Study on Satisfaction Levels of Stakeholders of Cherish HR Services

A STUDY ON SATISFACTION LEVELS OF THE STAKEHOLDERS OF CHERISH HR SERVICES PVT LTD
Introduction to Study:
Human Resource has evolved light years beyond simply managing personnel. Today, strategic
Human Resource is an integral part of every successful organization. It helps to create productive
and profitable organizations through expert human capital solutions. A major concern of every
organization should be to contribute positively towards the achievement of its objective. HR
Consulting services drive value to the business of their clients.
Recruitment is the discovering of potential candidates for actual or anticipated organizational

vacancies. Or, from another perspective, it is a linking activity bringing together those with jobs
to fill and those seeking job. The ideal recruitment effort will attract a large number of qualified
applicants who will take the job if it is offered. It should also provide information so that
unqualified applicants can self-select themselves out of job candidacy; this is, a good recruiting
program should attract the qualified and not attract the unqualified.
Recruitment Satisfaction refers to analyzing the satisfaction level of the employees, clients or
the associates of the business. This study deals with finding the satisfaction levels of the
stakeholders of the company “Cherish HR Services”. It is a detail study of evaluating and
understanding if the three parties in the industry are satisfied with the methods and practices
implemented by the outsourcing company.
For any consulting firm it is important to satisfy and meet the expectations of both their Client and
Customer. Consultants (Employees) act as mediator or the bridge between the Client and
Candidate. It is important for the consultant to go simultaneously with both their parties ensuring
them their expectations to be met.
Client- From the clients prospective they expect from their vendors to provide resources who can
build their organisation, understand the culture and who fits into their culture with expertise in the
skills required.
Candidate- Candidate expects the outsourcing company to provide a smooth and easy flow of
interview process and is kept in light regarding the backend process. They should be given timely
updates regarding the interview from sharing the resume to the client to their joining in the
company (if selected).
Consultant- The consultants being the employees of the company are considered as the prime
source of ensuring satisfaction to other two parties. Consultants must be provided with proper
training and awareness of the complete recruitment cycle along with knowledge of respective
clients they need to work for.
While meeting the expectation of these two it is also important for the Consultant to reach its goal.
They must understand the pulse of both candidate and client and provide cost effective results with
their timely actions.
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In this study, we are conducting a detail survey of Recruitment satisfaction between the two
stakeholders of the company. Henceforth, we are naming the study as “Recruitment Practices – A
study of satisfaction levels of the stakeholders” as it considers the overall satisfaction of both
internal and external stakeholders.
1) Internals Stakeholders – Employees of the company are considered as Internal Stakeholders.
2) External Stakeholders – Client and Customer (candidates) are considered as External

Stakeholders.
Scope for the Study:

Recruitment Satisfaction is a study conducted for the purpose of understanding the key practices
adopted by the three stakeholders of consulting HR firm. The three stakeholders of the firm being
client, candidate and the consultant.
In the present study, an attempt has been made to know the actual implementation of HR Practices
in the consulting industry and to fill the gaps between the client, candidate and the consultant and
provide necessary measures for improvement and provide them utmost satisfaction in the
recruitment process.
It’s a detailed study for analyzing the short comings in the consulting process with the help of the
management. It also helps the company in knowing whether the practices implemented by them
are used to full extent or not and thereby the researcher can understand the effective
implementation of HR Practices and provide solutions which best suits them.
Need for the Study:

The need for the study is to find the satisfaction levels of the stakeholders of the company. To
learn and know the areas that are needed to be focused in the consulting firm. This study is
conducted to evaluate the shortcomings in the approach and estimate the satisfaction among the
three stakeholders. This helps the organization for further improvisation and better performance
and results.

Objectives:
The objective is to know the satisfaction levels of internal and external stakeholders of Cherish
HR Services Private Limited.
 The primary objective of this analysis is to evaluate the satisfaction level of internal
(employees) and external (client and customer) stakeholders of the Company.
 To identify the issues between the three sectors- Client, Candidate and Consultant.
 To conduct a study and provide solutions to ensure improvement and both the stakeholders
enjoy maximum satisfaction.
Research Methodology:
This project aims in finding out and analyzing the satisfaction levels of the stakeholders of the
organization. This study is conducted using the data collected from secondary source and through
the analysis done from the information collected from questionnaires.
The method of approach adopted for the same was to contact different stakeholders of the company
and collect information from their opinions and draw inferences from the data collected.
Source of data:
The study is based on primary as well as secondary data collected from different sources:
Primary Data: The primary data is collected with the help of questionnaires, which consists of
total 25 questions. The questionnaires are chosen because of its simplicity and liability. The
respondents are informed about the significant of the study and requested to give their fair
opinions.
Secondary Data: Secondary data is collected through the documents provided by the personnel
department. The documents include personnel manuals, books, reports, journal, etc.
Limitations of the Study:

 This study is limited to only few of the many clients.
 To create good image, respondents may give responses varying from the facts.
 I was able to cover only those employees who were currently working in the company.
Candidates who joined through Cherish were only considered, other candidates whose profiles are
processed and rejected where not taken.

Theoretical background
Introduction
Recruitment (hiring) is a core function of human resource management. Recruitment refers to the
overall process of attracting, selecting and appointing suitable candidates for jobs (either
permanent or temporary) within an organization. Recruitment can also refer to processes involved
in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles.
Managers, human resource generalists and recruitment specialists may be tasked with carrying out
recruitment, but in some cases public-sector employment agencies, commercial recruitment
agencies, or specialist search consultancies are used to undertake parts of the process. Internet-
based technologies to support all aspects of recruitment have become widespread.
Definition:
The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization.
Process of Recruitment:
The process of recruitment includes following steps:
 Job analysis
 Sourcing
 Screening and selection
 Evaluation and Control:
Job analysis
Job Analysis is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job. Job Analysis is a process
where judgements are made about data collected on a job.
In situations where multiple new jobs are created and recruited for the first time or vacancies are
there or the nature of a job has substantially changed, a job analysis might be undertaken to
document the knowledge, skills, abilities and other characteristics (KSAOs) required for the job.

From these the relevant information is captured in such documents as job descriptions and job
specifications. Often, a company already has job descriptions for existing positions. Where already
drawn up, these documents may require review and updating to reflect current requirements. Prior
to the recruitment stage, a person specification should be finalized to provide recruiters with the
project's requirements and objectives.
Sourcing
Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies.
It may involve internal and/or external recruitment advertising, using appropriate media, such as
job portals, local or national newspapers, specialist recruitment media, professional publications,
window advertisements, job centers, or in a variety of ways via the internet.
Alternatively, employers may use recruitment consultancies or agencies to find otherwise scarce
candidates—who, in many cases, may be content in their current positions and are not actively
looking to move. This initial research for candidates—also called name generation—produces
contact information for potential candidates, whom the recruiter can then discreetly contact and
screen.
Screening and selection

Screening and selection is the process of ensuring to choose the appropriate applicant for the
appropriate role. Ideally, screening and selection incorporates a variety of steps and does not rely
on any one method or measure. Getting each step right will improve the quality of applications
and ultimately improve the chances of finding the right match.
Various psychological tests can assess a variety of KSAOs, including literacy. Assessments are
also available to measure physical ability. Recruiters and agencies may use applicant tracking
systems to filter candidates, along with software tools for psychometric testing and performance-
based assessment. Employers are likely to recognize the value of candidates who encompass soft
skills such as interpersonal or team leadership. Many companies, including multinational
organizations and those that recruit from a range of nationalities are also often concerned about
whether candidate fits the prevailing company culture.
Evaluation and Control

Given the considerable cost involved in the recruitment process, its evaluation and control is
therefore, imperative.
The costs generally incurred in a recruitment process include:
(i) Salary of recruiters
(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses
(iv)Cost of outsourcing or overtime while vacancies remain unfilled
(v) Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for a prudent employer to try to answer certain questions like:
whether the recruitment methods are appropriate and valid? And whether the recruitment process
followed in the organization is effective at all or not? In case the answers to these questions are in
negative, the appropriate control measures need to be evolved and exercised to tide over the situa-
tion.
Types of Recruitment
 Internal Recruitment
 External Recruitment
Fig 2.1

Internal Recruitment
Internal recruitment is a recruitment which takes place within the concern organization. Internal
sources of recruitment are readily available to an organization. Internal sources are primarily three
- transfers, promotions and Re-employment of ex-employees.
Internal recruitment may lead to increase in employee’s productivity as their motivation level
increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it
refrains the organization from new blood. Also, not all the manpower requirements can be met
through internal recruitment. Hiring from outside has to be done.
1.Promotions
It refers to promoting or upgrading an employee who is already existed in the pay roll and
contributed for organizational performance. It is done by shifting an employee to a higher position
with high responsibilities, facilities, status and pay. Usually, many companies fill higher job
vacancies by promoting employees who are considered fit for such positions. This is due to fact
that it has a great psychological impact over other employees for their motivation towards better
performance.
2. Transfers
It is an alternative technique to promotion. Under it, employees are internally recruited through
transfer from one work place to another. It means, transfer refers to the process of interchanging
the job duties and responsibilities of employees from one place to another or from one department
to another. It involves shifting of people from one job to another without any promotion in their
position or grade. It is a good source of generating qualified employees from over-staffed
departments.
3. Re-employment of ex-employees
Re-employment of ex-employees is one of the internal sources of recruitment in which employees
can be invited and appointed to fill vacancies in the concern. There are situations when ex-
employees provide unsolicited applications also.

Methods of Internal Recruitment

There are two methods of recruiting qualified candidates under internal recruitment. They are as
follows:
1. Job Posting
Job posting is an open invitation to all employees in an organization to apply for the vacant
position. It provides an equal opportunity to all employees currently working in the organization.
Today it has become a very common practice in many organizations across the world. Under this,
vacancy announcement is made through bulletin boards or in lists available to all employees.
Interested employees, then apply for the post being advertised. In this way, it has become one of
the cost saving techniques of recruitment.
2. Employee Referrals
Employee referral is recruiting new people based on the reference of current employee. Under this
method, a candidate is appointed on the recommendation of some currently working employees.
Usually this is nomination by supervisors. It is effective generally particularly to find critically
skilled candidate for an organization. It has been a major source of new hires at many levels
including professionals. It can be a good method of internal recruitment when employees
recommend a successful candidate. However, it may be influenced by the tendency of developing
good prospects for their families and friends in the organization.
External Recruitment
External sources refer to recruiting employees from outside the organization. In facta pool
of qualified candidates lies outside the organization. Firms cannot always get all required members
from their current staff. In such a situation, an arrangement is made to attract qualified candidates
from other sources. An organization recruits employees from outside in order to fill the vacant
position whose specification cannot be met by the present employees. The following are the
external sources of recruitment which are used by most of the organizations.
1. Walk-ins
It is one of the most common and least expensive approaches of recruitment from outside the
organization. Under it, the potential candidates visit office of the company and apply for jobs.
Usually unskilled and semiskilled workers/supervisors are the candidates for walk-ins. It is
relatively informal and less expensive method of external recruitment. It is concerned with
direct recruitment and also known as factory gate recruitment.
2. Employment Agencies

This source of manpower supply is concerned with indirect recruitment. Employment agencies run
by private or public or government sectors provide a pool of qualified candidates to those
organizations which are seeking for employees. Employment agencies that provide manpower
service to different private, public or governmental organizations.
Methods of External Recruitment

1. Direct Recruitment
Direct recruitment refers to a process of recruiting qualified candidates from external sources by
placing a notice of vacancy in an organization's notice board. The detail of the job will be specified
on the notice board. This method is useful for the recruitment of blue-collar, white-collar, and
technical workers. This method of recruitment is suitable when there is high supply of human
resources in the market.
2. Casual Callers
This method of recruitment is concerned with using previously applied candidates as a source of
recruitment. The applications already available in the employment office are used as sources of
prospective candidates. In other words, applications from individuals who are already recorded in
the employment list can be referred as new applicants and the best suited candidates are selected
for the job. This method avoids the costs of recruiting people from other sources.
3. Advertising
Advertising is one of the most common and popular methods of external recruitment under which
the job vacancy is announced through different print and electronic media. When the qualified and
experienced employees are not obtained from other sources, advertisement method is used to
attract the best qualified and experienced personnel. Usually, most of senior positions in
organization are filled by this method. The job description and specifications are specified in the
advertisement to allow self-screening.

4. Employment Agencies
Employment agencies run by private, public or government sectors are regarded as an important
source of recruitment for unskilled, semi-skilled and skilled jobs. The agencies are likely to have
a list of qualified candidates in their records, and they render their service as per the requirement
from other organizations for employment.
5. Schools, Colleges and Universities

It is also known as campus recruitment. Under this method of external recruitment, educational
institutions such as schools, colleges and universities offer opportunities for recruiting fresh
candidates.
Most educational institutions provide placement services where the prospective recruiters can
review credentials and interview the interested graduates.
6. Labor Contractors
Labor contractors are an important source of recruitment under which workers are recruited
through contractors. However, this method of recruitment is not used by many business firms and
organizations.
7. Recommendations
It is closely concerned with employee referrals. Under this method of external recruitment,
applicants are introduced by friends and relatives. In fact, many employers, operating at a small-
scale operation, prefer to take such persons as they are acquainted with backgrounds and
credentials of prospective employees.
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Human Resource Consulting & Outsourcing:

Consulting for HR is a huge business. Most of the major consulting firms offer service lines related
to HR. Consultants in these areas work on everything from creating more effective organizations,
to managing change, to developing training programs, to managing health-care programs for their
clients. The work is often strategic, focusing on the people issues of running a large company. A
lot of it is data-driven, too, such as in actuarial consulting, which involves financial planning based
on the company's long-term hiring projections.
Prospects for HR jobs are better than for the economy overall. Some sectors will likely see greater
growth and, with it, a greater demand for HR professionals. Computer and data processing services
represent the area of fastest growth, followed by residential care and home health care. This reflects
a general truism within HR: Changes in lifestyle and population trends are reflected in HR
opportunities.
The human resource consulting industry has emerged from management consulting and
addresses human resource management tasks and decisions.
HR Consultants can fill two typical roles
(1) Expert Resource Consultant
(2) Process/People consultant.
1. The Expert Resource Consultant
They suggest solution based on expertise and experience and assist in the implementation. The
role is very typical in information benchmarking and design consulting.
2. The Process/People consultant
They assist in searching for solutions with methods that facilitate and raise creativity of the client
company so that they will be able to implement solutions themselves. The role is traditionally
demonstrated by organizational development and change consulting.
Recruitment Outsourcing:
Outsourcing the human resource (HR) processes is the latest practice being followed by middle
and large sized organizations. It is being witnessed across all the industries. In India, the HR
processes are being outsourced from nearly a decade now. Outsourcing industry is growing at a
high rate.
Human Resource Outsourcing refers to the process in which an organisation uses the expert
services of a third party (generally professional consultants) to take care of its HR functions while

HR management can focus on the strategic dimension of their function. The functions that are
typically outsourced are the functions that need expertise, relevant experience, knowledge and best
methods and practices. This has given rise to outsourcing the various HR functions of an
organisation. Many organizations have started outsourcing its recruitment process i.e. transferring
all or some part of its recruitment process to an external consultant providing the recruitment
services.
Outsourcing organizations strive for providing cost saving benefits to their clients. One of the
major advantages to organizations, who outsource their recruitment process, is that it helps to save
up to as much as 40 per cent of their recruitment costs. With the experience, expertise and the
economies of scale of the third party, organizations are able to improve the quality of the recruits
and the speed of the whole process. Also, outsourcing enables the human resource professionals
of organizations to focus on the core and other HR and strategic issues. Outsourcing also gives a
structured approach to the whole process of recruitment, with the ultimate power of decision
making of recruiting with the organisation itself. The portion of the recruitment cycle that is
outsourced range from preparing job descriptions to arranging interviews, the activities that
consume almost 70 per cent of the time of the whole recruitment process

Industry Profile:
Recruitment Industry:
Human resource is the most precious resource for any organization. Recruitment of right person on the
board of a company is indispensable for success of the organization. Human resources solution providers
consist of dedicated team of experts which provides its clients with workforce solutions like hiring right
candidate (temporary and permanent nature) to streamline the human resource processes at the clients end.
Staffing industry works in an increasingly dynamic business environment today and has seen utmost
transition in recent years. It has emerged its status from only “replacing absentee workers” to become
“strategic partner” for its clients by providing entire gamut of employment solutions like providing
corporate training, pay-roll processing, recruitment process outsourcing, etc.
The staffing industry in India is highly fragmented and provides services in varied streams such as Finance,
Sales, Engineering, Information Technology and Management. Recent developments on the economic front
like opening up of various segments like retails, aviation, etc. for FDI is also a boost for the segment as this
will lead to increase in hiring activity. Growth economics shown by India has also attracted large MNCs to
set their foot in the nation and ride the growth tide.
The Indian recruitment industry is driven by a number of factors including the growth of key client industry,
large conglomerates entering into new business domains, entry of multinational companies in the Indian
markets among others. Indian economy has been growing at an attractive rate backed by growth in its key
customer industries like IT, ITES, retail, banking, healthcare and hospitality among others.
Also the industry is characterized by the increasing trend of private equity transactions and a number of
mergers and acquisitions. Also, a number of companies have started outsourcing their recruitment processes
to third party recruiters.
The recruitment industry in India itself plays a vital role in the economic development of the
countries worldwide as it positively affects efficiency of client’s activities by taking care of its
non-core HR activities and providing it with right manpower. It helps organizations in finding right
people, for the right positions at the right time and location.
With increasing competition in the landscape the importance of this industry has increased
manifold. Like any other industry, staffing industry is also not immune to changes taking place in
external environment. Recruitment activity slows done in the case of slow economic growth. Some
of the challenges that the industry faces are discrepancies due to absence of regulatory body and
the industry being primarily unorganized.

Fig 3.1
Market Trends
Rise in Contract Hiring:
Cost savings on training as contract workers on the third party transaction. Small and Medium
sized organizations specially from IT industry are employing temporary workers.
Mergers and Acquisitions:

Increase in the trend of private equity transaction as a route of expansion among HR service
providers.
Increasing Use of Social Media:

Use of social media channels (like linkedin, facebook, twitter) to screen potential hires as it offers
recruiting managers a larger applicant pool.
Rising Popularity of Recruitment Portals:

Recruitment portals have emerged as potential hires as it offers recruiting the most popular source
for hiring managers a larger applicant pool resources, followed by references, and recruitment
agencies
Outsourcing HR services:
RPO (recruitment process outsourcing) refers to outsourcing of recruitment process of
organizations by transferring all or some part of the recruitment process to a third party.
Outsourcing of recruitment process helps to save organizations’ recruitment costs up to 40%

Naukri Job Speak Index:
December 2016 records 7% decline in jobs over December 2015

 The Overall Job Index saw a fall of 7%, from 1783 in Dec 2015 to 1659 in Dec 2016
 Jobs index saw YOY dip in major metros – Delhi NCR, Mumbai and Bangalore.
 Hiring activity went up in financial sectors i.e. Banking, Financial Services and Insurance
but declined in IT – Software and BPO.
Hiring trends across top industry sectors:

Industry-wise Analysis:
 IT – Software/Software Services jobs decreased by 4% in Dec 2016 when compared to
Dec 2015. Jobs in the BPO/ITES industry increased by 4%.
 Banking/Financial Services sector jobs increased by 12% while jobs in Insurance industry
also increased by 19% for the same time period.
 Oil & Gas/Power/Infrastructure jobs decreased by 30% in Dec 2016 on a YOY basis.
Construction/Engineering jobs decreased by 32% in the same time period. Industrial
Product/Heavy Machinery jobs also saw a 21% decline.
Hiring trends across functional areas:

Functional Area Analysis:
 IT – Software jobs decreased by 5% in Dec 2016 when compared to Dec 2015 however
ITES/BPO jobs saw a 6% YOY increase in the same time period.
 Jobs in Sales/BD functional and Marketing/ Advertising decreased by 9% and 5%
respectively in the same time period.
 Accounts/Finance/Tax jobs decreased by 5% in Dec 2016 over Dec 2015, jobs were down
by 4% for Banking/Insurance jobs in this time period.
Job Trends Across Top Cities:

City Wise Analysis
 Jobs in Delhi NCR, Mumbai and Bangalore decreased by 12%, 2% and 6% respectively in
Dec 2016 when compared to Dec 2015.
 In other metro cities, Hyderabad jobs increased by 5% while Pune went up by 4% on a
YOY basis.
 Jobs in Chennai and Kolkata were flat on a YOY basis in Dec 2016.

Company Profile:
Cherish HR Services is a Consulting & Manpower Recruitment company in India. They are well
known as a company that delivers easy to understand solutions to its clients’ needs and it acts as
gateway to provide wide range of services for the human resource needs of the company. They
have adopted best practice and methodology to ensure timely and successful execution of clients
requirements. Cherish HR Services gives value addition and a solution based approach for an
organization seeking recruitment and staffing solutions in any function or category and any
domain.
Cherish HR Services operations in India started as a manpower recruitment and contract/temporary

staffing company with our office in Hyderabad. There hallmark is to thoroughly understand
clients’ unique business needs and deliver an optimal solution to their needs. They render cost
effective and high quality work force to the required positions of the fast-growing Business world
of 21st century. Cherish HR Services strengthen its roots in IT enabled/non IT and BPO.
Cherish HR Services as an organization aims to bring People, Process and Technology together to
ensure their customers get triple advantage Quality, Time and Cost, ensuring their customers to
concentrate on their core business.
About Cherish HR Consultants

They are expert consultants who worked in corporate for several years in various capacities and
sectors. They have expertise in providing business solutions with respect to Recruitment across
various Industries/Domains. The impeccable solutions and strategies they have given for various
companies with respect to hiring have gained them high regards.
They always believe in people. It is the people who make and grow organizations. When any
organization is seeking a right person to fit into their role, it takes more than just an interview, and
they have expertise in filling the remaining space. They take care of the human resource
requirements by continually innovating their solutions which enables their clients to focus on their
core business.
Cherish consultants provide various solutions to their clients through diversified verticals,
Recruitment Consulting, Recruitment Process Outsourcing together make their service portfolio
unique and competent to the present scenario.

Cherish HR Services is currently offering the following services:

 Talent Acquisition
 Recruitment Process Outsourcing
 Executive Search
 Staffing
 Background Verification
 Market Research
Mission:
Our mission is to be the preferred and trusted recruitment partner for our clients giving triple
advantage in cost quality and time with best possible recruitment solutions.
Vision:
Our vision is to serve Top global clients in next 3 years and be a prime choice for their hiring
needs.
Services Offered by Cherish:

Permanent Staffing:
Our strong team of recruitment consultants is dedicated to helping your company successfully
achieve its business goals in today's dynamic environment. We are completely process driven and
ensure that we offer our clients the best candidates in the fastest Turn Around Time & at the best
Conversions Ratios.
We first study your requirements, undertake extensive research which helps us to map out the
relevant industry, identify potential job seekers, create interest about your company and finally
recommend interested and suitable profiles to you through a set, pre-defined process. By tailoring
our search to your unique needs we are able to shortlist the individual or team most capable of
handling the challenges that lie ahead.

Fig 3.2
Contract Staffing:
People are the most powerful assets of a company and the ability to choose the right people is most
strategic for any company, today. Companies across the globe are critical emphasis on their human
resources and in the process, newer methods have evolved to enable them to get the right people
for the right job at the right time.
Need to contain headcount, seasonal increase in business, need to lower employment costs and
demand for niche skill sets are some of the underlying reasons that have made companies opt for
emp staffing. Today, HR Outsourcing, also known as Temporary Staffing, has become a globally
accepted norm.
The Staffing Solutions division of Cherish HR is a leading provider of end to end solutions in
temporary staffing (Skilled Staffing, Semi-skilled Staffing, Un-Skilled Staffing)
Staffing needs may arise at times of contingent staff requirements replacement for maternity and
sick leave, peak workloads in administration, accounting, customer service and production, a
technology project requires a particular IT skill for one year and many others, we provide our
customers an edge over others by offering user-friendly, dependable and cost effective payroll
processes.
Flexibility is the key, whether the requirement is a simple payroll service or a total outsource
solution. Our mission is to partner with our clients to integrate flexibility into their workforce and
take care of their routine people management activities, helping them concentrate on their core
business.

Employment Background Screening

Cherish HR Services helps clients to implement best practice in respect of a Pre-Employment
Background Screening program. Services are tailored to the exact require of each client and take
account of the risk profiles of different categories of employees.
Employment check
Often prospective candidates make false claims or inflate some of the information pertaining to
their past. With the employment check you can ensure that the information in the candidates
resume is accurate light.
They look in to:

o Employment history including final salary drawn
o Duties, responsibility, conduct and performance
o Integrity, Teamwork
o Known conflicts at workplace
o Reasons for leaving
o Eligibility for rehire
Reference Check:
We use this pre-employment screening service to gain an insight into the work ethics of your
applicant from people who have first-hand knowledge such as their supervisor and peers.
o Information about the candidate’s interpersonal skills and peer reports are generated
reflecting how others view the candidate
o Detailed interviews with two references
o Personal details including education and employment
o Strengths and weakness
o Interpersonal and social skills
o Ability to take responsibilities
o Recommendations
Payroll Outsourcing:
Cherish HR Services offers a simple service of running payroll to an enterprise solution suite
covering end-to-end payroll processes. A detailed system study by our functional consultants in
tandem with users can help us arrive at a value added service suite tailor made for the organization.
From data collection to providing trained personnel to manage and execute data-entry of payroll
and benefits transactions assured in-time, accurate and hassle free payroll.

Facility of pre-cheque / Pre-pay slip beta payroll for P&A or HR departments

verification. Delivering of salary slips / reports to various locations and also provides salary
disbursement facility via confidential salary cheque/soft copy bank transfers advices/ facility to
liaison with banks for electronic transfers.
Domains
o Audit /Accounting
o BFSI Services
o Consulting Services
o Data warehousing / Business Intelligence
o Engineering Services
o Healthcare /Pharma
o Hospitality
o IT Infrastructure / Networking
o Manufacturing
o Media /Entertainment Software Development – Product /Services Telecom
Clients of Cherish
Below are few major clients Cherish provides outsourcing services.
 Aeries Technology Group

 KPMG
 Thermo Fisher Scientific
 Lowes Group
 Integra Micro Software Services
 CGI
 Argha Technology Services
 Acrotrend Solutions
 Aptar Group
 Happiest Minds Technology
 Mitel Networks
 AOL
 Amazon
 Mirafra Technologies
 Spandana Spoorthy Micro Finance
 Innopark

 Excelity Global
 Hewlett Packard
 ICICI Lombard
 Raks Pharma
Cherish provides services across the country viz. Chennai, Bangalore, Hyderabad, Mumbai, Pune,
Delhi etc They provides suitable candidates for both functional and technical requirements for
varied positions. Few of them are cited below.
Technical positions
 Sharepoint
 Dot Net
 Java
 Android, IOS
 Networking
 Digital Marketing
 Quality Assurance
Functional roles
 Business Analyst
 Project Manager
 Accounts
 Procurement
 Risk management
 HR & L&D
 Business Development Manager
Process of Recruitment in Cherish HR Services:

 Planning
 Research and Development
 Preliminary Screening & Interview
 Validation
 Client Interview
 Formal Reference Check
 Closure

Planning:
The planning phase refers to understanding the client requirements and the utility of such
requirements to strengthen their search. On the basis, of the requirements, they further work to
plan a strategy that would follow to serve the needs. There work plan strategy is based on the
possible challenges, the mechanism to counter such challenges, the ongoing trends in the market,
competency levels available, parameters required for the position etc. With the blueprint present,
our work is initiated on the R&D.
Fig 3.3
Research and Development:

In the R&D phase, efforts to search for the right competency levels on the parameters of skill,
experience, stability and performance are put. By ranking the candidatures on these parameters,
selection is done and then the quality candidatures are shared with their clients.
Preliminary Screening & Interview:

With the selection of candidatures, next comes preliminary screening where candidates are
assessed on Key Result Areas (KRA’s), Compensation Package, Job Title, Job Location and other
details.HR consultants personally conducts their interviews to assess the candidate competency.

Validation:
With the preliminary screening and interview, validation of the candidate is done through discreet
reference check.
Client Interview
After the initial screening and validation, candidate would be referred to their client. Interviews
are conducted by them where the client can directly assess the capability and potential of the
candidate.
Formal Reference Check

After the positive feedback from the client, next step is to make a formal reference check about
the candidate regarding his work ethics, performance, behavior and other basic details.
Closure
The last phase of the process is the negotiation and the handholding phase where negotiations in
terms of the salary package, joining date and offer letter are usually done by the HR Consultants.
Also, they continue to maintain relationship with both their client and selected candidate to ensure
smooth integration of the candidate in the organization.
Fig 3.4

Data Analysis and Interpretation

Recruitment Practices- Satisfaction level analyzing survey serves the organizational goals and
objectives besides encouraging high level performance. This survey is useful in understanding the
satisfaction level of the company’s stakeholders both internal and external and helps to determine
the areas where the company lacks behind providing improvement scope.
In Cherish HR Services Pvt Ltd, Recruitment Satisfaction survey is conducted amongst

three section of contributor’s i.e. Client, Consultant and the Candidate to find their satisfaction
working in line with Cherish HR Services.
The analysis and interpretation of this study is an attempt to determine and understand the
importance of every sector of the company and to improve for future prospects with the help of
company management and consultants, the data has been accumulated and analyzed to understand
the satisfaction level of the associates of the company. For this survey following sample size was
considered.
 Client size 25 members

 97 recent joiners through Cherish for the year 2018-2019
 35 employees of the company
A detail questionnaire was shared amongst them and the data was derived through the responses
from them. Three different questionnaires are prepared for Client, Candidates and Customers. Data
analysis has been done by arranging the data in a simple table form and percentages are calculated.
The quantitative data has been represented by drawing out the charts where ever necessary.

Gender Distribution of Stakeholders
Gender No. of respondents
Male 73
Female 84
Total 157
GENDER DISTRIBUTION
Male Female
46%
54%
Interpretation: From the above chart it is inferred that 46% of respondents are Male and 54% are
Female.

Data Analysis of Client Satisfaction:

Table 4.1
Delivery Support by Cherish
No of Respondents
Rating KPMG TF CGI Aeries Lowes Integra Acrotrend Mitel HP Others Total %
Excellent 1 1 1 1 0 0 0 0 0 1 5 20
Very
Good 2 1 2 2 1 1 0 1 0 1 11 44
Good 0 1 1 0 1 1 1 1 1 0 7 28
Average 0 0 0 0 0 0 0 0 0 2 2 8
Poor 0 0 0 0 0 0 0 0 0 0 0 0
Total 3 3 4 3 2 2 1 2 1 4 25 100
Delivery Support by
Cherish
Average, 2,
8% Excellent,
5, 20%
Excellent
Good, 7, Very Good

28% Good
Average
Very Good,
11, 44% Poor
Poor, 0, 0%
Fig 4.1
Interpretation:
From the above figure, we can see that 44% of the clients rated Cherish as “Very good”, 20% of
them rated as “Excellent”. This depicts that maximum clients are satisfied with Cherish in delivery
support. Company must focus on extending their delivery support to clients which rated average
and increase their performance rating.

Table 4.2
Understanding on Business needs by CHERISH
No of Respondents
Excellent 2 1 1 1 1 0 0 0 0 1 7 28
Very
Good 1 1 2 2 1 1 0 1 0 0 9 36
Good 0 1 1 0 0 1 1 1 1 2 8 32
Average 0 0 0 0 0 0 0 0 0 1 1 4
Poor 0 0 0 0 0 0 0 0 0 0 0 0
Total 3 3 4 3 2 2 1 2 1 4 25 100
Fig 4.2
CHERISH HR - Understanding on
Business Needs
Poor, 0, 0%
Average, 1, 4% Excellent
Very Good
Excellent, 7, 28%
Good, 8, 32% Good
Average
Very Good, 9, Poor
36%
Interpretation:
From the above figure we can say that 28% of them rated as “Excellent”, 36% of them rated as
“Very Good” in terms of understanding their business needs, this shows that almost all the clients
are satisfied with Cherish being their Hiring Partner, however this can be improved by providing
better services.

Table 4.3
Information Provided to candidate on Job role and Company
No of respondents
KPM T CG Aerie Lowe Integr Acrotren Mite H Other Tota
Rating G F I s s a d l P s l %
Excellen
t 0 1 2 1 0 1 0 0 0 0 5 20
Very
Good 1 0 2 1 1 1 0 0 0 1 7 28
Good 2 2 0 1 1 0 0 1 1 2 10 40
Average 0 0 0 0 0 0 1 1 0 0 2 8
Poor 0 0 0 0 0 0 0 0 0 1 1 4
10
Total 3 3 4 3 2 2 1 2 1 4 25 0
Fig 4.3
Information Provided to
Candidate on Role and Company
Poor, 1, 4% Excellen
Average, 2, t, 5,
8% 20% Excellent
Very Good
Good
Good, 10, Very
40% Good, Average
7, 28%
Poor
Interpretation:
Here 40% of the clients rated Cherish as “Good”, in terms of describing details about the role
and company, whereas 28% of the clients rated as “Very Good”. There are still much chances of
improving the percentage by sharing necessary and correct information to the candidates.

Table 4.4
Sourcing Quality
No of Respondents
Excellent 0 1 1 1 0 0 0 0 0 1 4 16
Very
Good 1 1 2 2 1 2 0 1 1 1 12 48
Good 2 1 1 0 1 0 1 0 0 2 8 32
Average 0 0 0 0 0 0 0 1 0 0 1 4
Poor 0 0 0 0 0 0 0 0 0 0 0 0
Total 3 3 4 3 2 2 1 2 1 4 25 100
Souring Quality
Poor, 0,
Average 0% Excellen
, 1, 4% t, 4, 16%
Excellent
Good, 8,
32% Very Good
Very
Good
Good, 12,
48% Average
Poor
Fig 4.4
Interpretation:
About 48% of the clients rated Cherish as “Very Good” in sourcing quality,32% of the clients
rated as “Good”. Recruiters must focus on sourcing more quality profiles which match the exact
skill set of the requirement shared by the client.

Table:4.5
Turnout of Scheduled Interviews
No of Respondents
Excellent 0 0 0 0 0 0 0 0 0 0 0 0
Very
Good 0 1 1 1 0 0 0 0 0 1 4 16
Good 3 1 1 2 1 1 0 1 1 0 11 44
Average 0 1 2 0 1 1 1 1 0 1 8 32
Poor 0 0 0 0 0 0 0 0 0 2 2 8
Total 3 3 4 3 2 2 1 2 1 4 25 100
Turnout of Scheduled Interviews

Excellent, 0, 0%
Poor, 2, 8% Very Good, 4, 16%
Excellent
Average, 8, 32% Very Good

Good
Average
Good, 11 Poor
, 44%
Fig 4.5
Interpretation:
About 16% of the clients rated Cherish as “Very Good” in interview turnouts, 48% of the clients
rated as “Good” and 28% of them rated as “Average”. It’s clear that none of them rated as Excellent
and clients are not very much satisfied with Interview turnouts. Recruiters must focus on interview
turnouts with aggressive follow ups and enhance the turnout ratio.

Table:4.6
Background Screening
No of Respondents
Excellent 2 1 1 0 1 0 0 0 0 1 6 24
Very
Good 1 2 2 3 1 2 1 1 0 2 15 60
Good 0 0 1 0 0 0 0 0 1 1 3 12
Average 0 0 0 0 0 0 0 1 0 0 1 4
Poor 0 0 0 0 0 0 0 0 0 0 0 0
Total 3 3 4 3 2 2 1 2 1 4 25 100
Background Screening
Poor, 0, 0%
Average, 1,
Good, 3, 4%
Excellent, 6,
12%
24% Excellent
Very Good
Good
Average
Poor
Very Good,
15, 60%
Fig 4.6
Interpretation:
Above 24% of the clients rated Cherish as “Excellent” in terms of initial level of screening. 60%
of them rated as “Very Good”,12% of them rated as “Good” and 4% of them rated as “Average”.
This depicts that maximum clients are satisfied with background screening, however better
background verification must be done to the clients who rated as average and must be improved.

Table:4.7
Post Offer Follow-up
No of Respondents
Excellent 1 1 1 2 1 1 0 0 0 1 8 32
Very
Good 1 1 1 1 1 1 1 1 1 2 11 44
Good 1 1 1 0 0 0 0 1 0 1 5 20
Average 0 0 1 0 0 0 0 0 0 0 1 4
Poor 0 0 0 0 0 0 0 0 0 0 0 0
Total 3 3 4 3 2 2 1 2 1 4 25 100
Post Offer Followup

Poor,
Average, 1, 0, 0%
4%
Good, 5,
Excellent, Excellent
20%
8, 32%
Very Good
Good
Average
Poor
Very Good,
11, 44%
Fig 4.7
Interpretation:
Above 32% of the clients rated as “Excellent” in post offer followup, 44% of the clients rated
Cherish as “Very good”. Though maximum clients are satisfied with post offer process, recruiters
must ensure to enhance the post offer follow up ratio with regular follow-ups.

Table 4.8
Role by Cherish with respect to Client and Candidate
No of Respondents
Excellent 0 1 1 1 0 0 0 0 0 0 3 12
Very
Good 1 0 2 1 2 1 1 1 0 1 10 40
Good 1 1 1 1 0 1 0 1 1 2 9 36
Average 1 1 0 0 0 0 0 0 0 1 3 12
Poor 0 0 0 0 0 0 0 0 0 0 0 0
Total 3 3 4 3 2 2 1 2 1 4 25 100
Role By Cherish w.rt. to Client and Candidate

Poor, 0, 0%
Excellent, 3, 12%
Average, 3, 12%
Excellent
Very Good
Good
Average
Good, 9, 36%
Very Good, 10, 40% Poor
Fig 4.8
Interpretation:
Above 40% of the clients has rated Cherish as “Very Good” in acting as a bridge between them
and the customer, whereas 36% of them rated as “Good”. It’s a positive note as the maximum
clients are satisfied with services rendered by Cherish, however it can be improved.

Table:4.9
Negotiations skills of Cherish HR at initial screening
No of Respondents
Excellent 0 1 1 0 0 0 0 0 0 1 3 12
Very
Good 0 1 1 1 1 0 0 1 0 2 7 28
Good 2 1 2 2 1 1 1 1 1 1 13 52
Average 1 0 0 0 0 1 0 0 0 0 2 8
Poor 0 0 0 0 0 0 0 0 0 0 0 0
Total 3 3 4 3 2 2 1 2 1 4 25 100
Fig 4.9
Average, 2, Poor, 0, Excellen

8% 0% t, 3, 12%
Excellent
Very Good
Very Good,
Good, 13, 7, 28% Good
52%
Average
Poor
Interpretation:
In terms of negotiating with candidates, 52% of the clients rated as “Good” and 28% of them rated
as “Very Good”. This shows that clients are satisfied with negotiating skills of the recruiter,
however it can be improvised by deeply understanding the role and better negotiating skills.

Table:4.10
Area of improvement
No of Respondents
Options KPMG TF CGI Aeries Lowes Integra Acrotrend Mitel HP Others Total %
A 1 1 1 0 0 1 0 1 1 0 6 24
B 1 1 1 2 2 0 0 0 0 1 8 32
C 0 0 0 1 0 0 0 0 0 0 1 4
D 1 0 1 0 0 0 0 0 0 1 3 12
E 0 1 1 0 0 1 1 1 0 2 7 28
Total 3 3 4 3 2 2 1 2 1 4 25 100
Area of Improvement
(E) All the above

(A)Sourcing quality
7
5
28%
24%
A
B
C
(D)Candidates to be D
educated more on (B)Interview
company and E
coordination
Opportunity 8
3 32%
12%
(C)Post offer followup
1
4%
Interpretation:
From this representation, we can say that maximum clients suggested that recruiters must focus on
Interview coordination, some of the clients suggested to improve in sourcing quality of profiles
and providing good information on company and the opportunity. Majority of the clients suggested
for overall improvement by better performance in all these areas.

Data Analysis of Customer/ Candidate Satisfaction:

Table 4.11
Information being provided
S. No Options No. of Responses Percentage

1 Excellent 13 13.4
2 Very Good 49 50.5
3 Good 25 25.8
4 Average 7 7.2
5 Poor 3 3.1
Total 97 100
Information being provided

60
50.5
50
40
30 25.8
Candidate Satisfaction
20 level
13.4
10 7.2
3.1
0
Excellent Very Good Average Poor
Good
Fig 4.11
Interpretation:
From the above chart, it is clear that about 50.5% of the candidates has rated Cherish as “Very
good” in terms of briefing the details regarding the opportunity, role and the company details.
Nearly 25.8% of candidates rated as “Good”. We can say that maximum candidates are satisfied
with the data shared by the team, however it can be improved for betterment.

Table 4.12
Status Updates

1 YES 74 76.3
2 NO 23 23.7
Total 97 100
Table 4.12
Status Updates
23.7%
YES
NO
76.3%
Fig 4.12
Interpretation:
From the above pie diagram, it is clear that about 76.3% accepted that they are getting timely
updates on their candidature, whereas 23.7% did not agree with it. Henceforth, recruiters must
focus on sharing the updates with their candidates regularly.

Table 4.13
Smooth Interview Process

1 Excellent 30 30.9
2 Very Good 47 48.5
3 Good 11 11.3
4 Average 5 5.2
5 Poor 4 4.1
Total 97 100
Table 4.13
Interview Process
Poor 4.1
Average 5.2
Good 11.3
Very Good 48.5
Excellent 30.9
0 10 20 30 40 50 60
Percentage
Fig 4.13
Interpretation:
From the above chart, we can say that about 48% of the candidates has rated the recruiters of
Cherish as “Very good” in terms of offering smooth flow of interview process. 30.9% of candidates
rated as “Excellent”. Maximum numbers of candidates are satisfied; however, it can be improved
through continuous follow ups and timely updates.

Table 4.14
Recruiter coordination

1 YES 91 93.8
2 NO 6 6.2
Total 97 100
Table 4.14
Recruiter coordination
NO
6.2%
YES
93.8%
Fig 4.14
Interpretation:
Candidates rated Cherish services as 93.8% satisfactory in terms of recruiter coordination and
6.2% of them did not agree with it. Cherish can achieve 100% satisfaction with some more efforts
towards the candidates by proper and full coordination.

Table 4.15
Opportunity Documentation

1 YES 71 73.2
2 NO 26 26.8
Total 97 100
Opportunity Documentation
YES NO
26.8%
73.2%
Fig 4.15
Interpretation:
In the above diagram, we can see that 73.2% of the candidates agree with the data shared by the
recruiters at the time of initial screening, whereas 26.8% of the candidates do not accept with this
statement. Recruiters are advised to share the related documents to the candidates once their
profiles are processed with respective clients to give them good understanding related to the
opportunity.

Table 4.16
Satisfaction on Onboarding process

1 YES 92 94.8
2 NO 5 5.2
Total 100 100
Satisfaction on Onboarding process

94.8
100
80
60
40
5.2
20
0
YES NO
Fig 4.16
Interpretation:
From then above picture we can see that 94.8% of the candidates accept the smooth process
ensured by consultant while on boarding at client place, whereas 5.2% of them does not accept
with it. However, it is clear that maximum candidates are happy with the process carried by Cherish
for their smooth on boarding on client’s place. This depicts that they are very much satisfied with
the services rendered by Cherish management and recruiters.

Table 4.17
Overall Service

1 Excellent 30 31
2 Very Good 46 47.4
3 Good 10 10.3
4 Average 5 5.2
5 Poor 3 3.1
Total 97 100
Excellent Very Good Good Average Poor
5.2%
3.1%
10.3%
31%
47.4%
Fig 4.17
Interpretation:
From the above graph, we can say that about 47.4% of the candidates has rated Cherish services
as “Very Good”, 31% of them rated as “Excellent”. By this we can understand that though
maximum percentage of the candidates are satisfied with the services rendered by Cherish, chances
for better performance is expected.

Data Analysis of Consultant Satisfaction:

Table 4.18
Training Provided

1 Very Good 7 20
2 Good 16 46
3 Average 11 31
4 Poor 1 3
Total 35 100
Table.4.18
Training provided level

50
46
45
40
35
31
30
Percentage
1
25
20 7
20
11
15
16
10
5 3
0
Average Good Poor Very Good
Options
Fig 4.18
Interpretation:
20% of consultants believe that the training provided to them was “Very good” whereas 46% of
them feel it to be “Good”, 31% of them rated it as “Average”. This depicts that training programs
can be improved for providing better understanding towards recruitment process to the consultants.

Table 4.19
Requirement Details
No. of
S. No Options Percentage
Responses
1 YES 28 80
2 NO 0 0
Getting details by chance 7 20
Total 35 100
Requirement details
80
70
60
50
40
80
30
20
10 20
0
0
YES NO Getting details by
chance
Fig 4.19
Interpretation:
80% of the recruiters agree to the fact that they are able to get the requirement details from their
clients. Whereas other 20% feel they are getting details by chance. It depicts that few recruiters
are unable to extract exact data related to the opportunity from client. Recruiters must definitely
focus on this aspect and get complete data before sharing profiles to the client.

Table. 4.20
Data Sharing
No. of
S. No Options Percentage
Responses
1 Only Verbally 26 74
2 Both verbally and over mail 9 26
Total 35 100
Data Sharing
74
26
Only Verbally
Both verbally and over mail
Fig 4.20
Interpretation:
74% of the recruiters confirmed that they are communicating the opportunity details both verbally
and through mails whereas other 26% are still lacking behind in sharing the data via mails. It is
important to share details through mails as the candidates can have complete understanding of the
opportunity and the profile.

Table. 4.21
Key Responsible Areas Understanding

1 YES 27 77
2 NO 8 23
Total 35 100
Table 4.21
KRA Understanding
YES NO
23%
77%
Fig 4.21
Interpretation:
About 77% of the consultants are well aware about the KRA’s of the particular requirements,
whereas 23 % of the consultants are unaware of the complete key aspects of the requirements.
Consultants should focus on understanding the key areas of the JD to source quality profiles and
enhance their performance.

Table. 4.22
Frequency of interaction with client

1 Once in a day 14 40
2 On Need basis 6 17
3 Regularly 15 43
Total 35 100
Frequency of interaction with client

Once in a day On Need basis Regularly
43% 40%
17%
Fig 4.22
Interpretation:
From the above chart, it clearly shows that above 43% of the consultants regularly interact with
the clients, whereas 40% of them interact once in a day and other 17% interact only on need basis
with their respective clients. Recruiters must regularly interact with clients in order to ensure
smooth flow of process and to gain new business opportunities.

Table. 4.23
Market Data Interpretation

1 YES 23 66
2 NO 12 34
Total 35 100
Market data interpretation

Recruiters Opinion
Yes 66%
No 34%
Fig 4.23
Interpretation:
From the above diagram, we can say that only 66% of the recruiters are able to provide skill
specific market data to their clients whereas 34% of them are still lacking behind, recruiters must
be trained well in order to obtain better results and support the client with the required data.

Table. 4.24
Area of Improvement
No. of
S.No Options Percentage
Responses
1 Regular Training sessions 8 23
2 Client should give basis inputs for better service 11 31
3 Client should be more approachable 7 20
4 Career Progression should be visible 6 17
5 Better Perks and Monitory benefits 3 9
Total 35 100
Table 4.24
Area of improvement
Regular Training sessions
9 23
17 Client should give basis
inputs for better service
Client should be more
20 approachable
31
Career Progression
should be visible
Better Perks and
Monitory benefits
Fig 4.24
Interpretation:
From the above pie chart, we can depict that 23% of the recruiters feels that they should be
provided with regular training sessions in order to be updated with latest recruitment practices.
31% recruiters rated for better inputs from client. Management should focus on these above to
provide better satisfaction to its employees.

Table. 4.25
Recruiter Satisfaction level
No. of
S.No Options Percentage
Responses
1 Very much Satisfied 13 37
2 Satisfied 20 57
3 Partially Satisfied 2 6
4 Not Satisfied 0 0
Total 35 100
Table 4.25
Recruiter Satisfaction level

0, 0%
6%
37% Very much Satisfied

Satisfied
Partially Satisfied
Not Satisfied
57%
Fig 4.25
Interpretation:
37% of the recruiters rated “Very much satisfied” in Cherish whereas 57% of the recruiters gave
“Satisfied”, 6% of them rated as “Partially Satisfied”. This depicts that the consultants are enjoying
work satisfaction in this organization but there is scope of enhancing their satisfaction level by
taking certain measures.

CHI – Square Analysis

Null Hypothesis (Ho): Overall Satisfaction of Stake Holders is independent of gender in
Cherish HR Services in Hyderabad.
Category Male Female Total
Satisfied 66 75 141
Dissatisfied 7 9 16
Total 73 84 157
O E (O – E)2 (O – E)2 / E
66 65.56 0.1936 0.0029
7 7.44 0.1936 0.026
75 75.44 0.1936 0.0026
9 8.56 0.1936 0.023
Total 0.0545
Calculated Chi square value= 0.0545
Degree of freedom = (r-1) (c-1)
= (2-1) (2-1) = 1
Inference:
As the calculated Chi Square value (0.0545) is less than the table value (3.84) at 1 degree
of freedom and 5% level of significance, we accept the null hypothesis.
Hence, we conclude that the overall satisfaction of stake holders is independent of gender
Cherish HR – Services Pvt Ltd in Hyderabad.

Findings
The findings of the questionnaire based research on the satisfaction levels of the
stakeholders in Cherish HR Services are as follows:
 According to 44% of client’s interview schedules done by Cherish HR turnout is

good and 32% said its average.
 32% of clients said there is need of improvement in interview coordination. 24%
said improvement is needed in sourcing quality.
 46% of consultants believe that the training provided was good and 31% said its
average.
 74% of consultants are providing the information related to openings in company
only verbally.

Suggestions:
Based on the findings of the study and personal discussions held with various executives and
employees at Cherish HR Services Pvt Ltd. Hyderabad below possible suggestions and
recommendations are given as follow:
■ It is recommended to maintain continuous coordination with both clients and candidates to

ensure that the interview turnout with respect to schedule is to be excellent.
■ It is recommended that management can improve training methods given to the recruiters
to learn new ways of sourcing and be updated with the market technologies.
■ Recruiters are advised to share documented details about the opportunity with the
candidate.
■ The basis inputs for the requirement is to be provided by company for better service and
regular training sessions to be conducted for better performance.
.

Conclusion:
From the above findings and suggestions below conclusions can be drawn:
 The Recruitment satisfaction study is considered as an essential medium for

bridging gap between the expectations of three stakeholders of the company,
clients, consultants and the candidates.
 Higher the satisfaction level, greater would be their performance and they would
give best results for the company.
 This study helps to find the realistic opinions from the clients, candidates and
consultants, which can be implemented in their daily practice to obtain quality
output.
 It is clear from the study that the smooth flow of recruitment lies in continuous
coordination, understanding and cooperation amidst the three C’s of Cherish i.e.
Client, Consultant and the Candidate.
 All the three can be mutually benefited and can enjoy maximum satisfaction if they
maintain transparency with one another.
Stakeholder’s satisfaction depends on various aspects of recruitment practices and the company
has to look into the balanced blend of important aspects like communication, coordination and
continuous support with one another.

Bibliography:
- References:
- Human Resource Management by C.B.Mamoria
- Human Resource Management by V.K.Sharma
- Human Resource Development & Management by Ghosh
- Human Resource Management by K.K.Ahuja
- Human Resource Management by Sudhir Andrew
- Personnel Management and Industrial Relations by R S Davar
- Personnel Resource Management by Subba Rao P
- http://cherish-hr.com/about-us.html
- http://www.naukrihub.com/recruitment/outsourcing-
recruitment.html
www.blogger.com
- www.linkedin.com
- www.naukri.com

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A STUDY ON SATISFACTION LEVELS OF THE STAKEHOLDERS OF CHERISH HR SERVICES PVT LTD

Recruitment is the discovering of potential candidates for actual or anticipated organizational

SVU College CM & CS 1|Page

1) Internals Stakeholders – Employees of the company are considered as Internal Stakeholders.

2) External Stakeholders – Client and Customer (candidates) are considered as External

Scope for the Study:

Need for the Study:

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Limitations of the Study:

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Screening and selection

Evaluation and Control

The costs generally incurred in a recruitment process include:

(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

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(iii) Administrative expenses

(iv)Cost of outsourcing or overtime while vacancies remain unfilled

(v) Cost incurred in recruiting unsuitable candidates

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Methods of Internal Recruitment

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Methods of External Recruitment

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5. Schools, Colleges and Universities

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Human Resource Consulting & Outsourcing:

HR Consultants can fill two typical roles

(1) Expert Resource Consultant

(2) Process/People consultant.

1. The Expert Resource Consultant

2. The Process/People consultant

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Mergers and Acquisitions:

Increasing Use of Social Media:

Rising Popularity of Recruitment Portals:

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Naukri Job Speak Index:

December 2016 records 7% decline in jobs over December 2015

Hiring trends across top industry sectors:

Hiring trends across functional areas:

Job Trends Across Top Cities:

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Cherish HR Services operations in India started as a manpower recruitment and contract/temporary

About Cherish HR Consultants

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Cherish HR Services is currently offering the following services:

Services Offered by Cherish:

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Employment Background Screening

They look in to:

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Facility of pre-cheque / Pre-pay slip beta payroll for P&A or HR departments

 Aeries Technology Group

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Process of Recruitment in Cherish HR Services:

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Research and Development: