A Project Report on

“RECRUITMENT AND SELECTION PROCESS FOLLOWED IN

CORPORATE LADDER CONSULTANCE’’.

Project submitted to
University of Mumbai for partial completion of the degree of
Bachelor of management studies
Under the faculty of commerce

Submitted by
MS. FIRDOUS QURESHI.
ROLL NO: - 543
Under the Guidance of
Professor: - SMRUTI AMBRE.

UTTARI BHARTI SABHA’S

RAMANAND ARYA D.A.V COLLEGE OF COMMERCE&
SCIENCE
DATAR COLONY, BHANDUP (EAST)
(2019-2020)
 A Project Report on
‘’RECRUITMENT AND SELECTION PROCESS FOLLOWED IN
CORPORATYE LADDER CONSULTANCE.’’

Project submitted to
University of Mumbai for partial completion of the degree of
Bachelor of management studies
Under the faculty of commerce

Submitted by
MS. FIRDOUS QURESHI
ROLL NO: - 543.
Under the Guidance of
Professor: - SMRUTI AMBRE.

UTTARI BHARTI SABHA’S

RAMANAND ARYA D.A.V COLLEGE OF COMMERCE&
SCIENCE
DATAR COLONY, BHANDUP (EAST)
(2019-2020)
 Ramanand Arya D.A.V. College

Bhandup (East) Mumbai – 400042

CERTIFICATE

This is to certify that MS. FIRDOUS QURESHI has worked and duly

completed his Project Work for the degree of Bachelor of management studies

under the Faculty of Commerce in the subject of RECRUITMENT AND

SELECTION and her project is entitled, “RECRUITMENT AND

SELECTION PROCESS FOLLOWED IN CORPORATE LADDER

CONSULTANCE.” under my supervision.

I further certify that the entire work has been done by the learner under my

guidance and that no part of it has been submitted previously for any Degree

or Diploma of any University.

It is her own work and facts reported by her personal experience.

Co-ordinator: Principal:
MS.CHANDRAKALA SHRIVASTAVA DR. AJAY M.
BHAMARE

Project Guide/Internal Examiner: External

Examiner:
Declaration by learner
I, the undersigned Ms. FIRDOUS QURESHI here by, declare that the work
embodied in this project work titled “RECRUITMENT AND
SELECTION PROCESS FOLLOWED IN CORPORATE LADDER
CONSULTANCE.”, forms my own contribution to the research work
carried out under the guidance of Prof. SMRUTI AMBRE is a result of my
own research work and has not been previously submitted to any of this
University for any of this Degree/Diploma to this or any other University.

Wherever reference has been made to previous works of this, it has been
clearly indicated as such and included in the bibliography.
I, here by further declare that all information of this document has been
obtained and presented in accordance with academic rules and ethical
conduct.

FIRDOUS
QURESHI.

Certified by
Prof. SMRITI AMBRE
 Acknowledgment

To list who all have helped me is difficult because they are so numerous and
the depth is so enormous.

I would like to acknowledge the following as being idealistic channels and

fresh dimensions in the completion of this project.

I take this opportunity to thank the University of Mumbai for giving me

chance to do this project.

I would like to thank my Principal, Dr. Ajay M. Bhamarefor providing the

necessary facilities required for completion of this project.

I take this opportunity to thank our Coordinator Ms. Chandrakala

Shrivastava, for his moral support and guidance.

I would also like to express my sincere gratitude towards my project guide

Prof. SMRUTI AMBRE whose guidance and care made the project
successful.

I would like to thank my College Library, for having provided various

reference books and magazines related to my project.

Lastly, I would like to thank each and every person who directly or indirectly
helped me in the completion of the project especially my Parents and
Peers who supported me throughout my project.
CHAPTER 1- EXECUTIVE SUMARY.
 EXECUTIVE SUMMARY.

This project was done in the recruitment consultancy named Corporate Ladder
Consultancy private Ltd. The project is titled ‘recruitment and selection process
followed in Corporate Ladder Consultancy.’

This company is basically a recruitment consultancy, which provides jobs to the

people belonging to different fields as per their need and requirements. This
consultancy does not charge any money for their service to the candidates. This
consultancy is a third party service provider.

In this book there is detailed information about the history of the company, about their
structure, their achievements, about their process and about the vision and mission
and milestone of the consultancy. As every organization have their own strengths,
weaknesses, opportunities and threats. So, here I have included the swot analysis of
the organization as well as the details of the companies with which the consultancy
has its tie ups. I have also mentioned the information regarding different departments
of the consultancy.

I have given the detailed information about the job role performed by me during my
internship, the challenges faced by me during that period of time. This black book
consist of ample amount of knowledge and information which I gained and learned
from the company. All the topics mentioned are in the easiest form in accordance to
guidance of teachers and Mumbai University.

With this book my effort would be to make students well versed with the role of Hr
recruiter in today’s market scenario.
CHAPTER 2 – INTRODUCTION ON THE COMPANY.
 INTRODUCTION OF THE COMPANY.

Incorporated in the year 2008, Corporate Ladder Consultants Private Limited

(CLCPL), is one of the fastest growing Recruitment solutions and Human Resource
services provider company for Human Resources (HR) Hiring, Development &
Management, in India with a national presence through a network of strategic
alliances & Professional Associates engaged on various assignments outsourced to us
by our esteemed clients for enriching their human capital requirements. They
specialize in Talent sourcing, Recruitment solutions and Human Resource services,
Placements, Contractual hiring & deputation of Technical & Commercial Manpower
for Domestic and International markets. The recruitment strategies at Corporate
Ladder are designed to help our clients meet the staffing and manpower demands of
each individual project. Their holistic, dedicated and simple approach towards the
recruitment process delivers the right person also for your organizational values. The
process is carried out in a very time efficient way and with minimum disturbance to
your business. They strongly believe in connecting candidates to their careers. Their
recruitment experts & employees invest time to understand the culture of each and
every client and the personality of the candidates. Their selection is based much more
than just job specifications and CVs. Combining our expertise with the latest
recruitment software allows them to efficiently recruit the right people into the right
Career to deliver an upward success ratio.
 SERVICES PROVIDED BY CORPORATE CONSULTANCE.

CLC specialize in providing Hr Solution and Recruitment Service to the clients &
recruitment opportunities for the candidates. The long list of their Hr Solution and
Recruitment Service is designed to serve various industry sectors. Their business is to
connect our clients with top-quality candidates. They provide Hr Solution and
Recruitment Service in a wide number of areas like engineering, health, accounting &
finance, marketing, HR, property, construction and much more. The expert recruiters
at Corporate Ladder possess extensive knowledge across local and central
government, local and national agencies. Their large database of candidates has
positioned them as one of the best Hr Solution and Recruitment Service providers in
the country & abroad.

DIFFERENT SERVICES PROVIDED BY CLC ARE AS FOLLOWS:

1. PERMENANT RECRUITMENT.

The Permanent Recruitment model is designed to provide the clients the option for
quick hiring of their workforce to keep their business running successfully. Their
Permanent Recruitment Resource Managers understand the task in hand keeping a
good note of the business ethics, work culture and work flow.

Permanent Recruitment Team only selects the best candidates for ones businesses to
join one on a long term basis. Each and every selected candidate goes through a strict
screening and skill evaluation process before joining the clients.

2. BULK HIRING SERVICES.

Corporate Ladder’s Bulk Hiring Team / recruitment experts work closely in tandem
with the Hiring Manager in order to accurately gauge the hiring needs, perform Career
profiling, devise strategies and selection procedures to maximize the number of
successful prospects. They have a dedicated team of recruitment experts to handle
your Bulk Hiring needs at all times. Bulk Hiring is one of the most profitable services
for the clients. Their recruitment experts ensure that the bulk requirements are taken
care in the most transparent and cost-effective way.
3. EXECUTIVE SEARCH SERVICES.

CLC Executive Search Services division caters to a large number of employment

sectors like Engineering & Manufacturing, BPO/KPO & ITES, Ecommerce,
Information Technology, Banking and Financial Services, Construction & Real
Estate, FMCG, Healthcare & Life Sciences, Hospitality, Logistics & SCM, Oil &
Gas. Their Executive Search Consultants possesses vast knowledge and market
understanding to provide an optimized search and select service. At times, traditional
search fails to provide one with the premier candidates for the vacancy. Corporate
ladder’s Executive Search Services team of Executive Search Consultants has the
experience to deliver the best solutions to solve the problems faced by the clients.
Their team of Executive Search Consultants has the headhunting expertise and
enthusiasm to deliver on every assignment they work on.

4. OVERSEAS RECRUITMENT.

Overseas Recruitment is about dealing with the right candidates for the right
opportunities across multiple cities and countries. Corporate Ladder’s overseas
recruitment consultants go the mile to provide you the staff you need. No matter
which part of the world, CL’S overseas recruitment consultants have the experience
and the quality to provide one with the right person as per ones requirements.

5. DEPUTATION SERVICES.

Since the last few years, Deputation Services has evolved to be one of the most
demanding Manpower services. Being one of the leading recruitment Services
Provider firm in Mumbai, at Corporate Ladder provide Deputation services designed
to take care of the work profile on temporary contract hiring basis for
short/limited/defined period of time. Their expertise, as a leading recruitment Services
firm has also enabled us to specialize in arranging industry professionals on
deputation. Further, with growing benefits of Deputation services / outsourcing, more
and more companies with focus on their core business activities are outsourcing HR
support services that make them save time and cost.
 Corporate Ladder Deputation Services offer the following benefits to their clients and
candidates:

 Strong client referrals

 Large Pan India presence
 Cost saving approach with quality manpower
 Flexible hiring focused on core competencies
 Government Statutory Compliance.

CL’S Deputation Services Team provides complete manpower support for project
management, planning, procurement, inspection, testing and commissioning.

6. CONTRACT STAFFING.

Along with achieving excellence in providing HR solutions, Corporate Ladder has

also recently emerged as a pioneer in the Contract Staffing / Staff Augmentation
process. With more than 7 years of experience in providing Contract Staffing / Staff
Augmentation services to the top companies in the country and abroad, Corporate
Ladder has bridged the demand-supply gap via a client-centric service focused on
providing the best staff to our clientele. From a single staff resource to a big team,
their Contract Staffing / Staff Augmentation is designed to find one with the right
talent at a minimal cost within a short span of time. Their practices result in the
achievement of the consistently high rate of candidate retention and quality delivery
well above the industry standards. Their Contract Staffing / Staff Augmentation
model provides the clients with the levy to switch from temporary to permanent
hiring. It is one of the best options to maintain proper staff levels and retain the
premier talent available in the market today. The process is also on the low cost side
along with providing utmost satisfaction to the employers.

7. RPO (Recruitment Process Outsourcing.)

RPO (Recruitment Process Outsourcing) is a process devised for the employers to

save time and cost on recruitment to increase productivity. If you are looking
someone who can handle all your recruitment activities along with providing your
recruitment support & RPO services, look no further. Corporate Ladder's RPO
(Recruitment Process Outsourcing) services have been helping a large number of
companies in the country and abroad in order to create a sustainable competitive
advantage over the competitors with premier recruitments. Banking on the vision to
provide people with utmost quality employment opportunities and talent management
solutions, our RPO (Recruitment Process Outsourcing) service is designed to increase
efficiency and manage the business ends of the companies. Their RPO (Recruitment
Process Outsourcing) services include a number of solutions that effectively meet
your corporate and hiring goals. Along with leveraging technology and reducing
overall operational costs, our RPO services are also focused on creating a clear and
transparent structure that promotes collective responsibility.

Here's a glance at some of the benefits that CL’S RPO services provide.

Better Accountability.
Corporate Ladder has a simple and clear structure and strategy in place that allows
and encourages individual and teamwork at all levels. As one of the industry front
runners in terms of RPO services, we take ownership & responsibility of a situation
and take the appropriate actions to ensure an affirmative and time-effective resolution.

Optimum Value Delivered.

At all times, CL’S RPO Services team is ready to deliver topmost quality and easy on
the pocket & quick on the clock affordable services designed to surpass expectations.
As one of the best RPO services providing companies in India, they possess the
ability to recognize our clients' best idea of success by delivering RPO service at an
incomparable price.

Passion for Innovation.

The team at Corporate Ladder strives hard to deliver original, creative and thought-
provoking solutions. The expert minds of their recruiters are also looking to try new
ideas and differentiate themselves from their competitors through their imaginative
and tailored services.
Knowledge.

Corporate Ladder understand the constantly changing demands and influences within
their industry and the recruitment variations. Thus, they continually keep reviewing
the resources, experience and expertise within their business limits to deliver an
integrated and customer-centric service.

No Compromise on Quality

Corporate Ladder ensures adherence and compliance of the company’s quality

policies laid down by the Management. They allocate at least one team member (team
leader) who is well versed and trained in RPO business processes and has undergone a
complete project in tandem with these processes. Project documents and profiles sent
are peer-reviewed and/or reviewed/approved by project manager before delivery to
ensure desired quality.

8. PAYROLL MANAGEMENT SERVICES.

Payroll Management services at Corporate Ladder offer one a complete and an

integrated solution. They provide Payroll services for everything from Statutory
Registrations, Renewals, Statutory Compliances, Maintenance of Statutory records &
Registers, preparation and due filing of records & allied Labour Law management
services to the Private/ Public Ltd, Institutional undertakings and other shops &
commercial establishments, factories to their entire satisfaction. Their Payroll
Management services model is a very simple and convenient way for the clients to
pay salaries to their employees and file tax return on time. One wise quote suggested
that keeping the employees happy means that half the work is done.
SERVICES IN RECRUITMENT.

TEMPORARY
STAFFING

CONTRACT PERMENANT
STAFFING STAFFING

SERVICES

1. PERMENANT STAFFING

Permanent staffing assignments are those when you look to hire people on your
payroll on a permanent basis. The scope of work for a permanent staffing assignment
would include sourcing and initial screening of candidates as well as coordinating of
interviews with the client. The most important part of the assignment is getting a good
understanding of the job description, the kind of person the client is looking for and
the culture of the client to ensure that we recommend only those people with the
correct fit. Each client assignment is led by an experienced recruitment consultant
who has extensive recruiting expertise.

2. CONTRACT STAFFING.

Contract staffing takes place when a person is on our payroll but works out of your
office i.e. there is a co-employment relationship between the client, employee and
CLCPL. The Contract employees are individually chosen by the client i.e. can be
recruited afresh or transitioned from the client's payroll. All contracts are for a fixed
duration (generally 3 months to a year) and can be renewed multiple times.

3. TEMPORARY STAFFING.
CL provide front office and support staff for short time periods in order to enable you
to cope with extra workloads, temporary replacements for people on leave, peak
workloads in administration, accounting, customer service and production, a short
term technology project year etc.

STRUCTURE OF ORGANIZATION.
SCOPE OF CLCPL.

CLCPL Is an external businesses who offer employers with various recruitment

services. Corporate Ladder consultant brings in high level of expertise in the area of
hiring the right talent for any vacancy. CLCPL is a skilled consultancy which can
quickly get the perfect candidate for any organization by using their huge database of
capable candidates. CLCPL acts as a bridge between an employer and candidate.

SWOT ANALYSIS.

STRENGTH:

 Accurate and complete job information

 Tie ups with most of the reputed company’s in the market.

 Good visibility into hiring needs.

 Ability to measure big recruitment matrix.

 Working with India’s no 1 job portals.

 Positive working environment.

WEAKNESSES:

 High attrition rates.

 Lack of motivation.

 Lack of training programmes.

 Lack of updated information.

OPPURTUNITIES:

 Increased hiring opportunities due to increasing unemployment.

 Growing reputation will help in expanding its business worldwide.

 Opportunity to work with reputed companies in the market.

 Improvement of productivity from current employees.

THREATS:

 Increasing number of recruitment agencies.

CHAPTER 3: STATEMENT AND OBJECTIVE.
VISION

“They have an uncompromised commitment to become the Partner of Choice for both
their candidates and clients”

MISION

“To identify and source the best qualified talent at the right time at the right place
while maintaining high Standards, Time &Budget.”
 STRATEGIES OF COPRPORATE LADDER CONSULTANCE.

The recruitment strategies at Corporate Ladder are designed to help their clients meet
the staffing and manpower demands of each individual project. Their holistic,
dedicated and simple approach towards the recruitment process delivers the right
person also for your organizational values. The process is carried out in a very time
efficient way and with minimum disturbance to your business. They strongly believe
in connecting candidates to their careers. Their recruitment experts & employees
invest time to understand the culture of each and every client and the personality of
the candidates. Their selection is based much more than just job specifications and
CVs. Combining our expertise with the latest recruitment software allows them to
efficiently recruit the right people into the right Career to deliver an upward success
ratio.

EXPERTISE OF CLCPL.

Living in an age of digital developments and technology, one should understand the
flow of the service industry. The market keeps changing every day. Amidst all this
progress, Corporate Ladder’s Human Resource solutions Team provide you the best
HR services across a wide range of sectors and industries. They provide a single
platform for Candidates by providing them with our reliable services, which suits
their requirements.

Understanding the latest trends in different industries, their leading Human Resource
solutions Team offers the most experienced and qualified staff, which is capable of
lending significant contribution in the company’s progress. They always place special
emphasis on the services that are designed to fulfil the needs of their esteemed clients.

In order to satiate these corporate workforce needs, they have provided the most
proficient workforce for all IT & BPO, KPO Engineering, Infrastructure, Retail,
ecommerce and other Companies in India and abroad. Since their inception in 2008,
they are one of the leading Human Resource solutions provider and they have been
able to successfully place a large number of aspirants in the top companies in India
and abroad. This speaks volume about their successful track records.
Their success rides on a 3 motto chart plan.

 Their Size is their Strength.

 Their Success is their People.
 They Deliver the Best to the Clients.

OBJECTIVE OF CLCPL.

The main goals of CLCPL for any firm are as follows:

1. To attract top talent in terms of knowledge, skills, attitude, personality and

communication

2. Gaining competitive advantage in the market by hiring and retaining bright and
efficient individuals.

3. Company growth.

- Recruitment process in CLCPL allows a company to acquire skills, talent, and

knowledge and experience which the company was lacking in the past.

4. To forecast the manpower requirement of the organization.

5. To enable the firm to advertise itself and attract talented individuals.

6. To review the list of objectives of the organization and try to achieve them by
promoting the firm in the minds of people.
RECRUITMENT PHILOSOPHY OF THE CLCPL.

The management of the Consultancy believes that recruitment is not just getting the
vacancies filled by providing the suitable candidate for the job. The real struggle of
the recruiter begins after that where he has to handle issues like false commitments,
increasing attrition rate, increasing market opportunities and interpersonal grievances
between the superiors and peers. To overcome with these problems, HR Remedy has
designed its own unique Recruitment philosophy. According to this, the consultancy
considers all the parameters while selecting an employee for an employer. The
philosophy is such that it takes care of the future potential problems along with the
current requirements. There is a 3600 degree approach while selling an employee to
an employer as well as an employer to an employee.
 PROCESS OF RECRUIMENT IN CLCPL

Manpower planning
iiioiiiiiiLA;planning
Manpower requisition form

Job description

Finding sources of recruitment

Selecting the best source

Searching for prospective

candidates

Screening the CVs

Preliminary interview

Face to face interview

Final interview

Select Reject

Salary discussion

Offer letter
Selection process
Medical tests

Placement

Orientation and
induction

Induction
The recruitment at CLCPL undergoes through the following steps:

1. Manpower planning.

Manpower means the workers or employees (human labour) required for

the organization. Manpower planning is to decide in detail the number of
people required for the functioning of the organization, the tasks they
need to perform, their designation in the firm, and so on. In short, it gives
the requirement of human resource to be hired.
For manpower planning, first the additional and replacement requirement
is finalized. Then the approval for how many candidates can be recruited
is given by the top authorities and the total vacancies are identified. After
this, action is taken as to which vacancies to be filled in which quarter of
the financial year. This planning is done at the beginning of the year by
all the organizations.

2. Manpower requisition form (MRF)

This form includes in detail description regarding the vacancy like the
designation, expectations from the candidate, skills to be possessed, job
description, educational details, questions to be asked while screening
candidates and so on. It is always prepared by a technical person at a
higher position in the firm. If the manpower recruitment of the firm has
to be outsourced, the firm has to provide the MRF to the consultancy or
other concerned party for the purpose of finding the candidates.

3. Job description

Job description is always prepared from the candidates’ point of view. The
basic elements included in it are designation, location of the job, skills
required, salary offered, experience required (if any), educational
qualification, etc.

4. Find out sources of recruitment and choose the best source.

The recruitment sources have a general and broad classification as

internal and external. Depending on the requirement of the job, the
recruiter and the management decides as to which source to opt for. The
internal sources of recruitment include promotion, transfer, employee
referrals, job enlargement, job rotation, re-employment of retired persons
and giving employment to deceased family member. The external
sources include job portals, labour contractors, job fairs, newspaper and
other print advertisements and so on.

5. Searching the prospective candidates.

The recruiter finds the probable candidates through any of the internal or
external sources. Corporate Ladder Consultancy Private Limited uses job
portals and employee and candidate referrals on a large scale for internal
as well as external recruitment. Job posting, mass mailing and bulk SMS
are also used on a medium scale and social networking sites are used on
a small scale.

6. Screening the CVs and shortlisting the best suitable candidates.

matching the job description After finding the prospective candidates,
their resumes are screened and candidates are shortlisted for the
interview. Sometimes, telephonic interactions are also conducted for
shortlisting purpose.

7. Preliminary interview (Most of the times telephonic)

This is to find the basic criteria of the candidates. The recruiter judges
the communication skills, confidence and on the spot answering ability
of the candidate. Telephonic interviews may sometimes be unproductive
as fake persons can answer the call and create confusion which leads to
misjudging.

8. Face to face interview.

The candidate appears before the recruiter for the first time in this stage.
The interviewer judges the interviewee on the basis of confidence,
communication skills, aptitude, logical and analytical skills, technical
knowledge, consistency, experience, domain knowledge, innovative
ability and resume presentation. If the candidate clears the first round of
interview, he/she is selected for the final interview.

9. Final interview.

In this interview, the top authorities take participation in the recruitment

process. The domain knowledge, willingness towards the job, and
experience of the candidate is focused in this stage.
(These steps are carried out only after the candidate gets selected, thus it
can be said that they are a part of selection process)

10. Salary discussion

If the candidate is selected in the final interview, he/she is called for

salary discussion. If the salary offered and salary expected matches, the
candidate accepts the job. If it does not match, both negotiate with each
other and come to a decision.

11. Offer letter

Once the candidate agrees with the salary offered, a legal offer letter
signed by the top authorities of the company is drawn. It is then given to
the candidate. After this point of receiving the letter, the candidate
legally becomes the employee of the organization and joins the job.

12. Medical tests

Some companies have statutory compliances of conducting medical tests
for candidates joining them. Medical tests are conducted most probably
for government sector firms, companies like BHEL, ONGC, private
sector firms, etc.

13. Orientation and induction.

This is the final step of the process when the candidate joins the firm as
an employee. It is conducted to make the person familiar with the culture,
working and employees of the organization.

Sources of Recruitment.

When the company is in need of efficient human resource, the major questions arise
are:
1. Where will they get this pool of people?

2. How will these people get to know that the firm is requiring them and
in search of them?
The answer to the first question lies in the sources of recruitment. The
second question is answered by the techniques of recruitment used to
stimulate the potential candidates. Generally people feel that the sources
of recruitment and techniques of recruitment are the same. But there is a
differential line between them. The role of the management of the
company is to find out the best sources of recruitment as soon as possible
and implement them for the purpose.
These sources have a broad classification into two main sources. The sources which are
internal are those that are available within the pursuit of the organization and external
are those that lie outside the pursuit of an organization.
Internal Sources

1. Promotion

Organizations consider the present employees in the firm for a higher job
profile, if any vacancy is available for the same. Promotion means an
increase or hike in the designation level, responsibilities, salary package,
allowances, incentives and other benefits.

2. Transfer
This source involves the vertical movement of the employee from one
branch of organization to another. It does not involve any change in the
designation, pay- scale, incentives or responsibilities.

3. Employee referrals

These candidates are referred and recommended by the present

employees of the organization. It helps the organization to get quality
candidates as the employees refer only those people who they feel will
satisfy the needs of the business. The company offers some incentives to
the employees providing this source as the cost of recruitment is reduced
drastically due to their reference.

4. Job enlargement

This means to make a current employee work extra, i.e. an increase in her
tasks to be performed or a change in her job profile. It also includes an
increment in the pay and other allowances. This can be used only when
the person has the knowledge about the other job which is to be handed
over to her.
E.g.: An employee is working for HR-Admin. There is a vacancy for
Payroll Executive in the same firm. Instead of hiring a new employee, the
same working for Admin is handed over with the Payroll job.

5. Job rotation

Job rotation means to make an employee work for different jobs on a

cycle basis. She/he will be shifted from one job to another as and when
the need arises. It is also helpful to the employee as she/he is able to get
experience in different jobs and enhance the performance for the both.

6. Re-employment of retired persons

Retired persons of the company have an experience as well as loyalty

towards the organization. Some companies prefer to re-hire these people
as a token of their loyalty or sometimes even to avoid inter-personal
disputes for promotion. The re- employment may be on temporary basis
for the completion of a specific project or continued till the company or
the person himself wishes.

7. Employment to dependant of deceased employee.

Many times, employees in the organization face some accidents and get
deceased, disabled or even lose their lives. Organizations have a view of
developing loyalty and commitment towards the employees as well as
their family members. So, they provide employment to the dependants of
such deceased employees to build up their image in the market as well as
get the vacancy filled without spending on it.

External Sources

1. Job portals

Technological innovations are taking place worldwide and the Human

resource domain is also not away from its effect. Job portals are websites
where the job seekers can post their resumes and search for job. Job
providers can post their job openings and find the right candidates for
their firm. In short, job portal is a virtual platform where prospective
employees and employers can meet.

2. Campus Recruitment

This is the best source of recruitment where there are openings for freshers
because colleges have an excellent pool of freshers. It helps the businesses
recruit cream of the new blood. The company shortlists the institute on
the basis of the quality of students and past records of placements from
that institute. They build good relations with top institutes before the
competitors could grab the opportunity. It is a cost effective source as well
because sometimes the institutes themselves pay the companies for
getting their students placed.
3. Labour contractors

This source is normally used to acquire non-technical and unskilled

labour for ground level work. The people who have a group of workers
contact different companies for hiring them on wage basis may be for a
temporary period or till a project gets completed.

4. Management consultant.

Management consultants are companies which outsource the recruitment

process for other companies by charging some fees for the same. When
the line managers use this type of sources, they are set free from the
different activities of recruitment. This facilitates them to focus on other
important functions of the firm. These consultancies are also called as
executive search engines and many companies depend on them for
securing highly specialized as well as executive level positions. But there
are some limitations to this source due to which many companies don’t
opt for it. These include a high cost expenditure, confidential nature of the
function, ineffectiveness in performance and no guarantee of satisfaction
level.
5. Employment agency/Public Employment Exchange

This agency is similar to a management consultancy, just the difference

being that it functions only for government jobs. They are specially
formed so that the candidates can get all required information about the
vacancies. According to the rules and regulations of Employment
Exchange Act, it is mandatory for all the organizations both public and
private in the country to occupy certain vacancies through this type of
source.

6. Newspaper ad or other print media ad

This is the oldest method of recruitment used by companies to post their

advertisements in newspapers or other print media to attract candidates. It
is generally used for government openings.
7. Free ad posting sites

This is a type of E-recruitment method wherein companies post their job

openings on websites of different companies free of cost. This is a very
effective means because prospects all throughout the globe can be
targeted with no monetary resources spent for the same. Some of the
known free as posting sites are Quikr.com, OLX.com, Click.in,
Clickindia.in, Webmirchi.com, Zilap.com, Yet5, etc.

8. Walk in interviews

There are some companies which are very busy or changing rapidly. It is
very difficult for them to find time for the different functions of
recruitment. So they announce walk-ins wherein the potential candidates
can directly approach for the interviews without any prior communication
or application. The specific date, time and place is decided by the
company. The suitable candidates will then be selected for further
processes.

9. Social networking sites

There are many networking sites like LinkedIn and Facebook.com that
are also used for searching suitable candidates for job openings.
Facebook is a means to attract youngsters (freshers) by posting the jobs
or creating different pages to inform about vacancies. LinkedIn can be
used more often to search for candidates who are already working and
having experience in particular domain

10. Head hunting.

Head hunting means searching a person for a senior position or a position

for which candidates are rarely available. It is a very difficult job as the
company has to convince a passive job seeker by offering higher pay-
scale, extra benefits and allowances and so on. The companies request
professional firms to do this job and find candidates for senior executive
positions. The head hunters are commonly known as search consultants.
All head hunters are recruiters, but all recruiters are not head hunters. The
major sources of head hunting include LinkedIn, Competitors’ research
and analysis and grabbing an extra-ordinary talent out of them, referrals,
etc.

11. Body shopping

There are some professional and technical training firms that create a
pool of manpower in a way that they become eligible for possible
employment. The organizations wanting to hire people directly contact
such training firms or the firms contact the organizations to get the
candidates placed. These are body shoppers who professionally train
people and this entire process is known as body shopping. It is most
probably done for computer professionals.

RECRUITMENT SOURCES USED BY DIFFERENT

CANDIDATES.
 FACTORS AFFECTING RECRUITMENT IN CLCPL.
There are internal and external factors that affect recruitment. These are listed as

below.

Pros and Cons of Internal and External recruitment:

Internal recruitment has the following advantages and disadvantages:

1. Internal Recruitment

The internal recruitment for any firm has the following advantages and disadvantages:
1. Pros/Advantages

a. It is the quickest method for getting a vacancy filled as there is no

requirement for advertising for recruitment as well it is not needed to
conduct sorting of CVs and second interviews.
b. The time for training or orienting the candidate is reduced as he/she is
already familiar with the company’s culture and different business
models used by the firm.

There will be very little chances of the new recruited person to be unhappy or
unsatisfied with his/her job and so will be easy to retain such employee.

c. Brand new employees have to be given training which costs a huge

amount to the firm and they also do not fully integrate even after the
training programme.

d. Recruiting internally provides motivation to the employees and creates a positive

impact on their morale. The current employees will feel that the company sees them as
prospects for the progression and advancement and that the firm is desiring to provide
new career and growth opportunities to them
2. Cons/Disadvantages
a. There generates narrowing of thinking and spread of stale ideas in the
company.
b. Internal politics will start prevailing in the organization due to the
discontent of rejected employees, special treatment expected by some
employees and so on.
c. There will be a small talent pool as fewer applicants or probable
candidates will be available.
d. If the company recruits internally, there arises a need to find
replacement for the old position which becomes vacant.

e. A ripple effect is created in the firm due to internal recruitments as vacancies.

2. External recruitment
The external recruitment for any firm has the following advantages and
disadvantages:
1. Pros/Advantages

a. It provides new ideas and fresh perspectives for the business.

b. It increases diversity in the workplace and allows rapid growth of the

organization.
c. The new recruit may bring new insights, knowledge, skills and
experience from the other companies, which will help them avoid
mistakes in the prevailing firm.
d. It initiates a turnaround for the business activities.

e. Hiring experienced people on the job will reduce the task of training them.

f. There will be less upsetting of present organizational hierarchy and so

internal politics can be avoided to an extent.
g. There will be availability of bigger talent pool as more applicants will
be present.

h. If the company has to make major changes in the functions and

activities of the business, the external recruits will be less reluctant for
the same than the internally recruited employees. This is so because they
bring “fresh blood” into a company and are happily ready to adapt to and
facilitate the changes.
2. Cons/Disadvantages

a. The major disadvantage of external recruitment is expenditure of

resources like time, money and efforts on a large scale.
b. It takes a long time to find and train a brand new person in an organization.

c. It is very costly to advertise for external recruitment and it takes

recruiters’ lot of time if he has to sort out the CVs and conduct
interviews.
d. A person from outside takes more time to adjust with the culture and
processes of the organization.
e. It destroys the incentive of present employees to try hard to get promoted.

f. It may sometimes hurt the morale of present employees and affect their
loyalty.
Job Portal:

A job portal, well known as career portal is a website which helps in the
process of recruitment by bringing in touch the employer and the
employee. The job seekers can post their resumes on these job portals and
the employers can search for suitable candidates for their jobs through
these portals. The different job portals used at HR Remedy India were:
1. Shine.com

2. Monster.com

3. TimesJobs.com

4. Recruiter.com

5. LinkedIn
Many candidates post their resumes and job expectations on these portals.
When companies are looking for candidates, they prefer to go through
these portals to find out who can be the prospects for their job vacancy.
This is a cheaper source for employers as compared to other sources and
so many prefer to use it. It also provides the expectations of candidates
and so the company does not have to waste time in interviewing them to
understand the same.

Free ad posting sites:

There are different sites used by HR Remedy India for free ad posting
about job openings, training program and other aspects about their
firm. These sites include:
1. Quikr.com
2. Yet5.com
3. OLX.com
4. Clickindia.com
5. Webmirchi.com
6. Zilap.com

CRITERIA FOR SELECTION.

Selection decisions are usually based on how an applicant is rated (rather, predicted)
in terms of the likelihood of success on the job. The criteria of selection needs to be
critical to the job. The key job dimensions identified in job analysis and job
description provide the basis for determining relevant criteria. But is there a statistical
relationship between such requirements and job performance? It appears that certain
job requirements can be measured more easily and accurately than certain others. The
core job skills like sensory motor‘s kills and manipulative skills and achievement can
be measured relatively more accurately than one‘s aptitude, interest and personality
traits. Integrity loyalty, initiative/drive/resourcefulness and intelligence/mental
alertness are the key attributes influencing the selection of managerial employees. All
these attributes being subjective are hard to assess accurately, yet are widely
attempted. Perhaps it is so because managements and employers in India have
relatively less pressure to defend the criteria.
CHAPTER 4: ROLE IN THE ORGANIZATION DURING INTERNSHIP.
 DETAILS OF THE INTERNSHIP.

This summer internship programme was of 2 months. I went for the walk
in interview to Corporate Ladder Consultancy Private Limited located in
mulund west on and got selected as a recruiter for the
internship period of 2 months. I started my internship on and
completed it on

speaking about my internship programme those couple of months seems

to be fruit full to me. My experience during my internship tenure was
very intrusive and pleasant. I faced different challenges and scenario as a
hr recruiter, this helped me in raising my confidence level and
understanding my role of hr recruiter. This gave me an exposure to the
practical world. I and my colleagues were provided with offer letter on
the starting date of the internship and internship letter/certificate was
provided after the completion of the internship period.

Following is the summary of work I have done in Corporate Ladder

Consultancy Private Limited:

1. Reporting Time:

The reporting time through the tenure of my internship was sharp 11:00
AM in the morning. Corporate Ladder Consultancy was very punctual
regarding their timing. It was made sure that each and every employee is
being punctual and following the guidelines regarding the timings. The
lunch time was at 1:30 PM and my leaving time was 6:00 PM in the
evening.

2. Working area:

My working area during my internship was recruitment of candidates to

different companies according to their skills and requirement of the
company. Me being just a degree student, I felt managing recruitment for
such high level opening will be very difficult but with the support of my
seniors everything became easier in the upcoming days.
3. Checking e-mails.

Working as a hr recruiter I have to check my emails on regular basis.

Their was no time to waste. proper maintenance of communication and
input of information is essential for good relations. I use to receive
resumes of candidates and updated information regarding any new
opening.

4. Responding to the emails.

After checking on my mails I use to respond each of my candidate

regarding the acceptance of the message.

5. Job Posting Activity.

As a hr recruiter one of the important work is to spread awareness about

the current openings. During my internship period I use to do job
postings on different portals like shine.com, monster.com, etc. I use to
post the job advertisements on social media like whatsapp,facebook,
instagram,etc

6. Telephone-Calling.

During my internship tenure we were given data containing the contact

number of the people removed from different job portals. As a recruiter I
use to call those given numbers and lineup the candidates who are in the
need of the job.

7. Telephone-interviewing (Gathering info)

While working there are some people those who cannot travel for
interview due to certain problem. In such case, we use to conduct
telephonic interviews where I use to gather information regarding their
qualification, past experience, last owned salary, and personal details.

8. Transferring offer letters.

After the selection of the candidates the offer letter is transferred to the
manager for the further assessment.

9. Maintaining information regarding the candidates I was in

communication with.
Maintaining information regarding the candidates you are dealing with is
very important in recruitment. We use maintain the data of the candidates
in the excel sheet.

10. Submitting data and progress at the end of the day.

At the end of the day we use to submit the data of the leads generated
during the day.

JOB ROLE DURING INTERNSHIP.

1. Deciding the number of associates required and their profile. Client will
provide clear specifications for the nature of the services required, in order to
help source and recruit the associates. Client will also intimate the locations
where the services of the associates would be needed.
2. Managing information flow to candidates in terms of client overview, job
briefs, and position details.
3. Scheduling interviews and coordination with clients as well as candidates.
4. Coordinating the pre-interview process in co-ordination with the Client HR
for short listing, keeping on hold or managing the first level screening at our
offices.
5. Coordinating the Final Interview process with the client panel.
6. Post Interview processing- Entering ratings and feedback in each round of
interview.
Job Description Selection & Joining
Offer Formalities

Sourcing
indatabase, Interview Follow-up
Through Rounds
Networks,

Short Listing Post

Screening
Recruitment
Formalities