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REPORT

ON
RECRUITMENT & SELECTION PRACTICES
AT CHASEUP

Submitted to:
Mam Qurat ul Ain

Submitted by:

MUJAHID ABBAS
USAMA TANVEER
ZEESHAN AZAM

ACKNOWLEDGEMENT
The project has been very useful for me in understanding the various pragmatic aspects
of the management function practice in the real world.
I express our deep sense of gratitude to Mam Qurat ul Ain (Recruitment Advisor),
for their counsel throughout our training. I would also like to express our gratitude to
all the members of Connaught Place branch for their assistance and constant
motivation.
Above all, I give our special thanks to all our faculty members who have supported me.
I am very thankful to all of them who have guided me for our project.

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EXECUTIVE SUMMARY
Chase Up was founded in 1984 as a family owned business initially selling quality
readymade garment at affordable prices. The company was considered as pioneers of
introducing the concept of modern dept store retailing in Karachi. Chase Up has always
focused on maximizing customer convenience; by providing a wide range of quality
goods and services under one roof at the prices that majority of customers can afford to
pay.
Since then the business has continued to grow and the business model has evolved
during the years up to the point where the company now falls under the category of
quality discounting in the retail sector.
Presently, the company is operating 5 stores in Karachi, selling a wide variety of
clothing, footwear, Groceries, house wares, ladies fabrics and health and beauty
products to name a few.
Chase Up plans to open more stores in Karachi and throughout the country in order to
touch more and more customers every day with its even expanding range of quality
foods at highly affordable prices.
Chase up Shopping City is a family owned department store business in Karachi,
Pakistan operating since 1984. Its core product line consists of garments for men and
women of all age groups, footwear, health & beauty products, grocery, and loose fabric
for ladies, kitchenware and house ware products and undergarments for men and
women. The grocery section is the latest addition to the different departments, available
only in two branches, Shamed-e-Milt Road and Clifton. Currently chase up is operating
4 outlets in Karachi, the business hub of Pakistan. Chase up falls into the category of
Hypermarket/Quality discounting in retail sector. The size of stores range between
6,000 to 20,000 sq. ft. and the product line varies from store to store depending on its
size. The foremost motto of Chase Up is the quality of the products. Being in the
business for decades, they are capable of providing our customers with excellent
quality products. Chase up Shopping City is a family owned department store business
in Karachi, Pakistan operating since 1984. Its core product line consists of garments for
men and women of all age groups, footwear, health & beauty products, grocery, and
loose fabric for ladies, kitchenware and house ware products and undergarments for
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men and women. The grocery section is the latest addition to the different departments,
available only in two branches, Shamed-e-Milt Road and Clifton. Currently chase up is
operating 4 outlets in Karachi, the business hub of Pakistan. Chase up falls into the
category of Hypermarket/Quality discounting in retail sector. The size of stores range
between 6,000 to 20,000 sq. ft. and the product line varies from store to store
depending on its size. The foremost motto of Chase Up is the quality of the products.
Being in the business for decades, they are capable of providing our customers with
excellent quality products. Chase up Shopping City is a family owned department store
business in Karachi, Pakistan operating since 1984. Its core product line consists of
garments for men and women of all age groups, footwear, health & beauty products,
grocery, and loose fabric for ladies, kitchenware and house ware products and
undergarments for men and women. The grocery section is the latest addition to the
different departments, available only in two branches, Shaheed-e-Milat Road and
Clifton. Currently chase up is operating 4 outlets in Karachi, the business hub of
Pakistan. Chase up falls into the category of Hypermarket/Quality discounting in retail
sector. The size of stores range between 6,000 to 20,000 sq. ft. and the product line
varies from store to store depending on its size. The foremost motto of Chase Up is the
quality of the products. Being in the business for decades, they are capable of providing
our customers with excellent quality products. Chase Up Shopping City is a family
owned department store business in Karachi, Pakistan operating since 1984. Its core
product line consists of garments for men and women of all age groups, footwear,
health & beauty products, grocery, and loose fabric for ladies, kitchenware and house
ware products and undergarments for men and women. The grocery section is the latest
addition to the different departments, available only in two branches, Shamed-e-Milt
Road and Clifton. Currently chase up is operating 4 outlets in Karachi, the business hub
of Pakistan. Chase up falls into the category of Hypermarket/Quality discounting in
retail sector. The size of stores range between 6,000 to 20,000 sq. ft. and the product
line varies from store to store depending on its size. The foremost motto of Chase Up is
the quality of the products. Being in the business for decades, they are capable of
providing our customers with excellent quality products.

Short Description
Chase up Shopping City, it is cheaper store in town where you can buy the stuff in
wholesale prices

INTRODUCTION OF CHASE UP MULTAN


Chase up has started its operations in 20 June, 2014 in Multan.
Its core product line consists of garments for men and women of all age
groups, footwear, health & beauty products, grocery, fabric for ladies,
kitchenware and house ware products and undergarments for men and
women.
Chase Up has always focused on maximizing customer convenience;
Chase Up plans to open more stores in Multan and throughout the
country in order to touch more and more customers.

ORGANIZATION PROFILE
Organization name: Chase up Year of establishment: 20 June, 2014
Founder name: M.Bashir Director names: M.Bashir, Salman Bashir, Jawad
Bashir Contact no: 061-6223105-06 Email address:
Multan@chaseup.com.pk Location: Pace and Pace shopping Mall, Chongi
#6 main Boson Road, Multan

SCOPE OF ORGANIZATION
Chase up order goods in foreign and a few local companies are actively
engaged in chain stores in the country.
Chase up economic growth, leading supermarket chains that mainly
consider to middle and upper income classes.
Customers can even remove the items from website that were selected
earlier before they place the final order.

CHASE UP VISION
Our vision is to lead and become the pioneer of retail business in Pakistan
and also provide their customers good quality products with low price. We
aim to do this by continuous innovation and improvement in the quality of
the product we carry, our business systems and process. We also strive to
contribute positively in the economic development of our country by
providing value through the concept of SOURCE TO STORE. Finally in
doing so we aim to continuously identify, and develop our human
resources to the highest possible level because we believe that business is
all about people.

MISSION STATEMENT OF CHASE UP


Our mission is to continuously develop and enrich the lives of our
customers by providing them One-Stop shopping solutions on a daily
basis. The core vision is to provide and enhance value for money in each
and every product we carry.

OUR GOALS
Our company goal is to provide good quality of products at affordable
price and offer all of its products at wholesale price with full comfort for
its customers. And also provide highly cooperative and friendly
environment to their customers.

ORGANIZATION PHILOSOPHY
It is critical to our long-term success and growth that our businesses are
managed by highly capable leaders with the low price and skillful staff to
achieve this objective, we have designed our compensation programs to
retain and motivate a large group of people. Our programs are highly
competitive in the marketplace.

ORGANIZATION PRODUCT LINE


Cosmetics
Crockery
Shoes
Garments
Jewelry
Watches
Fabric
Leather product
Grocery

RECRUITMENT AND SELECTION


Recruitment is the process by which hiring departments develop a viable applicant pool
from which hiring and promotion decisions are made. But prior to recruitment, position
description is necessary while selection includes all the activities, from the initial
screening interview to physical examination if required, that exist for the purpose of
making effective selection decisions.

POSITION DESCRIPTION
A complete, accurate and current position description is the foundation for planning and
conducting the recruitment effort. It should be
Non discriminatory- One should never express a preference for certain age, race or
national origin. In very rare case sex can constitute a bonafide occupational
qualification.
Valid- This means they are inherently job related and predict successful performance of
the job.
Defensible- This means they are recognized as legitimate in the field attached to the
position.
Objective and Measurable- It should be as objective and measurable as possible. The
more subjective qualification the greater the need to predetermine how it will be
qualitatively assessed.

RECRUITMENT
Recruitment refers to the process of sourcing, screening, and selecting people for a job
or vacancy within an organization. Though individuals can undertake individual
components of the recruitment process, mid and large size organizations generally
retain professional recruiters.
The recruitment process in Pakistan is designed in such a way that each candidate gets
the desired profile according to its own choice. Place the candidate from the right

profile, the best job recruitment agencies, the solution is the end of most Pakistan job
recruitment agencies.
The job recruitment agencies in Pakistan involves identifying those posts, preparing the
job description and person specification, advertising, management of the response, the
prequalification process, organizing meetings, conducting interviews, making
decisions, the appointment and action. This means that a lot of time and resources must
be invested before the right candidate is selected.
Most recruitment agencies in Pakistan follow three stages in the recruitment process,
which are essentially short list of application, preliminary assessment and final
interview and selection.
The recruiting Pakistan process may include a written test to judge the particular skills
of a candidate. In this case, the test must be carefully prepared, not to deviate from the
subject. Much can be found on the candidate's resume. A good presentation of his
resume is in an organized way and refined talk a lot on the individual. His mentality
and attitude can be judged according to his resume.
Then the interview, which is an important and crucial part of the recruitment process.
The person who takes the interview of the candidate must be well prepared in advance.
Concerns such as the location of the interview, the timing, structure of the question of
strategy, the style of taking the interview must be decided in advance, so that nothing is
excluded, and all subjects properly treated.
In addition, there are a number of things that must be taken into consideration in the
recruitment process. Until the final decision about a certain candidate is taken, it is
important to keep in regular contact with the candidate. The decision-making process
should not take too long to prevent candidates from taking any other occasion. An
applicant must be informed once the decision is made. He or she must say the entire
process of his appointment clearly with the details of all documents to be submitted. A
record should be kept of the candidate file for future reference.
The recruitment process must be strong and justified and shall withstand external
scrutiny. Only a good job recruitment agency with a good understanding of the area and
the process can execute the same success. In Pakistan, most of the recruitment agencies
to understand the needs of clients and candidates and they work in a planned way to
recruit people.
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GUIDING PRINCIPLES OF RECRUITMENT


Appropriate and effective recruitment strategies vary with each position. The length
and scope of the recruitment should be relevant to the position.
In setting the timeline for your recruitment, consider the wording carefully--there are
consequences to your choice.
If you specify a recruitment deadline, you may not consider any applications received
after that date.
If you indicate the position will remain open until filled, you must consider any
applications received until an offer has been extended and accepted.
If you indicate "applications received by a certain date will be assured full
consideration," you can decide whether or not to review applications received after the
specified date. When using this wording, it is critical to establish a meaningful date.
Recruitment activities should include good faith efforts to solicit a diverse applicant
pool and affirm that race, sex, age, disability or veteran status will not be used to
discriminate.
If the position is in a job group that is underutilized, by women or ethnic minorities,
additional targeted recruitment efforts should be undertaken.
All advertisements and position announcements should be consistent with each other,
reflect the qualifications identified in the position description.
Prior to recruiting for a position, ensure that you know what institutional policies and
procedures apply. Contact your HR Generalist before beginning recruitment.
If you wish to waive recruitment for faculty and unclassified positions, consult with the
appropriate HR Director or designee.

THE RECRUITMENT PROCESS


These are the main recruiting stages.
Sourcing involves 1) advertising, a common part of the recruiting process, often
encompassing multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job centers, and
campus graduate recruitment programs; and 2) recruiting research, which is the
proactive identification of relevant talent who may not respond to job postings and
other recruitment advertising methods. This initial research for so-called passive
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prospects, also called same-generation, results in a list of prospects who can then be
contacted to solicit interest, obtain a resume/CV, and be screened

Screening & selection


Suitability for a job is typically assessed by looking for skills, e.g. communication,
typing, and computer skills. Qualifications may be shown through resumes, job
applications, interviews, educational or professional experience, the testimony of
references, or in-house testing, such as for software knowledge, typing skills,
numeracy, and literacy, through psychological tests or employment testing.
In some countries, employers are legally mandated to provide equal opportunity in
hiring.
On boarding
A well-planned introduction helps new employees become fully operational quickly
and is often integrated with the recruitment process.
PITFALLS OF RECRUITMENT
Candidates can sometimes be subject to undue pressure to accept a job or position by
an overly zealous recruiter or personnel person.

SELECTION
This is the process of choosing individuals who have relevant qualifications to fill
vacant positions. The process begins when a hiring department identifies the need to fill
a position, and ends when a person is hired to meet that need. What happens in the
middle of the process includes job analysis, position description development,
recruitment, testing, and screening, corresponding with applicants, Credentials
verification, background investigations, interviewing, reference checking, physical
examinations, and the offer.
Discriminatory hiring practices could result in significant costs for the Company.
Individuals acting on behalf of the organization who fail to follow nondiscrimination
policies may face personal liability. Poorly designed or executed selection processes
will generally fail to identify the right person for the job, result in missed opportunities
or delays in accomplishing the mission of the organization, and lead to discrimination
claims. Impolite or incompetent interviewers, unnecessarily long waits, and lack of
follow-up may cause unfavorable impressions of the Company.

GUIDING PRINCIPLES OF SELECTION


The selection process exposes the organization or company to liability. Seeking training
from HR for anyone who participates in the process before beginning.
Provide reasonable accommodation in the application process to persons with
disabilities.
Use a nondiscriminatory, valid, and consistently applied selection criteria/process. Use
of a rating guide is recommended. This is a form used to rate applications for a position
based on the required and preferred qualification as defined in the position description.
Rating guides simplify the paper screening process, ensure that applications are being
evaluated against the same criteria, and provide documentation which will be used to
defend any challenged outcome.
Once it is determined that an individual does not meet the established minimum
qualifications, she must be eliminated from further consideration. If you are unclear
whether or not an applicant possesses the minimum qualifications, it is appropriate to
conduct a verification phone interview. You may also ask applicants to include a cover
letter detailing how they meet the established qualifications as part of the application
process.
Be able to justify every selection/nonelection decision with appropriate documentation
(e.g., the position description, applications/resumes, rating guides, selection criteria,
interview questions, and reference checks). This documentation should be forwarded to
HR Generalist after the search is completed.
Avoid prohibited pre-employment inquiries and interview contaminants.
Conduct reference checks as part of the selection process.
Remember that every applicant is a potential complainant.
PROHIBITED PRE-EMPLOYMENT INQUIRIES
Laws governing interviewing and selection are not intended to restrict an employer's
ability to choose the most qualified person. They are intended to ensure that employers
use criteria that are job-related and nondiscriminatory. Hiring departments and search
committees should use the appropriate guidelines to identify appropriate preemployment inquiries. Any questions regarding the appropriateness of specific
inquiries should be directed to the EO/Compliance Specialist.
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OBJECTIVES OF RECRUITMENT AND


SELECTION

Hire the right person

Conduct a wide and extensive search of the potential positive candidates

Recruit staff members who are compatible with the organizations environment
or culture

Hire individuals by using a model that focuses on learning and education of the
whole person

Place individuals in positions with responsibilities that will enhance their


personal development

RECRUITMENT AND SELECTION POLICY STATEMENT


Every position vacancy will be filled based upon a thorough position analysis
regardless of the level of the position or the extent of the search. The diversity goals of
the institution, division of affairs, and the unit will be addressed in all recruitment and
selection processes.
Units may use different processes for recruitment depending upon the circumstances
surrounding the need to fill the position, but must take steps to ensure that the values of
the profession are applied in all procedures that are used. IT Recruitment and selection
committee members should be properly trained to assume the important responsibilities
of recruitment and selection.
Supervisors should adhere to any institution-wide recruitment and selection programs.
This cannot, however, substitute for an understanding of procedures and processes from
a student affairs perspective.
Recruitment and selection should be planned, implemented, and evaluated to ensure
that each potential employee is provided equal opportunities to compete for the
position.

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COMPANY PROFILE
Chase up is not just another hypermarket. It caters to every need of a family. Where
Chase up scores over other stores is its value for money proposition for the Pakistann
customers. At Chase up, one can get the best products at the best prices that is what
they guarantee. With the ever increasing array of private labels, it has opened the doors
into the world of fashion and general merchandise including home furnishings, utensils,
crockery, cutlery, sports goods and much more at prices that will surprise you. And this
is just the beginning. Chase up plans to add much more to complete the shopping
experience. Food is the main shopped for category in this store.
Parent Company:Pantaloon Retail (Pakistan) Limited, is Pakistans leading retailer that operates multiple
Retail formats in both the value and lifestyle segment of the Pakistann consumer
market.
LINES OF BUSINESS OF THE ABOVE STORE: E-tailing
Food
Fashion
Home Solution
General Merchandise
Leisure and Entertainment
Wellness and Beauty
Books and Music
Chase up, who has about 150 outlets across the country, is also promoting small
retailers by partly having the shop-in-shop concept. The selected retailers put up their
counters and sell through the outlet. The small retailers also lower their prices as they
gain through bulk sales.
Life at Chase up is pretty self-sufficient. If you were trapped in there for a week, you
could live a good life. But to appreciate the nuances of home economics, one should try
comparing prices. The clothes especially deserve an independent feature of their own.
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The Chase up is the discount store which offers a wide range of products under one
roof. The products include apparels and non-apparels such as utensils, sports goods and
footwear. The Food Bazaar provides a range of food and grocery products ranging from
fresh fruits and vegetables, staples, FMCG products and ready-to-cook products. The
Central offers a chain of stores including books and music stores, global brands in
fashion, sports and lifestyle accessories, grocery store and restaurants.
Services:Particularly designed for the regular middle-class family that requires clothing that lasts
and doesn't burn holes into the pockets of existing clothing, this store offers good
bargains. What you won't get here is designs your friends will drool over. Checks and
stripes are like the far-end of the creative exercise here, and the best bet for the fashion
conscious would be the plain colors on display.
Chase up
1. Variety: Chase up offers a wide variety of products of different prices and different
qualities satisfying most of its customers.
2. Quality: Providing quality at low prices and having different types of products for
different income customers is another advantage.
3. Price: As noted the prices and offers in Chase up have been one of the main
attractions and reasons for its popularity. The price ranges and the products offered are
very satisfying to the customers.
4. Location: The location of Chase up has been mainly in the heart of the city or in the
out skirts giving a chance to both the City and the people living outside the city to shop.
5. Advertisements: Chase up has endorsed very popular figure like M S Dhobi and
other famous personalities which has attracted a lot of customers. This has resulted in
increase of sale and the outdoor advertising techniques have also helped Chase up.
6. Middle class appeal : Considering the fact that there are a lot middle class families in
Pakistan, Chase up has had a huge impact on the middle class section of Pakistan, the
prices, quality and sales strategy has helped in getting the middle income groups
getting attracted towards Chase up.
7. Attractive sales: Chase up has been known for its great sale and great offers. Chase
up has had long lines of people waiting to get into the store for the sale. Therefore, the
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sales that Chase up has had has increased sales in a huge way due to the sales and
offers, thus this have been one of the main advantages of Chase up.
Disadvantages:
Store layout: The store layout and the assortment of goods is not the best at Chase up,
as the quantity of goods sold is more the arrangement and assortment of goods in the
store is the greatest. Hence at times customers find it hard to find what they require,
this leads to dissatisfaction of customer.
Lower quality of goods: As Chase up aims more toward the middle income group, the
quality of goods is not of the highest quality, and this is sometimes a disadvantage as
some would prefer better quality to the price, making customers to search for different
places.
Does not appeal to the elite: As mentioned above, the main customers are middle
income and a few high income groups, the elite do not like to shop at Chase up as the
quality of goods is lower and they would prefer a higher price and get better brand, this
decreases sales from the elite class.
Not acclaimed for very good service: Chase up is not known for high class service.
The staff recruited is not very well trained and the billing queues take a long time to
move, this irritates customers which makes them visit the store more seldom.
Lower quality of goods: As the sore is trying to concentrate on the middle income
group the type of products used is not of the most superior quality and most of the
times nor branded, this may dissatisfy certain customers.
Consumer satisfaction: Long queues and lower quality leads to dissatisfaction of
customers. Due to factors mentioned above Chase up shoppers are not always satisfied,
this is not a positive for the store.

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RECRUITMENT

AND

SELECTION

GUIDELINES

OF

CHASEUP
These guidelines are also called CHASEUP RECRUITMENT RULES.
OBJECTIVE
The main objective of detailing guidelines is that the right type of personnels are
recruited, who fulfills the requisite job specifications for Recruitment including the
desirable level of qualification, skills/ experiences and competence which is essential
for the sustained vitality and growth of the organization
APPLICABLITY AND SCOPE
The guidelines shall apply to the Managerial/ Executive/ Supervisors category of
employees in the pay scale/level, as announced separately in the classification of
employees order. Detailed job specifications, required to recruit the person at various
Levels/ Grades.
RECRUITMENT
Recruitment shall be resorted for induction of talent from outside, when suitable
Candidates are not available from within the organization or upon a specific demand of
the post is such that it has to be filled up from the open market.
SOURCES OF RECRUITMENT
From within organization through Transfers;
Through Employment Exchanges
Through Placement agencies/ Consultants
Through open Market Advertisements
From Engineering /Management / Educational Institutes.
Through E-mail sources via Naukri.com etc.
Through Contractors /Suppliers etc.
Through referred cases, relatives / friends etc
General
All recruitment shall be done exclusively on merit basis only except experienced
personnel maximum age for recruitment shall be 28 years of age & Minimum 18 years.
JOB SPECIFICATIONS/ AGE AT ENTRY LEVEL
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Each person is expected to fulfill the requisite job specifications / as required for the
position before his candidature is considered for the post. Age requirement at entry
point with 10+2 qualification shall be around 20 years and for Graduate / Post
graduate / Professional Qualification shall be between 21 years to 25 years for a fresher.
The upper age limit for recruitment of experienced personnel shall normally be not
more than 45 years.
AGE OF SUPERANNUATION
Normally the age of superannuation shall be 60 years for all classes of employees. In
order to streamline the recruitment age and to ensure that no person is retiring on his
birthday, all employee shall be retiring only on first day of the next month in which he
attains the age of superannuation.
EXTENSIONS IN SERVICE
In case any employee requests for extension of services on attaining the age of
superannuation, i.e., 60 years, or management wishes to retain his service in the interest
of the organization, subject to medically fitness, the management at its sole discretion,
may grant such extension of service for one year at a time, However, a management
may also consider reappointment of a retired employee on a contract basis. However
such a person shall be entitled to a consolidated amount and contracted facilities/
perquisites only. He shall not be entitled to any other facility/perquisite as applicable to
other regular Executives/ Employees of the company of his cadre
REQUISITION FOR RECRUITMENT OF PERSONNEL
All HODs / Sectional Heads shall raise a requisition in the prescribed format, as per
sanctioned manpower and duly approved by competent authority.
STANDARD APPLICATION FORM
Candidates application screened / short listed are required to fill in the prescribed
application form in their own handwriting and submit the same to HR Department
along with a passport size photograph, photocopies of certificate and testimonials etc,
in support of their Age, Qualification, Experience conduct etc
LETTER OF APPOINTMENT:
Every candidate selected and appointed in Executive Cadre shall be issued a letter of
appointment as per the Standard Format placed.
SERVICE AGREEMENT
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Experienced personnel recruited in Executive cadre may be required to execute a


service agreement to serve the organization at least for a period of two years, after
joining the service of the company.
ANTECEDENT VERIFICATION
Each Candidate should state names along with contact address Telephone number etc of
at least 2 persons (not in relation), who can be referred by the employer to verify
candidate antecedents etc, in the application form itself, out of which one should be
preferably of immediate past employer.
SCRUITINY OF APPLIACTION
All application received from the candidates, shall initially be screened by HR
Department Recruitment section to ensure that candidate fulfills the job specifications
and there after send the screened applications to respective HOD / Requisition authority
for detailed screening and ensuring that the candidate meet their requirement and return
such screened applications back to
H R Department for further action to request and fill the vacancy.
APPLICATION BLANK FOR EMPLOYMENT
All applicants, who have been short listed for an appointment in the Company, shall be
required to complete an Application Blank for Employment in his own handwriting.

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FLOW CHART FOR


RECRUITMENT AND SELECTION IN CHASEUP
Manpower planning
Requirement Generation (Allotted Vs Actual Basis)
Internal Fitment (Job Rotation)
Recruitment (CVs screened by HR Department along with Business Head)
Selection Procedures (Initial interview by HR Department/Finalization by Business
Head/Executive Committee/CMD)
Joining and Induction
Orientation
Placement
Appraisal

Ethics in recruitment and selection at chase up


Avoiding Ethical Breaches When Conducting a Candidate Search
It is important to act ethically at all times when conducting a candidate job search, not
only out of respect for each candidate, but also to protect the integrity of the institution.
It is not uncommon for hard feelings to develop between candidate and institution as a
result of thoughtless acts or misbehavior on the part of those involved in the search
process. It is important for institutions to avoid any disrespect or malfeasance on the
part of the institution to help ensure success for current as well as future candidate

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searches. Following are some behaviors that if adopted, will help ensure a legitimate
and respectable job search:
Train all search committee members to understand and recognize the necessary
credentials for the particular position.
Acknowledge receipt of all application materials.
Do not make offers that are not honest. For example, do not tell a candidate the position
will be offered to him or her unless it has been agreed upon by the entire search
committee and the hiring authority.
Never misrepresent the position in any way.
Maintain confidentiality throughout the entire job search.
Provide the candidate with professional materials representative of the company.
Conduct open searches. If there is an internal candidate or candidates for the position,
announce this to all other candidates.
Never mislead a candidate as to his or her status in the search process.

ISSUES OF GENDER IN RECRUITMENT AND SELECTION


Do not discard applicants who stopped out to provide care for a child, or for
maternity leave.
Consider the dynamics of the interview is the candidate being interviewed in an
environment that is representative of the office environment.
Understand questions that cannot be asked regarding family, children, pregnancy, etc.
Provide medical insurance that covers the full range of medical needs of women
employees, including reproductive health care.
Provide paid sick-leave policies for employees illness and illness of spouses, lifetime
partners, dependent children, and elderly parents.
Provide life insurance, disability and pension programs that are nondiscriminatory on
the basis of gender.
Have clear and vigorously enforced sex, race and sexual orientation discrimination and
sexual harassment policies and include a statement about these policies in the
advertisement of the position.
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Before attempting to diversify a staff and make it more gender equitable, one must
tackle issues such as, gender stereotyping; discrimination in hiring, pay, and
promotions; family issues; and sexual orientation discrimination. There are five areas
critical to this process:
1. Open communication
2. A commitment to creating an inclusive environment
3. Clear preconceived expectations based on gender
4. A neutral supervisor who can observe different styles and facilities communication
when a conflict arises.
5. Training sexual harassment as well as gender issues training (It is thought that 7580% of sexual harassment complaints could be prevented by understanding gender
differences

CERTAIN DOS AND DONT IN RECRUITMENT AND SELECTION


DOS:
Be fair at the time of decision making for the final selections as well as salary.
Always cross check the references and the information provided by the candidate
Place a person according to his qualification and experience
Lessen the grievance of each employee and take decision according to natural law of
justice.
DONT:
Dont get influence by outsiders at the time of outsiders at the time of requirement
Dont be judgmental on personal basis
Dont promise anything which will go against the ethos of the organization
Interpretation:
There is a mixed reaction of this question. Around half of the departments dont know
anything in this regard. So, no clear picture can be drawn on the basis of this answer.

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CONCLUSION
According to our analysis Pantaloon Retail should use Campus placements as a source
of recruitment.
Company mainly focuses on internal sources which has its own limitations. By
focusing on Campus Placements Company can attract qualified personnel for vacant
jobs in the organization. It can facilitate the infusion of fresh blood with new ideas in to
the enterprise. This will improve the overall working of the enterprise.
For the selection of the candidate for a vacancy company should first conduct written
test and on the basis of the result of the test score interview should be scheduled for the
selected candidate.
According to the analysis company should evaluate the candidates on all the factors
(experience, qualification and family background) however greater importance should
be given to the experience and then qualification should be considered
Company should include physical examination in the selection process. After the result
of this question THE COMPANY HAS DECIDED TO INCLUDE PHYSICAL
examination in the selection process and are now getting in touch with various hospitals
to enter into a contract with them.
Certain changes should be made in Recruitment and Selection process of Chase up such
as new sources of recruitment should be entertained, written examinations should be
included in selection process and physical examination should be considered as a part
of Selection Process.

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RECOMMENDATIONS
Our study of the recruitment and selection processes at Chase up generated the
following findings:
The recruitment process at Chase up is in line with the recruitment policy of the
company. The entire process works exactly as it should according to the policy.
The recruitment process i.e. the activity of generating the pool of perspective
employees, is similar for all entry level positions. However the selection process is
unique for every position. The recruitment process at Chase up is shown in above
flowchart.
The human resources department maintains the blanket count of personal in each
department and is responsible for filling up vacant positions in all departments
throughout the organization.
The recruitment and selection activity is centralized and is conducted by the human
resources department at Chase up head office.
Different sources of recruitment for every position has been tried and tested over the
years at Chase up and at present every position has one unique source of recruitment,
which is always resorted to.
Walk-ins are always used as a source of recruitment for junior level. Chase up has
earned a good name for itself in the entire country and hence huge pool of candidates is
created through this source. However the hiring/applicants ratio is very low. This is
because a lot of unsuitable candidates also show up for interview. This leads to wastage
of time and effort.

22

Chase up can improve its recruitment and selection process with the advices mention
below and can increase the sources of recruitment for selecting the right pool of
candidates.

INTERNET SOURCES:
wikipedia.com
kumc.edu.com
hr.uchicago.com
vishalmegamart.net.com

QUESTIONNAIRE
DEPARTMENT
DESIGNATION

1. Does your company follow formal recruitment process?


a) Yes

b) No

c) Can't say

2. When does your company hires new employees?


a) Immediate need

b) Yearly basis

c) Both
3. Which sources of recruitment your company should follow?
a) Promotion / Transfer

b) Consultancy

c) Campus Placements

d) References
23

e) Any Other..
4. What criteria do you think should be used for selection process?
A) Written test

b) Personal Interview

c) Written test and Interview

d)

any

other..

5. According to you, 3 rounds of interview in Chase up are essential for an effective


recruitment process.
a) Strongly agree

b) Agree

c) Cant say

d) Disagree

e) strongly disagree

6. Were you given same job description as discussed in the Interview?


a) Yes

b) No

7. According to you on what basis candidates should be evaluated for selection?


a) Academic Qualification

b) Experience

c) Family Background

d) All of the above

8. Do you think physical examination should be included in selection process?


a) Yes

b) No

c) Can't say

9. Are you satisfied with the overall recruitment & selection process of your company?
a) Satisfied

b) Neutral

c) Dissatisfied
10. Which of the following factors mentioned below you think have beneficial effect
upon the ability of Chase up to attract & retain good employees?

24

a) Salary Package

b) Brand Name

c) Career Growth

e) Good working environment

e) Any Other..

11. According to you, the recruitment department in your organization is efficient


enough.
a) Strongly agree

b) Agree

c) Cant say

d) Disagree

e) strongly disagree

12. The salary offered at the time of interview to the candidates is at par with the
market rate.
a) Strongly agree

b) Agree

c) Cant say

d) Disagree

e) strongly disagree

13. You are satisfied with the recruitment process in your organization.
a) Strongly agree

b) Agree

d) Disagree

e) strongly disagree

14.

Suggestions

(if

any,

c) Cant say

to

improve

the

Recruitment

______________________________________________________
___________
______________________________________________________
______________________________________________________
______________________________________________________

25

Process)