ACKNOWLEDGEMENT

If words are considered as a symbol of approval and token of appreciation then let the words
play the heralding role expressing my gratitude. I would like to express my profound Gratitude
to all those who have been instrumental in the preparation of this Internship Project Reports.

First of all I thank to that Gracie God and my parents who blessed me with all kinds of facilities
that had been provided to me for completion of my report.

I would like to express my deep sense of gratitude to Dr. Col Prof. Bala Subramanian, the
President of Sri Balaji Society for providing us opportunity to learn and explore.

The satiation and euphoria that accompany the successful completion of the project would be
incomplete without the mention of the people who made it possible.

I would like to express my sincere thanks and extreme gratefulness to Ms Sutapa Adhikary
Head Human Resource of Walchandnagar Industries Ltd who was generous enough to allow
my research to be done successfully.

I also acknowledge my deep gratitude & special thanks to My Reporting Manager Ms Purva
Mashalkar Dy.Manager HR & Mr Aniket Ingle HR Executive Walchandnagar Industries Ltd,
Pune for the precious time sacrificed for guiding me to absolute of excellence.

My special thanks to all my faculties for their valuable teaching and guides that helped us to
reach the desired goal.

I am also very thankful to my entire HR Team of the Walchandnagar Industries Pune &
Walchandnagar for all time support and concern they shown.

Last but not the least I thank to my friends and all the individuals both in the organization and
outside, who helped me in innumerable ways in completing this internship smoothly and
successfully.

Nikhil Tripathi
 Self-Declaration

I Undersigned, Nikhil Tripathi hereby declare that this report is submitted as the partial
fulfilment of PGDM program BIMM, Pune and for the fulfilment of the summer
internship Program. The Project entitled “Optimising the Recruitment & Selection
Strategies & a Critical Analysis of Candidate Dropout” has been researched and
written by me undertaken at the Walchandnagar Industries Ltd, Pune.
Project submitted to Ms Sutapa Adhikary, Head HR of the Walchandnagar Industries
Ltd, Pune and reporting is done to the Ms Purva Mashalkar Dy.Manager HR & Mr
Aniket Ingle HR Executive of the Walchandnagar Industries Ltd Pune.
It is a genuine work done by me and all the facts and figures collected and analysed are
real and to the best of my knowledge and work experience.

Date
Nikhil Tripathi
BIMM (PM&HRD) MM1719656
 Table of Content

Chapter Topic Page No.

1 Title of Project
2 Certificate/Letter of Authorization
3 Acknowledgements
4 Table of Contents
5 Executive Summary
6 Contextual Background
 Industry Scenario
 Market Scenario
 Competitor Analysis
 Product/Service/Market
Studied
 Brief Company & Dept.
Profile
 Role in Company
7 Research Problem
8 Objective(s)
9 Research Question/ Hypothesis
10 Literature Review
11 Research Methodology / Design
 Research Type
 Sample Size
 Sampling Method
 Questionnaire / Interview
Format & Logic
 Data Collection Method
12 Data Analysis
Using Excel or SPSS
13 Findings & Interpretation
14 Recommendation(s)
15 Limitations (if any)
16 Future Scope of Topic
17 Conclusion
18 References / Sources
 Internet
Reference
 Journal
References
 Magazine
 Newspaper
 Books /
Textbooks
19 Appendix
 EXECUTIVE SUMMARY

The Project titled “Optimising the Recruitment & Selection Strategies & A Critical Analysis
Of Candidate Dropout” undertaken at WIL, Pune involves SWOT ANALYSIS of the current
Recruitment mechanism and also developing the prospective solutions for improvisation in
the current recruitment and selection processes.
Success of every business enterprise depends on its human resource. Finding the right man
for the right job and developing him into a valuable resource is an indispensable requirement
of every organization in fact Recruitment and selection are two important functions of the
Human Resource Department in any organization. Proper recruitment helps the line
managers to work most effectively in accomplishing the primary objective of the enterprise.
Recruitment also remains the line manager’s responsibility as the personnel requisition forms
are originated by the line personnel only, who also have the final word in the acceptance or
rejection of a particular applicant.
The Purpose of this Project was to analyse and study the reasons why candidates are not
accepting or declining a job offer. This study would give us a direction as to what exactly is
going wrong or if any expectations are not met that has to be considered by us this will help
the HR department in streamlining the Recruitment & Selection mechanism in the light of
competitive market scenario for competent candidates as well as considering the impact of
external environment in choosing his/her job, use of technology in today’s business
dynamics. The project include various key areas in the recruitment process where
organization can use automatic system and software in recruitment process for making
realistic decision and leverage the use of social media for branding the company.
Moreover gaining insight and in depth knowledge of the whole recruitment process and
making analysis about the various problems organization is facing in recruiting suitable
candidates for the company.
In a larger perspective the project intended at studying the candidate dropout after giving the
job offer as well as critically analysing the existing selection process of WIL and providing
for the potent solutions pertaining to the existing problems.
In this project I have attempted to understand the reasons for dropout and suggest some
measures, addressing directly/indirectly the issue of dropouts.
At the end designing a set of documents to be used in the recruitment and selection processes
by the company as a tool for preventing defaulting candidate.
SOME KEY DELIVERABLES ARE
1. Analysis of current mechanism and online recruitment portal
2. Sourcing of CV`s from different sources and shortlisting and taking telephonic interview
3. Assisted and lining up entire interview process
4. Maintaining MIS for recruitment
5. SWOT Analysis of Recruitment and Selection process
6. Evaluating employee database of 300 employees as per the various statutory points.
7. Forming Questionnaire set to be used as a document to be used during interviewing
candidates.
8. Assistance to HR Personnel in many other activities.
 INDUSTRY ANALYSIS
INTRODUCTION
Indian engineering industry is a diverse industry with a number of segments and can be
broadly classified into two sections namely heavy engineering and light engineering:

Indian Engineering
Sector

Heavy Light
Industry Industry

Heavy Engineering Industry

The Indian engineering industry forms the crucial backbone and have a strategic importance
to the economy owing to its intense integration with other industry segments. The heavy
engineering industry manufactures tools and machinery to support a wide range of Capacity
creation sectors like such as power, infrastructure, defence, oil and gas, refinery, nuclear,
construction, mining, chemical machine tools, to consumer durables, fertilizers, automobiles,
textiles, steel, cement etc. which are driving the demand in the engineering sector.

The Heavy Engineering Industry comprises of capital goods/machinery and equipment and
transport equipment sub-segments. In capital goods/machinery and equipment sub-segment,
there are two-sub segments namely electrical and non- electrical machinery. The electrical
machinery comprises power generation and transmission and distribution equipment like
motors and generators, switchgears, transformers and energy meters. The non-electrical
machinery segment comprises engines of all types, material handling equipment, machine
tools, textile machinery, printing machinery earthmoving machinery boilers, turbines, high-
end industrial pumps, high-end industrial compressors etc.
Contribution to the Economy

Being a part of capital goods sector which contributes 12% to the manufacturing sector. And
contributes over Rs. 25,000 cores to the economy in the form of taxes and levies. Indian
Engineering sector has witnessed a remarkable growth over the last few years driven by
increased investments in infrastructure and industrial production.

The annual production of heavy engineering goods is an estimated 2,00,000 crores. And the
capital turnover in India was around US$ 70 billion in 2017 and is expected to grow to US$
115.17 billion and add 21 million jobs by 2025.

Comparative advantage in terms of manufacturing costs, market knowledge, technology and

creativity has been a driving force for engineering exports from India.

Key Growth Drivers

Domestic revival - Revival of industry, the key end user sector, has boosted the performance
of the capital goods industry.

Pick up in infrastructure spending – Another key determinant of the demand for

capital goods is the gross investment undertaken in the economy. Government’s
emphasis on power and construction sector has seen increased demand for capital
goods.

Outsourcing story- Engineering companies exhibit huge potential for direct exports and
outsourcing. Global manufacturing companies are preferring India as an outsourcing
destination due to its lower labour cost and better designing capabilities.
Government Initiatives
The sector has been de-licensed and enjoys 100 per cent FDI inflows which worth approx.
US$ 3.39 billion during April 2000 to December 2017.
With the aim to boost the manufacturing sector, the government has relaxed the excise duties
on factory gate tax, capital goods, consumer durables, vehicles etc.

The approval of significant number of special economic zones (SEZs) across the country.
The development of the Delhi Mumbai Industrial Corridor (DMIC) across seven states is
expected to further bolster the engineering sector.
Initiatives like ‘Make in India’, major international players have entered the Indian
engineering sector due to significant growth opportunities.

Future Ahead
India on its quest to become a global superpower has made significant strides towards the
development of its engineering sector. India became a permanent member of the Washington
Accord (WA) in June 2014. The country is now a part of an exclusive group of 17 countries
who are permanent signatories of the WA, an elite international agreement on engineering
studies and mobility of engineers.
The Government of India has appointed the Engineering Export Promotion Council (EEPC) as
the apex body in charge of promotion of engineering goods, products and services from India.
INDUSTRY STATISTICS
 SETH WALCHAND HIRACHAND
(1882 – 1953)

Visionary Industrialist, Patriot & Our

Founder

Seth Walchand Hirachand’s life was truly a

triumph of persistence over adversity.

Sardar Vallabhbhai Patel

INTRODUCTION

Walchandnagar Industries Limited (WIL) is an ISO 9001: 2008 certified Indian company
with global presence and diversified business portfolio in Projects, Products and High-tech
Manufacturing. Carrying more than 100 years of Engineering Excellence legacy, WIL has
established its name as one of the best in its operational areas. WIL is known for pioneering
achievements in Indian engineering industry and for its contribution to nation building
activities. WIL is a listed company on the BSE and NSE stock exchanges in India.
WIL has a strong engineering, project management and manufacturing infrastructure to
undertake projects and supply of machinery and equipment, in the fields of Nuclear Power,
Aerospace, Missile, Defence, Oil & Gas, and Steam generation plants, Independent power
projects, Turnkey Cement plants, Mineral Processing,BulkMaterial handling and Turnkey
Sugar plants. WIL has a large proven reference list of satisfied customers across the world.
 Debutanizer Column (Process equipment) being
Dispatched to OIL Assam from Walchandnagar

Dignitaries from ISRO present at the ground-

breaking ceremony of the new Aerospace
Equipment Testing facility at Walchandnagar

Founder Seth Walchand Hirachand’s 134th birth

anniversary being commemorated at
Walchandnagar by Mr G. K. Pillai, MD & CEO

Scientific Adviser to Raksha Mantri,

Dr. G. Satheesh Reddy reviewing facilities and
Capabilities at Walchandnag
 Key Companies
Established
Walchandnagar
Industries Ltd (WIL) Hindustan Shipyard Hindustan Aircraft
•Pioneer in Shipbuilding Industry Company
•Heavy Engineering
•Project Execution •Pioneer in Aircraft Manufacturing
•Hi Tech Manufacturing

Premier Automobiles Hindustan Construction Scindia Steam Navigation

Limited Company Company
•Pioneer in Automobile •India’s leading construction •Pioneer in Maritime Shipping
Manufacturing Company
 Pioneering Technological & Industrial Achievements

First ever

 Indigenously built Sugar project

 Company to export Sugar machinery and complete Turnkey
project from India
 Export of complete Cement plant with largest ever Kiln
manufactured by any Indian company
 Independent Power project based on municipal solid waste
in India.
First to export Sugar
machinery from India
First to Manufacture

 Critical components for Nuclear Reactor

 Main propulsion gear boxes for Indian built Navy Frigates
 Components for Satellite launch vehicle for ISRO
 Critical components for 235 MW & 500 MW Nuclear Power project
 One of the largest Optical Telescope in Asia
 Critical components for India’s first Moon mission “CHANDRAYAAN-
 Major critical components for India’s Intercontinental ballistic missile
(ICBM) program “Agni V”.
 Critical components for India’s first Mars mission”MANGALYAAN”.

BUSINESS AREAS Critical components for

Chandrayaan Moon mission

 CEMENT PLANT&MACHINERY
 DEFENCE&MISSILES
 FOUNDRY
 GEAR BOXES
 INSTRUMENTATION
 MINING&METALS
 NUCLEAR POWER
 POWER PLANTS & BOILERS
 AEROSPACE
 SUGAR PLANT & MACHINERY STEAM & POWER GENERATION
 SUCCESS STORIES

 3 Continents and over 20 Countries

 40+ years of association with DAE, NPCIL, BARC, ISRO &
Indian navy
 80+ Greenfield sugar projects commissioned
 100+ Cement plants commissioned worldwide
 540+ Boiler installations worldwide
 600+ EPC / Semi Turnkey / Turnkey projects executed
 3400+ Centrifugal machines supplied international
 6500+ Gearboxes supplied globally.
 WIL MANUFACTURING FACILITIES

Precision Instruments at Dharwad

Heavy Engineering at Walchandnagar

Foundry at Satara Dahej Planned Shore based Facility (Gujarat)

CSR PRACTICES BY WALCHANDNAGAR INDUSTRIES SINCE 1934

 Named after the founder, Walchandnagar is a well-designed township having all civic
amenities
 Located 26 Km from main Mumbai- Hyderabad national Highway and 6 Km from state
High Way Baramati-Indapur
 Spread over 157 acres of land, includes 50 acres of factory area.
 A cosmopolitan Township with a population of approx. 15,000
 Well established infrastructure
 Established primary schools in each Agricultural Estate
 English and Marathi Medium High school in Walchandnagar
 A 70 bedded modern hospital
 Modern Sports facilities both outdoor and indoor
 Senior citizen park, children play park
 Banks/ATM centers etc.
 Rural Education
 Imparting free education to under privileged children and establishing schools up to
Higher Secondary grade
 Rural Health care
 Conducting free health and eye check-up camps as well as blood donation camps
 Supply of filtered drinking water and providing adequate sanitation facilities.
 Environment
 Conducting tree plantation drives and other activities such as waste recycling and
energy conservation.

 To maintain pollution free atmosphere and to spread awareness about environment

protection, the Company actively undertakes tree plantation involving school children
and social institutions.

BUSINESS DIVISIONS & FUNCTIONAL AREAS

 •Sugar Plant and Machinery
•Power Plants & Boiler
•Cement Plant & Machinery
EPC / •Nuclear Power
Turnkey •Coal Handling
•Mining & Metals
•Steel Plant Equipments
•Process Equipments

•Defense
Hi Tech •Aerospace
Manufacturing •Missile
•Nuclear

Engineering •Gear Boxes

•Foundry
Products •Precision Instruments

•Complete range of process,

mechanical, piping, electrical
Engineering instrumentation and civil
Services engineering
•Areas – Nuclear, Energy ,
Defense, Aerospace, Agro
 RESEARCH PROBLEM
Today’s business scenario is very different than what it was a decade ago. Gone are the days
when the candidates used to accept the offer without negotiating for salary or anything else
Reasons being various for this depending on situation like job availability, qualifications of
candidates, availability of suitable candidates, the economic stability etc. use to continue with
their organization all their life. Job hopping has become very common today because of
number of players in market, competition and focus on growth and sustainability; also the
expectations of employees have changed over a period of time.

One of the issues that HR faces is of dropouts. This is an important issue and needs attention
because recruiting involves investing of lot of time, cost and efforts in terms of advertising
finding a suitable candidate then arranging process and conducting interview, by the
recruiting department. It is essential to find out or understand the reason for not accepting a
job offer. It will also help understanding the mind set and perceptions of the candidate and
take measures or make changes taking into consideration their expectation.

It’s no secret that we are living in a candidate-driven market, with demand to fill open
positions far outstripping supply in many different industries. This means recruiters are
facing an increasingly demanding and competitive talent market with many recruiters going
for the same candidates.

Therefore the reasons are very subjective and varied for a candidate to decline an offer.
Therefore this study is an attempt to find out reasons and what are the factors that affect a
decision of a candidate regarding job offer. And also to find out few factors that contribute
majority and what can be done to reduce the impact of these factors.

The Problem to be researched revolves around the problems organization faces in

recruitment and selection process.

 Candidate accepting the job offer and rejecting it on a later stage (Candidate dropout).
 Using the job offer as a negotiating tool with other companies or their current
organizations.
 OBJECTIVES OF STUDY

• To study about the factors affecting recruitment and propose a potent solution in
order to improve the current process to make it more effective.

• To evaluate the shortcomings of the recruitment process and suggest probable areas
of improvement for the same.

• To estimate the rate of effectiveness of the selection process such as interview, tests
etc.

• Finding out possible ways to reduce the candidate dropout.

• To understand the candidate experience and suggesting possible ways to improve it.

LITERATURE REVIEW OF THE STUDY

INTRODUCTION

In the rapidly changing and fast moving business environment, Recruitment and selection
Strategies are critical in creating competitive efficiencies in all aspects of the Recruitment
cycle.
In order to harness the human energies in the service or organizational goals, every HR
manager is expected to pay proper attention to recruitment and selection activities in an
organization.
This Project is a tool to strengthening and streamlining the existing Recruitment and selection
practices that are helpful in reducing the candidate dropout savings department resources and
time. This Research study also provide catalyst to ensure that the hiring process works
efficiently as it is an important part of recruitment and talent management in the organization.
The world's best companies have established their strength with their people. The employees
identify themselves with the company they are working for. This also helps in building up
their spirit, morale and espirit-de-cops which becomes strength of the company. There are
certain ways that are to be followed by every organization, which ensures that it has right
number and kind of people, at the right place and right time, so that organization can achieve
its planned objective.
 RECRUITMENT AND SELECTION

RECRUITMENT
Recruitment can be defined as searching for and obtaining a pool of potential candidates with
the desired knowledge, skills and experience to allow an organisation to select the most
appropriate people to fill job vacancies against defined position descriptions and
specifications.

The purpose of the recruitment process is to find the widest pool of applicants to provide the
greatest opportunity to select the best people for the required roles in an organisation.

Acquiring the best applicants for a role can be a competitive advantage for an organisation
whereas ineffective recruitment and selection can result in enormous disruption, reduced
productivity, interpersonal difficulties and interruptions to operations, customer service and
long term costs.

SELECTION

Once a pool of candidates has been identified through the recruitment process the most
appropriate candidate, or candidates are identified through a selection process including but
not limited to interviewing, reference checking and testing. The purpose of the selection
process is to ensure that the best person or people are appointed to the role or roles using
effective, fair and equitable assessment activities.

RECRUITMENT STRATEGY
Having an effective recruitment strategy is paramount to the success of any organisation. The
recruitment and selection function can become a costly and inefficient process if not
approached in a systematic and proactive manner. A recruitment and selection strategy:

 Ensures the organisation has the necessary skills, knowledge and attributes to meet current
and future strategic and operational requirements
 Ensures supply meets demand requirements
 Increases the pool of potential applicants
 Improves the selection process by ensuring that only those applicants that meet the
requirements of the position are selected for further investigation
 Can impact on the likelihood that a suitable candidate will accept a job offer
 Increases organisational effectiveness

FACTORS AFFECTING RECRUITMENT

INTERNAL
o Size of the Organization
o Recruitment Policy
o Image of the Organization
o Job Profile

Advantages
o Familiarity with one employees
o Better use of talents
o Economic Recruitment
o Improve Morals
o Motivation

Disadvantages
o Limited choice
o Discourage Competition
o Stagnation Of skills
o Conflicts

EXTERNAL
o Demographic Factors
o Labour Factors
o Unemployment situation
o Labour Laws

Advantages
o Open Process
o Availability of vast talents
o Better Opportunity
o Healthy Competition

Disadvantages
o Expensive and time consuming
o Unfamiliarity with the organization
o Discourage the existing employee
 FACTORS AFFECTING CANDIDATE CHOICE IN A JOB
OFFER

o Competitive pay and compensation

o Location
o Climate Factors
o Culture factors
o Flexibility in work and in life
o Future prospects
o Value proposition from his job
 RECRUITMENT PROCESS DIAGRAMME

Requirements CV
CV Shortlisted
Submission
For Interview

Job Requisition To Dept&HR

Sent HEAD

2nd Level
Candidate Selection
Screening Process

Recruitment
Planning

Candidate
Recruiting Manager
Interview with
HR Dept Shortlisting Dept Head OR HR
Candidates CV Head OR BOTH

Database
Mining & CV
Sourcing Screening
Selection
Decision

Employee Boarding
Joined & Position Job Offer
Closed
 RECRUITMENT PROCESS FOLLOWED IN WIL
HIRING AUTHORIZATION REQUEST
The entire recruitment process starts with the present and future manpower planning
in the organization by the line managers of the particular department.
 Line managers send a job request to the HR manager which is approved by the CEO
 Job requisition along with the JD (job description) is sent to the HR manager.

INTERNAL RECRUITMENT
 Candidates may be identified from internal database
 Through the MIS with all the details of the employee’s suitable candidate for the job
can be selected for the required job.

EXTERNAL SOURCING
 HR manager source the profiles through the job portals (Naukri.com)
 Sourcing is done, keeping in mind the job description which include (KSE)
Knowledge, Skill and Experience required for the job.
 The previous organization where the candidate worked or still working should have
an important role in sourcing.
 As it a Gear motor manufacturing company, the sourcing should be focused on the
profiles which have a link with gear and Transmissions.
 The matching profiles is saved and HR executives create a Tracker in MS-Excel for
their references.
 The candidates profile in tracker will be contact by the HR executive to know the
interest of the candidate.

JOB CONSULTANCIES
 Sending job description to the consultancy agencies
 Sourcing the suitable profiles through the discussion with the consultancy agency HR
manager and listing the screened profile

SHORLISTING PROFILES
 Creating a snap shot of the profiles with the details of their previous job profile,
experience, Skills and Notice period.
 Shortlisting the profiles by discussing between the HR manager with the line
managers
 Selecting the list of the candidates for the interview by contacting them and
determining their interest level.

INTERVIEWS
 Interview is a process, where the well qualified candidates can be viewed internally
regarding their actual interest and knowledge about the job
 Following up the shortlisted candidates and scheduling their appointment for the
interview.

LINE MANAGER INTERVIEW/TECHNICAL INTERVIEW

 Line managers will be conducted the technical interview for determining their
Candidates skills, knowledge for the particular job.
 It should be thoroughly verified that the skills which he have been mentioned in the
Job portal and the curriculum vitae are same and true.
 Numerical reasoning test
 The numerical reasoning test is designed to measure not so much the mathematical
ability but more the ability to quickly and accurately analyse numerical data, interpret
graphic data, identify critical issues, and logically draw conclusions from numerical
data.

HR HEAD INTERVIEW
 Second level of interview will be conducted by the HR Head where the candidate is to
get the (RJP) Realistic Job Preview
 Personality and communication of the candidate should be tested
 HR manager will let the candidate to make clear about the organizational
environment.

CANDIDATES FROM CAMPUS RECRUITMENT

 Manufacturing Company also recruits students through the campus recruitment. The
interview level and tests will be quite different from the general recruitment process.
As the candidates are fresher’s, their skills will be determined in a simple way than
complicated process.
APTITUDE TEST
 Aptitude test for the students in campus interview is based on psychometric test which
includes Logical reasoning, General English grammar, Mathematical knowledge etc.,
 GROUP DISCUSSION (GD)
 The student’s level of confidence should be tested as they are new to the
organizational environment. The position they used to sit, Gestures, Body language,
the way of responding to others will be identified as it plays a major role in
organizational behaviour.

TECHNICAL / PANEL INTERVIEW

 Technical skills of the candidates will be tested by framing the questions technically
(e.g.) Questions related to the Unigraphic NX, Auto CAD, Design, JIT, Kanban etc.

REJECTION
 In manufacturing industry, the selection process is the discrete selection process,
where the candidates will not be rejected in between any levels of interview. This is
because, the candidate will not be good in one aspect but he/she will be good in other
all aspects. The information of rejection will be passed only after the final interview.
 It is the duty of the HR Manager to give feedbacks to those candidates, who are not
selected with some motivational speech. It is mandatory because the company’s
reputation will be reflected in its selection process.

SELECTION
 The HR manager will follow up the selected candidate and make them to ready for
further proceedings.
 The rejected candidate should be given feedback and the company’s image should be
prevented by motivating them and sending off.

SALARY NEGOTIATION
 Discussion should be made with the selected candidates regarding the salary package
depends upon their experience.
 Identify and implement cost savings and safety initiatives.
 Adapt machine or equipment design to factory and production conditions.

BACKGROUND VERIFICATION
 Verification about the selected candidate by the HR manager through the references
(i.e.) there previous employers, whom the employee mentioned in interview
application form.
 The candidate’s behaviour in the previous organization and their reason for leaving
the organization
 Two or Three references should be given by the candidate.

OFFER LETTER
 HR manager should issue the offer letter to the candidate
 Appointment date, venue and all other allowances should be mentioned.
 It will also include the salary package, Superior authority to whom the candidate
should report, tasks, rules and regulations of the company.

PRE-EMPLOYMENT MEDICAL TEST

 The selected candidates should be send for Medical examination
 Physical fitness, eye sight and eligibility to perform the job should be determined and
it should be filed.

CONFIRMATION FROM THE CANDIDATE

 HR manager should follow up the candidate through the telephonic calls and to get
the confirmation of acceptance of offer through the mail.

ONBOARDING (END OF RECRUITMENT)

 Induction program made up by the HR manager
 Making the candidate to be socialized into the organization. In simple words, on
boarding is the reporting of the candidate to the job. It paves the way for socialization.

Some of the consequences of candidates backing out are:

 The hiring process has to be restarted

 Time spent on waiting for the candidate to join is wasted
 Delay in timeline of organisation’s goals
 Costs of hiring shoots up
 Demotivates recruiters
Walchandnagar Industries Ltd
Pune

RESEARCH METHODOLOGY
Introduction

This chapter explains how the research was conducted. It starts with a brief definition of
research, the design, strategy, then followed by the method and procedures that were used in
collecting data:, the population, sampling size and sampling technique, data collection, data
analysis and limitations.
Sources of Data
The researcher used both primary and secondary sources of data for the study.
Primary Method

Firstly I will be doing Primary Research:-

To give an insight into the process of recruitment being followed at WIL
What are the problems or challenges involved in the recruitment process at WIL
The data collected through questionnaire is compiled & put into the form of graphs, tables
& percentage.
Secondary data was collected through
Internet
Books
Case Studies, journals of the company
Informal discussions with the employees of the company who gave valuable suggestions
Sampling Technique
The researcher adopted simple random sampling for the study.
Research Design: The research design used is descriptive. Pie charts, bar diagrams have
been used.

Sampling design:
Target Population Employees (Executives) in all department. Of Pune Walchandnagar
Corporate Office.

Sample Size 50

The researcher used both descriptive and analytical type of research design for
his research study. The main objective of using descriptive research is to
describe the state of affairs as it exists at present. It mainly involves surveys and
fact finding enquiries of different kinds. The researcher used descriptive
research. Descriptive research and exploratory research in the field of
Recruitment.
The Structured questionnaire is used as the research instrument for the study.
Questionnaire Design:
The Structured questionnaire is used as the research instrument for the study. In
Which all the questions are predetermined before conducting the survey. The
form of question is of both closed and open type.
The scales used to evaluate questions are:
Dichotomous scale (Yes or No , Can’t Say)
Likert 5 point scale (Strongly Agree ,Agree Neither Agree Nor Disagree,
Disagree, Strongly Disagree)
Open Ended Questions (Multiple items)
Close reflection of these questions will throw some important insights on what can be done to
prevent dropouts among offered.

Quality of their candidate experience

Help us assess the effectiveness of our hiring process
The most effective hiring process components
The weakest hiring process components
Suggested additions to the process
Improving the interview process
Improving the candidate experience
Attraction factors that caused candidates to apply
candidates Process components that left a negative or discouraging impression
 Major reasons for dropout as per company records:

Major Reasons For Dropout

15

25
65

Salary Location Personal Issues

Analysis & Interpretation

As we can see that major reasons as stated by employee is salary company have a very
limited control on candidate demand for increased salary as the company is coming out of
financial crisis still it cannot afford CTC more than what have been incurred on outgoing
employee as it will not suit as per the financial capability increasing its manpower budget
moreover company cannot discourage its salary policy for filling a position.

Therefore to avoid dropouts in this situations HR Executive should make a note of salary
issue/doubts is communicated by the employee well before the interview process so that
company will take more options into consideration for the positions.

As far as location issue is concerned candidate should be well informed of the job location
and his consideration regarding location should be accessed. Moreover if a job involves lot of
travelling that should be also communicated to the candidate well in advance during the
telephonic interview itself.

As far as personal issues are concerned there can be number of issues like

 The current organization is promoting them or making a massive counter offer.

 The change scares the candidate they developed cold feet and aren’t ready for the
changes.
 A personal emergency disables them from joining the company.
 The candidate may be having other offers and would be evaluating the merit of our
offer against them.
Issues like as mentioned above does occur and every company put his best to retain their
talent from providing increased salary to giving increments and promotions every possible
step is been taken by their current employer to retain them.
WHY DO PROFESSIONALS GIVE THEIR RESIGNATIONS?
Limited growth at the company
Professionals have a strong desire to grow at a company, and a lack of growth opportunities
is one of two top reasons why employees leave a job.so I the growth opportunities are made
clear with the job offer it will add a value in the candidate job offer.
Feeling underpaid
Salary is another top reason. Employees can easily find out what their peers in other
companies are earning, which makes them acutely aware of their market value. Offering
competitive salaries and other benefits can thus motivate them to stay
No longer challenged
Good employees don’t want mindless work; they want to be engaged with their work and feel
like they are continuously learning. Showing them fresh challenges and setting new goals will
add value.
Feeling undervalued
Employees want recognition for their work. When a company ignores an employee’s
accomplishments, they may seek value elsewhere, such as with a new job.
Corporate culture no longer fits
This may be the most difficult cause to fix.
However, promoting open communication in the workplace among managers and employees
can bolster retention rates.

Dropout Position Wise in WIL

Junior Level Management Post

Middle Level Management Post

0% 10% 20% 30% 40% 50% 60% 70%

Analysis & Interpretation

Past 6 months data as per company records shows that Junior Management level positions are
more declining the job offer. Whereas Middle level Management post are less likely to
decline a job offer.
Moreover it has been observed from the RAW Data of the company dropout candidate
database. Candidates been rated highly good in the assessment by their interviewer in the
interview evaluation sheet are more likely to decline the offer that means they are competent
candidate and some of them must be considering our offer as a secondary choice and
searching for more job options as per their suitability therefore the Recruitment Executive
must take a note and should keep other competent candidates on hold until and unless he/she
joins the company.
A candidate always analyses the job offer at his best and it does happen that they are in a
psychological dilemma therefore proper communication about job opportunities as well as a
value proposition must be communicated to the prospective candidate so as to clear his
doubts and apprehensions if any.

Top 10 Reasons Employees Stay with Company for a longer

duration
0% 5% 10% 15% 20% 25% 30%

Career Development
Job Charachteristics
Work Enviorment
Compensation& Benefits
Work-Life Balance
Management Behaviour

Retirement
Other
Relocation
Well-being

Analysis & Interpretation

Academic Research shows that Career Development is why Employees Leave and Stay
Longer in any organization so if we are able to show the prospective candidate a path for
their career growth opportunities it is enough to make him/her to convince them to make
decision for the job offer given.
 Dropout For Job Location
30%

28%
25%
26%

20% 22%

15%
14%
10%

5%
6%
4%
0%
Pune W'Ngr Satara Dharwad Vizag Others

Analysis & Interpretation

As we can see that most of the dropouts are for Pune location which has around 150
employees since it’s a corporate office therefore positions here are versatile in nature and
therefore dropout in corporate office is addressed easily. Whereas Walchandnagar, Satara,
Dharwad, Vizag all are plant location. Dropouts in any plant locations may directly affect the
productivity on the shop floor therefore there is a need to minimise the dropouts in the plant
locations. What can be done here is company may put candidate options on hold for urgent
vacancies till the offered candidate have not joined the company.

Satara Foundry Division have high number of Dropouts owing to its small amount of
workforce high dropout is a major issues that can directly hamper productivity there.

QUESTIONNAIRE ANALYSIS & INTERPRETATIONS

Q1) What are the Attraction factors that motivated you to work in the Walchandnagar
Industries?
 Key Attraction Factors
0% 5% 10% 15% 20% 25% 30% 35%

Goodwill 28%

Career Growth 26%

Learning Opportunities 30%

Culture 16%

Analysis & Interpretations

As we can see here present employees find Learning Opportunities & Career Growth to be
most important factor while working in the organization. Followed by Goodwill Company
strong corporate culture standing by its ethical values being a 110 Years old Company has its
own brand image outshining against its competitors well.

Culture is also a factor which is been considered by many employees sound ethical practices
and a whole lot of CSR activities by the company helps in building a strong corporate culture.

Offering candidate a strong company reputation and high quality benefits and learning
opportunity together with a strong corporate and ethical culture will give a candidate a
wholesome wonderful experience from the company. The Organization should leverage its
branding strategies focusing more on these above mentioned topics.
Q2) Communication regarding job profile and opportunity for the position for which you were
being considered was clear to you.
60%

50%

40%

30%

20%

10%

0%
Strongly Agree(%) Agree(%) Neither Agree Nor Disagree(%) Strongly Disagree(%)
Disagree(%)

Analysis & Interpretation

Analysis shows employees agree with what was communicated to them by their interviewer
stands true on their work and job profile even the opportunities related to their work horizon
was also been told which means that employees are been communicated well about their job
role and job opportunities.

Q3) The Recruiting Executive interacted and communicated with you to personally clear your
apprehensions & doubts.

50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Strongly Agree(%) Agree(%) Neither Agree Nor Disagree(%) Strongly Disagree(%)
Disagree(%)

Analysis & Interpretations

A candidate should be comfortable enough while approaching and talking to the Recruitment
Executive freely. Analysis shows present employees mostly agree that Recruitment Executive
interacted well with the candidate well to clear their apprehensions and doubts during the
recruitment process what can done more here is that the recruitment executive can make the
prospective candidate more interactive to know about the candidate insights related to the
company interview process etc. Company can ask the candidate to fill An Interview feedback
Form once he/she is done with the interview. This will help the company to make any
changes additions or corrections on their hiring process so as to make the candidate
experience better.

Q4) During the interview process, you were been asked questions that were relevant to the
role offered?

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
Strongly Agree(%) Agree(%) Neither Agree Nor Disagree(%) Strongly Disagree(%)
Disagree(%)

Analysis & Interpretations

Analysis shows that most of the employees consider the interview process to be work based
that means the interviewer judge the competency of the prospective candidate well during the
interview. What more can be done Is interviewer can make the interview processes more of
an interactive session so that even the prospective candidate is also able to evaluate his on the
job apprehensions then and there so that there are no doubts in his mind after the interview
and running around Recruitment executive to seek answers for his doubts. Even during the
interview, giving the chance to communicate information about your relevant skills,
experience, and career goals. Will also help us to know what he feels about the job and
opportunities.
Academic Research has shown that many idle sitting candidates are applying for the job just
to check their own competency and later declining the job offer any which ways the company
reimburse the cost incurred by them so it’s a win-win situation for some defaulting
candidates.morever company cannot do much in this regard. Apart signing a legal
undertaking before and after interview process. A sample as an candidate EXPECTATIONS
& UNDERTAKING FORM.

Q5) The job description given during the recruitment process is relevant to your current job
role.
60%

50%

40%

30%

20%

10%

0%
Strongly Agree(%) Agree(%) Neither Agree Nor Disagree(%) Strongly Disagree(%)
Disagree(%)

Analysis & Interpretation

As we can see that most of the current employees agree that the Job Description are relevant
with what they are dealing in there day to day working life. It becomes very important for JD
to be relevant because JD are been show with the job advertisements in the Job Boards and
Portals where the candidate have its first look and then make up his mind for that job and
then apply if during the interview which happens much after in the hiring process. JD
mismatched with the job role and practicalities explained it will be a loose-loose situation for
both candidate and the company therefore it is must that the Line Managers or the department
head whosoever issues the job requisition must contain an UPDATED JD so that it is well
communicated with the candidate and matches with the current job role expected out of
candidate.

Q6) Walchandnagar Industries Ltd as a brand was projected to you during your selection?
 50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Strongly Agree(%) Agree(%) Neither Agree Nor Disagree(%) Strongly Disagree(%)
Disagree(%)

Analysis & Interpretations

Analysis shows that Walchandnagar Industries as a brand image standing out against its
competitors in its field. Company achievements etc. where been told or been known by the
candidate. Many present employees believe that they knew about the company brand image.
But very few employees strongly agree with it so there is gap in our company branding and
there exist a urgent need to develop a strategic approach towards branding the company
image so that prospective candidate whosoever seeking the information about the company
have access to it on Web Media. Many of the brief steps that can be done to leverage the
employer branding is discussed in the project.

Q7) Which part or process of the recruitment do you believe needs improvement?

Process Coordination&Communication

No improvement Required

Onboarding Activities&Process

Selection Process

0% 5% 10% 15% 20% 25% 30% 35%

Analysis & Interpretations
Recruitment comprises of many activities running in a congruence manner which makes it
effective. As we can see that present employees have agree with the Process Coordination &
Communication part that can be improved as far as process coordination is concerned.
Process coordination is extensively done only during the interview process and after
interview process. therefore much of changes needed to be addressed in the communication
regard communication regarding job role, organisation, and hierarchy under org chart can be
communicated to the prospective candidate so that he well knows where and at which
position he lies in the organization and he is comfortable enough with that position on the
job.
Many Employees have also recognised the need to leverage our on boarding activities since
the company is suffering from financial crisis on boarding and training activities are
restricted but in future the company should adapt a set of on boarding and training activities
for each job position in the company. Moreover employee engagement activities should also
be done in the organization in future.

PROSPECTIVE SOLUTIONS

CANDIDATE EXPECTATION THESE DAYS

WHY A CANDIDATE REALLY BACK OUT FROM A JOB OFFER?

Whenever The candidate himself is in a state of psychological dilemma, he starts exploring
about the opportunity from various internal and external trusted sources. He even approaches
some of the employees of the new organisation to know more about the internal state of
affairs.

INTERNAL REASONS (CAUSE ARISING WITHIN THE COMPANY)

 The interview process isn’t engaging enough
 The candidate isn’t excited about the company
 The candidate is influenced by his/her peers who had a bad experience with you
 They rethought their position on the job role

EXTERNAL REASONS (CAUSE IS BEYOND OUR CONTROL)

 The current organization is promoting them or making a massive counter offer
 The change scares the candidate they developed cold feet and aren’t ready for the
changes.
 A personal emergency disables them from joining the company.
 The candidate may be having other offers and would be evaluating the merit of your
offer against them.

REVAMPING COMPANY CAREER WEBSITE&BUILDING AN

OUTSTANDING CANDIDATE EXPERIENCE

Since candidate experience is directly tied to recruiting performance, it becomes a

vital element to take into consideration. Social media and employer review sites have
radically augmented the size and dynamics of our social and professional circles. My
research suggests that the news of a bad candidate experience can reach faster and
farther than we thought.

Candidates today are highly likely to take the digital loudspeaker and tell others about their
travails and bitter trysts with companies or recruiters. Glassdoor and similar websites, are
examples where negative reviews can really hit our standing as an employer. While it is
essential to address bad reviews as quickly as we can, there are several other things we can do
to deliver an outstanding candidate experience.
DEVELOPING CANDIDATE PERSONAS

A little bit of introspection and self-awareness about their educational and professional
backgrounds, aspirations, strengths, weaknesses, ambitions, fears, challenges, proficiencies,
attitudes, and possible complaints about the company or the job profiles in question should be
accessed and evaluated.

CREATING AN EMPLOYER BRANDING

Candidate experience being a major factor directly linked with employer branding.

Presenting an all-round brand experience is the key to attracting top talent in India. From the
very first point of contact leading up to the interview, the applicant must
Have a very good picture of your organization culture. Branding videos, employee
testimonials, and advertisements on social media and job listings is what needs to be
developed to get that message across.
Our company website is giving the true picture, is easy to navigate, and most importantly, has
a great ‘Careers’ section. Include pictures of the team and the workplace to show candidate a
true picture of how it is to work in WIL and when the inquiries and applications start pouring
in, we make sure to live up to the promises we have made as a brand. Investing in a strong
employer brand will give us a major advantage in attracting top talent.
76% of companies said that Social Media was their main channel when it came to
communicating their employer brand.

SETTING CLEAR EXPECTATIONS AND EXEMPLIFY FAIR-

MINDEDNESS

 What can a prospective employee expect to learn?

 What kinds of projects will he/she get to work on?
 How do you fare on the work-life balance scale?
 What is the scope of growth within the organization?
It is important to answer these questions and explain the same to the candidate. Nobody is
naïve enough to expect a company that allows employees to take multiple leaves every
month, because candidates do want to know what they are getting into.

DEVELOPING AN EFFECTIVE FEEDBACK SYSTEM

After every stage of the interview process, it is essential to keep the applicant in the loop
about what is going on and what the next step will be. Even if a candidate fails to meet your
requirements, send out an email conveying your honest feedback about how he/she can
improve and perform better at future interviews.
A humanized and candid feedback can make sure your reputation as an employer is
maintained, and the chances of unnecessary negative reviews are reduced (apart from well
and truly engaging the applicant).

ADDRESSING BAD REVIEWS PROACTIVELY

Our standing as an employer or recruiter can really take a massive hit because of negative
reviews on Glassdoor and other websites. Keeping a track of such reviews, informing
candidates that you are aware of such criticisms, and taking proactive steps to address the
issue is the best way to address this issue.

FEEDBACK MUST BE TAKEN ON THESE ASPECTS:-

 The interview process

 Wait times
 Hiring manager
 Overall experience
 Major Sources of Recruitment
80%

70%

60%

50%

40%

30%

20%

10%

0%
Naukri.com Consultancy Employee Referral Campus Recruitment

Analysis & Interpretations

As we can see that most used and reliable source for recruitment is Naukri.com portal.
Followed by consultancy Walchandnagar Industries only take services of these
consultancy for an urgent vacancy or where the company don’t have required number of
candidates for a position. There are 3-4 major consultancy and records shows that they
have been able to provide competent candidates on time.

As far as Campus Recruitment is concerned company takes campus drive to recruit mostly
GET candidates from different engineering colleges. Management job recruitment is
restricted to Engineering Divisions only. Company can also hire students for Finance HR
and different others departments in future so as to create a competent talent pool which
foster organizational growth & targets.

Company have closed urgent vacancies with good number of experienced candidates
through Employee Referrals but no Incentive been given to referee. To leverage the
potential of Employee referral to have an effective hiring. Company should provide some
amount of incentive to the referee employee if the candidate joined the company and been
working for more than 6 months in a row.
 FINDINGS

GENERAL

 Over 94% recruiters use LinkedIn to recruit new candidates and 79% of job seekers
use social media to find new jobs.
 With businesses striving to get the cream of this digitally-savvy lot, leveraging social
networks to source talent has emerged as one of the top recruitment priorities for 43%
of Indian companies.
 So there is an urgent need for the company to modernise its Recruitment strategies.

POSITIVE

 Walchandnagar Industries Ltd, don’t have the annual and monthly manpower plan but
analysis shows, the company is able to meet of approx. 94% of its manpower
requirement every month.
 The organization uses both the internal and external sources. External channels are
used more in numbers for recruitment and selection process but observation says
internal source is more effective in terms of end results.
 To meet up urgent requirement of the workforce, consultant agencies are most
preferable sources of recruitment.
 There is a 3 months’ notice period for employee resignation and within 30 to 60 days
HR personnel are able to fill the gap.
 Company have closed urgent vacancies with good number of experienced candidates
through Employee Referrals but no Incentive been given to referee. There is a need to
leverage the potential of Employee referral to have an effective hiring.

NEGATIVES

 Although naukri.com and campus placements is the major sources of recruitment but
employee referral in past has proved to be more reliable in terms of candidate
selection so employee referral needs to be leveraged more to derive potential benefits
in terms of savings cost and time.

 No feedback system is available for taking suggestions of the employees in corporate

office of Pune.
 The above findings of the study has helped me in giving my recommendations and
suggestions to the company which if implemented accordingly will certainly bring
fruitful results and invariable profits to the company.

RECOMMENDATIONS

Dropout is something that can’t be eliminated from an organization completely because there
will be few problems or reasons which can’t be addressed or solved completely. Few reasons
would be personal and cannot be solved and to an extent dropout is good because you don’t
want them to join with a confused mind and leave the organization in short time, or even be
unsatisfied with the organization. Again coming to cost aspect it is expensive if candidates
join but soon wish to leave if unsatisfied. As an attempt to understand the problem I am
making a few recommendations mentioned below:

 Communication regarding job role, organisation, and hierarchy under org chart to the
prospective candidate so that he well knows where and at which position he lies in the
organization and he is comfortable enough with that position on the job.
 There is scope for computerized resume screening which can be adopted by the
organization as it is becoming more popular and an important tool in coming future
which will save time and resources both and will also reduce the burden of
recruitment executive.
 Recruitment related database should be maintained and updated on daily basis and a
review of it should be done every month whereas analysis should be made each
quarter to find out inefficiencies any lack and address them by conducting a meeting
etc.
 Social Networking Should be leveraged to bring effective recruitment plus
networking
 Must get filled up a feedback form from the candidate interviewer to know their
overall experience of interview process. This will effectively monitor recruitment
effectiveness in terms of smooth functioning. Of selection process.
 Company should also hire students for Finance HR and different others departments
from campus recruitment drive in future so as to create a competent talent pool which
will foster organizational growth & targets.
 The recruiter should be sensitive and receptive to any of candidate’s slightest concern
over location, compensation, designation, work profile, joining date, induction, perks,
policies etc. Any one of these can later turn into the main reason for not joining the
organisation.
 Make a note of unusual signs like candidate dilly-dallying offer acceptance for no
reasons, not resigning from his current services, over negotiating on salary,
postponing the scheduled joining date, not taking interest in the pre-joining
formalities, not showing basic expected inquisitiveness, drawing excessive
comparisons with his current company etc. to have a better connect with your
prospective recruits.
 Introducing Psychometric test in future to choose best and more reliable candidates
who are less likely to decline job offer and would be associated with the company for
the longer time.
 Measures to be taken for employer branding.
 Identifying the competencies and behaviour pattern for each job for recruiting
potential talents over polished ones.
 Addressing bad reviews proactively
 Restructuring the overall candidate experience:-
 The overall structure of the company career site.
 Prompt reply to company reviews in various career and job site.
 Joining bonus to candidates if joined early for urgent vacancy.
 Asking Candidates to join 7-10 days prior or issue them offer letter of
 Dates and during which engage them to get acquainted with company and functions.
 Making interview a two way discussions less of interrogation and at same time
judging their competency for the position applied.
 Increasing presence on social and career websites.
 Timely feedback sessions to be organised.
 Use of recruitment Software.
 Candidate should be mailed about company information, Career Growth opportunities
prior to the interview. Even their fixed internal title hierarchy and their increment
structure, this acts as an immediate check on a candidate's expectations.
 A leaflet/brochure highlighting company’s core competencies and value proposition
should be made available to candidate along with the offer. It should capture brief
 history, achievements, awards & accolades, leadership team profile, vision, mission,
industry standing and other factors which give company a competitive advantage over
others.
 Make the highly qualified employees there brand ambassador and write there
testimonials on Company website and LinkedIn.
 As a measure to show the career an growth opportunities company website should
Described the engineering work at WIL
 SWOT ANALYSIS OF RECRUITMENT

STRENGTH WEAKNESSSES
 Strong Brand Recognition and Goodwill  Limited Budget

 Location and Geographical Spread of  No proper Annual Manpower Plan

manufacturing units. Designed nor for permanent employees
nor for contractual employees.
 Extensive and wide -scale CSR
Activities.  No use of Recruitment Software.

 Job Security  Limited Recruitment Sources

 Offer wide range of jobs specialisation  No systematic Approach to improve

over different divisions. quality of process.

 Better Learning opportunities.  Overly Controlled systems

OPPORTUNITIES THREATS
 Stiff Competition from leading Heavy
 Use of technology can be leverage such Engineering Companies for the potential
as Skype interview etc. candidate

 Improving Economic Conditions,  Many new entry of engineering firm in

Growing market for heavy engineering the market of heavy engineering.
industry, Expansion of business
operations, drive growth and so for the  Lack of global revenue
demand of potential talent for the
company.  Changing candidate expectations
regarding job
 Revamping HR Policies
 High Attrition rate
LIMITATIONS OF THE STUDY
1) Limited time
2) Confidentiality issue to provide Data by the company
3) Respondents were a bit apprehensive in filling the questionnaire as they feared that
there name will be revealed. Limited no of respondents.
4) Not able to interview the dropout candidates well.
5) The findings of the study are subjected to bias and prejudice of the respondents.

FUTURE SCOPE OF THE STUDY

 It will help WIL to provide insights about its current recruitment
mechanism.
 Helpful in the measurement of the effectiveness of the process of
Recruitment.
 Provide information about innovative procedures that can be adopted in
the company in future.

CONCLUSION

The Human Resource practice in the Walchandnagar Industries Ltd is doing its best in
managing the manpower. The HR team has been successful in creating a workforce which is
culturally fit and competent enough to take the 110 year old organization to new heights Even
though the number of employees are very high and divided in areas across the world all off
them work as a family for a single goal.

An effective study report is made on for the Walchandnagar Industries and useful conclusions
are drawn in order to help the organization in improving its functions and strategies. Some of
them are as follows:

While going through my study during the exposure to organization practice, I have found that
there was old set of formats or Models was used for carrying out Recruitment and selection
process that was not updated a per the changing requirement but with the help and support of
the management and with the guidance and amiable nature of the executives of the HR
department I was able to complete my study on the desired topic.
The exposure I got during my on the job internship experience helped me a lot to understand
how an organization work and specially recruitment and selection are one of the crucial and
critical areas of practice this is not possible without HR efforts and without proper planning
and execution led me to complete my project on such a small span of time.

Apart from that various activities mentioned in the internship log book where I was involved
and fully engaged within the periphery of HR functions helped me to get acquainted with and
then gaining practical insights about how the HR functions are practically executed and
performed. Here I also got appreciation for my work.

Walchandnagar Industries not only taught practical aspects of what we studied before but it
also taught me a lesson of professionalism and practicality. Being a human it’s good to be
emotional but being a professional it’s important to be practical and smart worker, only then
we can justify our roles and solve some serious problems.

The best candidates today don’t apply. They discover new opportunities through personal and
social networks, respond to companies that value them for more than their skills and expect
personalized experiences, not transactional engagement.
 BIBILOGRAPHY
Books & Journals
・ Human Resource Management C.B.Memoria
・ Research methodology C.R.Kothari
・ Journals, Newspaper and Internet
Armstrong, M (2006), Strategic HRM: The key to improved business performance, CIPD,
London

Armstrong, M (2006) - A Handbook of Human Resource Management Practice, 10th

Edition, Kogan Page, Ltd.

Armstrong, M. (1991) , A Handbook of Personnel Management Practice, 4thEdition,

Kogan Page, London.

Arnolodo, C. (June 1985): A Methodology for the Development of a Human Resource

Strategy, Sloan School of Management.

Internet (Web Resource)

Reports
http://www.campusoxide.com/skyDocumentView/RECRUITMENT-AND-
TALENT-MANAGEMENT-/425
https://www.peoplematters.in/blog/strategic-hr/dealing-with-the-dropout-
problem-
http://epratrust.com/articles/upload/21.Kavita%20Girish%20Adsule.pdf?
https://www.ibef.org/archives/detail/b3ZlcnZpZXcmMzYzMzEmMTA1OA==
https://business.linkedin.com/talent-solutions/blog/2015/08/how-linkedins-
talent-pool-reports-can-guide-you-where-and-how-to-recruit
https://belong.co/outbound-hiring/
https://www.towerswatson.com/en/Insights/IC-Types/Technical-
Regulatory/2013/Employee-engagement-in-the-engineering-and-construction-
industry
https://blog.bonus.ly/how-to-keep-engineers-happy-engaged-and-motivated
https://blog.bonus.ly/how-to-keep-engineers-happy-engaged-and-motivated
 ANNEXTURE

1) What were the Attraction factors that motivated you to work in Walchandnagar
Industries?

A.Goodwill B. Career, Growth C Learnings Opportunities D. Culture E.Any

other value proposition please mention

2) Communication regarding on the job profile and opportunity for the position for
which you were being considered was made clear to you?

A.Strongly Agree B. Agree C Neither Agree Nor Disagree D Disagree E Strongly

disagree

3) The recruiting manager interacted and communicated with you well to personally
clear your apprehensions & doubts?

A.Strongly Agree B. Agree C Neither Agree Nor Disagree D Disagree E Strongly

disagree

4) During the interview process, you were been asked questions that were relevant to
the role offered?

A.Strongly Agree B. Agree C Neither Agree Nor Disagree D Disagree E Strongly

disagree

5) The job description explained during the recruitment process is relevant to your
current job role?

A.Strongly Agree B. Agree Neither Agree Nor Disagree D Disagree E Strongly

disagree

6) Walchandnagar Industries Ltd as a brand was projected to you during your

selection?

A.Strongly Agree B. Agree C Neither Agree Nor Disagree D Disagree E Strongly

disagree

7) Which part or process of the recruitment do you believe needs improvement?

A.Selection Process B. Process Coordination &Communication C.Onboarding

Process D No Improvement Required.
SAMPLE DOCUMENT THAT CAN BE USED IN SELECTION
PROCESS:
To ensure that the "system" is fair, employees and employers must both benefit. There should
be a win-win situation. And therefore we created a process that is fair to both the candidates
and the employers.

The first one "Document A" is a Legal Undertaking that a candidate signs before taking up
the interview process.

The second "Document B" is a Legal Undertaking that a candidate signs after taking up the
interview process.

DOCUMENT A
==================================================================
============

*Expectations & Undertaking Form*

Name of candidate: ________________________________________________

Date of birth as per Candidate's documents: __________________ (I am over 18 years old)

I am a Candidate appearing for an interview with Walchandnagar Industries Ltd , for a

position of _____________________ I am willing to join Walchandnagar Industries Ltd , if I
am given an opportunity to join at the end of the interview process, subject to fulfilment of
the following expectations from my side:

Salary range I expect per month: Minimum: Rs.________________________

Maximum: Rs.________________________ With incentives / without incentives (pls tick

option)
If without incentives, the average performance incentive I expect per month is:
Rs.___________

Title / Designation expected: ___________________________________________

Earliest date of joining, if offered:________________________________________

Latest date of joining, if offered: _________________________________________

Any other comments:__________________________________________________

__________________________________________________________

Candidate's undertaking before interview process begins

1. I hereby undertake to join Walchandnagar Industries Ltd on or before the latest date of
joining mentioned above, provided I am offered a salary in the range I expect, and the
title/designation is as per my expectations and the job description interesting.
2. I understand that I will be given a one-time option not to take up the offer after the
interview process is completed with interviewee of Walchandnagar Industries Ltd.
3. If I do not exercise this option, I understand that I will be required to join Walchandnagar
Industries Ltd as per their offer issued to me, which is as per my expectations, and what I
have agreed upon.
4. In case I do not join, for any reason whatsoever, I understand that Walchandnagar
Industries Ltd will suffer substantial financial loss in making attempts to find another suitable
candidate to join in my place, in addition to revenue losses due to delays in joining or not
joining.
5. I understand that promising Walchandnagar Industries Ltd in writing that I will join, and
not joining is breach of contract.
6. In such case when I do not join Walchandnagar Industries Ltd, I understand
Walchandnagar Industries Ltd will have the right to take suitable action.
7. I understand that this document is not a promise of employment.
8. I have read the above undertaking, and the implications of signing this document have
been explained to me and I accept the above conditions,
out of my own freewill, without any coercion.

Signature of the candidate: ______________________________________________

Date: ______________________

End of Document A

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====================

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====================

DOCUMENT
B*Pre-Employment Contract *

This Pre-Employment Contract is made on this _______ day of ________, 2018 by candidate
name and between Walchandnagar Industries Ltd, a company incorporated under the
Companies Act, 1956 and having its registered office (hereinafter called Walchandnagar
Industries Ltd , which name shall mean and include its legal representatives and assigns of
the first part), and

<*Name of Candidate*>, aged about __ years, son/daughter of <*Candidate's Father's

name*> resident of <*address*> (hereinafter called Candidate, which
name shall mean and include all his legal heirs and assigns of the second part)

I as a candidate responded to Walchandnagar Industries Ltd 's recruiting efforts and has
attended an interview with Walchandnagar Industries Ltd for
a suitable position therein.

After the interview process, Walchandnagar Industries Ltd decided to offer the candidate
employment in Walchandnagar Industries Ltd and I have decided to accept the employment
offer on the following terms:

Salary offered and agreed upon by both parties:

_______________________________________________________

Title/Designation offered and agreed upon by both parties:

______________________________________________

Date of joining agreed upon by both parties:

____________________________________________

*Covenants of the Candidate:*

1. The Candidate hereby accepts Walchandnagar Industries Ltd.’s offer and undertakes to
join Walchandnagar Industries Ltd on or before the date of joining mentioned above.

2. The Candidate accepts the salary offered above.

3. The Candidate accepts the title/designation.

4. The Candidate has been explained about his/her key responsibilities about the job and the
candidate believes this job to be in line with his/her
career growth.

5. The Candidate has been given a one-time option not to take up the offer after the interview
process was completed, if he/she was not satisfied
with any of the offer components mentioned above.

6. The Candidate asserts that he/she is satisfied with the offer and hence has not utilized that
option, and wishes to go ahead with the offer process.

7. The Candidate understands that the candidate will be required to join Walchandnagar
Industries Ltd as per Walchandnagar Industries Ltd.’s offer issued to the Candidate, which is
as per the Candidate's expectations and what the Candidate has agreed upon.
8. In case the Candidate does not join Walchandnagar Industries Ltd , for any reason
whatsoever, the Candidate understands that Walchandnagar Industries Ltd will suffer
substantial financial loss in making attempts to find another suitable candidate to join in
his/her place, in addition to revenue losses due to delays in the Candidate's joining or not
joining.

9. The Candidate understands that promising Walchandnagar Industries Ltd in writing that
he/she will join, and not joining is breach of this contract.

10. In such case when the Candidate does not join Walchandnagar Industries Ltd, the
Candidate understands that Walchandnagar Industries Ltd will have the right to initiate
appropriate legal proceedings against the Candidate and his/her assigns. Courts of Law in
Pune will have jurisdiction over this contract.

11. The Candidate has read and understood the above covenants, and the implications of
signing this document have been explained to the Candidate.

12. The Candidate accepts the above conditions, out of his/her own freewill, without any
coercion.

Signed on this _______ day of _______, 2018 at Pune

_______________________________
_______________________________

Signature of Walchandnagar Industries Ltd Representative

Signature of
the Candidate

Name:_____________________ Name:
_______________________
Title/Designation:______________________

Witness 1:

Name:__________________________

Address: ________________________________
________________________________________
________________________________

________________________________________
________________________________

End of Document B

Both documents are self-explanatory.

The expected reactions could be

1. Some candidates will sign without any explanations from our side.
2. Some will sign after they received explanations.
3. Some candidates did not want to sign these documents citing several reasons. We felt it is
better to send off the candidates at that stage, rather than waste time on them and eventually
losing them anyway.
4. Some candidates will openly expressed that they were just "looking around" and were not
serious.Etc...

This process is helping us to cut down our drop-outs. So as to interview serious candidates.
The candidates now would be more responsive when we schedule interviews. We can follow
this process for a few quarters before we have metrics that we can pass on to show if this is
effective or not.