tertainment portal. CUSTOMER CARE BSNL, with its Endeavour for high customer sat
isfaction, has been paying great attention in this area, by means of opening of
more and more Employees Welfare Activities Commitment towards the principles of c
orporate social responsibilities is Inbuilt within the corporate philosophy of B
SNL. A very wide range the Staff Welfare Board of the Company. Assistance during
natural calamities BSNL always remains awake of its responsibility as a corpora
te citizen. When the destructive Tsunami waves struck the Indian shores, BSNL Co
mpany swung into action immediately for providing relief to those Affected in th
e coastal areas. Communication networks at the Coastal areas of Tamil Nadu, Kera
la and the Andaman and Nicobar Islands worst hit in the Tsunami - were promptly
restored within the shortest Possible time. BSNL along with the employees contri
buted an amount of Rs. 2,207 lakhs to the Prime Ministers Relief Fund. Telephone
Services were restored in record time in the flood- hit areas of Gujarat and Mah
arashtra. of welfare programmers, with a focus on the employees welfare is continu
ously implemented by

The scope of my on recruitment and selection procedure of BSNLis to provide a fram
ework which will assist manager to ensure that the company attracts, selects and
retains the most suitable candidates by by using the most appropriate efficient
, fair, open and effective methods. Our study committed to achieving equal oppor
tunities isclearly defined throughout the recruitment and selection procedure. T
HEORETICAL BACKGROUND:Introduction Recruitment is defined as a process of search
ing for prospective employees and stimulating them to apply for jobs in the orga
nization. Recruitment is defined as, a process to discover the sources of manpowe
r to meet the requirements of the staffing schedule and to employ effective meas
ures for attracting that manpower in adequate numbers to facilitate effective se
lection of an efficient workforce. Objectives Of Recruitment 1. To attract people
with multi dimensional skills and experiences that suits the present and future
organizational strategies. 2. To induct outsiders with a new perspective to lea
d the company. 3. To infuse fresh blood at all levels the organization. 4. To de
velop an organizational culture that attracts competent people to the company. 5
. To search or head hunt/head pouch people whose skills fit the companies values
. To devise methodologies for assessing psychological traits. 6. To seek out non
conventional development grounds of talents. 7. To search for talent globally a
nd not just within the company. 8. To design entry pays that competes on quality
but not on quantum 9. To anticipate and find people for positions that does not
exit yet.

SUB-SYSTEMS OF RECRUITMENT:The recruitment process consists of the following fou

r sub-functions: Finding out and developing the sources where the required number
and kind of employees will be available.
Developing suitable techniques to attr
act the desirable candidates. Employing the techniques to attract candidates.
imulating as many candidates as possible and asking them to apply for jobs irres
pective of the number of candidates require. Management has to attract more cand
idates in order to increase the selection ratio so that the most suitable candid
ate can be selected out of the total candidates available. Recruitment is positi
ve as it aims at increasing the number of applicants and selection is somewhat n
egative as it selects the suitable candidates in which process; the unsuitable c
andidates are automatically eliminated. Though, the function of recruitment seem
s to be easy, a number of factors make performance of recruitment a complex one.
FACTORS AFFECTING RECRUITMENT:The following are the 2 important factors affecti
ng Recruitment:1) INTERNAL FACTORS: Recruiting policy
Temporary and part-time emp
loyees Recruitment of local citizens
Engagement of the company in HRP
Companys si
ze Cost of recruitment
Companys growth and expansion

2) EXTERNAL FACTORS: Supply and Demand factors

Labor-market conditions

Unemployment Rate

Political and legal considerations

Social factors
Economic factors Technological
factors RECRUITMENT POLICY:Recruitment policy of any organization is derived fr
om the personnel policy of the same organization. In other words the former is a
part of the latter. However, recruitment policy by itself should take into cons
ideration the governments reservation policy, policy regarding sons of soil, etc.
, personnel policies of other organizations regarding merit, internal sources, s
ocial responsibility in absorbing minority sections, women, etc. Recruitment pol
icy should commit itself to the organizations personnel policy like enriching the
organizations human resources or servicing the community by absorbing the retren
ched or laid-off employees or casual/temporary employees or dependents of presen
t/former employees, etc. The following factors should be taken into consideratio
n in formulating recruitment policy. They are: Government policies
Personnel poli
cies of other competing organizations
Organizations personnel policies
Recruitment sources

Recruitment needs

Recruitment cost

Selection criteria and pr



stly drawn from personnel policies of the organization. According to Dale Yoder
and Paul D. Standohar, general personnel policies provide a wide variety of guid
elines to be spelt out in recruitment policy. After formulation of the recruitme
nt policies, the Management has to decide whether to centralize or decentralize
the recruitment function. CENTRALISED V/s DECENTRALISED RECRUITMENT:Recruitment
practices vary from one organization to another. Some organizations like commerc
ial banks resort to centralized recruitment while some organizations like the In
dian Railway resort to decentralized recruitment practices. Personnel department
at the central office performs all the functions of recruitment in case of cent
ralized recruitment and personnel departments at unit level/zonal level perform
all the functions of recruitment concerning to the jobs of the respective unit o
r zone.

Average cost of recruitment per candidate/unit should be relatively less due to

economies of scale. It would have more expertise available to it. It can ensure
broad uniformity among human resources of various units/zones in respect of educ
ation, skill, knowledge, talent, etc. It would generally be above malpractices,
abuse of powers, favoritism, bias, etc. It would facilitate interchangeability o
f staff among various units/zones. It enables the line managers of various units
and zones to concentrate on their operational activities by relieving them from
the recruiting functions. It enables the organization to have centralized selec
tion procedure, promotional and transfer procedure, etc. It ensures the most eff
ective and suitable placement to candidates.

It enables centralized training programmes which further brings uniformity and m
inimizes average cost of staff. MERITS OF DECENTRALISED RECRUITMENT:
The unit concerned concentrates only on those sources/places wherein normally ge
ts the suitable candidates. As such the cost of recruitment would be relatively
less. The unit gets most suitable candidates as it is well aware of the requirem
ents of the job regarding culture, traditional, family background aspects, local
factors, social factors, etc. Units can recruit candidates as and when they are
required without any delay. The units would enjoy freedom in finding out, devel
oping the sources, in selecting and employing the techniques to stimulate the ca
ndidates. The unit would relatively enjoy advantage about the availability of in
formation, control and feedback and various functions/processes of recruitment.
The unit would enjoy better familiarity and control over the employees it recrui
ts rather than on employees selected by the central recruitment agency. SOURCES
OF RECRUITMENT:The sources of recruitment may be broadly divided into two catego
ries: internal sources and external sources. Both have their own merits and deme
rits. Lets examine these. Internal Sources:Persons who are already working in an
organization constitute the internal sources. Retrenched employees, retired employ
ees, dependents of deceased employees may also constitute the internal sources.
Whenever any vacancy arises, someone from within the organization is upgraded, t
ransferred, promoted or even demoted. External Sources:External sources lie outs
ide an organization. Here the organization can have the services of : (a) Employ
ees working in other organizations; (b) Jobs aspirants registered with employmen
t exchanges;

(c) Students from reputed educational institutions; (d) Candidates referred by u

nions, friends, relatives and existing employees; (e) Candidates forwarded by se
arch firms and contractors; (f) Candidates responding to the advertisements, iss
ued by the organization; and (g) Unsolicited applications/ walk-ins. Merits and
Demerits of Recruiting people from Within:Merits :1) Economical: The cost of recrui
ting internal candidates is minimal. No expenses are incurred on advertising. 2)
Suitable: The organization can pick the right candidates having the requisite s
kills. The candidate can choose a right vacancy where their talents can be fully
utilized. Demerits:1) Limited Choice: The organization is forced to select cand
idates from a limited pool. It may have to sacrifice quality and settle down for
less qualified candidates. 2) Inbreeding: It discourages entry for talented peo
ple, available outside an organization. Existing employees may fail to behave in
the knowledge about suitability of a candidate for a position. Known devils are
better than unknown angels! 3) Inefficiency: Promotions based on length of servic
e rather than merit, may prove to be a blessing for inefficient candidate. They
do not work hard and prove their worth.

4) Bone of contention: Recruitment from within may lead to infighting among empl
oyees aspiring for limited, higher level positions in an organization. As years
roll by, the race for premium positions may end up in a bitter race.
Merits and Demerits of External sources of Recruitment:Merits Demerits 1.Wide Ch
oice: The organization has the freedom to select candidates from a large pool. P
ersons with requisite qualifications could be picked up. 2. Infection of fresh b
lood: People with special skills and knowledge could be hired to stir up the exi
sting 3. Expenses: Hiring costs could go up substantially. Tapping multifarious
sources of recruitment is not an easy task either. 4. Time consuming: It takes t
ime to advertise, screen, to test and test and to select suitable employees. Whe
re employees and pave the way for innovative ways of working. 5. Motivational fo
rce: It helps in motivating internal employees to work hard and compete with ext
ernal candidates while seeking career growth. Such a competitive atmosphere woul
d help an employee to work to the best of his abilities.

6. Long term benefits: Talented people could join the ranks, new ideas could fin
d meaningful expression, a competitive atmosphere would compel people to give ou
t their best and earn rewards, etc. suitable ones are not available, the process
has to be repeated. 7. De-motivating: Existing employees who have put in consid
erable service may resist the process of filling up vacancies from outside. The
feeling that their services have not been recognized by the organization, forces
then to work with less enthusiasm and motivation. 8.Uncertainty: There is no gu
arantee that the organization, ultimately will be able to hire the services of S
uitable candidates. It may end up hiring someone who does not fit and who may no
t be able to adjust in the new setup. METHODS OF RECRUITMENT:The following are t
he most commonly used methods of recruiting people. INTERNAL METHODS: 1. Promoti
ons and Transfers This is a method of filling vacancies from within through tran
sfers and Promotions. A transfer is a lateral movement within the same grade, fr
om one job to another. It may lead to changes in duties and responsibilities, wo
rking conditions, etc., but not necessarily salary. Promotion, on the other hand
, involves movement of employee from a lower level position to a higher level po
sition accompanied by (usually) changes in duties, responsibilities, status and
value. Organizations generally prepare badly lists or a central pool of persons
from which vacancies can be filled for manual jobs. Such persons are

usually passed on to various departments, depending on internal requirements. If

a person remains on such rolls for 240 days or more, he gets the status of a pe
rmanent employee as per the Industrial Disputes Act and is therefore entitled to
all relevant benefits, including provident fund, gratuity, retrenchment compens
ation 2. Job Posting:Job posting is another way of hiring people from within. In
this method, the organization publicizes job opening on bulletin boards, electr
onic method and similar outlets. One of the important advantages of this method
is that it offers a chance to highly qualified applicants working within the com
pany to look for growth opportunities within the company to look for growth oppo
rtunities within the company without looking for greener pastures outside. 3. Em
ployee Referrals:Employee referral means using personal contacts to locate job o
pportunities. It is a recommendation from a current employee regarding a job app
licant. The logic behind employee referral is that it takes one to know one. Emplo
yees working in the organization, in this case, are encouraged to recommend the
names of their friends, working in other organizations for a possible vacancy in
the near future. In fact, this has become a popular way of recruiting people in
the highly competitive Information Technology industry nowadays. Companies offe
r rich rewards also to employees whose recommendations are accepted after the ro
utine screening and examining process is over and job offers extended to the sug
gested candidates. As a goodwill gestures, companies also consider the names rec
ommended by unions from time to time. External (direct) Methods:1.Campus Recruit
ment It is a method of recruiting by visiting and participating in college campu
ses and their placement centres. Here the recruiters visit reputed educational i
nstitutions such as IITs, IIMs, colleges and universities with a view to pick up
job aspirants having requisite

technical or professional skills. Job seekers are provided information about the
jobs and the recruiters, in turn, get a snapshot of job seekers through constan
t interchange of information with respective institutions. A preliminary screeni
ng is done within the campus and the short listed students are then subjected to
the remainder of the selection process. In view of the growing demand for young
managers, most reputed organizations (such as Hindustan Lever Ltd., Proctor & C
able, Citibank, State Bank of India, Tata and Birla group companies) visit IIMs
and IITs regularly and even sponsor certain popular campus activities with a vie
w to earn goodwill in the job market. Advantages of this method include: the pla
cement centre helps locate applicants and provides resumes to organizations; app
licants can be prescreened; applicants will not have to be lured away from a cur
rent job and lower salary expectations. On the negative front, campus recruiting
means hiring people with little or no work experience The organizations will ha
ve to offer some kind of training to the applicants, almost immediately after hi
ring. It demands careful advance planning, looking into the placement weeks of v
arious institutions in different parts of the country. Further, campus recruitin
g can be costly for organizations situated in another city (airfare, boarding an
d lodging expenses of recruiters, site visit of applicants if allowed, etc.). If
campus recruitment is used, steps should be taken by human resource department
to ensure that recruiters are knowledgeable concerning the jobs that are to be f
illed and the organizations and understand and employ effective interviewing ski
lls. Guidelines for campus recruiting: companies using college campuses as recru
Identify the potential c
itment source should consider the following guidelines:
andidates early: The earlier that candidate with top potential can be identified
, the more likely the organization will be in a position to attract them.
various means to attract candidates: These may include providing research grant
s; consulting opportunities to faculty members, funding university infrastructur

requirements, internships to students, etc. in the long run these will enhance t
he prestige of the company in the eyes of potential job seekers.
Use effective r
ecruitment material: Attractive brochures, films, computer diskettes, followed b
y enthusiastic and effective presentations by company officials, correspondence
with placement offices in respective campus in a friendly way will help
in booting the company image in the eyes of the applicants. The company must pro
vide detailed information about the characteristics of entry level positions, es
pecially those that have had a major positive impact on prior applicants decision
s to join the company.
Offer training to campus interviews: Its better to devote more time and resource
s to train
on campus interviewers to answer specific job related questions of applicants.
ome out with a competitive offer: Keep the key job attributes that influence the
decisions of applicants such as promotional avenues, challenging assignments, l
ong term income potential, etc., while talking to candidates.
Indirect methods:1.Advertisements:These include advertisements in newspapers; tr
ade, professional and technical journals; radio and television; etc. in recent t
imes, this medium has become just as colorful, lively and imaginative as consume
r advertising. The ads generally give a brief outline of the job responsibilitie
s, compensation package, prospects in organizations, etc. this method is appropr
iate when (a) the organization intends to reach a large target group and (b) the
organizations wants a fairly good number of talented people who are geographica
lly spread out. To apply for advertised vacancies lets briefly examine the wide v
ariety of alternatives available to a company - as far as ads are concerned:
Newspaper Ads: Here it is easy to place job ads without much of a lead time. It
has flexibility
in terms of information and can conveniently target a specific geographic locati
on. On the negative side, newspaper ads tend to attract only those who are activ
ely seeking employment at that point of time, while some of the best candidates
who are well paid and challenged by

their current jobs may not be aware of such openings. As a result, the company m
ay be bombarded with applications from a large number of candidates who are marg
inally qualified for the job - adding to its administrative burden. To maintain
secrecy for various reasons (avoiding the rush, sending signals to competitors,
cutting down expenses involved in responding to any individual who applies, etc.
), large companies with a national reputation may also go in for blind-box ads i
n newspapers, Especially for filling lower level positions. In a blind-box ad th
ere is no identification of the advertising organization. Job aspirants are aske
d to respond to a post office box number or to An employment firm that is acting
as an agent between the job seekers and the organization.
Television and radio ads: These ads are more likely to each individual who are n
ot actively
seeking employment; they are more likely to stand out distinctly, they help the
organization to target the audience more selectively and they offer considerable
scope for designing ads creatively. However, these ads are expensive. Also, bec
ause the television or radio is simply seen or heard, potential candidates may h
ave a tough time remembering the details, making application difficult. 2.Third
Party Methods: Private Employment Search Firms:As search firm is a private employ
ment agency that maintains computerized lists of qualified applicants and suppli
es these to employers willing to hire people from the list for a fee. Firms like
Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria, KPMG; Fergus
on Associates offers specialized employment-related services to corporate houses
for a fee, especially for top and middle level executive vacancies. AT the lowe
r end, a number of search firms operate providing multifarious services to both
recruiters and the recruitees. Employment Exchanges:28

AS a statutory requirement, companies are also expected to notify(wherever the E

mployment Exchanges Act, 1959, applies) their vacancies through the respective E
mployment Exchanges, created all over India for helping unemployed youth, displa
ced persons, ex-military personnel, physically handicapped, etc. AS per the Act
all employers are supposed to notify the vacancies arising in their establishmen
ts form time to time with certain exemptions to the prescribed employment exchan
ges before they are filled. The Act covers all establishments in public sector a
nd nonagricultural establishments employing 25 or more workers in the private se
ctor. However, in view of the practical difficulties involved in implementing th
e provisions of the Act (such as filing a quarterly return inrespect of their st
aff strength, vacancies and shortages, returns showing occupational distribution
of their employees, etc.) many organizations have successfully fought court bat
tles when they were asked to pick up candidates from among those sponsored by th
e employment exchanges.
Gate Hiring and Contractors:Gate hiring (where job seeke
rs, generally blue collar employees, present themselves at the factory gate and
offer their services on a daily basis), hiring through contractors, recruiting t
hrough word-of-mouth publicity are still in use despite the many possibilities f
or their misuse in the small scale sector in India. Unsolicited Applicants / Walk
-ins:Companies generally receive unsolicited applications from job seekers at va
rious points of time; the number of such applications depends on economic condit
ions, the image of the company and the job seekers perception of the types of job
s that might be available etc. Such applications are generally kept in a data ba
nk and whenever a suitable vacancy arises, the company would intimate the candid
ates to apply through a formal channel. One important problem with this method i
s that job seekers generally apply to number of organizations and when they are
actually required by the organizations, either they are already employed in othe
r organizations or are not simply interested in the position.

Alternatives to Recruitment:Since recruitment and selection costs are high (sear
ch process, interviewing agency fee, etc.) firms these days are trying to look a
t alternatives to recruitment especially when market demand for firms products an
d services is sluggish. Moreover, once employees are placed on the payroll, it m
ay be extremely difficult to remove them if their performance is marginal. Some
of the options in this regard may be listed thus

Evaluation of Alternative Sources:Companies have to evaluate the sources of recr

uiting carefully looking at cost, time, flexibility, quality and other criteria
before earmarking funds for the recruitment process. They cannot afford to fill
all their vacancies through a particular source. To facilitate the decision maki
ng process in this regard, companies rely on the following: Time lapse data: The
y show the time lag between the dates of requisition for manpower supply from a
department to the actual date of filling the vacancies in that department. For e
xample, a companys past experience may indicate that the average number of days f
rom application to interview is 10, from interview to offer is 7,from offer to a
cceptance is 10 and from acceptance to report for work is 15. Therefore, if the
company starts the recruitment and selection process now it would require 42 day
s before the new employee joins its ranks. Armed with this information, the leng
th of the time needed for alternative sources of recruitment can be ascertained
before pinning hopes on a particular source that meets the recruitment objective
s of the company. Yield ratios: These ratios indicate the number of leads / cont
acts needed to generate a given number of hires at a point at time. For example,
if a company needs 10 management trainees in the next six months, it has to mon
itor past yield ratios in order to find out the number of candidates to be conta
cted for this purpose. On the basis of past experience, to continue the same exa
mple, the company finds that to hire 10 trainees, it has to extend 20 offers. If
the interview-to offer is 3:2, then 30 interviews must be conducted. If the inv
ites to

interview ratios are 4:3 then, as many as 40 candidates must be invited. Lastly,
if contacts or leads needed to identify suitable Trainees to invite are in 5:1
ratio, and then 200 contacts are made. Surveys and studies: Surveys may also be
conducted to find out the suitability of a particular source for certain positio
ns. For example, as pointed out previously, employee referral has emerged as pop
ular Way of hiring people in the Information Technology industry in recent times
in India. Correlation studies could also be carried out to find out the relatio
nship between different organizational positions. Before finally identifying the
sources of recruitment, the human resource managers must also look into the cos
t or hiring a candidate. The cost per hire can be found out by dividing the recr
uitment cost by the number of candidates hired.

SELECTION:Introduction Selection is the process of picking individuals who have

relevant qualifications to fill jobs in an organisation.The basic purpose is to
choose the individual who can most successfully perform the job from the pool of
qualified candidates. Purpose:The purpose of selection is to pick up the most s
uitable candidate who would meet the requirements of the job in an organization
best, to find out which job applicant will be successful, if hired. To meet this
goal, the company obtains and assesses information about the applicants in term
s of age, qualifications, skills, experience, etc. the needs of the job are matc
hed with the profile of candidates. The most suitable person is then picked up a
fter eliminating the unsuitable applicants through successive stages of selectio
n process. How well an employee is matched to a job is very important because it
is directly affects the amount and quality of employees work. Any mismatched in
this regard can cost an organization a great deal of money, time and trouble, es
pecially, in terms of training and operating costs. In course of time, the emplo
yee may find the job distasteful and leave in frustration. He may even circulate
hot news and juicy bits of negative information about the company, causing incalc
ulable harm to the company in the long run. Effective election, therefore, deman
ds constant monitoring of the fit between people the job. The Process:Selection is
usually a series of hurdles or steps. Each one must be successfully cleared bef
ore the applicant proceeds to the next one. The time and emphasis place on each
step will definitely vary from one organization to another and indeed, from job
to job within the same organization. The sequence of steps may also vary from jo
b to job and organization to organization. For example some organizations may gi
ve more importance to testing while others give more emphasis to interviews and
reference checks. Similarly a single brief selection interview

might be enough for applicants for lower level positions, while applicants for m
anagerial jobs might be interviewed by a number of people. Steps in Selecting Pr
Reception A company is known by the people it employs. In order to attract
people with talents, skills and experience a company has to create a favorable
impression on the applicants right from the stage of reception. Whoever meets the
applicant initially should be tactful and able to extend help in a friendly and
courteous way. Employment possibilities must be presented honestly and clearly.
If no jobs are available at that point of time, the applicant may be asked to c
all back the personnel department after some time. Screening Interview A prelimi
nary interview is generally planned by large organizations to cut the cost of se
lection by allowing only eligible candidates to go through the further stages in
selection. A junior executive from the Personnel Department may elicit response
s from the applicants on important items determining the suitability of an appli
cant for a job such as age, education, experience, pay expectations, aptitude, l
ocation, choice etc. this courtesy interview as it is often called helps the Depar
tment screen out obvious misfits. If the department finds the candidate suitable
, a prescribed application form is given to the applicants to fill and submit.
pplication Blank Application blank or form is one of the most common methods use
d to collect information on the various aspects of the applicants academic, socia
l, demographic, work related background and references. It is a brief history sh
eet of employees background, usually containing the following Things: ersonal dat
a (address, sex, telephone number) P
Marital data

Educational data
Employment Experience
Extra-curricular activities
References and Rec
endations Selection Testing In this section let examine the selection test or the
employment test that attempts to asses intelligence, abilities, personality tra
it, performance the polygraph test, Graphology and integrity test .A test is a s
tandardized, objective measure of a persons behavior, Performance or attitude. It
is standardized because the way the tests is carried out, the environment in wh
ich the test is administered and the way the individual scores are calculated- a
re uniformly applied. It is objective in that it tries to measure individual dif
ferences in a scientific way giving very little room for individual bias and int
erpretation. Over the years employment tests have not only gained importance but
also a certain amount of inevitability in employment decisions. Since they try
to objectively determine how well an applicant meets the job requirement, most c
ompanies do not hesitate to invest their time and money in selection testing in
a big way. Some of the commonly used employment tests are:
Intelligence tests Aptitu
de tests
Personality tests
Achievement tests
Miscellaneous tests such as graphology, p
olygraphs and honesty tests. . Selection Interview: Interview is the oral examin
ation of candidates for employment. This is the most essential step in the selec
tion process. In this step the interviewer matches the information obtained abou
t the candidates through various means to the job requirements and to the
simulation tests including work
sampling and the tests administered at assessment centers- followed by a discuss
ion about

information obtained through his own observations during the interview. Intervie
w gives the recruiter an Opportunity To size up the candidate personally; To ask
question that are not covered in the tests; To make judgments on candidates ent
husiasm and intelligence; To assess subjective aspects of the candidate facial e
xpressions, Appearance, nervousness and so forth; To give facts to the candidate
s regarding the company, its policies, etc. and promote goodwill towards the com
EVALUATION:Evaluation is done on basis of answers and justification given
by the applicant in the interview. PHYSICAL EXAMINATION: After the selection dec
ision and before the job offer is made, the candidate is required to undergo a p
hysical fitness test. A job offer is often contingent upon the candidate being d
eclared fit after the physical examination.
Medical examination:Certain jobs req
uire physical qualities like clear vision, perfect hearing, unusual stamina, tol
erance of hard working conditions, clear tone, etc. Medical examination reveals
whether or not a candidate possesses these qualities.
Reference Checks:Once the
interview and medical examination of the candidate is over, the personnel depart
ment will engage in checking references. Candidates are required to give the nam
es of 2 or 3 references in their application forms. These references may be from
the individuals who are familiar with the candidates academic achievements or fr
om the applicants previous employer, who is well versed with the applicants job pe

and sometimes from the co-workers. In case the reference check is from the previ
ous employer, information in the following areas may be obtained. They are job t
itle, job description, period of employment, pay and allowances, gross emolument
s, benefits provided, rate of absence, willingness of previous employer to emplo
y the candidate again, etc.Further, information regarding candidates regularity a
t work, character, progress, etc. can be obtained. Often a telephone call is muc
h quicker. The method of mail query provides detailed information about the cand
idates performance, character and behavior. However, a personal visit is superior
to the mail or telephone methods and is used where it is highly essential to ge
t a detailed, first hand information which can also be secured by observation. R
eference checks are taken as a matter of routine and treated casually or omitted
entirely in many organizations. But a good reference check, when used sincerely
, will fetch useful and reliable information to the organization.
Hiring decisio
n:The line manager has to make the final decision now whether to select or rejec
t a candidate after soliciting the required information through different techni
ques discussed earlier. The line manager has to take adequate care in taking the
final decision because of economic, behavioral and social implications of the s
election decisions. A careless decision of rejecting a candidate would impair th
e morale of the people and they suspect the selection procedure and the very bas
is of selection in a particular organization. A true understanding between line
managers and personnel managers should be established so as to facilitate good s
election decisions. After taking the final decision, the organization has to int
imate this decision to the successful as well as unsuccessful candidates. The or
ganization sends the appointment order to the successful candidates either immed
iately or after sometime depending upon its time schedule.

Employees in Bharat Sanchar Nigam Limited as on

Company payroll Contract Both
90% 10% 0%
INTERPRETATION Most of the employee are as on company payroll.

How you recruit employee?

Through internal recruitment Through external recruitment Both
20% 80% 0%
INTERPRETATION Most of the employee, recruit by external recruitment policy.

If internal,what was the procedure?

Transfer Promotion ReCall
60% 30% 10%
INTERPRETATION They prefer transfer policy to recruit external employee.

Are you satisfied with companys current recruitment policy ?

Yes No
90% 10%
INTERPRETATION Most of the employee are satisfied with recruitmnet policy.

What was the time duration between interview regarding selection in company and
getting offer letter ? One week One month Six month More than six month 0% 0% 40
% 60%
INTERPRETATION More than six month is required to final touch.

Do you think that presently number of employees is enough?

Yes No
10% 90%
INTERPRETATION In current position number of employee are less.

Does company ask you for any recommendation to recruit ?

Yes No
15% 85%
INTERPRETATION Company dont requred any recommendation to recruit.

Are you satisfy with BSNL selection and recruitment policy?

yes no
76% 24%
INTERPRETATION Most of the people are satisfy with BSNL.

The telecomm companies aims to ensure that the best candidate is selected for th
e job regardless of age,color,origin,relegion,gender achive this objectiv
e company ensures that all those who are concerned with the recruitment and sele
ction process have a clear understanding of the job to be filled. The purpose of
this policy is to ensure that the company will attract and retail the most high
ly qualified workforce available to them. All the workers of the studied organiz
ation felt that this program is beneficial in improving performance, skills, att
itude and knowledge effectively and efficiently of doing work.

1: BSNL follow both external and internal recruitment as other two companies. 2:
Selection procedure is same as in other two companies. 3: Satisfaction level re
garding recruitment policy is same in all the three companies i.e. highly satisf


After the survey we found the satisfaction level of BSNL employee is very high.
Most of the consumers go for the BSNL services. Youth feel very comfortable with
it. BSNL has been covering the entire segment. BSNL technology is very innovati
ve. A very high segment of youth goes for the name and goodwill of the BSNL.



The company should increase their service stations. More financing option should
be available. The company should provide more customer value. Follow up should
be increased. Effort should be done for developing the concept of good relations
hip with consumers. Special offer should be provided by the BSNL.

Annexure Bharat Sanchar Nigam Limited

Questionnaire (For academic purpose only) Department: Designation: Age: Name:
Q.Emploees in Bharat sanchar limited as on
Company payroll
Both Q.2 How
you recruit employee? Through internal recruitment
Through external recruitment
Both Q.3If internal, what was the procedure?
Transfer Promotion

Q.4 If external, how? Through Ad. Through Consultancy/emp Exchange Management Le

vel Supervisor Level Workers Through Labour Contractor
Q.5Are you satisfied with
e can get the opportunity
iew only Written only
ew regarding selection in
ix month

companys current recruitment policy?

No Q.6 Employe
in BSNL? After qualifying written and interview
None of them Q.7What was the time duration between intervi
company and getting offer letter?
One week One month

More than six month Q.8 what qualification is required at the time of selection?
Degree level Management Supervisor Worker Diploma /HSC level SSClevel Below SSC
Q.9Do you ask for any work experience at the time of selection? More than 10 yrs
Management Supervisor Worker More than 5 yrs More than 1 yrs Freshers
Q.10 Do you think that presently number of employees are enough? Yes Management
Supervisor Workers No
Q.11 What is the criteria to fill up the post? Through promotion Through transfe
r Through Re Call Through sources

Management Supervisor Worker

Q.12 Does company ask you for any recommendation to recruit?
u contact the informal contact names in the advertisement?


Q.13. No Did yo

If Yes, was this helpful?
If No, Why not?
Http: http: http: Philip Kotler, Marketing M

I have used the following source for finding the data

A. Research methodology
C.R. Kothari
Literature from the web site ww