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Master of Business Administration
(2015 -2017)

Harinder Kaur Kulwinder Kaur

Assistant Professor 15260541

Department of Management Studies MBA 3rd Semester.


I Kulwinder Kaur hereby declare that the research project on “A Study on Recruitment &
Selection at “Sebiz Finishing School“ Is assigned to me for the partial fulfillment of Masters
of Business Administration Degree from MAHARAJA RANJIT SINGH STATE TECHNICAL
UNIVERSITY,(BATHINDA). It is the Original work done by me & the information provided
in the study is authenticated to the best of my knowledge.

This Research Report has not been submitted to any other institution or university for
the award of any other degree.

Kulwinder Kaur.

MBA-3rd Semester.


This is to certify that A Study of Recruitment & Selection at “Sebiz Finishing School” is
based on an Original Project Study conducted by Kulwinder Kaur of Semester-3rd MBA
Programme. This Project Report is based on original Research carried out by the student
under the Guidance of Mrs. Harinder Kaur (Assistant Professor, Department of
Management Studies).

Ms.Harinder Kaur

Assistant Professor

(Department of Management Studies)


On the successful completion of my training at SEBIZ INFOTECH. I express my sincere thanks

and gratitude to Mr.SANJAY AGARWAL For providing me the platform to get my training done
in SEBIZ INFOTECH. Me throughout my training and providing me the helping hand when it was
Required and for the confidence they showed in me while doing the training, Without which this
work would have been in the difficult preposition.

Last but not least I express my heart full gratitude to all these who directly or Indirectly helped me
during the entire training period without which it would Not have been possible.

Kulwinder Kaur


In today’s competitive word of real business human resource have assumed critical Importance, as
human is the only active factor of the business every business whether It is big, medium or small
needs human to cover day to day its daily requirement.

The report has been prepared after the completion of the six weeks summer training Period. In this
report brief information about human resource department and project have been included. The style
by diagram at appropriate place, chart. The Primary aim is to present the report in a simple way and
to include the relevant topics.

My summer training report in SEBIZ INFOTECH. is the requirement for Successful completion of
my education course. Here I have prepared my report on the Recruitment and Selection aspects
covered under various sections of the human resource department name as Recruitment, selection,
employee Development, employee welfare, attendance record etc.

Since everyone has its own way of analyzing and interpreting the facts and figures. I have presented
this report in my own humble way and spent considerable time in the section. I have tried to prepare
this report with my best knowledge and experience.

During my training period, I was able to gain job experience but further improvements may still be


S.No. Chapters Page No.

1. Company Profile 1-8

2. Introduction to the topic 9-27

3. Objective Of The Study 28-29

4. Review Of Literature 30-34

5. Research Methodology 35-37

6. Data Analysis & Interpretetion 38-48

Findings, 49-53

6 Suggestions, Limitations, Conclusion

7. Bibliography 54-55

8. Questionnaire 56-58





• Recruitment and selection















Sebiz InfoTech Ltd. company is an offshore development facility with its head office in
Rochester , USA with the name Netsmartz, with over 300 employees and offices in four locations
around the world, CMMI Level 3, ISO 9001:2008 certifications and being a Microsoft Gold
Certified Partner, Net smartz truly is a global, quality-driven, software company.
Sebiz offer products and services in the areas of E-Business Software (including web
development), E-Learning Courseware and E-Marketing Solutions. Founded in 1999 and
headquartered in Rochester, NY, our business has achieved consistent annual growth in revenue,
profitability, clients and employees. With over 500 clients and 2000 completed projects under our
belt, we have the stability, experience and scalability to be the ideal partner. Some of Fortune 500
includes INTEL, KODAK, HONDA, VOLVO, MAYTAG, Ford, BMW, Mazda, Monaco etc.

At Allsoft, we build relationships with our customers, our people, our partners, our vendors, and
the community at large with the utmost integrity.

We believe that knowledge is the foundation of our success. Our people treat each opportunity as a
learning experience - keeping them ahead of the curve.

Our people are dedicated to exceeding our customers’ expectations – helping them stay well ahead
of the competition.

We are constantly striving to make our services and products the most complete, the most usable,
and the most effective information technology solution in the world.


Working together is our mantra. Collaborating with our customers both internal and external is the
way we work every day.

Prototype,followed by testing and redesign. This process is followed alongside a software

development life cycle (SDLC). Below are our most popular custom product solutions.


The Services team at All soft Solutions is totally geared for serving our clients with their
experience and dedication. Our service-oriented approach extends into all aspects of the software

and systems environment – implementation, integration, testing, system administration, support,
etc. Our dedicated employees go the extra mile to ensure that project deadlines are met on time.

Using our experience in both business and technology, we can help convert your business
requirements into technical solutions. From harnessing new technologies to making the most of
your existing infrastructure, we work with you to design the perfect strategy to help you attain your
organization's goals and accelerate your enterprise’s ability. When you invest in our services, you
are getting comprehensive support services and a strong, reliable company devoted to long-term
partnerships from initial planning through training and delivery.

Our extraordinary depth of knowledge and mastery of multiple technical platforms enables us to
handle even the most complex integration issues. Some of our services and expertise are in the
followingtechnologies.J2EE, SOA, PHP, Oracle, PeopleSoft, DB2, SQL, Interwoven,
Documented, VB.NET, ASP.NET, C#, Mercury and Rational Tools, UNIX, AIX, etc. All soft
Solutions, Inc. is helping small, medium and large enterprises to achieve their information
technology goals. We have been very successful in forming long-term partnership with most of our
clients since our inception.


The recruitment process consists of the following four sub-functions:-

• Finding out and developing the sources where the required number and
kind of employees will be available.

• Developing suitable techniques to attract the desirable candidates.


O r g a n is a t i o n a l i n d u c e m e n t s a r e a l l t h e p o s it i v e f e a t u r e s a n d b e n e f i t s
offer ed b y an organization that ser ves to attract job app licants to
t h e organisation. Three inducements need specific mention here, they are:-

• Compensation:S t a r t i n g s a l a r i e s , f r e q u e n c y o f p a y i n c r e a s e , incentives
and fringe benefits can all serve as inducements to potential employees.

• Career Opportunities: T h e s e h e lp t h e p r e s e n t e m p l o y e e s t o g r o w p e r s o n a l l y
a n d p r o f e s s i o n a l l y a n d a ls o a t t r a c t g o o d p e o p le t o t h e organization. The
feeling that the company takes care of employee c a r e e r a s p ir a t i o n s s e r v e s a s a
p o w e r f u l i n d u c e m e n t s t o p o t e n t i a l employees.

• Image or Reputation: Factors that affect an organisation’s reputation include its
general treatment of employees, the nature and quality of its products and
services and its participation in worthwhile social endeavours.


Recruitment policy of any organization is derived from the personnel policy of the same
organization. In other words the former is a part of the latter. However, recruitment
policy by itself should take into consideration t h e g o v e r n m e n t ’ s r e s e r v a t i o n
polic y, policy reg ard ing s ons of soil, e t c . , personnel policies of other
organizations regarding merit, internal source , s o c i a l responsibility in
absorbing minority sections, women, etc. R e c r u it m e n t p o l i c y
s h o u ld c o m m it i t s e l f t o t h e o r g a n is a t i o n ’ s p e r s o n n e l policy like enriching the
organisation’s human resources or servicing the c o m m u n i t y b y a b s o r b i n g
the retrenched or laid-off employees o r casual/temporar y
employees or dependents of present/former employees, etc. The following factors
should be taken into consideration in formulating recruitment policy. They are:-

• Government policies
• Personnel policies of other competing organizations
• Organisation’s personnel policies
• Recruitment sources
• Recruitment needs
• Recruitment cost
• Selection criteria and preference

Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organisation itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.




According to the Business Dictionary

“Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit employees to replace those who
leave or are promoted in order to acquire new skills and promote organizational growth .”

According to Flippo

“Recruitment is the process for searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.”

Recruitment refers to the process of finding possible candidates for a job or function, usually
undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff
at the business or organization looking for recruits. Advertising is commonly part of the recruiting
process, and can occur through several means: through online, newspapers, using newspaper
dedicated to job advertisement, through professional publication, using advertisements placed in
windows, through a job center, through campus graduate recruitment programs, etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing
skills, computer skills. Evidence for skills required for a job may be provided in the form of
qualifications (educational or professional), experience in a job requiring the relevant skills or the
testimony of references. Employment agencies may also give computerized tests to assess an
individual's "off-hand" knowledge of software packages or typing skills. At a more basic level
written tests may be given to assess numeric and literacy. A candidate may also be assessed on the
basis of an interview. Sometimes candidates will be requested to provide a resume (also known as
a CV) or to complete an application form to provide this evidence.

Recruitment Policy:

Such a policy asserts the objective of the recruitment and provides a framework of implementation
of the recruitment program in the form of procedure. As Yoder and other observe: “Such a policy
may involve commitment to board principal such as filling vacancies with the best qualified
individuals. It may embrace several issues such as extend of promotion for within, attitude of

enterprise in recruiting its old employer, handicap, minority, group woman employee, part time
employees, friends and relative of present employees. It may also involve the organization system
to be developed for implementing recruitment program and procedures to the employed.”
Therefore a well consider and preplan recruitment policy, based on corporate goals, study of
environment and the corporate needs may avoid hasty or ill-considered decision and may a long
way to main the organization with the right type of personal.



(A) Organization objective both in the short term and long term must be taken consideration as
a basis parameter for recruitment decision and needs of personal - area wise job family
(B) Identification of the recruitment needs to take decisions regarding the balance of the
qualitative' dimensions' of the would be recruits i.e. the recruiter should prepare profile for
each category of worker accordingly work out the man specification decide the section,
department upper braches where they should be placed and identify the particular
responsibilities which may be immediately assigned to them.
(C) Preferred sources of recruitment, which would be tapped by the organization e.g. for
skilled or semi-skilled annual workers internal sources and employment exchanged may be
preferred for highly specialized categories and managerial personal, other sources besides
the former, may be utilized.


Normally an organization can fill upits vacancies either there


Internal Sources External Sources

1. Transfers 1. Advertisement

2. Promotions 2. Employment Agencies

3. Employee recommendations 3. Campus Recruitment

4. Labor Contractor

5. Former Employees


 Internal sources
 External sources


1) Transfer- whenever any vacancies occur somebody from within the organization is promoted
transferred promoted or some time demoted.

2) Employee recommendations:

The idea behind employee recommendation as a source of potential applicants is that the present
employees may have a specific knowledge of the individuals who may be their friends, relatives. If
the present employees are reasonably satisfied with their jobs, they communicate these feelings
give preference to local people (sons of the sole) in recruitments, particularly at lower and middle
levels jobs.

3) Labor Contractors:
Manual workers can be recruited through a contractor who maintains close links with source of
such workers. This source is often used to recruit labor for construction jobs. The disadvantage of
this source is that when the contractor leaves the organization people employed through him also

Advantages of internal sources: -

 It improves the moral of employees.

 Provide greater motivation for good performance.
 It is a less costly source than going outside to recruit.
 Greater promotion opportunities for the present employees.
 Labor turns over reduced.

Disadvantages of internal sources:

 Chances of favoritism.
 It discourages the flow of new blood in to the organization.
 As promotion is based on seniority the danger is that really capable hands may not be


While vacancies through internal source can be filled up either though promotion or transfer,
recruiter tends to focus their attention on external source. Normally following external source is
utilized for different position.

1. Advertisement:

Advertisement is the most effective means to search potential employees from outside the
organization. Employment in journals, newspaper, bulletins etc is quite common is our country. It
has a very wide reach. One advertisement in a leading daily can cover millions of persons
throughout the country. Cost per person is very low it is used for clerical, technical and managerial

2. Employment Agencies:

In our country two types of employment agencies are operating. Public employment agencies and
private employment agencies.

Public employment agencies: there are employment exchanges run by the government, almost in
all districts. Normally such exchanges provide candidates for lower position like clerk and junior
supervisor etc.

Private employment agencies: there are many consultancies and employment agencies like ABC
consultant, A.F. Ferguson and company, personal and productivity services, S.B. Billimoria and
company etc. which provide employment services particularly for selecting higher level and
middle level executives.

3.Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by conductive
interviews at the campuses of various institute, universities and colleges. IIMs, IITs, engineering
colleges. It is and universities are good sources for recruiting well-qualified executives, engineers,
medical staff, chemist, pharmacist etc.

Advantages of External Sources:

 It helps to bring new blood and new ideas into the organization.
 Expertise and experience from other organization can be brought.
 It doesn't change the present organizational hierarchy that much.
 As recruitment is done from a wider market, best selection can be made.
Disadvantages of External Sources:

• This source is more costly and time consuming.

 The orientation and training of new employees is necessary.
 If higher level of jobs is filled from external sources, motivation and loyalty of existing staff
are affected.


In this method organization sends traveling recruiters to educational and professional institution.
One of the most widely used methods is that of sending of recruiters to college and technical
schools. Sometimes some organization opens their placement offices in the college and schools.
The placement office usually provides help in attracting student arranging interviews and
providing in MBA or this manner. Sometimes firms directly solicit information from the
concerned proffers about student with an outstanding record. Other direct method includes sending
recruiter to seminars and conventions and using mobile officers to go to desired centers.

This invoices mostly advertising in newspapers, on the Radio, in trade and professional journals,
Technical magazines and brochures. It is very useful for blue collar and hourly workers as well as
scientific professionals and technical employees. Whenever necessary a blind advertisement can be
given in which only box no. is given, without identifying the company.


Various agencies can be used to recruit, personnel. Public employment exchanges, management
consulting firms, professional societies, temporary help societies, trade union, and labor
contractors are the main agencies.


1. Positive Recruitment Process

• Attract highly qualified and competent people.

• Ensure that the selected candidates stay longer with the company.

• Make sure that there is match between cost and benefit.

• Help the firm create more culturally diverse work-force.

2. Negative Recruitment Process

• Failure to generate qualified applicants

• There is no match between cost and benefit

• Extra cost on training and supervision

• Increases the entry level pay scales


According to the Business Dictionary-

Employee selection is defined as the “process of interviewing and

evaluating candidates for a specific job and selecting an individual for employment based on
certain criteria.”

Selection is defined as the process of differentiating between applicants in order to identify those
with a greater likelihood of success in a job. Selection is basically picking an applicant from (a
pool of applicants) who has the appropriate qualification and competency to do the job.

Selection is the process of choosing the most suitable persons out of all the application. In this
process relevant information about applicants is collected through a series of steps so as to evaluate
their suitability for the job to be fined. Selection is a process of matching the qualifications of
applicants with the job requirements. It is a process of weeding out unsuitable candidates and
finally identifies the most suitable candidate.

Selection strategies play an extremely important role in new organizations and in those that they
are fast expanding. Through proper selection it is a possible to desirable culture and desirable
norms. Proper selection is in managerial hand by which they can increase efficiency and
productivity of the enterprise. For the succession of the selection process one should have the
authority to select. This authority comes from the employment requisition, as developed by an
analysis of the work force.

There must be some standard or personnel with which a prospective employee may be compared.
A sufficient number of applicants are also necessary.


The selection procedure is concerned with recruiting prevalent information about an application.
The objective of it is to determine whether an applicant meets the qualifications for a specific job
and to choose the applicant who is most likely to perform that in job. According to Yoder - "the
living process is a one or many 'go no-go' gauge. Candidates are screened by the application) of
their tools. Qualified applicants go on to the next hurdle. While the unqualified are eliminated."


1. Preliminary Interview:

A special interviewer or a high caliber receptionist in the employment office usually conducts the
initial screening. This interview is essentially a sorting process in which prospective applicant are
given the necessary information about the nature of the in the organization. Necessary information
is also elicited from the candidates about their education, skills, experience, salary expected etc.

2. Application Blank:

An application blank is a traditional, widely accepted device for getting information from a
prospective applicant. The application form should provide all the information relevant to
selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence
of discrimination. Generally' an application form contains the following information.

a. Identifying information: Name, Address, Telephone no.

b. Personal information:Name, Age, Sex, Marital Status, and Dependents.
c. Physical Characteristics:Height, Weight, and Eyesight.
d. Education: Academic education, Professional Degree, work experience, references etc.

3. Selection Test:

Many organization hold different kinds of selection tests to know more about the candidates. A test
is a sample of some aspect of an individual's attitudes behavior and performance. Tests are useful
when the number of applicant is large. In India the use of psychological and other tests is gaining

4. Employment interview:

It is face-to-face interaction between two persons for a particular purpose. Selection test is
normally followed by personal interview of the candidate. It consists of interaction between
interviewer and applicant. It helps in obtaining information about the background, 'education
training, work history and interest of the candidate and giving Information to him about the
company and policies. As well as it is also helpful to establishing friendly relationship between the
employer and the candidate.

It can be different types like information, formal, structured, unstructured, depth, group and stress

5. Medical Examination:

It is carried out to ascertain the physical standards and fitness of prospective employee. Either
company's physician or a medical officer approved for the purpose. It determines candidate's
physical fitness for the job. It prevents the employment of people suffering from contingencies
disease. It provides a record of the employee's health at the time of selection. This record wills
.help in setting company's liability under the workmen compensation act for claim for an injury.

6. Reference checks:

Many organizations ask the candidates to provide the names of two or three persons who know
him well. The organization contacts them by mail or telephone. In this way organization can get
more information about the candidate like character, working etc.

7. Final Approval:

On the basis of the above steps the selection committee or personal department recommends
suitable candidates for selection. The candidate short-listed by the department is finally approved
by the executives of the concerned departments. Employment is offered in the form of an
appointment letter, mentioning the post, the rank, the salary grade, and the date by which the
candidate should join and other terms and conditions in brief.

8. Placement:

After all the formalities are completed the candidate are placed on their jobs, initially on
probation basis. The probation period may range from 3 months to 2 years. During this period they

are observed keenly and when they complete this period successfully they become the permanent
employment of the organization numbers and types. For deciding the number both present and
future requirements should be taken into the account. If there are expansion plans in near future
then these requirements should also be considered.

Besides number, the types of person needed are also important. This will be decided by studying
the job requirements, etc.

The educational and technical requirements to manage various jobs should be properly analyzed
so that right types of persons are employed. Recruitment precedes the selection process.
Recruitment is concerned with developing suitable techniques for attracting more and more


“Any person to person between two or more individuals with a specific purpose in mind is called


❖ Structured Interview
Here, every single detail of the interview is decided in advance. The questions to be
asked, the order in which the questions will be asked, the time given to each candidate, the
information to be collected from each candidate, etc. is all decided in advance. Structured
interview is also called Standardised, Patterned, Directed or Guided interview. Structured
interviews are preplanned. They are accurate and precise. All the interviews will be uniform
(same). Therefore, there will be consistency and minimum bias in structured interviews.

❖ Unstructured Interview
This interview is not planned in detail. Hence it is also called as Non-Directed interview.
The question to be asked, the information to be collected from the candidates, etc. are not decided
in advance. These interviews are non-planned and therefore, more flexible. Candidates are more
relaxed in such interviews. They are encouraged to express themselves about different subjects,
based on their expectations, motivations, background, interests, etc. Here the interviewer can make
a better judgment of the candidate's personality, potentials, strengths and weaknesses. However, if
the interviewer is not efficient then the discussions will lose direction and the interview will be a
waste of time and effort.

❖ Group Interview
Here, all the candidates or small groups of candidates are interviewed together. The time
of the interviewer is saved. A group interview is similar to a group discussion. A topic is given
to the group, and they are asked to discuss it. The interviewer carefully watches the candidates.
He tries to find out which candidate influences others, who clarifies issues, who summarizes the
discussion, who speaks effectively, etc. He tries to judge the behavior of each candidate in a
group situation.

❖ Exit Interview
When an employee leaves the company, he is interviewed either by his immediate
superior or by the HRD manager. This interview is called an exit interview. Exit interview is
taken to find out why the employee is leaving the company. Sometimes, the employee may be
asked to withdraw his resignation by providing some incentives. Exit interviews are taken to
create a good image of the company in the minds of the employees who are leaving the
company. They help the company to make proper HRD policies, to create a favorable work
environment, to create employee loyalty and to reduce labour turnover.

❖ Stress Interview
The purpose of this interview is to find out how the candidate behaves in a stressful
situation. That is, whether the candidate gets angry or gets confused or gets frightened or gets
nervous or remains cool in a stressful situation. The candidate who keeps his cool in a stressful
situation is selected for the stressful job. Here, the interviewer tries to create a stressful situation
during the interview. This is done purposely by asking the candidate rapid questions, criticizing
his answers, interrupting him repeatedly, etc.

❖ Individual Interview
This is a 'One-To-One' Interview. It is a verbal and visual interaction between two
people, the interviewer and the candidate, for a particular purpose. The purpose of this interview
is to match the candidate with the job. It is a two way communication.

❖ Informal Interview
Informal interview is an oral interview which can be arranged at any place. Different
questions are asked to collect the required information from the candidate. Specific rigid
procedure is not followed. It is a friendly interview.

❖ Formal Interview
Formal interview is held in a more formal atmosphere. The interviewer asks pre-
planned questions. Formal interview is also called planned interview.

❖ Panel Interview
Panel means a selection committee or interview committee that is appointed for
interviewing the candidates. The panel may include three or five members. They ask questions
to the candidates about different aspects. They give marks to each candidate. The final decision

will be taken by all members collectively by rating the candidates. Panel interview is always
better than an interview by one interviewer because in a panel interview, collective judgement
is used for selecting suitable candidates.


I started my job as HR Trainee & a Recruiter. My job profile was to handle RECRUITMENT in
my project. The senior HR Manager narrated me the whole procedure. My job profile was to
generate resumes from the various job sites such as, etc. according to
the requirements of the company. After generating the resumes from the sites the next step is to
shortlist the resume which best suite the requirements.
Now the short-listed candidates have to be given a phone call in order to find out their interests and
schedule them for interview. There are 2 forms of interview that a candidate can appear for:

1. Personal Interview.
2. Telephonic Interview.

This is regarded as the best form of interview. In such form of interview, interview personally
appears in front of the interviewer and gives his interview. This is regarded as the best form of
interview as the interviewee has the best chances of making his points clear in front of interviewer.

Sometimes the interview is taken on the phone. A telephonic conversation is done between the
interviewer and the interviewee where the interviewer calls up the candidate via phone and
conducts the interview.




1. To study the Recruitment and Selection process followed at Sebiz Finishing School.
2. To analyze the level of satisfaction of the Officers about Recruitment and Selection procedure
of an organization.
3. To suggest measures to improve Recruitment and Selection atSebiz Square.




1. Rao (JUL,1992)
In his journal” The concept of recruitment”. In a survey conducted by Rao on
HRD practices in 34 private sector & 11 public sector companies it was found that
perceptions were not that significant among executives. The study indicated that a large
number of organizations appear to use Recruitment and Selection both for regularly as
well as for development purposes.

2. Hiltrop (1996):
Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance.He
conducted his research on HR manager and company officials of 319 companies in Europe
regarding HR practices and policies of their respective companies. The findings of Hiltrop's
work also showed that selectively hiring has a positive impact on organizational
performance. With recruitment and selection techniques for efficient hiring decisions, high
performing companies are most likely to spend more time in giving training particularly on
communication and team-work skills.

3. Russo et al. (2001)

Attempted to investigate how employers' recruitment strategies change in response
to different conditions on the relevant regional labor market. Their empirical findings show that the
hiring of unemployed candidates and the use of the public employment service are events more
likely to happen in a slack regional labor market. On the basis of their results they concluded that
the use of advertisements and the hiring of already-employed job seekers are more likely to occur
in the presence of excess demand on the relevant regional labor market.

4. M.Smith (2001)
The literature says that employers are doing the traditional method of recruiting
rather than the modern technologies.Selection procedure also should be in application to
the modern techniques.

5. Pilbeam and Corbridge (2002)
Recruitment and selection extends to attracting suitable candidates, eliminating unsuitable
candidates and converting the successful candidates to an effective employee.

6. Korsten (2003)
Human Resource Management theories emphasize on techniques of recruitment and selection and
outline the benefits of interviews, assessment and psychometric examinations as employee
selection process. They further stated that recruitment process may be internal or external or may
also be conducted online. Typically, this process is based on the levels of recruitment policies, job
postings and details, advertising, job application and interviewing process, assessment, decision
making, formal selection and training.

7. Boxall and Purcel (2003)

Observe that many organizations including the well-resourced still imagine that recruitment is all
about attracting young workers fresh from schools or after only a few year in the labor market.

8. Jones et al. (2006):

Jones et al. suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes involved in establishing recruitment policies
and defining managerial objectives.Successful recruitment techniques involve an analysis of the
job, the labour market conditions and interviews, and psychometric tests in order to find out the
potentialities of job seekers.Other approaches to selection outlined by Jones et al.include several
types of interviews, role play, group discussions and group tasks, and so on.

9. Alan Price (2007):

Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications for
the purpose of employment. He states that the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint the
most appropriate manpower. Their existing competition among business enterprises for recruiting
the most potential workers in on the pathway towards creating innovations, with management
decision making and employers attempting to hire only the best applicants who would be the best
fit for the corporate culture and ethics specific to the company (Price 2007).

10. Maral Muratbekova-Touron (2008)in his journal, “Recruitment and Selection” has
proposed, “Recruitment is one of the main functions on Human Resource Management,
refer to International Human Resource Management perspective, staffing will be more
important on the managing by the headquartered company to their subsidiaries in order to
gain more competitive advantage for them. As a company want to achieve the mind of
globalization, they must choose a suitable Recruitment approach in order to doing business
successfully not only in the domestic also in the international environment. Maral
Muratbekova-Touron stated that “One of the main issues facing the development of the
global companies has always been to find the right balance between the local autonomy
between subsidiaries and the control of the corporate headquarters.”, it related to how the
company recruit and select their staffs in their subsidiaries .

11. Association of American Medical Colleges (2009)- Although women and minorities have
made significant strides in achieving equality in the workplace,they are still
underrepresented in the upper strata of organizations,including senior faculty and leadership
positions at medical schools and teaching hospitals.Within the last decade,social science
researchers have pursued the theory of “unconscious bias”as one barrier to workplace
equality that may persist despite a general commitment to increase diversity across the
academic medicine workforce and other organizations. This Analysis in Brief reviews the
scientific literature on the theory of unconscious bias,explores the role of unconscious bias
in job recruitment and evaluations,and offers suggestions for search committees and others
involved in hiring decisions at medical schools and teaching hospitals.

12. Arvind Sudarsan (2009)in his journal, “Impact of recruitment and Selection”- In this
article, findings of a study on performance Recruitmentis one of the main functions on
Human Resource Management criteria used by organizations in India is shown. A survey
type methodology was used in this article to obtain the appraisal forms used by different
organizations. The sample covered a wide range of organizations classified on different
basis Approaches in global companies, and there has four different approaches to managing
and staffing their international subsidiaries. The following literature reviews will attempt to
explain that four approaches and point out what is the advantage and disadvantage of each
approach in the internationalization process of the company.

13. Vyas & Ajayraj (2011)

This study stated on managing the knowledge workers has given importance to the process
involved during the time of recruitment and hiring. They believe that the most striking
feature of the Indian labor market is the apparent abundance of labor, yet the right type of
labor is not too easy to find. In his research article he has made an attempt to study why
talent deficiency prevails in Indian job market in spite of a huge population.

14. . Naveen & Dr. Raju (2014)

A Study On Recruitment & Selection Process With Reference To Three Industries, Cement
Industry, Electronics Industry, Sugar Industry In Krishna Dt Ap,India. Successful
recruitment and selection practices are key components at the entry point of human
resources in any organization .Efficient recruitment and selection strategies result in
improved organizational outcomes. The main objective of this paper is to identify general
practices that organizations use to recruit and select employees .The study also focus its
attention o to determine how the recruitment and selection practices affect the organizational
outcomes and provide some suggestions that can help to different companies located in




Research Design refers to "framework or plan for a study that guides the collection and analysis of

Research Design used is Descriptive Research Design


➢ Data Collection Sources

❖ Primary - 1.Through Questionnaires

2. Personal Interview

❖ Secondary - Through Internet, Journals.

Data Collection Procedure Survey

➢ Research Instrument - Structured Questionnaire.

➢ Sample Size - 30 employees
➢ Sample Area -work done at Sebiz Infotech.
➢ Sample procedure - Random sampling.


1. Bar graphs


First week - Training program from the company & Collecting the primary and
secondary data.

Second week - Study Recruitment & Selection Process

Third & Fourth week - Designing the questionnaire&

Conducting the survey in Sebiz Infotech.

Fifth week - Analysis of Data Collection.

Sixth week - Final Report preparation and presentation.






Q.1 Age group of respondents :

Age Number Percentage (%)

18-30 16 53.33
31-40 7 23.33
41-50 4 13.33
50&above 3 10
Total 30 100


From the above table it is observed that majority of the respondents (53.33%) falls under the age
group of 18-30 years followed by 23.33% under the age group of 31-40 years , 13.33% under 41-
50and 10% under 50 & above respectively.

Q.2 Marital status of respondents

Marital status Number Percentage (%)

Single 18 60

Married 12 40

Total 30 100


From the above table it is observed that majority of respondents fall in single category (60%) and
40% falls in married category.

Q.3.Which of the following methods does your company choose for sourcing?

Source Number Percentage

Campus 10 33.33
Employee referrals 8 26.67
Consultants 2 6.66
Walk ins 5 16.66
Existing database
Job fairs
Websites 5 16.66
Call back

Interpretation :

From the above table it is observed that 27% of respondents are recruited through internal sources
and rest are from external sources of recruitment.
4. How many rounds of interviews are conducted before a candidate is offered
the employment?

Levels One Two Three More

Junior level 10 12 8 0
Middle level 11 9 10
Senior level 14 16
Total 10 23 31 26

Interpretation :

From the above table it is observed that there are different views of each respondent .

5. Following which test organization conduct for selection of candidate

Tests Number Percentage (%)

Aptitude tests 12 40

Intelligence 4 13.33

Personality 8 26.67

Psychological 6 20

Any other

Total 30 100

Interpretation :

From the above table we can observe that 40% of respondents agreed with the aptitude
tests ,13.33 agreed with the intelligence tests ,26.67 agreed with the personality and 20% of
respondents agreed with the psychological tests.

6. How do you rate the HR practices of the company

Rating Number of respondents Percentage

Very good 8 26.67
Good 7 23.33
Average 8 26.67
Bad 7 23.33
Total 30 100


From the above bar chart it is observed that 27% of respondents said that the HR practices are very
good, 24% said it is good, 27% agree with average hr practices and rest 24% are agreed with bad
hr practices.

7. Are rejected candidates informed by


E- MAIL 14 46.67
PHONE 9 30
TOTAL 30 100


It is observed from the above table that 47% of respondents are informed by email, 30% informed
by phone, and 7% are not being informed.

8. What is the reason behind candidate not going to join after selection?

Reason Number of respondents Percentage

Personal 5 16.67
Salary problem 9 30
Not interested 4 13.33
Got another opportunity 11 36.67
Other pl. specify 1 3.33


Majority of respondents(37%) not join after selection due to reason they got another
opportunity,30% dont join due to salary reasons,14% do not take interest in the job after selection
and 4% of respondents doesnot specified the reason.

9. When are the resources need and forecasted?

Resources Number Percentage

Quarterly 11 36.67
Monthly 3 10
Annually 09 30
Not fixed 7 23.33


From the above table it is observed that nearly 37% of respondents said that resources are met
during quarterly, 24% of respondents said it is not fixed, 30% said resources are forecasted
annually and 10% said monthly.

10. Which method do you mostly prefer from the following for recruitment
and selection?

Method Number of respondents Percentage

Direct method 6 20
Indirect method 14 46.67
Third party 10 33.33

Interpretation :

Majority of respondents prefer indirect method for recruitment and selection (46.67%),
34% of respondents prefer third party (consultants) , 20% prefer direct method.





By the way of collecting survey through Primary data and from the analysis of questionnaire, the
researcher analyzed some of the findings are:
• 100 per cent of respondents are having awareness of recruitment and selection process of
the organization.
• 70 per cent of respondents preferred both sources of recruitment.
• 60 per cent of respondents said that employee referral is the main source of internal
• 56 per cent of respondents came to know about vacancy through consultants.
• 71.333 per cent of respondents feel that consultants play a vital role in recruitment process
• 70.67 per cent of respondents agreed that HR policies are the factor influences recruitment
• 30.67 per cent of respondents prefer technical interview in case of selection process.
• 31.33 per cent of respondents prefer HR interview in case of selection process.
• 52 per cent of respondents are highly satisfied with the candidate eligibility verification
followed in the organization.
• it is observed that majority of the respondents (53.33%) falls under the 18-30 years.
• Majority of respondents prefer indirect method for recruitment and selection (46.67%)
• it is observed that nearly 37% of respondents said that resources are met during quarterly
47% of respondents are informed by email.


1. Recruitment & Selection Process should be improved.

2. During the selection process not only the experienced candidates but also the fresh
candidates should be selected so as to avail the innovation of new employees.
3. Company should follow all the steps of Recruitment & Selection for selection of the
4. Selection processes must be less time consuming.
5. Interview should not be boring, monotonous.
6. Judgment should be fair not bias.
7. Following Qualities should be considered at the time of Selection of Candidate.


1. Time period of training was short so my sample size was also small.
2. There can be statistical error in the study conducted.
3. There can be personal biasness.


1. The Officers are fully satisfied with the existing Recruitment & Selection procedure.
2. Recruitment & Selection should not be lengthy.
3. The Recruitment & Selection should not be impartial.
4. Recruiting people with the right skills and qualities are essential for any organization if it is
to maintain and improve its efficiency.





6. Human Resource Recruitment In India: Critical Role of

Online Recruitment System, 1 (6), pp. 1-4.
7. International Journal of Management Research & Review
ISSN: 2249-7196
IJMRR/ October 2014/ Volume 4/Issue 10/Article


8. Unconscious Bias in Faculty and Leadership Recruitment

Volume 9, Number 2 August 2009
9.Association of American Medical Colleges 2450 N Street,
N.W. Washington, D.C. 20037-1127
10.IOSR Journal of Business and Management (IOSR-JBM) .
Issue 5 (Jan. 2014), PP 60-67

11.Ashwathappa k, Human Resource & Personnel Management 4 th
Edition, By Mc Graw Hill Company New Delhi.
12.Rao P Subha, Essentials of Human Resource Management and
Industrial relationship, By Himalaya Publishing House.
13.Kothari C.R, Research Methodology 2nd Edition, By New Age
Techno press.

14.Gupta Mohit & Aggarwal Navdeep, Marketing Research 1 st

Edition, By Kalyani Publisher.


1. Do you agree that a good Recruitment policy plays a key factor in the working of an
a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree

2. What should be the best Recruitment Sources according to your preference?

a) Internal Recruitment
b) External Recruitment
c) Depends on Situation & Post

3. What are the Sources of Recruitment used in Sebiz Infotech?

a) Advertisement
b) Employee Referral
c) Consultants
d) Portal
e) All of these

4. What is your level of satisfaction with the present Recruitment process followed in
Sebiz Infotech?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

5. According to you how often Recruitment takes place in Sebiz Infotech?
a) Quarterly

b) Half-Yearly

c) Annually

d) Whenever required

6. How do you feel about interview panel?

a) Excellent

b) Good

c) Average

d) Poor

7. What kind of the interview do you conduct?

a) Formal and structured

b) Formal and unstructured

c) Stress interview

d) Board interview

8. Do you think communication skills play a major role in selection of a

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

9. Which Source of Selection do you think is followed in Sebiz Infotech?
a) Written Tests

b) Group Discussions

c) Personal Interview
d) Group Discussions & Personal Interview

e) All the above

10. Rank the Qualities in the order of your preference on the basis of which you
Select a candidate.
Rank 1(Lowest Quality) – Rank 5 (Highest Quality)

a) Qualification

b) Experience

c) Skills

d) Personality

e) Depends on Job Variety

11. Do you feel in your department right person is placed at the right job?
a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree