Summer Training Report

On
EVALUATION OF RECRUITMENT AND SELECTION
PROCESS

SUBMITTED BY
MONIKA SINGH
41710081

Department of Business Administration

National Institute of Technology

Kurukshetra

2016-2018

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 ACKNOWLEDGEMENT

I recommend my sincere recognition to CONNEQT BUSINESS SOLUTIONS

for giving me the opportunity to complete my summer training. I acknowledge the
give and take relationship wherein I made good effort vigorously on the work
assigned to me and contribute to the organization with my hard work and get
essential credit from my profile before I enter the corporate world.

I would like to articulate my courteous recognition to Mrs. Vasudha,Mrs

Inderpreet Kaur, Mr.Gurdev Singh, Jaspreet Singh for providing worthwhile
guidance during the period of my summer training. I would also like to express my
gratitude to all those associates who provided their constructive inputs for the job
assigned during the period of summer training.

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Contents
INDUSTRY PROFILE ........................................................................................................................................ 5
ADVANTAGES ............................................................................................................................................ 7
CHALLENGES ............................................................................................................................................. 9
INDUSTRY SIZE ........................................................................................................................................ 11
COMPANY PROFILE ..................................................................................................................................... 12
VALUE PREPOSITION ............................................................................................................................... 14
HR Shared Services .................................................................................................................................... 24
IT Services .................................................................................................................................................. 25
BOARD OF DIRECTORS ............................................................................................................................ 26
INTRODUCTION TO TOPIC........................................................................................................................... 28
INTRODUCTION ....................................................................................................................................... 28
RECRUITMENT......................................................................................................................................... 29
RECRUITMENT PROCESS AT CONNEQT................................................................................................... 40
SELECTION ............................................................................................................................................... 44
RESEARCH METHODOLOGY ........................................................................................................................ 45
DATA ANALYSIS AND INTERPRETATION .................................................................................................. 47
OBJECTIVE ............................................................................................................................................... 51
FINDINGS................................................................................................................................................. 51
Recommendations ...................................................................................................................................... 52
Bibliography ................................................................................................................................................ 53

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 PREFACE

Success of every business enterprise depends on its human resource. Finding the
right man for the job and developing him into a valuable resource an indispensable
requirement of every organization. Proper recruitment helps the line managers to
work most effectively in accomplishing the primary objective of the enterprise. 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. Thus, personnel functions, recruitment and selection,
when carried out properly, would enable the organization to hire and retain the
services of the best brains in the market.

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 spirit-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.

The project covers introduction of Recruitment and Selection, Purpose and

Importance of Recruitment, Sources of Recruitment, Steps in the Recruitment &
Selection Process, and Suggestions to make the Recruitment Process more
effective. The project also covers the whole selection process that is undertaken by
the company.

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 INDUSTRY PROFILE

Outsourcing entails the contracting out of business processes to external parties,

either domestically or offshore. In 2017, the global market size of outsourced
services was valued at 88.9 billion U.S. dollars, increasing with 12 billion dollars
from the previous year. A subcategory of outsourcing, business process
outsourcing (BPO) is the contracting out of specific business processes, usually
either internal business functions (back office), such as human resources, or
customer-related functions (front office) like customer care operations in call
centers. Business process outsourcing is also often related to IT functions.
The revenue of the global BPO industry was 24.6 billion U.S. dollars in 2017.

The largest share of global outsourcing revenue was generated in Europe, the
Middle East and Africa (EMEA) in 2017 at 55.6 billion U.S. dollars. Outsourcing
often involves off shoring in which processes are outsourced to a different country
to where the business is located. India was among the leading countries for
offshore business services in 2017 in terms of its financial attractiveness, the skills
and availability of its people and the appropriateness of its business environment
for business process outsourcing.

Global leaders in outsourcing include ISS World, a Danish company specializing

in facility services, and Accenture, whose focus lies with IT, help desk and HR
outsourcing, as well as consulting. In a worldwide survey of business leaders, 59
percent cited cost cutting as a driver in outsourcing processes. Other top factors
included enabling focus on core business and solving capacity issues.

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6
ADVANTAGES

The main advantage of any BPO is the way in which it helps increase a company's
flexibility. However, several sources have different ways in which they perceive
organizational flexibility. In early 2000s BPO was all about cost efficiency, which
allowed a certain level of flexibility at the time. Due to technological advances and
changes in the industry (specifically the move to more service-based rather than
product-based contracts), companies who choose to outsource their back-office
increasingly look for time flexibility and direct quality control. Business process
outsourcing enhances the flexibility of an organization in different ways:

Most services provided by BPO vendors are offered on a fee-for-service basis,

using business models such as Remote In-Sourcing or similar software
development and outsourcing models. This can help a company to become more
flexible by transforming fixed into variable costs. A variable cost structure helps a
company responding to changes in required capacity and does not require a
company to invest in assets, thereby making the company more flexible.

Another way in which BPO contributes to a company’s flexibility is that a

company is able to focus on its core competencies, without being burdened by the
demands of bureaucratic restraints. Key employees are herewith released from
performing non-core or administrative processes and can invest more time and
energy in building the firm’s core businesses. The key lies in knowing which of the
main value drivers to focus on – customer intimacy, product leadership, or
operational excellence. Focusing more on one of these drivers may help a company
create a competitive edge.

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A third way in which BPO increases organizational flexibility is by increasing the
speed of business processes. Supply chain management with the effective use of
supply chain partners and business process outsourcing increases the speed of
several business processes, such as the throughput in the case of a manufacturing
company.

Finally, flexibility is seen as a stage in the organizational life cycle: A company

can maintain growth goals while avoiding standard business bottlenecks. BPO
therefore allows firms to retain their entrepreneurial speed and agility, which they
would otherwise sacrifice in order to become efficient as they expanded. It avoids
a premature internal transition from its informal entrepreneurial phase to a more
bureaucratic mode of operation.

A company may be able to grow at a faster pace as it will be less constrained by

large capital expenditures for people or equipment that may take years to amortize,
may become outdated or turn out to be a poor match for the company over time.

Although the above-mentioned arguments favor the view that BPO increases the
flexibility of organizations, management needs to be careful with the
implementation of it as there are issues, which work against these advantages.
Among problems, which arise in practice are: A failure to meet service levels,
unclear contractual issues, changing requirements and unforeseen charges, and a
dependence on the BPO which reduces flexibility. Consequently, these challenges
need to be considered before a company decides to engage in business process
outsourcing.

A further issue is that in many cases there is little that differentiates the BPO
providers other than size. They often provide similar services, have similar
geographic footprints, leverage similar technology stacks, and have similar Quality
Improvement approaches.
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CHALLENGES

Risk is the major drawback with business process outsourcing. Outsourcing of an

information system, for example, can cause security risks both from a
communication and from a privacy perspective. For example, security of North
American or European company data is more difficult to maintain when accessed
or controlled in other countries. From a knowledge perspective, a changing attitude
in employees, underestimation of running costs and the major risk of losing
independence, outsourcing leads to a different relationship between an
organization and its contractor.

Risks and threats of outsourcing must therefore be managed, to achieve any

benefits. In order to manage outsourcing in a structured way, maximizing positive
outcome, minimizing risks and avoiding any threats, a business continuity
management (BCM) model is set up. BCM consists of a set of steps, to
successfully identify, manage and control the business processes that are, or can be
outsourced.

Analytical hierarchy process (AHP) is a framework of BPO focused on

identifying potential outsourceable information systems. L. Willcocks, M. Lacity
and G. Fitzgerald identify several contracting problems companies face, ranging
from unclear contract formatting, to a lack of understanding of technical IT
processes.

Technological pressures

Industry analysts have identified robotic process automation (RPA) software as a

potential threat to the industry and speculate as to the likely long term impact. In
the short term, however, there is likely to be little impact as existing contracts run

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their course: it is only reasonable to expect demand for cost efficiency and
innovation to result in transformative changes at the point of contract renewals.
With the average length of a BPO contract being 5 years or more - and many
contracts being longer - this hypothesis will take some time to play out.

On the other hand, an academic study by the London School of Economics was at
pains to counter the so-called "myth" that RPA will bring back many jobs from
offshore. One possible argument behind such an assertion is that new technology
provides new opportunities for increased quality, reliability, scalability and cost
control, thus enabling BPO providers to increasingly compete on outcomes based
model rather than competing on cost alone. With the core offering potentially
changing from a "lift and shift" approach based on fixed costs to a more
qualitative, service based and outcomes-based model, there is perhaps a new
opportunity to grow the BPO industry with a new offering

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INDUSTRY SIZE

One estimate of the worldwide BPO market from the BPO Services Global
Industry Almanac 2017 puts the size of the industry in 2016 at about US$140
billion.

India, China and the Philippines are major powerhouses in the industry. In 2017, in
India the BPO industry generated US$30 billion in revenue according to the
national industry association. The BPO industry is a small segment of the total
outsourcing industry in India. The BPO industry and IT services industry in
combination are worth a total of US$154 billion in revenue in 2017. The BPO
industry in the Philippines generated $22.9 billion in revenues in 2016. In 2015,
official statistics put the size of the total outsourcing industry in China, including
not only the BPO industry but also IT outsourcing services, at $130.9 billion.

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COMPANY PROFILE

Conneqt Business Solutions is a subsidiary of Quess Corp., India’s leading

business services provider. Quess is committed to providing a world-class
customer experience while continuously working towards creating better lives.

As one of the leading business process services companies, it is this very ethos that
we strive to live up to, each day. The world is changing at a pace never seen
before. Today, technology delights us as much as it confounds us. Innovative
products amaze us as much as they frustrate us. The ever-increasing range and
nature of services add great value to our lives, but it gets equally challenging to
manage and stay up-to-date with them.

We work closely with our clients to understand their businesses, products and
services – and leverage this understanding to help them deliver greater value to
their customers. Be it in terms of constantly reengineering their customer-connect
processes, supporting their expansion plans with our extensive delivery footprint,
launching products at a pace faster than ever – while never letting customer
satisfaction drop, being there for their customers 24x7, extending citizen services
at a scale never seen before, or, boosting collections through a mix of persistence,
process and technology, Conneqt Business Solutions has time and time again
delivered on the diverse expectations of its clients.

At Conneqt Business Solutions, we value and respect our client’s business and
brand, as much as we value our own. We see every customer interaction as an
opportunity to represent our client’s brand with pride, enhance the client’s value in
their customer’s lives, and ultimately, shape a world where customers and

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businesses trust one another, see long-term value in the association, and support
each other’s ambitions and aspirations.

CUSTOMER SATISFACTION – GOAL OF THE

ORGANIZATION

Vision

To be a $1 Billion valued enterprise by 2022

Mission

We exist to deliver superior customer experience by

continually simplifying business processes and creating sustainable value for all
stakeholders.

Values

 Customer First
 Buck Stops With Me
 Teamwork Wins
 Continuous Excellence

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 Brand essence

We exist to simplify.
Our driving force - Let's simplify - communicates our core promise to our clients
and is an assurance of simplified solutions.
Simplicity is the underpinning of genuine customer delight, made possible
when we align our energies to what really matters to customers. We are
partners who simplify business problems and concerns, driving to the heart of
business value creation directly and efficiently. We espouse an open, genuine
and trustworthy character that our clients can rely upon.

VALUE PREPOSITION
Conneqt Business Solutions is a focused CLM service provider. Since 2004, we
have served clients from industries such as Telecom & Media, Banking, Financial
Services & Insurance, Automotive & Manufacturing, Retail & e-tail, Government,
Real Estate, Travel and Hospitality.

Across engagements, clients acknowledge the value we bring to their

business:

 End-to-end CLM: We support clients across the customer lifecycle (target -

acquire - onboard - serve - grow - retain)
 Program management: We take ownership at all stages of the engagement
(design - development - deployment - delivery - insights)

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 Omni-channel expertise: We connect with customers through multiple modes
(voice, IVR, web, email, video and voice chat, SMS, social media, self-service
kiosks, agency and snail mail), while ensuring a consistent brand experience
 Presence and personalization: Our wide delivery footprint, multilingual
capabilities and proven expertise across industries and offerings makes us the go-to
service provider for medium and large enterprises seeking business transformation
 Business outcome-focused: Our committed outcomes of growing revenues,
enhancing experience and enabling efficiency resonate strongly with clients
 Our values and heritage: Business, to us, is not the end, but merely the means to
achieve a larger goal. Our affirmative action program positively impacts thousands
of lives, while offering clients significant benefits. Our values, thus, play a key role
in shaping the organization, our culture, and most importantly, the value that
clients draw from their engagement with us.

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SERVICES PROVIDED BY CONNEQT BUSINESS
SOLUTIONS

Business Intelligence & Analytics Services

Today's business world involves opportunities for rapid growth and expansion, but
in a very competitive and rapidly-changing environment. To sustain and lead the
organization towards its goals, business leaders are relying on fact, or data-based
decisions.

However, the challenge of analyzing copious amount of data and extracting

meaningful insights out of it remains.

Organizations across the globe are investing in Business Intelligence & Analytics
(or Business Insights) that can enable smarter business decisions. A robust but
flexible Business Insights framework, comprising of platforms and tools &
services, unleashes the huge potential of data by making it easily available, which
in turn provides an unprecedented opportunity for businesses to understand their
business and customers better, design better products and services and run more
efficient processes.

The investment in a Business Insights framework yields desired outcomes only

with proper planning, which involves in-depth Business Insights maturity
assessment, prudent selection of the right tools/platforms, skilled and focused
Business Insights team (in-house or outsourced) and finally, a good governance
mechanism.

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 At Conneqt Business Solutions, with our rich business and customer experience,
are well-equipped to help you attain Business Insights maturity and reap benefits
from your data, in the form of smarter & high-yielding business decisions.

In terms of service offerings, we cover the complete cycle, i.e., end-to-end

Business Insights solutions. Starting from Business Insights maturity assessment
and software/tools evaluations, we do all types of ETL activities, data model
designs, seamless streamlining of canned reports/MIS & dashboards, what-if
analyses, business trends, and finally, data mining resulting into regression models,
clusters and other statistical insights. At a broad level, there are four major
compartments in which we bucket our services:

 Data Management
 Business Intelligence
 Data Mining
 BI-Analytics Consultancy
We also help clients formulate expansion strategies, self-evaluation and awareness
building strategies. This service area is divided into the following categories:

 Business Research: Competitor research, SWOT analysis, senior management

profiling, social media research and compelling presentations
 Market Research: Survey design and administration through web or phone, data
cleansing, theme-ing open ended responses, tabulations, what-if analysis,
presentation decks.

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 Digital transformation services

While the digital era dawned around the turn of the 21st century, it was only over
the last 3-4 years that the digital movement acquired enough scale and pace to
necessitate more concerted 'digital thinking' on the part of organizations.

Today, having a strong digital presence is imperative, as customers are fast shifting
their search-to-purchase-to-service decision-making process from offline to online.
Also, due to the pervasive presence of social media, consumers now have a voice,
and are using it to voice their opinion on products and services that they
experience. Businesses need to embrace this shift, and evaluate how they can build
their brand successfully in the age of the digitally-empowered consumer.

What is called for is a digital transformation.

Conneqt Business Solutions works with customers across verticals to offer highly
customized digital transformation solutions. We seamlessly add digital
transformation solutions to the existing traditional modes of customer engagement
and enhance the overall effectiveness and efficiency of customer experience.

 Digital marketing on-boarding services (strategy, website setup, app development,

response management)
 Online optimization services (SEO, SEM, ASO, PR, Analytics)
 Lead generation campaigns, implementing email marketing & affiliate marketing
strategies
 Building online assets, creating e-commerce portal through web and mobile
development services

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 Content services (contests, campaigns, blogs, videos, mobile apps, SM apps)
We enable our clients across telecom, retail, ecommerce & manufacturing to on-
board their presence on digital and social media, provide online reputation
management offerings, listen to their customers voice on social media, engage real-
time with customers and optimize their digital assets to drive efficiency through
cross-platform integration, and provide robust analytics & content optimization
services. We help our customers define the ROI of digital marketing even before
they pilot their digital marketing campaign, based on our 5W research framework
and implement it using our simple 3-step solution. The 5W framework addresses
the following areas:

 Where does your brand stand right now in the digital sphere?
 What is working and isn't for your brand?
 Who is the potential customer amongst the crowd and what is their behavior?
 Which is the engaging content & right content mix?
 When is the right time and form to disseminate your message?
Importantly, all our solutions are benchmarked against best-in-class campaigns,
companies & competitors, and, are focused on helping our clients build a robust,
scalable and sustainable digital marketing strategy for the long term.

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 Outcome-Focused Services

In a highly competitive market and a challenging business environment, we

recognize the need to deliver specific outcomes that are critical to businesses today
– revenue growth, customer experience and enhanced efficiency.

 Grow revenues: Rapid technological advancements, growing competition and

increased customer expectations have made a marketer’s job tougher than ever
before. At the same time, the customer has well and truly gone global – buying and
selling products & services all over the world.
Through our focus on quick issue resolution, strong customer relationships and
higher retention, we enable our clients to expand operations, reach more
customers, and launch new products & services faster, with sustained customer
satisfaction.
Our services in this space include:

o Customer Lifecycle Management

o Digital Transformation
o Auto Insurance Third Party Assurance
 Enhance experience: With a much wider array of products and services on offer
than ever before, customers face the challenge of adapting to new technologies,
innovations and service channels. Businesses that provide a trustworthy, hassle-
free usage experience with minimal investment from the customer stand to gain
hugely in the long term.
We combine our people, process and technology strengths to co-create customer-
focused solutions with our clients, leading to enhanced customer experience.

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 Our services in this space include:

o Omni-channel
o IT Services
 Enable efficiency: The demands on businesses today are immense, for instance,
the need to constantly innovate and offer greater value to customers despite
resource constraints. In the world of business, lean is well and truly in. What’s
needed is the constant creation of zero-waste value streams across technologies,
assets and departments.
We operate as a business process consultant to our clients, proactively gain in-
depth understanding of their business, audit existing processes and suggest new
ways to enhance efficiency and optimize costs.
Our services in this space include:

o Business Insights
o Finance & Accounting Services
o Human Resources Shared Services

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 F & A BPO services

Finance and Accounting (F&A) functions globally are saddled with the
responsibility of streamlining processes, maintaining compliance and optimizing
spends, all at the same time. Maintaining this balance can be an arduous task.

We offer comprehensive service offerings that support end-to-end functions in the

CFO's office, aimed at enabling our clients with cost savings and efficiency gains.

The processes within the umbrella of outsourcing range from transactional

processes like procure-to-pay, order-to-cash, and partial decision-making process
like tax accounting & entity management, right up to high-end processes covering
business planning and consolidation.

Our finance and accounting operations meet all statutory, regulatory and
operational compliance as defined by the client, evident from us running SoX
compliant processes - a requirement of one of our major international clients in the
manufacturing sector.

Procure-to-Pay
 Accounts payable
 Expense reporting
 Payment processing
 Vendor management
Record-to-Report
 General accounting
 Fixed Assets
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 Tax filing and reporting
 Inter-company accounting
 Statutory accounting
 Month-end reporting and consolidations
Order-to-Cash
 Accounts receivable
 Billing and cash application
 Order management
 Credit control
Corporate Functions
 Treasury reporting
 Cash management
 Investment management
Business Planning and MIS
 Business Planning
 MIS
 Forecasting
 Budgeting
 Performance analysis
Industry-Specific Accounting
 Loan account management
 Claims management
 Warranty accounting and claim management
 Purchase and supply chain accounting

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 HR Shared Services

The Human Resources function faces the challenge of recruiting, managing,

engaging and retaining the best talent, at the lowest cost to the company. This
challenge can get compounded in a tough economic environment, with the Human
Resources function having to fulfill an ever-expanding gamut of responsibilities
with limited manpower.

Additionally, the HR function faces the challenge of adopting new channels – such
as social media & mobile – to handle associates across the employee lifecycle. It is
imperative to look to partner with a service partner who can take on different
aspects of the function, in order to let the HR team focus on strategic HR and
building the human currency of the organization.

At Conneqt Business Solutions, we have experience in managing a significant

volume of resources, bringing established best practices to different aspects of HR.

Pre-Employment Services

 Sourcing of right candidates for the profile

 Conducting the initial interview of candidates
 Arranging for the candidate’s interview by the client
 Generation of offer letter to candidates per client advice

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IT Services

With growing automation and usage of IT products & services across the
enterprise – and among customers – the IT function is being acknowledged as one
that is strategically relevant to the organization’s future. The pace and extent of
changes sweeping across the IT landscape necessitate greater focus on staying in
touch with changing trends, and adapting to them. Bringing on board an IT
services provider enables process optimization and increase in efficiency,
liberation of capital and internal resources for strategic IT, and greater cost control.

We have internally trained and qualified IT staff that caters to application

development for client requirements, call center configurations, CRM and facilities
management services. We use well-tested technology to provide robust and
scalable applications, with one of the lowest design-to-deploy times in this
industry, enabling rapid application development.

Uniform training of the IT staff has resulted in a team that is aligned 100% with
the goals of the organization, as well as with quality standards and zero-error
tolerance – a distinguishing feature of our performance. Technology is leveraged to
reduce turnaround times and improve productivity using innovative solutions and
the highest level of configuration via parameterization. Usage of workflows
throughout applications extends an additional level of flexibility when configuring
the business environment.

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 Customized Application Development Services

 Custom application development

 Application assessment
 Legacy application modernization
 Enterprise application integration
 Mobile application development
 Web/portal/content management systems development
 Customizing collaboration workflows on our platform to make processes efficient

BOARD OF DIRECTORS

Mr. Subrata Kumar Nag, Chairman, Non-Executive Director

Subrata Kumar Nag is the Chairman of Conneqt Business Solutions Limited. He is
also the Group CEO & Executive Director, Quess Corp Limited. A seasoned
finance professional with over three decades of experience, he is responsible for
the overall Finance and Accounts function of Quess Corp. He has been the
Director of the Company since 2013, before which he was the Vice President -
Finance and Company Secretary of Ilantus Technologies Private Limited.

Mr. Amitabh Jaipuria, Non-Executive Director

Amitabh Jaipuria is a Director of Conneqt Business Solutions Limited. He is also
the President and CEO of the Global Services Vertical of Quess Corp Limited
which includes People and Services and IFMG (Integrated Facility Management
Group) businesses. In this role, he leads the teams that manage: General Staffing;
Recruitment; Search; Digital Compliance; Training and Skill Development;
Logistics; Facilities Management; Specialty Facilities Management; Security and
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Guarding as well as Electronic Security Solutions. Additionally, he oversees the
Company's businesses in the Middle-East and South-East-Asia. He has been
associated with Quess since January 2017 and has 27 years of experience.

Mr. Guruprasad Srinivasan, Non-Executive Director

Guruprasad Srinivasan is the Director of Conneqt Business Solutions Limited.
Associated with Quess since its inception in 2007, he has over 20 years of
experience in the service industry across Strategy, Sales, Business Development,
Planning and Operations. He oversees verticals such as logistics, special
businesses, and People and Services at Quess.

Mr. Sanju Ballurkar, Non-Executive Director

Sanju Ballurkar is the Director of Conneqt Business Solutions Limited and
currently serves as the CEO of Magna Infotech with which he has been associated
since 2005. As a key member of Magna Infotech's early-stage strategic leadership
team, Sanju shaped company's pioneering strategies, engineered robust software
systems and led a large-scale execution of sales & delivery effort. His 23 years of
experience includes an 8 year stint with the global technology giant - Pitney Bowes
in the US.

Mr. Anand Ramakrishnan, Non-Executive Director

Anand Ramakrishnan is a Director of Conneqt Business Solutions Limited. He is
also the CEO of the Infrastructure Managed Services Business of Quess Corp
Limited.
Anand brings in a rich experience of more than 19 years of Business Strategy,
Leadership and P&L Management. Anand enjoys setting up and growing new
businesses and he finds the challenge exciting.

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INTRODUCTION TO TOPIC

INTRODUCTION

According to Windolf (1986), The recruitment policy choice is firm and précised
by the organization in advance. Boxall, Purcell and Wright (2007), their area of
concern was to focus on recruitment questions i.e. how they can do the recruitment
and what ways they have to apply to achieve the effectiveness in the procedure of
recruitment.
Human Resource Management techniques are made to materialize and use the
resources in the most effective and efficient manner.
Related to the success of Recruitment and selection process, there are the strategies
made by the organizations to identify and select the best candidates from the pool
of candidates. Organizations looking for recruits at the base level entry require
minimum qualifications and experience. The applicants who are applying for the
positions at the base –level entry are usually the recent university/technical/college
graduates who don‟t have the clear idea regarding the future prospects of their
career or are anticipating on engaging in advanced financial activity. At the middle
levels, the positions like senior executive, junior executives are filled internally.
Mostly the senior executive positions which require high talent are recruited from
external sources.
Most of the organizations use both the methods i.e. (internal and external) to make
the recruitment more effective and efficient. The main focus of recruitment and
selection is to match the capabilities of the perspective candidate against the
demands essential in a given job.
Odiorne (1984) proposed that the quality of the recruitment procedure is dependent
on the quality of applicants are to be received for the vacant positions. Recruitment

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is basically the marketing done by the recruiters for the vacant positions. The
success of the recruitment procedure depends on how the recruiter advertises the
vacant job positions of the organizations. 16

RECRUITMENT
Recruitment is the process of attracting pool of capable candidates applying to an
organization for employment (Gold, 2007). This suggests that applicants with
experience and qualifications most closely related to job specifications may
eventually be selected. According to Armstrong (2006), “the main objective of
every organization is to achieve the best results for the process of recruitment.”
The organization attracts candidates by means of identifying, assessing and using
the most suitable sources of applicants. El-Kot and Leat (2008), “observation is
that step where recruitment begins with advertising of the existing vacancies.”
Recruitment is the process of attracting the candidates for the job or the function,
usually undertaken by recruiters. It is the process of generating pool of candidates
applying to an organization for employment.
According to Eze (2002), “recruitment is the process of finding and attempting to
attract job candidates who are suitably qualified and therefore capable of filling
vacancies in job positions effectively”. The main purpose of recruitment is to
motivate them to apply for vacant job positions.
There are certain skills which are typically looked by a recruiter while looking
recruiting; these are communication skills, technical knowledge, knowledge of the
related subject in which he is going to work and certain computer skills. Evidence
of the skills may be checked through qualification of applicant, technical
knowledge can be checked through machine test or by having a technical round in
which technical questions will be asked by the recruiter.

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It is apparent that recruitment deals with the planned advertisement of existing
vacant position in an organization, in order to attract skilled and the quality
applicant to apply for the vacant position. Based on the above, Recruitment is a
very specialized field in Human Resource practices as it involves techniques that
will effectively identify the pool of capable and quality applicants. 17

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SOURCES OF RECRUITMENT
The Recruitment policy aims at enriching the company‟s talent pool by acquiring
skills and functional expertise that strengthens their goals to become the leader in
the chosen verticals on the pivots of a set of committed, motivated, and empowered
employees. Full-cycle recruiting process is a term used by human resources experts
who manage the recruitment process from start to end. Sources of Recruitment is
classified into two categories, these are:
INTERNAL SOURCES OF RECRUITMENT
Promotions: Promotions are the internal source of recruitment, which means to
promote or upgrade an employee who is already contributing in organizational
performance. It implies upgrading an employee with higher responsibilities, status
and pay. Promotion among the present employee is advantageous as the employees
are already familiar with the existing culture, environment, norms, rules and
regulations of the organization. It also 18
reduces the requirement of job training. Promotion implies as the reward of past
performance and encourages the employees for their efforts.

Transfers: Transfer is a lateral shift causing movement of individuals from one

position to another. It is transferring of employees from one job to another without
any change in position, status and responsibilities. Job rotation is another way of
transfers which also involves the lateral shift of employees.

Employee Referrals: Employee Referrals is the another technique of internal

source of recruitment. In this method, the existing employees of the organization
refer the applicants to the organization. Whenever they see the position vacant and
if there is any person they refer to the organization. The existing employees are
aware about the organization culture, its rules and regulations; so if they find the
31
candidate suitable for the post they refer. The organizations promote employee
referrals, because it helps in reducing the cost, time and effort of the organization
of finding the candidates.

Former Employees: Former employees are the internal source of recruitment.

There are some employees who are retired from the organization and they want to
join the organization for the part time or the full time or may recommend someone
who is best suited for the position. Individuals who have left their job might be
willing to join back for some higher remuneration. The main advantage of this
source is that performance of these people is already known by the organization.

Advantages of Internal Source of Recruitment

There are some main advantages of recruitment. They are as follows:
Turnover: The turnover of the employees is reduced through internal
recruitment. Here, high performing employees within the organization can be
reassigned to an area within the organization where the need is more. Confining
the vacancy to internal candidate can also help retain employees who might have
left the organization for any reason.
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32
 Performance: Performance of the employees is recorded by the recruiters of the
organizations, which will help them in the internal recruitment. While doing the
internal recruitment, the performance of employees is considered at the first, then
they review the performance of employees for recruitment purpose. For the
internal recruitment they consider those employees who are performing well in the
past years.

Internal Recruitment helps the organizations to reduce the cost. Hence it works
as a cost cutter in the organizations.

Corporate Culture: Corporate culture is related to the goals and objectives of

the organization as mentioned in its vision and mission statement. It includes the
business attitude, customs and etiquette. An external candidate that fulfills the
entire requirement as per experience and skills needed for a position, but might not
fit into the organizational culture, whereas Internal candidates are already familiar
with the organization culture, rules and regulations.

Disadvantages of Internal Source of Recruitment

There are some disadvantages of the internal source of recruitment:
Limited choice: In Internal recruitment, there is a limited choice of talent
available in the organization, as it avoids the entrance of new candidates. Internal
recruitment does not allow any candidate from outside the organization; hence, the
number of prospective candidates for the post is limited from the organization
itself. There may be candidates who have more experience and better qualifications
from internal candidates.

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 Implementation of Traditional System: In Internal recruitment, there is a
requirement of implementation of traditional norms, system, process, and
procedures. In addition, this limits the scope for fresh talent in the organization.

Position: While using internal recruitment, existing employees, whether skilled

or not, will have a perception that they have an automatic right to be given a senior
post.
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34
 Costly: Internal Recruitment proves to be a costly affair, as when an employee
is promoted to the senior position, automatically a vacancy arises; and in order to
fill that vacant position, the recruiter has to again recruit for that post which proves
to be costly.

External Source of Recruitment

Employment Exchanges: Employment Exchange acts as a medium between
employers and perspective employees. It is an office set up by the government for
those candidates who are in search of employment and those employers who are
looking for the candidates. Employment Exchange register those candidates who
are unemployed by maintaining the record of their names, qualification etc. The
employers on their part tell the employment exchange about the vacancy in the
organization; as soon as the vacancy is intimated by the organization the exchange
selects some of the candidates and forward their names to the perspective
organization.

Employment Agencies: Employment agencies are considered to be fast and

efficient while recruiting the applicants for the vacant positions. These agencies do
the preliminary screening on the part of the organization and keep in touch the
organization regarding the screening process. Private employment agencies
perform differently in the level of service, costs, policies, and quality of applicants
they provide to the organization.

Advertisement: Advertisement is one of the sources of external recruitment

which is often used by the organizations. They advertise the positions which are
vacant on both electronic print and media so that they are able to access a larger
35
pool of applicants. Advertisements prove to be expensive but they attract a larger
pool of applicants than internal recruitment.

Campus Recruitment: Campus Recruitment is one of the sources which help

the organizations to generate a larger pool of candidates. The institutes, colleges,
universities, research laboratories, prove to be a fertile land for the organizations to
attract the quality applicants to the organizations. Some of the organizations have
compulsion to have the
21

36
Applicants through campus recruitment; and IIM‟s are one of the institutes which
are an important source of recruitment of management trainees.

E-Recruitment: or online recruitment involves screening of the candidates

through electronic media. The processes of e-recruitment consist of attracting,
screening, selecting, and offering jobs or rejecting candidates. This method helps
the organizations too directly channelize the potential of the candidates through
online skill assessment, conducting the background check and screening the
candidates through video conferencing and managing the whole process of
recruitment over the internet. The internet has become a source for employers to
display organization image and advantages over competitors which helps them to
sustain the market.

Advantages of External Source of Recruitment

Larger Pool of Candidates: External Recruitment helps the organization to
gather the larger pool of qualified and skilled candidates. It opens to the
organization a larger pool, so that they can place the right person at the right job.

Target Key Players: External Recruitment helps the organization to target the
key players in the market that helps the organization to sustain in the market and
make the competition successful.

Generation of Creative Ideas: External recruitment helps the organization of

having the fresh talent in the organization; which brings the new ideas to the
organization for the betterment of it, in order to achieve the goals of the
organization. When the company understands the need of the having those

37
employees in the organization who can bring fresh and new ideas to them, then
they go for external recruitment.

Lesser Internal Politics: In external recruitment, there are fewer chances that
candidates will face internal politics. When the candidates are not recruited
internally, then there will be less chances of prioritizing or doing favoritism with
any of the candidate.
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38
 Better Growth: By using an external source of recruitment the company
expects the growth of itself; when they are recruiting the candidate with high
potential and all the requirements matching the job requirements. The employees
who are within the organization also try to broaden their capacity so that they can
match the new talent coming in the organization.

Disadvantages of External Source of Recruitment

Higher Risk: There is a risk in the external recruitment which can hamper the
growth of the organization. The candidates applied for the position are totally
strangers for the organization and if they do not perform well or take the undue
advantage of their position that will affect the performance of the organization.

Time Consuming: External Recruitment is a time consuming process. Firstly

the company has to advertise the job position then they can expect the candidates
to apply for the position and after that they have to properly screen the candidates
through various levels; so that they are able to select the best candidate for the job
position.

A Limited Understanding about the Company: In external recruitment the

candidates are totally strangers to the organization, so there are chances that they
will have lesser understanding about the organization culture, and its environment.
This disadvantage of lesser understanding can make the issues which will affect
the performance of the organization.

Issues of Maladjustment: There are some new employees in the organization

who are not able to adapt the new environment. When such things happen, in the
starting the organization should try to engage them so that they get comfortable
39
and are able to adjust in the organization. Then also if they are not able to adjust,
then some major steps should be taken by the organization.

RECRUITMENT PROCESS AT CONNEQT

Steps in recruitment process in : Conneqt business solution limited

Step 1:
Whenever there is a vacancy in the company first it will be known by the project
manager. The Project manager informs about the vacancy to the general manager.
Step 2:
Once the general manager comes to know about vacancy in the company he will
inform it to the chairman to get the approval of recruitment.
Step 3:
After getting the recruitment approval the process will be carried by the HR
manager. Moreover the recruitment of the company internally, that is the existing
employee will be given first priority.

40
Reasons for selecting the sources:
1. Referrals:
Referrals are the existing employees working in the same organization.Conneqt
Business solutions limtd

41
 Conneqt Buiness solution limtd select referrals as their source since it are an
economical way of recruiting.

This is also a fastest means of recruitment.

In case of emergency to place an employee in particular position can be
doneeasily through referrals. Since referrals they bring candidates for the job
fromoutside.

2. Newspapers:
Newspaper is a media through which information can be spread all over the

Country.
Job seekers are able to get information about the vacancies through

Newspapers.
Newspapers are cost effective.

Coverage is high.

3. Internet:
Internet is a modem source used for recruiting the candidates.

The time consumed in giving the information and making it to

Reach the people is less.

Internet is selected as a source of recruitment for the following

42
Reasons also.
It is a fastest means of source.

Coverage is high

4. Consultants:
Consultants are a source through which more number of candidates can be

Recruited and selected.

Consultants help organization at the when there is a emergency.It is also

Selected for the following reasons.

Cost effective.

Time taken is less.

It is easy source since it will have the candidates all the time which will help

Duringemergency period.
Factors that are considered while recruiting in CONNEQT
Determining which characteristics that differentiate people are most important

To performance.
Measuring those characteristics.

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SELECTION

Selection is the process of selecting the individuals from the pool of candidates
who fulfill all the requirements whether it is related to the qualification or the other
skills required to be matched with the job position. Whereas the recruitment
process is concerned with the attracting the individuals, the selection process is
concerned with the identifying and selecting the best candidate for the
organization. However, attracting the large pool of candidates is not a big issue in
the organizations but selecting the right candidate for the right job is a big issue for
the organizations. The selection process is pre-guided criteria to the recruiters by
the organizations which include job descriptions, job specifications, job profiling
and conducting the process. The selection process is considered to be the negative
process as it includes the elimination of the candidates in order to find the right
candidate for the right position.
“Selection is the process of differentiating between applicants in order to identify
and hire those with a greater likelihood of success in a job.

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RESEARCH METHODOLOGY

Objectives of Study:
To compare the perception of employees towards the effectiveness of the
recruitment and selection procedure at Ultra Bytes on the basis of gender and age

To measure the employees satisfaction regarding recruitment and selection

procedure at Ultra Bytes

Research Methodology
The term methodology is a system which tells about the policies and procedures on
which the research is based; therefore this section focuses on the research
techniques which are used in this study, in order to achieve results of the research
objectives.
Type of Study
This study is based on descriptive research design, primarily using questionnaires
to determine the effectiveness of the recruitment and selection procedure on
UltraBytes Pvt. Ltd. Chandigarh. A structured questionnaire was prepared to
achieve the objectives of the study. The questionnaire is based on likert scale
ranging from Strongly Agree (1) to Strongly Disagree (5). The advantage of
descriptive study is that it is a scientific method of investigation where data is
collected and analyzed to describe the current conditions or relationships
concerning a problem. The computed data was analyzed using descriptive statistics
including percentage, t-test and annova. Interpretation of the data was done within
the frame of orientation of the research problem. 31

45
Sample Size
The sample size took for the study is 105 employees which tell about the
perception level of employees towards the effectiveness of recruitment and
selection procedure of the Ultra Bytes and the satisfaction level of the employees
regarding the recruitment and selection procedure.
Area of Study
This study is to assess the perception level of employees towards the effectiveness
of recruitment and selection procedure at Ultrabytes. The independent variable of
the objective is the perception of employees. The data is collected through the
primary source. The managers, executive and the employees of the organization
are involved while taking the first hand information.
Data collection and Procedure
Data used in the study is primary data. Primary data is that data in which first-hand
information is collected by the enumerator. This data is collected is collected with
the purpose of mind. This data is collected in the supervision of the HR manager.
The primary data is collected in the form of questionnaire to achieve the study
objective.
The questionnaire is based on the likert scale denoting (1) as strongly agree and (5)
strongly disagree.

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DATA ANALYSIS AND INTERPRETATION
Objective: To compare the perception of employees towards the effectiveness of the recruitment
and selection procedure at Ultra Bytes on the basis of gender.

Morale of existing employees can be lowered due to process of Recruitment and

selection.

Data
frequency percent
strongly 34 32.4
agree
Agree 70 66.7
Neutral 1 1.0
Disagree 0 0.0

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Strongly 0 0.0
Disagree
105 100.0

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Dedication of employees towards performance can increase if practices in
recruitment and selection are fair in nature

Frequency Distribution - Qualitative

Data
frequency percent
strongly agree 23 39.0
Agree 30 50.8
Neutral 1 1.7
Disagree 3 5.1
Strongly Disagree 2 3.4
59 100.0

KSA‟s should be periodically reviewed in the company to retain the value of

selection process

Frequency Distribution – Qualitative

49
Data
frequency percent
strongly 25 42.4
agree
Agree 24 40.7
Neutral 6 10.2
Disagree 3 5.1
Strongly 1 1.7
Disagree

59 100.0

Interpretation:
The value of p is less than 0.5 hence, hypothesis is rejected.
Thus, there is significant difference between the perceptions of employees towards
the effectiveness of recruitment and selection process of Ultrabytes in respect to
gender.
The males and females of Ultrabytes has different point of view regarding the
effectiveness of recruitment and selection process.

50
Objective: To find the significant difference between mean score of perception
of employees towards the effectiveness of the recruitment and selection procedure
of Ultrabytes in respect to various demographical variables.
Here the demographic variable is age of the employees.

FINDINGS

From the study done, it can be concluded that the perception of the male and
female in Ultrabytes is different towards the effectiveness of recruitment and
selection process. 52

51
The employees of the Ultrabytes believe that the process of recruitment and
selection is effective enough. They believe that following the new path or the new
ways of recruitment can help them to achieve more effectiveness in the process.
The employees are satisfied with the process of Ultrabytes for hiring the
employees in the organization. There were some challenges as well, that recruiters
of the Ultrabytes faced while hiring for the certain positions.
The organization has tried to incorporate the best and modern techniques for the
process of recruitment and selection. They try to recruit the best candidate for the
organization.

Recommendations

I recommend to the organization to adopt some more rounds in selection process of

the organization. By introducing more rounds such as aptitude test will bring more
efficiency in the process and help the organization to achieve the goals. The
organization should adopt certain new technologies as well that will help the
business to grow more.
They can provide training to the employees that will help them to increase their
ability. The organization main focus is on the external recruitment that proves to be
more costly. They can do some internal recruitment that will help them to reduce
their cost. They can take the reviews of the employees of the organization by
having the feedback of the employees.

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ir.knust.edu.gh
www.ficci.com
www.effectivenesscompany.com
de.slideshare.net
A.M Sharma “Personnel & HRM”, Himalaya Publishing House 2005
Article: A study of the recruitment and selection process: SMC Global, Kumari
Neeraj, ISSN 2224-6096, VOL 2, No.1, P.36
Black, P.and William, D.(1998) „Assesment and classroom learning
“Human Resource Management” Text & Cases, by Aswathappa K.,Tata Mc
Graw- Hill Publishing Company Ltd., Seventh Edition, P.139
K.Aswathapa Tata Mc Graw Hill ,”Human resource and Personnel Management”
2003
L.M Prasad, “Principles and Practices of Management” 2003
T.V Rao, “Human Resource Management in India Industry”,1991

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