PROJECT REPORT

ON
TALENT ACQUISITION PROCESS
AT
TO THE NEW

A report submitted to
Asian School of Business, Noida
as a partial fulfillment of Full time
Bachelor of Business Administration (BBA)
Affiliated to Ch. Charan Singh University, Meerut

Submitted to: Submitted by:

Mr. Jyoti Swaroop Mohanty Ms. Tomar Stuti Ashok

Asian School of Business Roll no.: R1703981489
Noida Batch: 2017 - 2020

Asian School of Business (ASB)

A2, Sector – 125, Noida
Website: www.asb.edu.in
Mr.Jyoti Swaroop Mohanty Asian School of Business
Marketing and Management Plot A2, Sec-125,
Noida-201303

CERTIFICATE

This is to certify that the dissertation entitled Talent Acquisition and Campus
Recruitment at TO THE NEW is submitted to Asian School of Business, in partial
fulfillment of the requirements for the award of the Bachelor of Business
Administration, and is a record work by Tomar Stuti Ashok, Enrollment No.-
ASB/BBA/2017-20/134. The project has been done under my supervision &
guidance and the project has not formed the basis for the award of any degree
or other similar title to any candidate.

SIGNATURE SIGNATURE
Internal Examiner External Examiner
 DECLARATION

I, the undersigned solemnly declare that the project report titled Talent
Acquisition and Campus Recruitment at TO THE NEW is based on my own
research work. The work contained in the report is original and has been done by me
under the supervision of Mr.Jyoti Swaroop Mohanty. The work has not been
submitted to any other Institution / University for any other
degree/diploma/certificate or by any other candidate in this institution. I have
followed the guidelines provided by the institution in writing the report. Wherever I
have used materials (data, theoretical analysis, and text) from other sources, I have
given due credit to them in the text of the report and given their details in the
references.

SIGNATURE

Tomar Stuti Ashok

 ACKNOWLEDGEMENT

I am using this opportunity to express my gratitude to everyone who supported me

throughout the course of this BBA. I am thankful for their aspiring guidance,
invaluably constructive criticism and friendly advice during the project work. I am
sincerely grateful to them for sharing their truthful and illuminating views on a
number of issues related to the project.

I express my warm thanks to Ms.Manisha Bisht and Ms.Charu Balani for their
support and guidance at TO THE NEW.

I would also like to thank my project guide Mr. Jyoti Swaroop Mohanty from ASIAN
SCHOOL OF BUSINESS, NOIDA and Ms.Sahar Yaqoob from TO THE NEW and
all the people who provided me with the facilities being required and conductive
conditions for my BBA project.

Thank You,

Tomar Stuti Ashok

 EXECUTIVE SUMMARY

TO THE NEW is a premium digital technology company that provides end

to end product engineering services. The company leverage the power of
experience design, and cloud build disruptive web and mobile products and
enable digital transformation for businesses.

The purpose of this internship was to explore and learn the various
HR practices that the company follows.

Objective:

 To study the Talent Acquisition Process at To The New

 To understand the Documentation process of the company

 To understand the various aspects of shortlisting resumes

 To understand the process of Interview and scheduling an

interview

 To understand the campus recruitment process

 To study different stages of Talent Acquisition starting

from sourcing to the onboarding process

 To get knowledge about the welfare activities followed by

TO THE NEW

Methodology:
Various methods or tools used for completing the work assigned is:
1. Telephonic Interview
2. Use of Checklist
3. Portals :-
 Naukri.com
 Linked in
4. Questionnaire
Key Observations/ Findings:

 Proper orientation of the company was required to be

delivered to the candidates as the company is in its growing
stage, not much population was aware about the company.

 The work culture or the environment of the company was

magnificent.

 The footfall of the candidates was generally low as

compared to the conformations given by them for the
Saturday drive.

 I observed that the company treats its interns as equal to the

employees of the company in terms of providing the
facilities like laptop, office bag, T-Shirt, Handset for Cold
Calling, Cab facility and other required stationary.

 Sourcing resumes from portals like naukri.com and Linked

in with multiple features and filters made sourcing much
easier. Also it provided end to end recruitment services.

Limitations:

 At times receiving tasks from multiple superiors was

difficult to manage.

 Excess to portals like Naukri.com, Linked In was not

always available due to less number of subscriptions. This
lead to wastage of time.

 Performing the task of sourcing continuously in a row was

sometimes tedious.

 Due to time constraint and a limited period of 2 months, I

was not able to take or work on several important projects.
Value addition to the Organization:-

 Successfully I was able to perform the freshers’ drive for

Positions of 2D Animation and Motion Graphic Designer as
well as Line artists and digital Coloring artists.

 Also worked on positions for Technical Project Managers,

Digital Marketers, Digital Strategy, Java Developers and
Social Media Marketers.

 Also, learnt the whole recruitment process starting from the

scratch.
TABLE OF CONTENTS
Chapter No.1:-
INTRODUCTION
1. INTRODUCTION OF THE NDUSTRY

Overview of the IT Industry

There are number of good Information Technology (IT) companies

in India. Among those, some of the best IT Service are:

 TCS

Tata Consultancy Services, founded in the year 1968 is

headquartered in Mumbai, India. It is placed amongst the
most valuable “BIG 4” IT Services Brand Worldwide. The
CEO of the company is Natarajan Chandrasekaran.

 INFOSYS

Infosys, founded in year 1981 is headquartered in Bangluru,

India. It is ranked constantly in the world’s top 20 most
Innovative Companies List brought out by Forbes and green
Companies Ranking by Newsweek. The CEO of the
company is Vishal Sikka.

 WIPRO
 Wipro, founded in 1945 entered into IT domain in the year
1980 and since then has become one of the biggest IT
Company in the world. The company is headquartered in
Bengluru, India and is headed by Azim Premji. It was the
first software company to get SEICMMI Level 5 back in
2002. The CEO of the company is Abidali Z Neemuchwala.

 HCL

HCL Technologies, founded in the year 1976 by Mr. Shiv

Nadar is headquartered in Noida, India. It has offices in
around 35 countries globally and is home to 1,00,000
people. Various business lines in which HCL has its
presence are Business Service, Custom Applications
Services, Engineering R&D, IT Infrastructure Management
Services. The CEO of the company is Anand Gupta.

 ORACLE FINANCIAL SERVICES

Oracle Financial Services, Founded in the year 1990 is

headquartered in Mumbai, India. It is said to be a Subsidiary
of Oracle Corporation with focus being as an IT solution
provider to the Banking Industry. It has various Business
Products such as Oracle FLEXCUBE Universal Banking
Suites, Oracle Financial Service Analytical Applications for
Customer Insights, Infrastructure, Enterprise Risk
Management etc. The CEO of the company is Chaitanya M.
Kamat.

 TECH MAHINDRA

Tech Mahindra, founded in the year 1986 is headquartered

in Pune, India. Various business lines in which Tech
Mahindra has its presence are Consulting, Enterprise
Business Solutions, Mobility and Integrated Engineering
Solutions, Product Life Cycle Management. The CEO of
the company is CP Gurnani.
  Other Major Players are:

1. Mind Tree

2. Mphasis

Major Information Technology Hubs in India:

1. Bangalore:
Bengaluru is known as the Silicon Valley of India. Notable
tech park are Electronics City Phase I &
II, ITPL, Bagmane Tech Park, Embassy Golf Links,
Manyata Tech Park, Global Village Tech Park, Embassy
TechVillage.

2. Chandigarh:

Chandigarh is also one of the growing international IT

 services and outsourcing exporters. The next upcoming tech
park will be world trade center.

3. Chennai:

As of 2012, Chennai is India's second-largest exporter of

information technology (IT) and business process
outsourcing (BPO) services. Tidel Park in Chennai was
billed as Asia's largest IT park when it was built. Major
software companies have their offices set up here, with
some of them making Chennai their largest base.

4. Hyderabad:

Hyderabad – known for the HITEC City or Cyberabad – is

a major global information technology hub, and the
largest bioinformatics hub in India. Hyderabad has
emerged as the second largest city in the country for
software exports pipping competitors Chennai and Pune.
Notable tech and pharma parks are HITEC City, Genome
Valley, and Hyderabad Pharma City.

5. Kochi:

Infopark, Kochi or cochin is an information technology

park situated in the city of Kochi, Kerala, India. Established
in 2004 by the Government of Kerala, the park is spread
over 260 acres (105.2 ha) of campus across two phases,
housing 392 companies which employ more than 42,000
professionals as of 2018. The park is built on the 'Hub and
Spoke model' for the development of the Information
Technology industry in Kerala. InfoPark Kochi acts as the
hub to the spokes located at Thrissur and Cherthala.
Considering the requests of various IT companies and
developers for space and land, Infopark Kochi is expanding
its activities in Infopark Phase II. This campus is at a
distance of around 2 km from Phase I campus and is on the
 side of Kadamprayar river. The new park lies in an extent
of 160 acres in the neighboring Kunnathunad- Puthencruz
villages of Kunnathunad Taluk, Ernakulam District. The
Board of Approvals (BoA) of the Union Ministry of
Commerce have granted SEZ status to the 98 acres in
Infopark phase II. As per the latest data reported, total IT
exports from Kochi stands at 6200 crores.

6. Pune:

The Rajiv Gandhi Infotech Park in Hinjawadi is a ₹600-

billion (US$8.9 billion) project by the Maharashtra
Industrial Development Corporation (MIDC). The IT Park
encompasses an area of about 2,800 acres (11 km2) and is
home to over 800 IT companies of all sizes. Besides
Hinjawadi, IT companies are also located
at Magarpatta, Kharadi and several other parts of the city.
As of 2017, the IT sector employs more than 300,000 people
IMPACT OF INFORMATION TECHNOLOGY (IT)
INDUSTRY IN INDIAN ECONOMY:

The leaders of IT Industry believe that the growth of the Industry is

ever growing as the demand for digital services is also always
rising.

Use of new Technologies like Iot, Data Analytics, Machine

Learnings, Image Analysis, Text Analysis will keep expanding
exponentially for next 10-15 years. Use of sensors like camera,
phones etc will increase and people will produce large amount of
data. So engineers who can handle Big Data including, structure,
images, text, video and drive knowledge or useful inferences using
machine learnings, data analytics etc will be in demand for next few
years.

The evidence of transformation is already in front of us. To mention

some of them are:

1. Paytm

2. Tally

3. Book my show, etc

IMPORTANCE OF IT IN DIFFERENT SECTORS:

 IT in Hospitals

Starting from the reception by recording the patient's name

till the final bill payment system, IT has taken all the place.
A patient's record comprising his name, age, sex, blood
group, disease etc have been maintained as a database in the
computer in the hospital. So whenever the patient arrives his
previous data can be verified easily.

 IT in Educational Places

Technology has taken away the chalkboards. Universities,

Colleges, High school, and even the nursery classes have
adopted technology in their classrooms to deliver a better
learning experience for all. Latest computer software is
being taught to the students to make them more aware
through Lab Classes.

 IT in Railways

With the issue of computerized railway tickets, the errors

have been minimized mis users can be found easily. A
passenger can book the train tickets from any part of the
country. Along with the bookings, online tracking made the
job easier. The passenger can book the tickets at his
convenience place because of online reservations.

 IT in Research

Marketing Research agencies are involved in a lot of

research activities starting from research survey on product
development till distribution and measurement of customer
response. The agencies use sophistical statistical packages
for data analysis and interpretation. Therefore, the
 application of IT tools takes place in full swing in MR
Agencies.

 IT in Medical Shops

IT and its applications can also be seen in pharmaceutical

shops. As soon as the medicine enters the store the first task
is to record all the necessary details like name, quantity,
manufacturing details etc. Whenever sales takes place
computerised billings are provided to customers. Computers
also help to keep the track of number of medicines sold, and
how many are available in the shop.

Future Aspects

The sector is expected to see IT services export rise by 9%

over the current fiscal that ends on March 31, while the
lower end of the projected range is 7%growth. India as a
market is expected to see Tech Services rise by 10% to 12%
as large, listed companies in the country accelerate digital
Tech Spending according to Nisscom.

Digital Services could grow as much as 2 times faster than

the IT Industry’s overall growth, Chandra Shekhar said.
This is because the demand is jumping for migrating work
to the cloud or building quick, point solutions to meet urgent
end- customer needs such as dedicated chatbot at a bank or
a rapid prototyping virtual twin of a machine component for
a manufacturer.

The software and services industry finished the current

financial year ending March 31, 2018 with sales of $167
billion. This represents about 7.8% rise in exports and a 10%
growth in the revenue contribution from India.
Some of the crucial factors that lead to the growth of Indian IT Sectors
are:

1. India is a home to a large number of IT professionals, who have

the necessary skill set and qualification to meet the demands
and expectations of global IT Industry.

2. The cost of skilled Indian workforce is reasonably low

compared to the developed nations. This makes the Indian
services highly cost effective and this is the reason that IT
Services like BPO,etc have expanded in the Indian Job Market.
2. COMPANY PROFILE
To The New is a digital technology company providing end-to-end product
development services. To The New leverage the power of experience design,
cutting-edge engineering and cloud to build disruptive web and mobile apps
enabling digital transformation for businesses.

The CEO of the company is Deepak Mittal and Raman Mittal. The
Company deals with entire gamut of product engineering including user
experience including user experience design ,web & mobile application
development, cloud, devOps, testing and infrastructure managed services to
transform business digitally.

The company attributes its success to belief in its philosophy. To The New
was well known as “IntelliGrape Software” and from a modest beginning
in 2008 by opening its first branch in Noida (U.P.).the organization evolved
into a center of excellence, employing 900-950nos.(approx) consisting of
officers, staff, workers. The company has emerged as one of the most
recognised companies in providing technical assistance in form of various
services that it provides domestically as well as globally.

To The New sevices from an integral part of the portfolio of many leading
companies in India as well as abroad Multinationals giants.

Geographical Spread:
TO THE NEW provides services to a large geographical area covering-

 Noida

 Gurugram

 Singapore

 Malaysia

 Indonesia

 Dubai

 Soon to enter into US Market by the end of the year 2019.

ORGANISATIONAL STRUCTURE:
The Organisational structure is divided into four parts-

1) Technical

2) Non-Technical

3) Video Managed Services (VMS)

4) Central Function Unit (CFU)

 Hierarchy of Technical Domain is as follows:

Chief Executive Officer

Vice President

Assistant Vice President

Senior Manager

Manager

Deputy Manager

Assistant

Senior Executive

Executive

Trainee
  Hierarchy of Non-Technical Domain is as follows:

Business Unit Head

Team Manager

Team Lead/ Assistant Team lead

Sr. Associate/ Associate

Trainee

COMPANY’S PARTNERS:
The partner with forward thinking cloud service providers and other
businesses Venture such as:

 AWS Premier Consulting Partner

 Adobe Marketing Cloud integrated solutions
 Microsoft Azure Cloud Partner
 Members of Docker Partner Program
 Certified Acquia Community Partner
 Partner of Google
 Advanced Solution Partner of Elemental
 Multi- DRM Partners
 Certified Cloudinary Integrator
 Silver partner for Big Data Solutions
The Company supplies its services to several reputed companies and help
internet based businesses and product companies design and develop cloud
native web and mobile solutions. They drive digital transformation for
businesses by helping them provide a rich, seamless experience to their
customers across digital channels resulting in higher engagement, efficiency
and profitability.

DOMESTIC CLIENT –

 TATA Sky

GLOBAL CLIENTS –

 Viacom 18

 SONY

 Times Internet

 MX Player

 ZEE TV

 HDFC

 Max Life Insurance

 Toyota

 Make in India

 LG

FUTURE PLANS OF TO THE NEW:

 To The New has planned a successful expansion of its operations team

in U.S by the end of this year. This will increase the visibility of the
company in the new market and enable the business growth.

 The other plan for future is that the company will increase the head
count by 500 by the end of year 2019.
ACHIEVEMENTS:
1. Data like implementation using Open Source Tech Stack & AWS
Services
2. TO THE NEW was engaged to capture descriptive and shot level
metadata for movies and TV Shows
3. Zee TV engaged TO THE NEW to optimize the video content from its 12
different regional channels and publish it on OTT Platforms like YouTube
and Ditto TV.
4. Delivered improved shipment traceability and performance through real
time customizable, interactive and actionable dashboards for delivery
5. TO THE NEW was engaged in creating content for both wen and mobile
platforms
6. Developed an integrated channel- centric cloud marketplace that enables
resellers and channel partners to seamlessly sell & promote cloud
products and services
7. TO THE NEW was ranked 47th- India’s best Companies to work for
2019, by the Great Place to work.

SERVICES:

TO THE NEW help Internet - based businesses and product companies

design and develop cloud-native web and mobile solutions. It drive digital
transformation for businesses by helping them provide a rich, seamless
experience to their customers across digital channels resulting in higher
engagement, efficiency, and profitability.

1) DIGITAL TRANSFORMATION:

They transform businesses leveraging cutting-edge digital technologies,

experience design and analytics.

TO THE NEW is a digital technology Company that enables digital

transformation for global organizations. The company’s digital
transformation consulting leverage a wide spectrum of digital technologies
to help companies improve products and services, enhance customer
experience, enter new markets, and increase revenues.

 Digital Strategy:

A coherent digital strategy requires a deep understanding of

people, processes and digital technology landscape to create
a roadmap for transforming processes and business models.
 The company's digital transformation consulting helps
companies adopt and implement digital technologies to
create unique value proposition for customers and drive
innovation and growth.

 Experience Design:

User experience design focuses on the consumers to create

meaningful, persuasive interactions across their omni
channel journey. The architect use journeys and convert
ideas into proof of concepts. They create highly intuitive
and elegant interfaces across multiple channels to deliver
superior customer experience.

 Development & Engineering:

Development & Engineering leverage UX led engineering

to develop new platforms and transform the existing ones
with a fast time to market. We cover the entire spectrum of
engineering from consulting, UI/UX design, architecture,
development and testing. Our forte also entails strong
integration capabilities with the existing systems and
application.

 Analytics - led Marketing:

Company uniquely combine the power of analytics,

marketing and technology to create award winning 360
degree integrated digital marketing strategies for global
organizations which focus on acquiring new customers and
retaining existing ones. They deliver analytics driven
frameworks to provide a consistent brand experience across
all digital channels. Also they help companies analyze huge
volume of search, web and social data to generate
actionable insights presented in a digital dashboard.
2) WEB CONTENT MANAGEMENT:

TO THE NEW provide organizations an exceptional omni channel digital

experience with Web Content Management Solutions by enabling them to
manage their content assets with ease.

They work with the best of the web content management systems: Adobe
Experience Manager (AEM) and Drupal. AEM, a powerful suite of products
for delivering amazing digital experiences by adobe and drupal, a powerful
CMS with new versions and suite of tools for creating value in your content
supply chain by Acquia are the Global Leaders in the Web Content
Management Space.

 Adobe Experience Manager (AEM):

We help large web properties in creating a personalized and
contextual experience by offering them development,
upgrade, deployment and support on AEM. Alongside, we
have managed large scale and complex replatforming and
migrations to AEM from legacy systems and other CMSes.

 Drupal:
The company helps you with Drupal consulting,
development and migration services including Drupal 8, a
powerful new suite with over 200 new features for building
scalable, robust and highly engaging websites and
applications. We deploy best-in-class Drupal engineering
practices for faster CMS implementations.

3) MOBILITY:
To The New cover the entire gamut of mobility solutions
including UX Design, Native and hybrid development and
mobile application testing.

 Mobile Application Design:

With consumers consuming information across multiple
devices, it is imperative to build applications that work
flawlessly on all the devices.
  iOS Application Development:
iOS center of excellence develops intuitive iPhone and iPad
applications using Swift as well as Objective-C.

 Android Application Development:

We help to develop custom Android applications
addressing varied businesses using our years of expertise
building Android apps.

 Hybrid Application Development:

Hybrid applications use a single code base for multiple
platforms significantly improving time to market and
reducing cost.

 Smart TV Application Development:

The company has extensive experience of developing
applications for all leading connected TVs and media
streaming devices including Android, Apple, Roku,
Amazon Fire, Samsung Native, Tizen, and Smart TV
Alliance.

 Mobile Automtion Testing:

The company uses a comprehensive suite of test
frameworks and tools that fine tune the application
performance experience.

4) VIDEO MANAGED SERVICES:

The company offers best-in-class combination of people, processes and

technologies to deliver highly evolved media services to our customers
helping them achieve better content and higher monetization. Our wide range
of services include Digital Packaging & Fulfilment, Localization & Access
Services, Video Creative Services, YouTube Management, Compliance and
Metadata Services that are delivered at speed in a highly secured and cost-
effective manner. TTN’s VMS Services are:
  Digital Packing and Fulfilment

 Localisation and Access Services

 Video Creative Services

 YouTube Creative and Management Services

 Metadata Services

 Compliance Check &Editing Services

5) DIGITAL MARKETING:

The dedicated team of experts leverage the best-in-class marketing tools &
technology to create brand recall for your business. TO THE NEW
collaborates with its customers with a range of services that include Creative
& Design, Social Media Marketing, SEO, Media Planning & Buying, and
Digital Analytics & Marketing Automation. The Services provided by
Digital Marketing section of the company are:

 Creative and Design

 Social Media Marketing

 Search Engine Optimisation

 Content Marketing

 Media Planning and Buying

 Digital Analytics

 Social Listening

 Marketing Automation

6) DevOps SERVICE:

Right from assessing your current DevOps practices, setting up the

automation, using the best tools for process transformation to ongoing
management of the delivery pipeline, we take care of it all.
 DevOps Assessment:
DevOps consulting services assess your DevOps practices,
audit your existing infrastructure, development pipeline,
list down the redundant tasks and identify the right set of
tools. Furthermore, we develop an assessment report
outlining action points for automation, provide DevOps
Quotient Scorecard and Continuous Delivery
Roadmap.

 DevOps Automation:
After auditing the existing setup and drawing the ideal
workflows, we set-up & automate your continuous delivery
pipeline. While automating the pipeline, we prevent risky
deployment and increase productivity using our robust
ecosystem of open source & licensed tools.

 DevOps Management:
Apart from automating your processes, we help you to
manage the health of your continuous delivery pipeline. We
take care of release management, continuous deployment,
replica environment, new server setup, change
management and performance optimization on an ongoing
basis.
CSR INITIATIVES TAKEN BY THE COMPANY

 Pahal Funds –
To The New aims to support causes that gives a meaningful impact on
the lives of the people. Pahal is a TO THE NEW's one of the initiatives
that works on monthly basis. They are partnered with NGOs and
contribute funds on the month basis. This is how they keep the CSR
wheel oiled and continue to contribute in the society.
 Prayas -
TO THE NEW is also in partnership with Prayas Vidyalaya to provide
maximum aid in terms of time and money for the underprivileged
children.
 Apart from the above mentioned practices, TO THE NEW performs
various other works like Tree Plantation on 27th April, Blanket
Distribution, did donations to the families of Pulwama Attack and
various other works.
3. OBJECTIVES OF THE PROJECT REPORT

 To Study the different methods of Recruitment adopted by

TO THE NEW.

 To understand the Documentation process of the company.

 To understand various aspects of short listing the resumes.

 To understand the process of Interviews and Scheduling of

Interview.

 To Study different stages of Talent Acquisition starting

from sourcing to the on boarding.

 To do research and connect to TPOs for campus placements

and maintain a track record of everything done.

 Maintaining Database Trackers and checking of duplicacy.

 To get knowledge about welfare activities followed by TO

THE NEW

Details of work done:

1. I was responsible for the entire Recruitment Process starting from sourcing to
on boarding for various profiles like Account Directors, Digital Strategist,
Sales, Social Media Managers, Content Managers, 2D Animators, etc. For
sourcing I used different portals like Linked in, Naukri.com and on daily basis
I was performing the same activity.
Another process of job posting was through JOB POSTING on Naukri.com
and Linked In. I had gone through hundreds of applications on naukri.com and
linked in on daily basis. After shortlisting the candidates a telephonic
conversation was done to understand more clearly about the candidate’s
candidature for the required post. Along with this details like Marital status,
Current Company, Current Location, Current CTC, Expected CTC, Notice
Period, Reason for a job change, any other offer in hand, any extra
certifications, Time availability for the interview, etc were the things asked.
2. I was also responsible for Campus Recruitment Process starting from
searching of the colleges connecting to the TPOs for majorly profiles like 2D
Animators, Motion Graphic Designer, Digital colouring artist, Digital Line
Artist, MBA – Marketing, Human Resource. Herein details like Batch Size
and joining details were asked. This recruitment basically included three
stages – Online Assessment, Group Discussion and Personal Interview
(MBA). Also for hiring the interns the particular tool used by me was of
Internshala and Lets intern where in Job posting was done.

3. I was given the responsibility to manage and update the enrire database of the
company like:
 Preparing the questionnaires for the interviewers so that they can give
a feedback after taking the interview
 The company has the data from year 2014. My job was to update the
Database Tracker of the company by creating folders into OLD DB
TRACKER and NEW DB TRACKER.
 I changed and maintained the nomenclature of all the dataof the
company. Other than this E-mail responses, creating different tabs on
fresh data was also done.

4. Another task I was allotted was to manage the documentation process of

freshers, interns and the newly joining candidates. The documents required
were:
 Aadhar Card
 PAN Card
 Last 3 months Salary slip ( For Experienced one)
 Increment Letter (If any)
 Appointment Letter
 All Educational Certificates
 Professional Certificates
 Offer letter of other company (If any)

5. The Company organises a special Saturday drive for mass recruitment whether
it be for campus or for the experienced ones. This was also specially organised
for the applicants who were not able to appear for interviews on week days.
My responsibility was to manager the overall Interview process and keep
updating the current scenario, sending them to the correct panel for interview
and overall managing the drive.

6. Also the company provided the various training sessions and boot camps for
the required for different technical profile groups of the company. My
responsibility was to manage them being a part of the HR Team.
4. SCOPE OF THE RESEARCH

In a corporate, HR departments hold the responsibilities of sourcing

candidates for a various job opening, recruiting them, retaining them,
improving their performance, and motivating them. They also keep their
watchful eyes on the employees within the organization to make the
workplace free from any harassment and implement the company laws and
rules from time to time. The roles and responsibilities are wide-ranging from
company size and goals. And, each of these tasks is daunting per se, for which
HR tools and software are designed to smooth the process. Therefore, the
skills and qualifications required to fill the vacant seats in the HR department
of a company are wide-ranging and continually evolving.

Human resource being a systematic process for bringing the desired

changes in the behaviour of employees involves the following areas:

 Recruitment and selection of employees for meeting the

present and future requirements of an organization.

 Performance appraisal of the employees in order to

understand their capabilities and improving them through
additional training.

 Offering the employees’ performance counselling and

performance interviews from the superiors.

 Employee learning through group dynamics and

empowerment.

 Learning through job rotation and job enrichment.

 Learning through social and religious interactions and

programmes.

 Development of employees through managerial and

behavioural skills.
5. HRM – TALENT ACQUISITION

The Human Resource is the most important asset of an organization. The success or
failure and growth & future of an organization depends completely on quality of
humans HR acquires. The HRM (Human Resource Management) function was very
changing for the last decades due to lack of structural bundling and the outsourcing
of HR processes. But nowadays commencing HRM is having different impacts upon
organizations. Where Talent Acquisition is a foremost priority which needs much
broad strategic approach in the organization.

Talent acquisition is vital to a business’s future success as the decisions shouldn’t be

made hastily due to time constraints and pressures of a current opening. It’s simply
cannot be an afterthought or a low priority. When a company is not using an effective
talent acquisition strategy, the company end up hiring mediocre candidates, which
will result in a high turnover and a costly waste of time, money, and resources.
Staffing cost, training cost, and lost time can all affects company’s bottom line.
Additionally, having the wrong person performing any job function can lead to an
increased risk or errors and lowered productivity. Using a talent acquisition strategy
reduces the risk involved with recruiting bad hires, which, in the end, will lower the
cost, save time, and boost productivity.

Traditionally, the process of recruitment is needed to occur when requisition or an

individual is shifted/promoted or an individual is leaving a position. In that situation
decisions are made hastily due to time constrains and pressure of openings. The way
of communication about the opening is different like traditional job ads or going to
the job boards. Now talent acquisition is not only about filling positions but making
a long term strategic view and using candidates for right position at right time. The
way of communication nowadays are about online portals or referring to online job
boards.

Talent Acquisition become more varied productivity levels in IT service since a good
employee with better efficiency can produce better result than an average employee
which has to be kept in mind while acquiring.
What is Talent Acquisition?

“Talent acquisition is defined as an ongoing HR process to acquire skilled

workers in alignment with a company's broader business goals, regardless of
immediate vacancies.”

In the process of talent acquisition (TA), the mail goal is to recognize and meet all
the labor requirements a company may have. When used in the context of the
recruiting and Human Resources (HR), talent acquisition usually refers to the talent
acquisition department or team within the Human Resources department.
Talent Acquisition teams are usually responsible for finding, acquiring, assessing,
and hiring candidates to fill open job position.

Talent acquisition is a process of finding, sourcing, attracting and selecting and on

boarding the suitable employees into the organisation. This process applies to hire
all types of employees in the organisation from higher level to lower level in the
organisation.
Key goals of the process are –
1) To attract talented candidates to the organisation
2) To acquire right candidate to the right position
3) To complete the full cycle from sourcing to
deployment in a timely manner.
Talent Acquisition and Candidates Journey

Today's candidates go through different stages of candidate journey than they used
to few years back. When looking for jobs, they now have a lot of information
available. It is not enough to just show them open positions and expect them to
apply. Candidates now, after they become aware of your company and job opening,
need to be attracted to choose you as their employer of choice.

Vital Talent Acquisition Strategies:

Talent acquisition strategies helps to address a variety of recruitment scenarios – here

are the ones that should be kept in mind:

1. Talent Acquisition for bulk recruitment:

Hiring in bulk is significantly different from hiring for a single role.. A strategy
for high-volume recruitment will involve candidate sourcing, using software to
automate repetitive tasks (for example, resume processing, background
verification, offer generation, etc.), and group surveys to obtain the data needed
to make hiring decisions.
2. Hiring for strategic roles:
Finding the right candidate for a senior position is always a challenge, as they
cannot afford the initial “teething period” that’s available to junior workers. From
their very first day, senior recruits are meant to take the reins and steer the
company towards success. That's why one needs to dedicate a strategy for senior
professionals, with entirely different rules of sourcing and engagement. It is a
good idea to partner with leadership hiring agencies to meet such talent
acquisition requirements.

3. Internal Hiring strategy:

Research finds that employee referrals are the most preferred talent acquisition
mechanism, despite an explosion in the number of job boards and social
recruiting sites. The reason for this is apparent – internally sourced candidates
come pre-vetted in terms of personality and culture fit, markedly reducing the
workload on talent acquisition managers. A few best practices when building an
internal talent acquisition strategy are gamification to encourage referrals, active
endorsement seeking across the company, and a smart rewards program for those
who refer potential employees.

4. Strategies for technical hiring:

With digital transformation placed as a formative force across enterprises,
technical hires now need a dedicated talent acquisition strategy. This will rely
more on skill tests and demonstrated assessments rather than on interviews and
previous experience. Technical hires also demand a unique employer brand that
intersects their skill set with a “larger sense of purpose.”
Why Talent Acquisition is important?

Recruiting and hiring the right people is by far the most important part of any
organization’s business plan. People are the largest investment of a company. Talent
acquisition is not only about filling open position; it’s about taking a long-term
strategy view for future positions as well. It’s about collecting relevant data and
keeping in touch with candidates until the right position open up. For this I have
prepare tracks and pipelines of the resumes and details about them which can help
later for any job opening.

Talent acquisition differs from recruitment in a big way. As a hiring manager,

recruitment focuses on filling vacancies, whereas talent acquisition zeroes in on
candidates who can fulfil specific goals or skillsets. Thus, some basic importance of
Talent acquisition would be stated as:

 Avoid Financial risk in the recruitment process

 Go beyond active candidates

 Fill the talent pipeline

 Hiring ‘Raw Talent’

 TALENT ACQUISITION AT TO THE NEW-

1) Requisition and Planning: The requisition process ensure workforce

planning and proper allocation of funds by coordinating efforts between the
department that has the job need, the HR department and the finance
department. The planning covers the total requirement of all staff as per the
certain requirement of that department. Recruitment activities will begin after
the job need has been determined, the financial resources are available and
have been properly allocated, and all required have been obtained.

2) Sourcing: The sourcing involves sourcing job requisition through the

selected recruiting channels. The sourcing can be easily be managed by using
multiple channels for recruiting via Web Site (Job portals, LinkedIn,
WhatsApp, etc.), Internal job boards, staffing agencies, etc.

3) Assess: The assessment phase includes a range of activities to assess the

qualifications of the applicants that pass initial screening criteria, and to
select the leading candidates for the position. Assessment activities include
interviewing, internal testing programs, third party assessment services,
background checks, employment verification, and reference check. The
timing of assessment activities will depend on the company’s policy and the
cost or time involved.

4) Hiring: The hiring activities includes to coordinate and manage candidate

communication and notifications, offer letter creation and approval, offer
making, negotiation and offer acceptance

5) On Board: The onboarding phase includes all of the activities that need to
occur during the first few days of employment. This includes completing the
company forms, enrolling in the employee in benefits programs, and
providing policies and other information. It also includes conducting an
initial employee orientation to the company (i.e. policies, practices,
departmental procedures).
 Requisition
Sourcing
and Planning

Assess Hiring

On Board

Therefore in order to assess there are certain stages which are as follows:

Screening

Telephonic round

Written Test

Technical Round 1

Technical Round 2

HR Interview
Description of Activities:

 Normal Usage of Google sheets and Google word Documents

 Significance of GOOGLE DRIVE

 Sourcing through - 1) Naukri.com

2) Linked In

 Job posting on Linked and Naukri.com

 Database Tracker maintenance for every Profile

 Clearing the Applications received via both the recruitment

tools

 Clearing the Applications being received via Company’s

website

 Recruiting process for interns through – Internshala, Lets

intern Job Posting

 Internships for – HR Team (Operations & Talent

Acquisition), Metadata Internships for CMS Team

 Campus recruitment for MBA Colleges of Delhi and Delhi

NCR

 Campus recruitment for Video Managed Services (VMS)

Team for positions like – 1) 2D Animator

2) Motion Graphic Designer

3) Digital Colouring Artist

4) Digital Sketching Artist

6. CAMPUS RECRUITMENT:

In terms of definition, campus recruitment refers to the process where large

companies look forward to filling certain of their vacant positions by employing
students or freshers’ from various campuses. With the number of millennials and
freshers’ increasing at an exponential rate, conducting campus recruitment and hiring
fresh talent has become an inexplicable part of most company’s hiring procedure.
Campus recruitment has always been associated with large corporations who look
for candidates in a bulk.
Recruiting young talents is the next big thing in talent acquisition as they are finally
the future of your company. The competition for grabbing young talents is only going
to grow more and more intense. Most recruiters tend to flock to all the tier-1 and
other esteemed colleges and universities for recruiting the final year students in
various professional courses. It generally takes place several months before the
students are about to appear for their final exams, however, we say, why to wait till
then. Freshers’ or young talent is the next level of your talent pipeline. So catch the
talented ones before all the creme de la creme of the college starts disappearing. For
companies hiring freshers’ is one of the most advantageous decision as it is always
a great idea to get fresh, energetic and committed individuals brimming with new
ideas and excited for new experiences out to fulfil their dreams. They bring the
much-needed ambition, hard work, drive on board with a “no strings attached”
attitude to the organization.

Why Campus Recruitment is important?

Recruiters have always kept campus recruitment as one of their primary process of
hiring. Campus recruitment is one of the most advantageous and profitable ways to
go. Following are some points for the same:

 Massive talent Pool

 Reduced Cost and Effort

 Strong Relationship

 Higher selection to hiring ratio

  Loyal Employees

 Updated with the latest technology and trends

 Increases the Goodwill and promotes the brand as well.

 CAMPUS RECRUITMENT AT TO THE NEW-

The process herein takes place with lot of activities that should be planned and
executed accordingly. The activities checklist is as follows:

 Finalise the presentation for pre-placement talk.

 Finalise the JDs. Compensation, Interview process,

Feedback form.

 Finalise the Technical and Non- Technical aptitude test

assessments.

 Connect to the Placement Officers of the selected colleges

with the required details i.e. Job description and other
essential details.

 Requesting for the batch – size and interested students list

and shortlisting them (if required).

 Conducting the online tests and sharing the results.

 After first round, preparations for second and final round

i.e. the HR Round has to be done.

 Again sharing the updated results with the TPOs and the
Internal hiring team as well.

 After shortlisting of the candidates informing the HR

Operations Team to roll-out the offer letter with essential
information containing in it and sending these offer letters
to the TPOs as well to avoid any inconvenience.

 Share the list of joiners with the On-boarding SPOC,

 Admin and IT team along with the competency.

 Send a pre-joining mail to the selected students.

 Check the exam schedule with the TPO.

Example of an E-mail Template (Technical/Non-technical) –

Dear TPO’S name,

Greetings from TO THE NEW!

We would like to conduct the final placement process for candidates specialising in
B.Tech/MCA/MBA, who can join us in January 2020.

We are offering the following profiles:

1. Java
2. Mobile Application Development (Android/iOS)
3. Front End Development / MEAN stack
4. Quality Engineering
5. Adobe Marketing Cloud

Eligibility Criteria:
Recruitment Process:
Essential Details-
Salary package, Shuttle Facility, Insurance, etc.
Chapter No.2:-
LITERATURE REVIEW
REVIEW OF LITERATURE:

5. Human resource management is the essential function of organizations. Among

the HR practises recruitment is the basic function where employees are entry into
the organizations. Recruitment is the process of searching prospective employees
to apply for the job posting in the Sai Yarntex private limited. Selection is the
process of choosing an appropriate candidate among the job applicants. Selection
process starts after the completion of the recruitment process. Recruitment is the
positive aspect whereas selection is the negative aspect of HR practises. Many
of the researchers say that recruitment and selection policies should be
ethical for the organizations in order to sustain in the competitive environment.
Recruitment is the first step then after selection and placement comes in
the employment process (Rao, 2010). Employers aim is to choose an
appropriate candidate suitable for that particular job. Recruitment is the activity
done by the HR’s in many organizations.
Selection is the second step in the in the process of man power planning.
Selection is the process of choosing the appropriate candidate which matches the
candidate skills and the job requirements (Bhattacharyya, 2010). Selection
process will be lengthy for large organizations and will be wider for
manufacturing organizations and it differs from one industry to other (Venkatesh,
2008). As this a manufacturing organization its process will be wider in
departments and activities. According to the Dale Yoder selection means
dividing the total job applicants into two classes as selected and not selected
(K.Aswathapa, 2007). The selection process followed at sai global yarntex
private limited is like the selection procedure of scientific selection procedure.
There are many factors that are to be considered while selecting a candidate
those are like group discussions, employment background, referral
background, interviews, medical tests and etc.
6. According to the Burack (1985) recruitment sources are closely linked to the
organizational activities as performance of employees, employee turnover,
employee satisfaction, employee wishes and the commitment of the
organization (Burack, 1980). These recruitment and selection process should
be done at each and every sector for fulfilling their organizational goals
 (Nartey, 2012). Recruitment and selection practises were important in the
police department as said by Michael D. White and Glipsy Escobar (2008)
in the world and this paper shows the importance of seven issues relating
to recruitment, selection and training practises in the organizations
(M.N.Malhotra, 2014) (Terpstra.D, 1996). Mohammed Nurul Absar (2012)
says the importance of recruitment and selection in his paper by considering
both public and private manufacturing firms in Bangladesh (M.M.Absar, 2012).
Some of the research professionals and scholars say that there is a close linkage
between the recruitment selection employee satisfaction organization
performance and HR practises (Gorter, 1996). In his paper Recruitment and
Selection of public workers: An international compendium of modern trends
and practises say that the importance of using technology in the recruitment and
selection process for updating the organizational resources (Hays, 2004).
7. Ongori Henry and Temtime Z (2009) say that in their paper the recruitment
and selection practises of the small and medium enterprises and make them to
improve their HR practises (R.D.Omolo, 2012). French says that the
importance of certain selection and recruitment activities in the organizations
(G.R.French, 2012). Among recruitment sources Bernardin s that internal
source of recruitment is effective compared to the external source (H.John,
2003). Decker & Cornelius say that compared to the traditional recruiting sources
the modern sources like referrals, casual applicants and direct approaches will
benefit at large (L.Barclay, 1985) (Cappelli, 2001). Selection procedure also
should be in application to the modern techniques (M.Smith, 2001). The
literature says that employers are doing the traditional method of recruiting
rather than the modern technologies (Schmidt, 1998). Chris Piotrowski and
Terry Armstrong say that in their article that around all the organizations
are using traditional recruitment sources and 30% of organizations are
screening candidates honestly (Armstrong, 2006). According to SHRM
(Society for Human Resource Management) says that 15% joined in the
organizations are placing false resume (Gusdorf, 2008). Some of the employers
select the candidates with discrimination was not supposed to be done in
the organizations (Fomunjong, 2009).
8. Nowadays many businesses have been focused on the recruitment and selection
of the appropriate employees, in order to deploy their entrepreneurial activities.
 Besides, on the employees’ behalf, the increased competitiveness in a worldwide
level of analysis necessitates that all employees to be facilitated with advanced
capabilities throughout the organizational hierarchy. In effect, these businesses
adopt and develop contemporary processes for their employees’ recruitment and
selection, in order to ensure increased productivity and effectiveness in a
liquefied economic environment. The development of appropriate schemes of
selection and recruitment, in line to the ongoing and in-field investment of
education, skills and training, are determining factors to the prosperity of
manufacturing industry. The ultimate goals of knowledge management in a
strategic, innovative, and operational level of decision making is the achievement
of greater awareness of the interactive role of science, engineering, and
technology towards businesses’ success, as well as the development of flexible
organizational structures that encourage entrepreneurial creativity, structural
flexibility, and managerial change. In the present study, the determining
parameters of employees’ recruitment and human resources’ selection are
presented in a literature overview, while the inclusion of a Case Study –being
based on an innovative oriented pharmaceutical company– reveal this company’s
prominent role of identifying new markets and opportunities that might emerge
and then choosing to respond to these long-term visions by activating its
competitive advantages in a Management-Technology-Strategy tripartite pattern,
rather than being forced into action by competitors.
9. Human Resource Management (HRM) refers to all necessary policies and
procedures that a company adopts in order to manipulate its workforce in an
optimum level. The main characteristics of an integrated Human Resources
Management are the following: acquaintance, belonging, motives, and human
resources development (HRD) (DeCenzo and Robbins, 1988). Storey et.al.
(1989) classified HRM into five characteristics, namely: selection, performance,
evaluation, rewards, and human resources development, while Beer et.al. (1985)
pointed out the critical role of employees within the HRM context.
Huselid (1995) stated that HRM practices contribute to the development of
competitive advantages, which are aligned with the competitive strategies of a
company. This study revealed the integrated approach of HRM with issues such
as company turnover, company assets, as well as the Tobin Q index; the latter
correlates the business worth with its assets. Finally, employees’ selection is a
 prevalent factor to a company’s prosperity, since it forms the substrate of
effective motivation for its employees and ensures that all employees are capable
to complete their working tasks (Gatewood et al., 2008).
10. The articles selected for inclusion in the review were initially restricted to those
published in leading academic journals (between 2000 and 2009) specializing in general
management, organization sciences, human resource management, international human
resource management, international management, and international business. To
identify top academic journals, we reviewed the journals selected by Budhwar et al.
(2009) in their recent review, and identified earlier by Caligiuri (1999), which ranked
top journals in terms of international human resource research. This list includes top
journals in mainstream management (e.g., Academy of Management Review and
Administrative Science Quarterly), in international management (e.g., Journal of
International Business Studies and Journal of World Business), and in human resource
management (International Journal of Human Resource Management and Human
Resource Management). Because the number of articles identified by reviewing these
above journals was relatively very small, we supplemented the list with academic and
trade and popular articles from outside these journals that were identified through the
ABI/INFORM article database by searching using the subject headings ‘‘global talent
management’’, and ‘‘international global talent management’’. All the articles were
examined for GTM content and an article was selected if its focus was on any aspect of
GTM. In addition, we reviewed selected articles on each of the challenges and IHRM
activities. The list, along with the number of GTM articles published in each journal
from 2000 to 2009, is reported in Table 1. The articles were then grouped into four
categories: (1) exogenous or coercive isomorphic drivers of GTM challenges; (2)
endogenous or mimetic isomorphic drivers of GTM challenges; (3) IHRM activities
(policies and practices) to meet those challenges; and (4) GTM effectiveness. These four
categories were created post hoc, based on institutional theory and our integrative
framework.
8. To help provide researchers with a way of understanding and researching these
categories and their relationships, we propose the use of institutional theory (see
DiMaggio and Powell, 1991, 1983). This theory has been widely used to study the
adoption and diffusion of organizational forms and HRM activities (e.g., Bjo¨ rkman,
2006). According to institutional theory, organizations are under social influence and
pressure to adopt practices including HRM, and to adapt to and be consistent with their
institutional environment. Organizations attempt to acquire legitimacy and recognition
by adopting structures and practices viewed as appropriate in their environment.
According to DiMaggio and Powell (1983) there are three types of ‘isomorphisms’ that
can affect organizations: coercive isomorphism (e.g., a constituency such as the
government imposes certain patterns, restrictions, or boundaries on the organization),
mimetic isomorphism (e.g., organizations adopt the pattern and behaviors exhibited by
successful organizations in their environment); and normative isomorphism (e.g.,
organizations act as the disseminators of appropriate organizational patterns, which are
then adopted by other organizations).
Chapter No.3:-
RESEARCH
METHODOLOGY
DATA COLLECTION:
The task of data collection begins after a research problem has been identified and
the research design has been chalked out. While deciding the method of data
Collection to be used for the study, the researcher should keep in mind two types of
data i.e.

 Primary Data

 Secondary Data

In this research project the data being collected is as follows:

Primary Data:
The survey method is used to collect the primary data in this research as it is the
Analytical research to find out the shortcomings and area of improvements according
to the skill required for recruitment team. The data that is collected first hand
specifically for the purpose of facilitating the study is known as primary data. So in
this research the data is collected from respondents through QUESTIONNAIRE.
Primary Source of data:
 Personal Interview

 Questionnaire technique

Questionnaire - Survey among the officials and employees of employees.

Personal Interview- with the company representatives regarding recruitment
And selection practices in organization.

Secondary Data:
The secondary data is also used in a lesser proportion to find out the name
and designation of the employer who are working with this organization and
the company profile. Secondary data refer to information gathered by
someone other than the researcher conducting the current study. Such data
can be internal or external to the organization and accessed through the
Internet or perusal of recorded or published information.
Secondary data provides a lot of data for research and problem and problem
solving. These are quantitative in nature.
Secondary source of data are:

 Company Brochure

 Internet

 Websites

 Organisational Reports & Records

 Business Magazines

 Journals etc.

Sample Size:
The no. of respondents was 50.
Chapter No.4:-
Data Analysis &
Interpretation
 Interpretation

This can be interpreted from the above chart that 71.4 % individuals prefer face to
face interviews rather opting for Telephonic or Skype Interview. This may help the
recruiters in understanding more about the knowledge, skills and experience of the
candidate clearly. The interviewer can gain a deeper insight to specific answers by
treating the questionnaire like a meaningful discussion and deducing the validity of
each response. Body language and facial expressions are more clearly identified and
understood.
From the above result of questionnaire 55.4% of individuals prefer Campus
Placements for the recruitment and selection process which ultimately raises a bulk
hiring option for the organisation. Campus Placement majorly contributes to the bulk
hiring, helps in reducing the cost and efforts of the organisation, promotes the brand
name and also builds up a strong relationship amongst the institutions and the
organisations.
Screening from the job portals may not be give appropriate results and a lot of
profiles at a time. Thus, Recruiters usually opt for Campus Placements so that young
minds can get an opportunity and then go for the other options for experienced
candidates such as Advertising agencies, Job Portals and Employee Referrals.

This can be interpreted from the above result that individuals prefer mostly two
rounds of interview for the selection process of an organisation. 71.4% individuals
have opted for two rounds.
Any organisation majorly conducts two to three rounds or maximum four rounds for
the selection process of the candidates which consists of-

1. Campus Placement /Interviews for Freshers’ -

 Aptitude Test (Technical/Non- Technical)

 Group Discussion

 HR Round.
2. Interviews for Experienced Candidates –

 Online / Off-Line Test (If Required)

 First Round of Discussion ( Technical/ Non- Technical)

 HR Round

The main focus of the Talent Acquisition is on the essentials that are to be provided
to the candidates so that they get convinced as well as get interested for the Job
profile and turn up for the Interview. From the above result it can be concluded that
candidates usually gets attracted towards a good Salary Package and Brand Name
which also plays an important role in building the career of an individual. 35.7%
opted for salary package and 32.4% opted for the brand name.
The Essentials somewhat would be – Job Description or the Job Profile, the tasks of
the job, Designation, Salary Package and obviously the brand name.
This can be interpreted from the above result that 37.5% of recruiters select a
candidate on the basis of the knowledge of the project and how much the candidate
is updated with the recent trends and technology, rather teaching and training them
right from the starting. The other aspect of shortlisting the candidates is of the past
experience which again plays an important role in the selection process of the
Recruiter.

The Talent acquisition team has its various aspects and requirements for different
profiles in the organisation that they consider while interviewing an individual. They
do face many constraints in the hiring and selection process. From the above result
it can be stated that 43.6% recruiters face a problem when an individual gets selected
and because of the reasons like another offer letter, Notice Period, Salary constraint,
etc. they back out from the process. This affects the whole recruiting process and
thus, recruiters need to start from the scratch. Second reason is the talent that needs
to be judged whether the candidate is suitable for the profile or not.

It can interpreted that 61.1% recruiters think that technical rounds should be
mandatory for the interview process in the campus placement. Freshers’ do not have
any massive experience which can be further considered for their shortlisting. Thus,
Technical rounds helps recruiters to evaluate the candidates for their hiring process
which may further help the candidates as well as to refresh their practical and
theoretical skills.
Freshers’ are the young talents that recruiters majorly look for because they will
become the future faces of the organisation. Recruiters in the Talent Acquisition
team look for the internships and the live projects of the candidates and evaluate on
the basis of it as organisations and the corporates have been looking for such students
who have experienced the practical knowledge and exposure. From the above pie-
chart, it can be concluded that 67.9% individuals have opted for the Internships and
Live Projects.

Probation period means the “trial period” that you serve as a new employee in an
organization. It lets both the employee and the employer get to know each other
better before the organization can offer him/her a regular or permanent position.
Usually, the probation period is the training period and the period in which the
performance can be evaluated on the basis of the tasks being assigned to the
individual. Thus, 50% individuals have voted for the first option that is the probation
period should be of 3 months. So, that it becomes easy for the HR team to evaluate
that how much the individual would be contributing for the organisation.
44.6% individuals have opted the first option from the survey that has been done
that a candidate should possess technical skills as the basic skill because every
organisation needs a candidate who is majorly through with basic MS-Software that
are being used in every field.
Chapter No.5:-
Findings, Conclusions and
Limitations
Key Observations/ Findings:

 Proper introduction of the company is required to be

delivered to the candidates as the company is in its growing
stage, not much population is aware about the company.

 The work culture and environment of the company is

magnificent.

 The footfall of the candidates was generally low as

compared to the confirmations given by them for the
Saturday drive.

 I observed that the company treats its interns as equal to the

employees of the company in terms of providing the
facilities like laptop, office bag, T- Shirt, Handset for Cold
Calling, Cab facility and other required stationary.

 Sourcing resumes using portals like Naukri.com and

Linked in with multiple features and filters made sourcing
much easier. Also it provided end to end recruitment
services.

 While sourcing, the data base is created to maintain

pipelines for the current and future positions. These tracks
are created as per the given requirements of the position
which helps for future openings.

 Proper orientation about the company and introduction

about the project is given to the new employee.
Limitations:

 At times receiving tasks from multiple superiors was

difficult to manage.

 Excess to portals like Naukri.com, Linked In was not

always available due to less number of subscriptions. This
lead to delay in performing the work.

 Performing the task of sourcing continuously in a row was

sometimes tedious.

 Though the company was performing extremely well in its

field, lesser brand awareness made it difficult to attract
talent for filling the vacancies.

 Candidates didn't turn up for the face to face round as per

the confirmations.

 Regular meeting for planning the week’s activities was not

happening that would sometimes led to irregularity in the
task submission.

 There was lack of pre-planning of activities and training

sessions for the new-comers.
Conclusions:

 Talent acquisition is vital to a business’s future which can

be completely justified by this study of talent acquisition
process in TO THE NEW, as the decisions shouldn’t be
made hastily due to time constraints and pressures of
acurrent opening. In every organization talent acquisition
should be addressed at senior levels, for better productivity
of the organization.

 From this study we can conclude that, TO THE NEW is

currently hiring many employees. This is the motive of the
company to increase the head count by 500 by the end of
year 2020.

 The company has a separate department of Talent

Acquisition Team which source suitable candidates for the
company as per required skill set.

 The HR team of TO THE NEW is using effective talent

acquisition strategy by creating tracks and pipelines for
current positions which helps in upcoming positions also.
The Talent acquisition process is followed systematically
using different tools of sourcing.

 At TO THE NEW sourcing of candidates is done using

online portals like Naukri.com, LinkedIn, and employee
referrals as per the requisition. The team use multiple ways
to conduct interview where initial stage is telephonic
interviews with candidates.
Recommendations & Suggestions:
 The waiting time between the interviews round can be
reduced. If waiting time is long, it created a bad image in
the eyes of the interviewee.

 The company should provide the subscriptions of online

portals to all the members of hiring team.

 Cloud based hiring tools can be also used for hiring

process.

 The company can increase the accommodation period if the

candidate is relocating.

 The employee referrals coming to the Talent Acquisition

Team should be cleared on the first priority.

 Also, the test results or the interview results should be sent

or mailed to the candidates on an urgent basis rather making
it a long term process.

 Trainings should be increased so that the employees would

work more efficiently with the upcoming technologies.

 Also, Report of the activities that are done should be shared

with the senior managers so that there’s a balance in the
work that is being performed.
Learnings:

 To attract the best match for the company and assessing the
candidate according to the Job Description and Job
Specification.

 To use Online Portals like Naukri.com and LinkedIn and

their multiple features especially search and Boolean
search for hiring the candidates.

 Learnt about the recruitment process of the company.

 To manage Big Data of the company i.e. the database

trackers.

 To understand the documentation process of the selected

candidates.

 Sourcing and Screening of the Resumes and CVs for

different technical and non-technical field.

 To manage and conduct Campus Drive in the company.

 To interact with the candidates for the first round of

discussion in the campus drive.
References:

http://www.forbesindia.com/article/leaderboard/indian-it-
services-sector-time-for-a-reboot/49671/1

https://targetstudy.com/articles/it-revolution-in-
india.html

http://www.economywatch.com/india-it-
industry/economic-progress.html

http://www.tothenew.com/about-us

https://in.linkedin.com/company/tothenew
 ANNEXURE
(QUESTIONNAIRE)

Name –
E-mail Address –
1. What type of Interview do you prefer?

 Face to Face Interview

 Telephonic Interview

 Skype Interview

2. What source should be adopted to source candidates the most?

 Campus Placement

 Employee Referral

 Job Portals

 Recruitment Agencies

3. How many rounds do you prefer for the recruitment process?

 One

 Two

 Three or more

4. What do you feel what attracts candidate more?

 Job Description
  Salary Package

 Job Location

 Brand Name

5. What factors do you think recruiters majorly look for selecting a candidate?

 Effective Communication

 Knowledge about the project

 Work Experience

6. Which constraint do you think recruiters face the most?

 Difficult to find talent

 Budget

 Back out after selection

 Notice Period

7. Do you think technical rounds should be there for fresher?

 Yes

 No

8. Freshers’ Recruitment should be based on-

 Internship Experience & Live Projects

 Theoretical Knowledge

 Effective Communication

9. According to you how long should be a probation period for any trainee or an
employee?
  3 Months

 6 Months

 1 Year

10. What basic skills a candidate should possess for entering into an organisation?

 Technical Skills

 Theoretical Knowledge

 Effective Communication