PROJECT REPORT

On
“BEST PRACTICES RECRUITMENT IN RANDSTAD”
At
“RANDSTAD INDIA PRIVATE LIMITED”

FOR
THE PARTIAL FULFILLMENT OF THE AWARD OF THE DEGREE OF
"MASTER OF BUSINESS ADMINISTRATION"
FROM GGS IP UNIVERSITY
DELHI

BATCH: 2018-2020

SUBMITTED BY: SUBMITTED TO:

ANJALI PANDEY Dr. SHRUTI GUPTA

ARMY INSTITUTE OF MANAGEMENT & TECHNOLOGY,

GREATER NOIDA (UP) – 201306

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 Certificate of Training – Industry Mentor

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Ms. ANJALI PANDEY of MBA 2018-20 Batch from Army Institute of
Management & Technology, Greater Noida has undergone Summer Internship Project in our
organization. Her project title was “BEST PRACTICES RECRUITMENT IN RANDSTAD",
supervised under Mr. MANU KUMAR SHARMA (Industry Mentor/ Guide) from 01 June 2019
to 31 July 2019. Her conduct and effort during the Internship are highly appreciable.

Manu Kumar Sharma

Assistant Manager

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3
 Supervisor Certificate – Faculty Mentor

This is to certify that ANJALI PANDEY a student of Master of Business Administration, MBA
2018-20, Army Institute Management & Technology, Greater Noida, has completed his/her
project under my supervision.

During this period, he/she worked on the project titled “BEST PRACTICES RECRUITMENT
IN RANDSTAD” in partial fulfillment for the award of the degree of Master of Business
Administration of GGSIP University, Delhi.

To the best of my knowledge, the project work done by the candidate has not been submitted to
any university for the award of any degree. Her performance and conduct have been good.

(Signature)
DR. SHRUTI GUPTA
AIMT-Gr. Noida
Date:

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 Certificate of Originality

I, Ms. ANJALI PANDEY, Roll No.93318403918 of MBA 2018-20 Batch of Army Institute of
Management & Technology has undergone a Summer Internship in RANDSTAD INDIA
PRIVATE LIMITED (organization) for a duration of 8 weeks on a project title “BEST
PRACTICES RECRUITMENT IN RANDSTAD”, hereby declare that this project is my
original piece of work.

Signature of the student:

Student Name: ANJALI PANDEY
Date

5
 Acknowledgment

I want to show my sincere gratitude to all those who made this study possible. First of all, I am
thankful to the helpful staff and the faculty of the Army Institute of Management and
Technology. Second I would like to extend my sincere thanks to my Industry Guide, Mr. MANU
KUMAR SHARMA, for his untiring cooperation. One of the most important tasks in every good
study is its critical evaluation and feedback which was performed by my faculty guide Mr.
MANU KUMAR SHARMA. I am very thankful to my Faculty as well as an Industry guide for
investing his precious time to discuss and criticize this study in-depth and explained the meaning
of different concepts and how to think when it comes to problem discussions and theoretical
discussions. My sincere thanks go to my Institute and family, who supported and encouraged me.

ANJALI PANDEY
MBA (2018-2019)

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 Executive Summary

Hiring employees is not an easy task. Human resource refers to the individuals or personnel or
workforce within an organization that is responsible for performing the tasks given to them for
the achievement of goals and objectives of the organization. It is possible only through proper
recruitment and selection, providing proper orientation and induction, training, skill
developments, proper assessment of employees (performance appraisal), providing appropriate
compensation and benefits, maintaining proper labor relations and ultimately maintaining safety,
welfare and health concern of employees, which is process of the human resource management.
In today's rapidly changing business environment, organizations have to respond quickly to
requirements for people. The market has been witnessing growth which is manifold for the last
few years. Many players have been entering the economy thereby increasing the level of
competition. In the competitive scenario, it has become a challenge for each company to adopt
practices that would help the organization stand out in the market.
Thus, the best services offered to the consumers re the result of the genius brains working behind
them. Human Resources in this regard have become an important function in any organization.
All marketing and finances can be easily emulated but the capability, the skills, and talent of a
person can't be emulated. Hence, it is important to have a well-defined recruitment policy in
place, which can be executed effectively to get the best fits for the vacant position. Selecting a
wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the
organization. Therefore a recruitment practice in an organization must be effective and efficient
in attracting the best manpower.
In this report, we study what is recruitment, what are their processes, what are the difficulties
recruiters faces during recruitment and selection. We get to know various things about Randstad
India Pvt. Ltd., what other authors think about recruitment and selection. What method we use
for collecting data, what are the interpretations, etc. all these things we get to know through this
report.

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Table of Contents

(i)
(ii)
(iv)

Chapter Page No.

Chapter 1- Introduction
1.1- Industry Introduction
09-27
1.2- Company Introduction
1.3- Recruitment Overview
Chapter 2- Objective of the Research undertaken 28-29
Chapter 3- Literature Review 30-36
Chapter 4- Research Methodology 37-39
Chapter 5- Data Analysis 40-58

Chapter 6- Findings 59-61

Chapter 7- Conclusions and Recommendation 62-64
Bibliography 65-67
Appendices – Questionnaire 68-71

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 CHAPTER 1
INTRODUCTION

1.1 INTRODUCTION TO INDUSTRY

Recruitment & Consultancy Industry

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 Recruitment outsourcing is a business process where employers outsource a section of its
recruitment activities to an external service provider/recruitment consultant. This has become
the latest human resource practice that is being used in large and middle-sized organizations.

Current Scenario of Placement Agencies

The majority of the companies outsource their manpower requirement to placement agencies.
In-house recruitments have become insignificant as it includes a lot of time and effort. As a
result, there has been a substantial increase in the number of job consultants and agencies.
Recruitment agencies carry a database of employment seekers and scan through it to search for
the right applicant when there is a vacancy. Online portals are also utilized by these recruitment
agencies to search for an appropriate applicant.

Job consultancy services in India

Job consultancies in India are offering such services for over 15 years and have been helping
the recruiters to the other side of the world with their best feasible recruitment services.
Countries such as the UK, the USA, New Zealand, Dubai, Saudi Arabia, Singapore, Indonesia,
and Germany always look for services from Indian recruitment agencies to tap the brilliant
workforce accessible in India at a lower cost. The main purpose of these agencies is to provide
their clients with total HR consultancy solutions with a customized approach.

The need for placement services

In today’s competitive scenario, it is very difficult to endure without suitable skills and
potential. With thousands of applicants graduating every year from topmost educational
institutions, it becomes very difficult for them to get proper profiles according to their
qualifications. Therefore, people need to take the help of recruitment consultants to get their
like better job profile. However, to get the best service, people are making necessary opting for
the finest service provider.

Premium placement services

Recruitment agencies before charge some beginning amount from the applicants for the global
recruitment solutions provided by them. If a candidate wants to grab the finest services among
all, it is better to opt for premium online services. By taking these paid recruitment consultancy

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 services, a candidate will have more chances of getting a job according to their profile with
topmost companies and a worthy salary package. Consulting amalgamates critical and creative
thinking with an extremely objective mindset devoid of any agendas, preconceived notions or
assumptions. It requires a definite rather unique way of looking at the world that requires
asking lots of questions. It isn’t about number chomping or sharing a solution that worked in
the past. It isn’t about knowing a lot about a specific industry. It is a distinctive way of
observation and deep reflections that can uncover the cause and effect relationships behind
what is happening and then figure out how to address it.

Consulting as a career
Consulting careers have obtained a lot of momentum after all the information technology boom
of the 1990s. The fundamental nature has also undergone a turnaround since the year 2000.
Any project execution or product development or for that matter any territory, such as
accounting, human resources, finance or industries require individuals specialized in a skill set
not easily found surrounded by the employees of the organization.

Consultant and Consultancy

A consultant is an experienced individual that is trained to analyze and advise a client to help
the client make the best feasible choices. The practice of giving expert advice within a
particular field, especially business is termed as consultancy service. The term consultant it is
often prefixed with the type of business or domain in which the consultant offers services like
the Enterprise Resource Planning (ERP) specialist is called ERP consultants or Information
Technology (IT) specialist as IT consultant and so on.

Types of Consultants 
In the business, and as of recently the private sphere, almost all commonly found consultants
are:
 Strategy Consultants: Work on the development and improvements of organizational
strategy through with Senior Management in many industries.
 Human Resources or HR Consultants: Provide expertise around employment practice and
people management.

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  Internet Consultants: Specialists in business use of the internet and keep them self-up to date
with new and changed capabilities recommend by the web.
 Process Consultants: Specialists in the design or improvement of operational processes and
can be specific to the industry or sector.
 Public Relations or PR Consultants: Deal specifically with Public Relations matters external
to the client/organization and frequently engaged on a semi-permanent basis by larger
organizations to provide input and guidance.
 Information Technology Consultants: Assist in many disciplines such as Computer
Hardware, Software Engineering or Networks.

Some more insight on HR Consultants and how they differ from Recruitment Consultants
Human resource consultancy is an $18.4 billion industry that has coming up from management
consulting and addresses human resource management tasks and decisions. HR consultancy has
a wide extent as they assist not only in attracting talented individuals, but also in developing
systems to manage and award current employees, and evaluating employee satisfaction. They
can also help companies’ select cost-effective employee healthcare plans and benefit programs
and can offer advice on how to manage employees in a merger and acquisition situation.

However, recruitment consultancy is an employment agency that has a limited extent of

finding jobs for people seeking them and finding people to fill particular jobs. The human
resource is the first requirement of every organization. They hold the maximum significance as
they help the organization in getting business. In today's scenario, searching for the right
candidate is a very complex, costly and time-consuming procedure. Therefore, companies now
hire the services of placement consultants to fulfill their manpower needs instead of publishing
the job directly in newspapers.
The primary goal of these agencies is to help companies find appropriate and experienced
people for the post rapidly and efficiently. In India, there are numerous job agencies specialized
in specific fields or industries, which contribute to complete corporate recruitment solutions to
companies. They help companies in cost-effectively getting the right candidates, thereby saving
the time and money of the company.

Major benefits of hiring placement consultancy

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  Time-saving: Recruitment consultant does the initial screening of the candidate thus saving
the valuable time of HR people of the company, which they can utilize in some other important
matters.
 Access to job portals: These consultants also have access to various job portals such as
Naukri, monster, times job, etc. thus set the seal on that best quality candidates are available for
the company.
 Free replacement: Job consultants generally give three months of free replacement of
candidates in case the candidate leaves the organization.
 Reference check: These consultants in India also perform a reference check to assure the
authenticity of the information given by the candidates.
 Coordination: Placement consultant co-ordinates with candidates from beginning to the end
thus turning down the attempt of the company's HR people.
 Reduces company’s overall workload: Job consultant takes off placement workload from
the overloaded company HR's

Leading placement agency

ABC Consultants is one of the leading recruitment consultancies, in India. Over the years, they
have behaved as preferred recruitment partners to multinationals and leading Indian businesses
to emerge as the leading recruitment brand nationally. They recruit across different industry
segments such as FMCG, engineering, media & entertainment, financial services, telecom,
automobile, healthcare, etc. In the past 42 years, they have helped build the careers of over
125,000 professionals.

ABC’s network
ABC consultants have offices layout across 8 major Indian cities and an international presence
in Dubai. They have over 350 consultants who bring with them over 2400 many years of
experience with leading Indian and international companies. They operate through domain-
specialist teams layout across the country and therefore, contributed customized recruitment
solutions to corporates.

Various services offered by recruitment consultants:

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 Manpower Staffing Services: Job consultants with their expertise and trained personnel offer
effective staffing services to corporates. These services involve permanent staffing, assessment
& field force recruitment, office assistants and numerous other staffing services. They conduct
costly searches looking for the best candidates appropriate for the open position, pre-qualify
them, and schedule their final interview with the company.
 Executive Search: A company needs competent employees at a senior level to bring better
results. Executive search provides companies with professionally experienced managers, CEOs,
directors, vice presidents & general managers.
 Orientation Services: Post selection services are also provided by these consultants. After the
selection of candidates, they make preparations for their orientation program on behalf of
companies. The programs include details related to profile, code of conduct, labor laws of the
country of employment, etc.
 Training & Development: On behalf of companies, these recruitment agencies also provide
effective Training and Development (T&D) solutions to selected applicants. T&D program
provided by these job agencies gives proper priority on time management, communication
skills, customer service, business networking and sales, positive attitude, stress management,
presentation skills, business etiquette, creative and critical thinking, etc.
 Interim recruitment: Job consultants also allocate temporary staffing solutions to corporates. It
is relatively a new concept in India which helps in recruiting specialized staff for a specific
period/project.
 Mass hiring: Mass Hiring involves the bulk-hiring of the candidates for different departments in
a very cost-effective manner. These consultants are specialized in providing competent
solutions for mass hiring in different verticals.

Presence of recruitment agencies in India

There is no dearth of a recruitment agency in India. More and more job agents are opening up
their offices in numerous metro and non-metro cities to provide recruitment outsourcing
services to companies. Normally a registration fee is charged for enrolling with the placement
agency, which is usually justifiable up to one year from the date of enrolment. Further, some
placement agencies also have terms regarding the % of salary for the first month to be paid
when they assign a satisfactory candidate for them. Some of the well-known consultants in

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 India which assign both middle and senior-level job solutions globally are MaFoi, ABC
consultants, Manpower consultants, Global Hunt, etc.

Recruitment services are mostly used these days because of increasing business competition
and expansions in corporate houses. Hiring the services of placement consultants to lessen the
burden of the company of finding the right personnel for the job. At times it becomes very
difficult for companies to search the workforce as a great number of people are not aware of
openings at different organizations. This can lead to the selection of a non-deserving candidate.
The placement consultancy services provided by the consultant companies have made it
feasible for the organization to get the right person for the right job. Every recruiter has their
area of focus. A successful recruitment consultant is someone who is determinative, focused,
and able to create opportunities for their clients.

Major benefits of hiring a job consultancy

 Cost-saving: The recruitment services provided by job consultants provide huge savings as
compared to paying extremely high prices just to circulate job advertisements through
newspapers, television and other forms of media. Recruitment consultants help companies to
get the best-qualified employees as per the requirement.
 Ease in finding employees: Recruitment agencies have made the hiring process easy. These
agencies do everything from advertising posts to screening candidates through an intense
interview and skill test procedure and send only the cream of the crop to the client company.
 Time-saving: Applicants provided by recruitment consultants are assured to have the best
skills that you will require for a particular job opening. Unlike job opening advertisements
wherein companies have to read every single curriculum vitae sent in, you just have to choose
from the pool of employees sent in by recruitment agencies. Thus, saves a lot of time.

Some of the major qualities of recruitment consultants are as follows:

 Resourcefulness
 Ability to priorities
 Enthusiasm
 Knowledge and market insight
 Marketing skills

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  Flexibility and adaptability
 Aspiration

Advantages of hiring recruitment consultants

 Expertise: Recruitment consultants generally have a higher level of expertise related to job
knowledge, employment trends and recruitment practices for placing applicants. These
consultants provide the best-qualified applicants usually at a lower cost.
 Cost: Outsourcing the staffing process to recruitment companies can result in huge savings
as compared to hiring staff internally. These agencies manage the whole employment process,
thus relieve employers of costs related to pre-employment testing, background investigations,
and drug screening.
 Replacement: Recruitment consultants generally give three months of free replacement of
candidates in case the applicant leaves the organization.
 Risk mitigation: Hiring a recruitment company can give peace of mind and limit the
potential risks associated with any staffing process.

TURNOVER OF CONSULTANCY INDUSTRY

In 2011 the consulting industry was valued at $205 billion, and since the market has grown
with an average Compound Annual Growth Rate (CAGR) of 4.1% to a value of $251 billion in
2016*. The largest segment is Operations Consulting, which accounts for nearly 30% of the
market, followed shortly by the Financial Advisory segment. Strategy Consulting – the most
reputable segment in the industry – represents less than 15% of the market, and is, in terms of
size, comparable to the HR Consulting domain. Technology Consulting also referred to as IT
consulting, holds a 20% share of the overall market. For many years globalization,
consolidation, developments in laws and legislation, capability and technology have acted as
the main growth drivers of the global consulting industry. More recently, digital and business
model disruption has surfaced as the driving factor behind growth, particular in the more
mature markets. Across the board, the North American consulting market is regarded as the
most mature region globally; however the EMEA region – Europe, the Middle East, and Africa
– lead in terms of market size, holding a 41% share of the overall consultancy economy. The
US is by a distance the largest national consulting market, with Canada taking just a 7% share
of the North American market. Asia and Oceania, with Australia as the most important

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 consulting hub, accounts for around 16% of the industry. In terms of growth momentum, Asia
Pacific leads the pack, together with other emerging economies, while the EMEA region and
North America on average are booking CAGR growth rates of 3.6%

Competitors in the Consultancy Industry

1. ABC Consultants Pvt Ltd
ABC Consultants Private Limited is a premier Indian recruitment firm based in New Delhi,
India. The consultancy was founded in the year 1969. Its headquarter is located in New Delhi,
India. The leading HR firm is operating into all major locations in India including Hyderabad,
Mumbai, Kolkata, Ahmedabad, Bengaluru, Pune, Chennai, etc. The leading HR Company is
operating four businesses that are specialized into different types of recruitment:-
 ABC Consultants – Senior & middle management search & selection
 Head Honchos – Online career portal
 Headcount – Junior management levels Hiring
 flexibility – Recruitment Process Outsourcing solution
2.  Quess Corp Ltd 
The company is a provider of business services with headquarters based in Bangalore. It is a
step-down subsidiary of Fairfax Financial Holdings Group, held through its Indian listed
subsidiary, Thomas Cook India. The company is serving South America, North America,
Middle East, and Southeast Asia
3. CareerNet Technologies Pvt Ltd
CareerNet Technologies Pvt. Ltd. was founded in the year 1999. The company is providing a
wide- array of recruitment and talent acquisition services. It is serving different sectors like
banking, financial, knowledge services, technology. It is providing a wide array of cost-
effective HR solutions to clients from all across India.
4.  Innovsource Pvt. Ltd.
It is one of the top 10 human resource companies in India. It is providing staffing and
recruitment solutions. It is helping big to small level enterprises in solving recruitment issues.

5.  IKYA General Staffing

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IKYA general staffing is one of the top HR consulting firms in India. It is offering world-class
services. The company is concentrated on recruiting the right people for their clients. The
company has expertise in offering efficient staffing solutions.
6.  Kelly Services India Pvt Ltd
Kelly Services India Pvt. Ltd was founded in the year 1946. It is one of the leading staffing
services company in India. It is a trusted provider of workforce management services. The
solutions provided by Kelly Services are temporary and full-time placements services,
consulting and outsourcing services as well.
7. Innovsource Pvt Ltd
It is among the top 10 HR Companies in India. The leading staffing outsourcing company was
established in the year 2004. The company is offering a wide range of staffing services to its
clients. The company has corporate offices in Kolkata, Chennai, Bengaluru, Delhi, and other
cities.
8.  Manpower Group Services India Pvt Ltd
Manpower Group was founded in the year 1948. It is an American multinational human
resource consulting firm headquartered in Milwaukee, Wisconsin, USA. Manpower offers
training and development, career management, outsourcing, recruitment and assessment,   and
workforce consulting.
9.  Randstad India Pvt Ltd
Randstad Indian Ltd is one of the Top HR consulting firms in India. It is headquartered in
Chennai, India. Randstad is a Dutch multinational HR consulting firm headquartered in
Diemen, Netherlands. Previously, it was referred to as MaFoi Management Consultants.
10.  Team Lease Services Ltd
It is one of the top HR companies in India. It was established in the year 2002. Team Lease
Services Pvt Ltd, the leading HR firms of India provides a wide arrangement of services
including recruitment, learning, assessment, payroll processing, staffing services, etc.

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 1.2 INTRODUCTION of COMPANY

Randstad Company is one of the largest and biggest global HR services firms. The passion of
Randstad company is for people with intelligent and clever technology system they have is very
useful and fruitful for people with intelligent technology to help the organizations and also a
very helpful to convert the potential/desired talent into performance. The main objective of this
industry is to move the people forward. Means Human Forward. It is a kind of Dutch
multinational human resource consultancy that has it’s headquartered in Diemen, Netherlands.
The Randstad Company of HR consultancy is the world's second-largest HR services provider.
This company was founded in the country Netherlands in 1960 by Frits Goldschmeding and
operates its working in around 40 countries. In 2012, the company achieved a turnover of 17.1
billion which was a great success for the company. Randstad Company has employs a total of
around 29,320 of its staff and also 580,000 people are deployed in other companies or clients
every day through Randstad only. Globally, Randstad has its 4,496 branches in many countries.
The Randstad inception was in the 1992 year as "MaFoi Management Consultants Ltd". A
Chennai based HR services provider and in 2004 the company was merged with the company
name Dutch HR provider. It is in accession with Indian recruitment companies. These
companies' names are "EmmayHR and "Team4U', through these two companies Randstad
stamped its entry in India.

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ABOUT FOUNDER

Mr. Frits Goldschmeding

The Randstad founder Mr. Frits Goldschmeding was born in 1933. He is a Dutch businessman
and the founder of Randstad holding which is the world's 2nd largest staffing company. He had
founded Uitzendbureau Amstelveen in the year 1960 and 1964 company renamed as Randstad.
The Goldschmeding took the Randstad Company public in 1990 and the year 2008, the
Randstad merged with Dutch group vendor. According to Forbes, Mr. Frits has a 35% stake in
the Randstad also has the net worth 4.5 billion dollars. Mr. Frits was also serving as a professor
at the center of entrepreneurship at the Neyenrode Business University.

RANDSTAD KEY FIGURES

Revenue: 23.30 billion
Corporate employees: 37930 avg.
Offices: 4858
Number of countries: 39
Number of people employed per day: 668800
These are some figures of Randstad which shows the size of the company and its growth as
well. The Randstad Company operating in more than 39 countries in which India is also
involved. The approach of the company is to provide the best recruitment services to its clients.
They do not a settlement with their quality of services at any cost. The motto of Randstad is
Human Forward. Means for them Human is on preference. Except this Randstad company has

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many brands on their own. Randstad itself is a big brand. They are doing their business with
other brands' names also. These Brands names are:
1. Randstad Source right
2. YACHT
3. Tempo team
4. Monster
5. Rise Smart
6. Find
7. Spherion
8. GULP Expert United
9. Tiago
10. Appel Medical
11. Busy
12. Expectra
These are some brands of Randstad who are associated or collaborated with Randstad
Company. The Randstad Company has its office all over India. In 10 to 15 states. The branches
of Randstad is spread all over in India.

CORE ACTIVITIES
Randstad specializes in Human Resource services for temporary and permanent job workers.
Including the contract staffing of the professionals and senior managers. In most countries, The
Randstad works according to the construction of the unit. In which each unit consists of two
consultants who responsible.

SOCIAL RESPONSIBILITY
The Randstad is also doing some social responsibility. Because it's everyone's job to give back
to the Indian or world society whatever the company is earning through the Indian economy.
Randstad can find suitable jobs for workers and provide good and deserving candidates to their
clients. Randstad is known for its best recruitment services all over the world. But Randstad
never stops its commitment towards society.
There is several Social Responsibility that Randstad performs for society. Like voluntary
services overseas. Randstad has a partnership with VSO started in 2004 lined with Randstad's

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long term justifiable commitment. The Randstad has the desire to apply their knowledge and
skills to apply their knowledge and skills to help alleviate poverty in communities outside of
the regular class. Randstad never put their feet backward in performing social work for society.
For welfare, they are doing.

1. Providing work to a physically challenged person without any fees.

2. Contributing to welfare for poor people or jobless people.
3. Always forward in donating some part of the profit in various relief funds

Randstad is known for its best recruitment services and its best manpower services. In the
world, there is also a defend role of Randstad in developed companies. Randstad never takes its
feet backward. Whatever it promises, deliver. The business is expanding day by day and in the
present era, the Randstad is on No 2 ranking all over the world in the consultancy sector in
India. The rank of Randstad is 10. Hence its responsibility towards society is important.
Whatever you are earning from the society is important to provide them back in terms of some
social responsibilities.

OVERVIEW
In 2005-2006 year, two Indian recruitment companies acquired with each other and then the
Randstad enters India. In the December 2007 year, Randstad holding NV obtain the operations
of MaFoi, through its 5.14 billion acquisition of vendor. By 2010, Randstad successfully
consolidated its recruitment-related operations in India as a "MaFoi Randstad" brand, by doing
the integration with the businesses of two companies that are named before time as well. These
companies are EmmayHR and Teams4U with MaFoi. Finally, in the year of April 2012, the
"Randstad India" brand completely replaced MaFoi Randstad. In February 2015, Randstad
converted itself into a Pvt. Ltd. Company. Randstad India Pvt Ltd has the specialty in their
staffing services also in recruitment services because they believe to follow that approach
which is industry-specific. They support their clients for their candidate pool management,
market intelligence management and help them in coordinating the consciousness among them.
Randstad has its new department known as STM (Service, Trade and Marketing) who is
handling the clients of Randstad who are in businesses related to FMCG, FMCD, and
healthcare. Randstad India has almost 14000 clients all over in India from which 450 approx.

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clients are with Randstad Pvt. Ltd. Delhi office. Every day the company put its full efforts to
provide the best recruitment services to their clients with having almost 500 employees in their
Delhi office Headed by Chennai Headquarters. The company's approach is industry-specific. In
the Delhi office company's daily task is internal job board, Walkins, delivery Centre, in-house
outsourcing, developing a sourcing strategy, payroll management, and reimbursement
management. Randstad India likes to invest its time and money into innovations and
technologies. With Randstad Innovation funds they are acquiring the new knowledge from
external sources with help of the acquisition process. This will enable the company to shape its
new roles and responsibility to ensure its leading position to become a predominant digitally
and data-driven company. Randstad India's overall journey is not just about the digital
transformation. They also want to use innovative technologies for connecting with their clients
and candidates in the future as well.

CAREER AT RANDSTAD
Randstad is one of the top consultancy firms all over the world. It has better career
opportunities than any other. As an employee of Randstad, You may have the special
opportunity to make an effective impact on your careers. It is stronger rather than searching an
employee a new work having that much of effect than can enhance your ability to grab them.
When they are viewed not only as just like the set of your skills and the experiences but
appreciation is done as an individual with depth and abilities that they are trying to get it from
you. Randstad stands up for people and big organizations in identifying their true abilities.
That's why Randstad call it as “HUMAN FORWARD”

SOME IMPORTANT INFORMATION ABOUT RANDSTAD

 37,390 corporate employees are working under Randstad currently.
 Randstad has 47% female into their management staff.
 Currently running almost 120 training & development programs.
 4,858 corporate offices into 39 countries of the world

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PAID VOLUNTEER TIME
Through this program, the employees of the Randstad can voluntarily choose the Voluntary
Service Overseas (VSO) program in different capacities. It can be in their home country,
through online mode or any overseas assignments duration of 9 months.

MEET OUR PEOPLE

Randstad always puts its performance standards at a high level. As a team, we will reassure you
that you can reach and also can exceed your performance with different kinds of learning and
development programs. Thus it enables you to break your shackles so you can show your true
abilities. As you grow, we will always help to take the next step in your career development at
Randstad. Take it as your advantage of personal growth on a huge global stage.

1.3 Recruitment Overview

Recruitment is that the method of distinguishing that the organization has to use somebody up
to the purpose at that application forms for the post have got hold of the organization.
Organizations wanting to become employers of selection begin with however their firms are
perceived by job candidates. The manner you act with job seekers and your company's hiring
method gets around on on-line forums and thru word of mouth among recruiters at skilled
networking events. Managing your accomplishment method will upgrade your company's
image and, ultimately, the standard of candidates you attract.

Advertise job openings for recruiters and unit of time workers members on association career
sites to draw in extremely qualified candidates. Refine your method for choosing unit of time
department workers they need an immediate impact on the success of your accomplishment and
choice processes. Review each step of your accomplishment and choice method. confirm what
quantity workers time is dedicated to accessing candidate data, whether or not recruiters ar
conducting preliminary phone interviews to save lots of time and expense in narrowing the
sector of qualified candidates and therefore the overall cost-per-hire metrics that offer data on
what quantity you're payment each time you add a replacement position or replace an worker.
Construct AN applier survey for walk-in candidates or a survey that follows your on-line
application method. Gather data from end-users of your candidate chase system to work out the
24
convenience with that they apply for jobs. Modify your accomplishment and choice processes
supported input from candidates and candidates. Produce a method manual for accomplishment
and choice functions. Write each step within the method from preliminary interviews to
extending AN employment provide. A procedural manual is particularly useful once your unit
of time department needs to usher in new workers or replace recruiters WHO leave the
organization while not coaching their successors. Written processes are useful after you have
unit of time workers filling sure recruiters on extended leaves of absence.

GENERAL INTRODUCTION
In human resource management, “recruitment” is that the method of finding and hiring the
simplest and most qualified applier for employment gap, in a very timely and cost-efficient
manner. It may be outlined because the “process of looking for prospective workers and
stimulating and inspiring them to use for jobs in an organization”. it's one whole method, with a
full life cycle, that begins with the identification of the wants of the corporate regarding the
duty, and ends with the introduction of after we speak of the accomplishment method, we have
a tendency to like a shot consider activities like the analysis of the wants of a particular job,
attracting candidates to use for that job, screening the candidates and choosing among them,
hiring the chosen candidates to become new workers of the organization, and integration them
into the structure. The main reason why the accomplishment method is dead is to search out the
persons WHO ar best qualified for the positions among the corporate, and WHO can facilitate
them however there ar alternative reasons why the accomplishment method is very important.
Through accomplishment, organizations certify that the ability sets of the workers or force of
the corporate stay aligned to its initiatives and goals. If they notice some positions don't
contribute to the advancement of the organization towards its goals, then it will take the correct
action to correct this, most likely through job design, restructuring of the personnel, or conduct
of job enrichment programs. There are varied rules, laws, and rules that organizations should
adhere to once it involves human resources management. Civil rights employment and equity in
hiring are two of them.

25
 THE RECRUITMENT PROCESS

There are 7 steps in the recruitment process at Randstad:-

1. Identifying the Hiring Needs:-

Whether a job opening is newly formed or just vacated, you cannot find what you need if you
don't know what you need in the first place. So, your recruitment process should start with
identifying the vacancies that exist followed by analyzing the job specifications including the
knowledge, skills, and experience needed for the role.

2. Preparing the Job Description:-

Once you know exactly what you need in terms of knowledge, skills, and experience, it is time
to determine the duties and responsibilities of the job. Preparing a comprehensive job
description will help you know what your potential employees must have to meet the demands
of the role. More importantly, it produced your prospects with a checklist or a list that they can
compare themselves to before applying. It is a tool to ensure that you get applications from the
right candidates.

3. Talent Search:-
Identifying the right talent, attracting them and motivating them to apply are the most important
aspects of the recruitment process. The job listing should be advertised internally to generate
referrals as well as externally on popular social networking sites and preferred job boards.
Recruiters can also conduct job fairs and promote openings in leading industry publications to
cast a wider net. Broadly, there are two sources of recruitment that can be tapped for a talent
search:
 Internal Source
 External Source

4. Screening and Shortlisting

26
 To move forward with the recruitment process, you need to screen and shortlist candidates
efficiently and accurately. This is where the recruitment process gets difficult and challenging.
No wonder, the most arduous task of the recruitment process is reviewing resumes. Fortunately,
you can make these complexes, time-consuming tasks a total breeze with a candidate tracking
system that is designed to screen resumes in a jiffy. Using an ATS will ensure that you have an
unbiased, objective filter that will smartly wade through the sea of resumes to diminish down
your talent pool in no time.

5. Interviewing
The shortlisted applications will now move through the interview process before receiving an
offer letter or a rejection note. Depending on the size of the hiring team and their distinctive
recruitment needs, several interviews may be scheduled for every candidate.
 Type of interview
 Telephonic Screening
 Video Interviewing

6. Evaluation and Offer of Employment:-

This is the final stage of the recruitment process. You should never take it for granted that the
applicant will accept your offer. However, if your candidate has patiently completed all the

paperwork and waited through the recruitment process, the odds of accepting the offer are high.
The recruitment process is not easy, so if you have a structured format to follow, you wind up

with more time to stay focused on finding the right fit for your business.
 Checking and References
 Making the Job Offer
 Onboarding
 Evaluation and Optimization of the Recruitment Process

27
CHAPTER 2
OBJECTIVES

28
 OBJECTIVE

The overall objective of the study is to identify the effectiveness of recruitment practices
currently being used in Randstad.
Specifically, the study aims to achieve the following objective:
1. To identify the recruitment process of different clients of Randstad.
2. To judge the satisfaction levels of the employees with the existing recruitment process
being used in the organization
3. To study the different sources of recruitment which are adopted in Randstad India Pvt.
Ltd.

29
 CHAPTER 3
LITERATURE REVIEW

30
 Literature Review

The literature review is both summary and the explanation about the complete and present state
of knowledge on a particular limited topic that can be found in the books and the journal
articles published online and offline. The literature review consists of the objectives of the
literature review. Overview of the topic or the subject under consideration. Transparent
categorization of sources that are selected into those that can support the particular position for
those who opposed, and for those offering that is completely different from the argument and
the discussion of both distinctiveness of each source and with its similarities with others. The
literature review is done for the theoretical knowledge of the topic. It includes the current
methods that are to be used and also the old methods that maybe practice in the past. The
literature review is the evidence of understanding the main functions that may come under the
topic. The Report topic is “BEST PRACTICES RECRUITMENT IN RANDSTAD”. So in
the literature review, I have to consider all research papers based on the topic.

Sohel Ahmad & Roger G. Schroeder (2002) outlined Management literature discusses that
the activity traits of staff will play a crucial role within the success of Total Quality
Management (TQM). However, very little inquiry exists during this regard. Exploitation a
world dataset, this study investigates the impact of quality management practices on plant
aggressiveness; and therefore the moderating impact of associate worker choice method on the
link between quality management practices and plant competitiveness. Results show that
quality management practices completely impact plant aggressiveness. What is more, the
activity traits of staff appear to own a big impact on the effectiveness of quality management
practices. This means that managers ought to pay shut attention to prospective employees’
activity traits and their work with the TQM philosophy. Managers mustn't limit their attention
to potential employees’ technical skills.

Smith Et Al. (1989) outlined that the lot of effectively the accomplishment stage is meted out,
the lesser the particular choice method becomes. Once a corporation decides to fill associate
existing vacancy through accomplishment, the primary stage within the method includes
31
conducting a comprehensive job analysis. This might have already got been conducted through
the human resource coming up with method, notably wherever accomplishment may be a
comparatively frequent prevalence. Once employment analysis has been conducted, the
organization contains a clear indication of the actual necessities of the task, wherever that job
fits into the general organization structure, and may then begin the method of accomplishment
to draw in appropriate candidates for the actual vacancy.

Odiorne (1984) outlined the results of effective accomplishment and choice is reduced labor
turnover and smart worker morale. Recruiting inefficaciously is dear, since poor recruits could
perform badly and/or leave their employment, so requiring any accomplishment. During a
cross-national study of accomplishment practices, suggests that, in forty eight realities,
accomplishment practices involve very little or no plan to validate practices. Personnel
managers tend to suppose feedback from line managers and provisional periods and
disciplinary procedures to get rid of mistakes. Companies with high quit rates brook them and
have a tendency to create them into their accomplishment practices and that they don't analyze
the constitution of their labor turnover. Some recent studies have advised that some
accomplishment strategies square measure more practical than others in terms of the worth of
the workers recruited.

Miyake (2002) indicated that whereas advertising is common for job vacancies, candidates
were generally recruited by word of mouth, through existing staff. Besides being cheaper, the
“grapevine” finds staff World Health Organization keep longer (low voluntary turnover) and
World Health Organization square measure less doubtless to be laid-off (low involuntary
turnover). Individuals recruited by word of mouth keep longer as a result of they need a clearer
plan of what the task involves. The study reviewed 5 studies during which the typical labor
turnover of these recruited by advertising was fifty one %. The labor turnover for spontaneous
candidates was thirty seven % and turnover for candidates suggested by existing staff was thirty
%. One hypothesis planned to account for this was the "best information" hypothesis. It had
been argued that folks World Health Organization were advised by different staff were higher
and a lot of realistically conversant regarding the task than those that applied through
newspapers and agencies. Thus, they were during a higher position to assess their quality.

32
Higher conversant candidate’s square measure doubtless to own a lot of realistic read of the
task, the culture of the organization and job prospects.

Burack (1985) argues that accomplishment sources square measure considerably connected to
variations in worker performance, turnover, satisfaction, and structure commitment. During a
survey of 201 massive U.S.A. firms, Burack asked respondents to rate the effectiveness of 9
accomplishment sources in yielding high-quality, high-performing staff. The 3 top-ranked
sources were worker referrals, faculty recruiting and government search companies. However,
cautions that, whereas these general results square measure helpful, there's a desire for bigger
internal analysis of the relative quality of recruits yielded by totally different sources.

Kersley Et Al (1997) reiterated the antecedent socialization stage for college students getting
to enter professions, and especially, the results of accomplishment and choice experiences on
career expectations and orientation. They in agreement that the character of students' job search
activity, the possession of relevant work expertise, and exposure to employers through
accomplishment and choice activities could kind a part of the "evolving sequence of
somebody's work experiences" that contributes to antecedent socialization. It's been argued that
exposure to employers through accomplishment and choice may be a human process wherever
employers and potential staff step by step understand a match. Through job search activities
and awareness of employers' accomplishment literature and events, students gather info
regarding the organization’s goals, values, and climate and work practices to guide their final
call. Exposure to choice procedures provides info regarding the culture and attributes of a
corporation, and candidate’s kind judgments from their perceptions of the fairness of the choice
strategies used.

Gould (1984) argues that almost all mistakes square measure caused by the very fact that
managers usually offer very little thought to the crucial nature of the selections. Employers
square measure stunned and defeated once a rendezvous fails, and infrequently the person
appointed is cursed instead of recognizing the weaknesses within the method and methodology,
even the soundest of techniques and best follow (in selection) contain scope for error. A
number of this is often because of the strategies themselves, however the most supply is that the
frailty of the human decision-makers. choice tools on the market to organizations will be

33
characterized on a time that ranges from the a lot of ancient strategies of interviews, application
forms and references, through to the a lot of subtle techniques that encapsulate account
knowledge, power tests, assessment centers, work samples, psychological fifty testing, then
forth. Every methodology of choice has its benefits and downsides and comparison their rival
claims involves comparison every method's benefit and psychological science properties. The
degree to that a range technique is perceived as effective and maybe subtle is set by its
responsibility and validity.

French (1982) found that there square measure 2 choices for accomplishment. First,
establishments or events (such as medical offices, schools, community sports organizations,
health fairs, community events, and churches) usually square measure used as a setting for
accomplishment. Faculties gift a promising avenue for the accomplishment and assessment of
youth. Accomplishment at faculties might not be acceptable in studies having a family or
neighborhood context, requiring a bigger dissemination of participants from a bigger space, or
specializing in knowledge assortment within the home. Door-to-door accomplishment is an
alternative choice. For giant studies, this accomplishment methodology will be expensive in
terms of workers time and travel expenses, and it's tough to assure that recruiter arbitrarily
sample homes. Despite these considerations, door-to-door accomplishment is also a necessary
accomplishment strategy sure enough potential participant (e.g., those that don't have a
residential phone).

Kaplan and Norton (2004) found that the quantity of individuals World Health Organization
refused to produce screening info attended be higher by phone than head to head. However,
refusals over the phone tend to be less doubtless than with mail-clad surveys (Kelly, 2006). It
ought to be noted that phone strategies will be used not just for accomplishment however
conjointly for knowledge assortment. Recent advances in phone survey methodology have
created phone accomplishment associated measurement an progressively engaging possibility
in several analysis fields.

Drucker (1999) has studied that accomplishment procedures needn't be restricted to at least
one methodology. It’s doable and infrequently fascinating to mix strategies to boost the

34
accomplishment success of a specific project. For instance, the utilization of focus teams and
pilot studies that involve the community and pre-recruitment, message will result in higher
rates of consent. From the on top of review of literature, it's determined that the sources of
accomplishment and choice square measure through advertising, via the net then forth.
However, accomplishment and choice square measure round-faced with various challenges.

Whitmell Associates (2004) determined that the extent of accomplishment and choice strategy
integration will be gauged through four distinctive indicators. These indicators square measure
the timely provide of associate adequately qualified hands, effective job analysis and
descriptions, effective choice, and therefore the involvement of line managers within the
accomplishment and choice practices. A key supply of uncertainty within the business strategy
implementation is whether or not there's a timely provide of adequately qualified individuals,
and to a good extent, this uncertainty includes the standard of staff. a corporation will with
success eliminate this uncertainty if its accomplishment and choice policies and practices
square measure strategically integrated with the business.

Dess and Jason (2001) recommend that in business strategy implementation the involvement
of line managers within the entire staffing method (i.e., drafting of job fifty three descriptions,
setting choice criteria and being on the panel of accomplishment) is important for making
certain recruitment and choice to satisfy business wants. In different words, the road managers
square measure the owner of the accomplishment and choice method together with unit of time
enjoying a supporter role. Students have argued that different key problems and controversies
run through analyses of human resource management and accomplishment and selection:
potency, control, and therefore the issue of familiarizing follow towards social justice square
measure usually cited. the primary 2 problematic, like Burton, (2001) notes, are central to the
management of individuals for as long as managers are gift in organizations. The latter is
additionally common across all organizations however may be a explicit educational and policy
concern for smaller or growing organizations.

Delivery and Doty (1996) argued that providing students with a bigger awareness of
employment opportunities, and mobilization them with the power to be proactive in

35
approaching potential employers, can result in more practical career self-management and
choice processes.

Costello (2006) outlined accomplishment is delineate because the set of activities and
processes accustomed de jure get a sufficient variety of qualified individuals at the correct
place and time so the individuals and therefore the organization will choose one another in their
own best short and long run interests.

Work by Alan worth (2007) outlined that in his work Human Resource Management during a
Business Context formally defines accomplishment and choice because the method of
retrieving and attracting in a position applications for employment. He states that the method
the method of accomplishment isn't a straightforward choice process, whereas it wants
management higher cognitive process and broad getting to appoint the foremost acceptable
workforce. There exists competition among business enterprises for recruiting the foremost
potential staff in on the pathway towards making innovations, with management higher
cognitive process and employers making an attempt to rent solely the most effective candidates
World Health Organization would be the most effective suitable the company culture and ethics
specific to the corporate (Price 2007). This would this is in a position to this may this might this
could replicate the very fact that the management would notably rank able candidates World
Health Organization square measure well equipped with the wants of the position they're
applying for, involving cooperation. Since possessing qualities of being a team player would be
essential in any management position.

36
 CHAPTER 4
RESEARCH METHODOLOGY

37
 Research Methodology

Descriptive Research
There are factors affecting recruitment and selection, the process of recruitment and selection,
the merits and demerits of external recruitment. So, this study is descriptive. Descriptive
research is defined as a research method that describes the characteristics of the population or
phenomenon that is being studied. This methodology focuses more on the “what” of the
research subject rather than the “why” of the research subject. In other words, descriptive
research primarily focuses on describing the nature of a demographic segment, without
focusing on “why” a certain phenomenon occurs. In other words, it “describes” the subject of
the research, without covering “why” it happens.

Descriptive Research Methods

1. Observational Method: - The observational method is the most effective method to conduct
descriptive research and both quantitative observation and qualitative observation are used in
this research method. It doesn't involve measurements or numbers but instead just monitoring
characteristics. In this case, the researcher observes the respondents from a distance. Since
the respondents are in a comfortable environment, the characteristics observed are natural
and effective. In descriptive research, the researcher can choose to be either a complete
observer, an observer as a participant, a participant as an observer or a complete participant.

2. Survey Research: - In survey research, respondents answer through surveys or

questionnaires, or polls. They are a popular market research tool to collect feedback from
respondents. For a survey to gather good quality data, it should have good survey questions,
which should be a balanced mix of open-ended questions and close ended-questions. The
survey method can be conducted online or offline which is makes it the go-to option for
descriptive research where the sample size is very large.

38
3. Questionnaire: - Questionnaire research consists of several questions that the respondent has
to answer in a set format. A distinction is made between open-ended and closed-ended
questions. An open-ended question asks the respondent to formulate his answer, whereas a
closed-ended question has the respondent pick an answer from a given number of options.
The response options for a closed-ended question should be exhaustive and mutually
exclusive.

In my report, descriptive research is very useful. This research shows how employees get to
know about the recruitment process and whether it is good and useful for the employees or not.
The main aim of the research undertaken was to identify the factors, perceived advantages, and
disadvantages that affect the decision of companies to use recruitment. Regarding this topic, I
also talked to my colleague in the office who was in charge of the recruitment branch
throughout my queries regarding my topic.

METHOD OF DATA COLLECTION

Primary Data-
Primary information is collected by questionnaire interviews and observation methods from
employees of the company.

Secondary Data-
Secondary information is collected by web sources, newspapers, magazine and journals.

SAMPLE SIZE
21 Respondents

SAMPLE FRAME
Employees and some candidates of the organization is the sample frame of my research.

METHODS OF ANALYSIS
Pivot Table Analysis and Pie chart.

39
 CHAPTER 5
DATA ANALYSIS

40
 DATA ANALYSIS

5.1 To identify the recruitment process of different clients of Randstad.

1. How was the approach of management during recruitment?

Table 5.1.1 Approaches

Option No. of responses % of responses

Casual 3 14%
Serious & positive 18 86%
Negative 0 0
Grand Total 21 100%

14%

Casual
Serious & positive
Negative

86%

Exhibit 5.1.1

INTERPRETATION
From the above table, we interpreted that an 86% respondent approach of management
(employers) during recruitment is serious and positive which is very good and effective for the
company. But sometimes as we interpreted from the above table that 14% approach of

41
employers during the recruitment in Randstad India Pvt. Ltd is casual that is not so good for the
company in the recruitment industry.

2. Is the organization doing the timeliness recruitment process?

42
 Table 5.1.2 Timeliness
Option No. of responses % of responses
No 3 14%
Yes 18 86%
Grand Total 21 100%

14%

No
Yes

86%

Exhibit 5.1.2

INTERPRETATION
From the above table, we interpreted that 86% of respondents think that the organization doing
a timeliness recruitment process which is good in the recruitment industry and 14% of
respondents think that the organization does not do timeliness recruitment process in Randstad
India Pvt. Ltd.

3. How many rounds were there in the interview?

Table 5.1.3 Rounds of Interview
Option No. of responses % of responses

43
 1 3 14%
2 11 52%
3 5 24%
More 2 10%
Grand Total 21 100%

10% 14%

24%
1
2
3
More

52%

Exhibit 5.1.3

INTERPRETATION
From the above table we interpreted 52% respondents are agree that there are only 2 rounds for
interview conducted in the company whereas 24% respondents think there are 3 rounds for
interview whereas 14% respondents think there is only 1 round for interview and at last 10%
respondents think that there are more rounds for interview conducted in the Randstad India Pvt.
Ltd.

4. What should be the best recruitment sources for the company according to your
perception/ preference?
Table 5.1.4 Best Recruitment Sources

Option No. of responses % of responses

Interview 14 67%

44
Newspaper 2 10%
Recruitment consultants 1 5%
Reference 1 5%
Social media 3 14%
Grand Total 21 100%

5% 14%
5%
Interview
Newspaper
Recruitment consultants
10% Reference
Social media
66%

Exhibit 5.1.4

INTERPRETATION
From the above table we interpreted 67% respondents agree that interview is the best
recruitment sources for the company according to their perception/ preference, 14%
respondents agree that social media is the best recruitment sources for the company according
to their perception/ preference, 10% respondents agree that newspaper is the best recruitment
sources for the company according to their perception/ preference and 5% respondents agree
that reference and recruitment consultants are the best recruitment sources for the company
according to their perception/ preference in Randstad India Pvt. Ltd.

45
5.2 To judge the satisfaction levels of the employees with the existing recruitment
process being used in the organization

1. For internal recruitment, are the vacancies declared publicly?

46
 Table 5.2.1 Vacancies
Option No. of responses % of responses
No 4 19%
Yes 17 81%
Grand Total 21 100%

19%

No
Yes

81%

Exhibit 5.2.1

INTERPRETATION
From the above table, we interpreted 81% of respondents to think that the company for internal
recruitment declared vacancies publicly and 19% of respondents think that the company does
not declare vacancies publicly for internal recruitment in Randstad India Pvt. Ltd.

2. How much time did the company take to respond to your application?
Table 5.2.2 Responds of Application
Option No. of responses % of responses
11- 15 days 1 5%
5- 10 days 4 19%
Less than 5 days 16 76%
15- 20 Days 0 0

47
 More Than 20 Days 0 0
Grand Total 21 100%

5% 19%

less than 5 days

5- 10 days

11- 15 days

15- 20 days

more than 20
days

76%

Exhibit 5.2.2

INTERPRETATION
From the above we interpreted 76% of respondents to think that the company takes 15-20 days
to respond to your application, 19% respondents think that the company takes 11-15 days to
respond to your application and 5% % respondents think that the company takes 5-10 days to
respond to your application.

3. Are you satisfied with the present recruitment practices in your organization?
Table 5.2.3 Satisfied with Present Recruitment Practices
Option No. of responses % of responses
Can’t say 1 5%
Highly satisfied 8 36%
Satisfied 12 59%
Dissatisfied 0 0
Highly dissatisfied 0 0
Grand Total 21 100%

48
 5%

36%
Can’t say
Highly satisfied
Satisfied
59% dissatisfied
highly dissatisfied

Exhibit 5.2.3

INTERPRETATION
From the above table we interpreted 59% respondents think that they are only satisfied with the
present recruitment practices in our organization, 36% respondents think that they are highly
satisfied with the present recruitment practices in our organization and at last 5% respondents
can’t say anything about the present recruitment practices in Randstad India Pvt. Ltd.

4. How would you rate the company’s interview panel?

Table 5.2.4 Rate the Interview Panel
Option No. of responses % of responses
Excellent 12 57%
Good 7 33%
Satisfactory 2 10%
Poor 0 0
Grand Total 21 100%

49
 10%

Excellent
33% Good
57% Satisfactory
Poor

Exhibit 5.2.4

INTERPRETATION
From the above table, we interpreted 57% of respondents think that excellent work was done by
the company’s interview panel, 33% think that good work was done by the company’s
interview panel and 10% think that work done by the company’s interview panel was
satisfactory.

5. Did you find it comfortable to interact with the recruitment team during the
interview?
Table 5.2.5 Comfortable
Option No. of responses % of responses
No 1 5%
Yes 20 95%
Grand Total 21 100%

50
 5%

No
Yes

95%

Exhibit 5.2.5

INTERPRETATION
From the above table, we interpreted 95% of respondents are agreed that they are comfortable
interacting with the recruitment team during the interview and 5% of respondents do not agree
that they are comfortable interacting with the recruitment team during the interview in
Randstad India Pvt. Ltd.

6. Does the HR Department efficient in the Recruitment Policy of the employees?

Table 5.2.6 HR Department Efficient
Option No. of responses % of responses
No 2 10%
Yes 19 90%
Grand Total 21 100%

51
 10%

No
Yes

90%

Exhibit 5.2.6

INTERPRETATION
From the above table, we interpreted 90% of respondents to think that the HR Department
efficient in the Recruitment Policy of the employees and 10% of respondents think that the HR
Department does not efficient in the Recruitment Policy of the employees in Randstad India
Pvt. Ltd.

5.3 To study the different sources of recruitment which are adopted in Randstad India
Pvt. Ltd.

1. Identify the source from where you came to know about the job?
Table 5.3.1 Source

Options No. of responses % of responses

52
Advertisement 4 19%
Campus 4 19%
E- recruitment 3 14%
Employee Reference 9 43%
Option 6 1 5%
Grand Total 21 100%

5% 19%

Advertisement
43% Campus
19% E- recruitment
Employee Reference
Option 6

14%

Exhibit 5.3.1

INTERPRETATION
From the above table, we interpreted 43% of respondents to think that employee reference
plays a major role to identify the best source to seek a job. After the employee reference, 19%
each advertisement and campus selection plays an important role. And in the end, 14% and 5%
e-recruitment and option 6 play an important role to seek a job in Randstad India Pvt. Ltd.

53
 2. What impression/ image you were having of Randstad India Pvt. Ltd. Before getting
recruitment?
Table 6.3.2 Impression
Option No. of responses % of responses
Average 6 29%
Satisfied 15 71%
Dissatisfied 0 0
Grand Total 21 100%

54
 29%

Average
Satisfied
Dissatisfied

71%

Exhibit 5.3.2

INTERPRETATION
From the above table, we interpreted that 71% of respondents are satisfied with the
impression/image of this company before getting recruitment and 29% of respondents are
averagely satisfied with the impression/image before getting recruitment in Randstad India Pvt.
Ltd.

3. Which of the following methods of selection did you set for employees?
Table 5.3.3 Methods of Selection
Option No. of responses % of responses
Aptitude test 3 14%
Personal interview 17 81%
Practical test 1 5%
Written test 0 0
Grand Total 21 100%

55
 Exhibit 5.3.3

INTERPRETATION
From the above table we interpreted 81% respondents think that personal interview is the best
method of selection for employees and after that 14% & 5% of aptitude test & practical test is
the average method of selection for employees in the company Randstad India Pvt. Ltd.

4. Was there any physical/ medical examination that was conducted during the recruitment?
Table 6.3.4 Physical/Medical Examination

Option No. of responses % of responses

No 18 86%
Yes 3 14%
Grand Total 21 100%

56
 14%

No
Yes

86%

Exhibit 5.3.4

INTERPRETATION
From the above table, we interpreted 86% of respondents to think that there is physical/medical
examination that is conducted during recruitment whereas 14% of respondents do not think that
there is physical/medical examination that is conducted during recruitment in Randstad India
Pvt. Ltd.

5. Was there any reference/ background check done by the company?

Table 5.3.5 Background Check

Option No. of responses % of responses

No 4 19%
Yes 17 81%
Grand Total 21 100%

57
 19%

No
Yes

81%

Exhibit 5.3.5

INTERPRETATION
From the above table, we interpreted 81% of respondents to agree that there is a background
check done by the company and 19% of respondents do not agree that there is any background
check done by the company Randstad India Pvt. Ltd.

58
 CHAPTER 6
FINDINGS

FINDINGS

The main findings of my survey are as follows:-

 Each employee is well prepared to meet the daily challenges.

59
 The management showing their all efforts for the growth of Randstad India Pvt. Ltd.
 Present the recruitment process in Randstad India Pvt. Ltd. and its procedure, tests and
interview type is good.
 According to the Survey, the recruitment process is fair and transparent.
 With the help of this pie chart, we say that an 86% approach to management during
recruitment is serious and positive. On the other side, we saw a 14 % approach of
employers during recruitment is casual.
 In the next pie chart 86% of respondents think that the organization doing the timeliness
recruitment process and 14% of respondents do not think that the organization doing the
timeliness recruitment process in Randstad India Pvt. Ltd.
 52% respondents are agree that there are only 2 rounds for interview conducted in the
company whereas 24% respondents think there are 3 rounds for interview whereas 14%
respondents think there is only 1 round for interview and at last 10% respondents think
that there are more rounds for interview conducted in the Randstad India Pvt. Ltd.
 We can say that 81% of respondents think that the company for internal recruitment
declared vacancies publicly and 19% of respondents think that the company does not
declare vacancies publicly for internal recruitment.
 We can say that 67% respondents agree that interview is the best recruitment sources,
14% respondents agree that social media is the best recruitment sources, 10%
respondents agree that newspaper is the best recruitment sources and 5% respondents
agree that reference and recruitment consultants are the best recruitment sources in
Randstad India Pvt. Ltd.
 In this Pie Chart, 95% of respondents are agreed that they are comfortable interacting
with the recruitment team during the interview and 5% of respondents do not agree that
they are comfortable interacting with the recruitment team during the interview in
Randstad India Pvt. Ltd.
 43% of respondents to think that employee reference plays a major role to identify the
best source to seek a job. After the employee reference, 19% each advertisement and
campus selection plays an important role. And in the end, 14% and 5% e-recruitment in
Randstad India Pvt. Ltd.

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 81% respondents think that personal interview is the best method of selection for
employees and after that 14% & 5% of aptitude test & practical test is the average
method of selection for employees in the company Randstad India Pvt. Ltd.
 A practical test is not given weightage during the recruitment and selection process.
 Employees are in favor of background checks after the recruitment of the candidate.
 Succession planning has mostly done in a company.

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 CHAPTER 7
CONCLUSIONS AND
RECOMMENDATION

Conclusion and recommendation

In every organization recruitment and selection plays a vital role and the employees of any
organization are its lifeblood, without a doubt. Recruitment and selection are getting very much

62
importance these days in the organization. It is a very critical thing to evaluate human resources.
It is a systematic procedure that involves many activities. The process includes the step like HR
planning attracting applicant and screening them. It is a very important activity as it provides the
right people in right place at right time. It is not an easy task as the organization's future depends
on this activity. It suitable employees are selected which are beneficial to the organization it is at
the safe side but if the decision does not go right then it can be dangerous to the organization. So,
it is an activity for which the HR department gets very much importance.
Recruitment and Selection procedure and its policies changed as per the organization. Its
importance also gets changed as per the organization changed.

 From the above study, it is found that the majority of the employees prefer to post their
resume on companies' websites. So, the company can have a career link on its website to
post a resume.
 From the study, it is found that employee reference is an effective medium to advertise for
recruitment. Since this company focuses on candidates from Chennai and north states, they
can advertise for mass recruitment.
 Relocation is the main problem for a candidate's rejecting an offer. So, by providing a good
salary and accommodation, the relocation problem can be solved. Thus, the recruitment
process can be made effective by retaining the recruited candidates.
 Some of the employees said that the response given after recruitment is not satisfactory. If
the recruitment feedback mechanism is not effective, there is a high risk of losing good
candidates to other companies. So, they can give the response for candidates immediately
whether they are a shortlist or rejected.
 Sometimes it was seen that the company is not conducting the medical examination for the
employee during the recruitment process. They can conduct a medical examination to
prevail themselves if any problem happens to the employees.
 The outcome of the study illustrates that Randstad India PVT. Ltd. has a good recruitment
policy where the employees are recruited by the recruitment team from time to time. But
there is still scope for improvement of its recruitment policy.
 The company should focus its attention on more on-campus interviews to attract young
potential employees who have the zeal to achieve a goal for themselves and the company.
 The company needs to further focus on talent auditions and job fairs.

63
 The company should follow new traits/ trends in the recruitment process.
 The company should also focus on the employee's happiness so that they can easily achieve
their target in terms of recruiting more and more qualitative candidates.
 Randstad India Pvt. Ltd. should focus on making more and more client companies. So, that
within the end of every month they can easily a huge number of the candidate.

64
 BIBLIOGRAPHY

Bibliography

 https://www.randstad.in/about-us/
 www.randstad.ac.in
 https://en.wikipedia.org/wiki/Randstad_India
 www.scribd.com

65
 www.google.com
 Jovanovic, Boyan (2004), Selection and the Evolution of Industry. Econometrical, 50(3):
649-670.
 SOHEL AHMAD and ROGER G. SCHROEDER (2002), "The importance of
recruitment and selection process for the sustainability of total quality management",
International Journal of Quality & Reliability Management, Vol. 19 No. 5, pp. 540-550
 Odiorne, George, S. (1984), Human Resources Strategies for the Nineties, Hax
 Miyake, D. (2002), Implementing Strategy with the Balanced Scorecard: An Introduction
to the Strategy-Focused Organization, DM Review
 Burack, Elmer H. and Mathys, Nicholas J. (1980), Human Resource Planning, Lake
Forrest, I1 Brace-Park Press. P130.
 Kersley, Barbara and Christopher Martin (1997), Productivity Growth, Participation and
Communication, Scottish Journal of Political Economy, 44(5): 485-501
 Gould, Richard (1984), Gaining a Competitive Edge through Human Resource Strategies,
Human Resource Planning.
 Kaplan, R. S., Norton, David P. (2004), Measuring the Strategic Readiness of Intangible
Assets, Harvard Business Review 82(2): 52-64.
 Whitmell Associates (2004), Workforce and Succession Planning in the Libraries of the
Australian Technology Network, Preparing for Demographic Change. Ontario, Canada
 Dess, Gregory, G. and Jason, D. Shaw (2001), Voluntary turnover, social capital, and
Organizational Performance, Academy of Management Review, 26(3): 446-456.
 Delivery, J. E. and Doty. D. H. (1996), Modes of Theorizing in Strategic Human
Resource Management: Tests of Universalistic, Contingency and Configuration
Performance Predictions, Academy of Management Journal. Volume.39, 802-835.
 Costello, D. (2006), Leveraging the Employee Life Cycle, CRM magazine, 10(12), 48-
48. Retrieved February 23, 2009, from Academics Search Premier Database.
 WORK BY ALAN PRICE (2007) International Journal of Management, Technology and
Engineering Volume IX, Issue III, MARCH/2019 ISSN NO: 2249-7455

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67
 APPENDICES

Appendices

1. How was the approach of management during recruitment?

a) Serious & positive
b) Casual
c) Negative

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2. Is the organization doing the timeliness recruitment process?
a) Yes
b) No

3. How many rounds were there in the interview?

a) 1
b) 2
c) 3
d) More

4. What should be the best recruitment sources for the company according to your
perception/ preference?
a) Interview
b) Reference
c) Social media
d) Newspaper
e) Recruitment consultants

5. For internal recruitment, are the vacancies declared publicly?

a) Yes
b) No

6. How much time did the company take to respond to your application?
a) Less than 5 days
b) 5- 10 days
c) 11- 15 days
d) 15- 20 days
e) More than 20 days

7. Are you satisfied with the present recruitment practices in your organization?

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 a) Highly satisfied
b) Satisfied
c) Can’t say
d) Dissatisfied
e) Highly Dissatisfied

8. How would you rate the company’s interview panel?

a) Excellent
b) Good
c) Satisfactory
d) Poor

9. Did you find it comfortable to interact with the recruitment team during the
interview?
a) Yes
b) No

10. Does the HR Department is efficient in Recruitment Policy of the employees?

a) Yes
b) No

11. Identify the source from where you came to know about the job?
a) Advertisement
b) Consultant
c) Employee Reference
d) Campus
e) E-recruitmentt
f) Others

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12. What impression/ image you were having of Randstad India Pvt. Ltd. Before
getting recruitment?
a) Satisfactory
b) Average
c) Dissatisfactory

13. Which of the following methods of selection did you set for employees?
a) Aptitude test
b) Personal interview
c) Written test
d) Practical test

14. Was there any physical/ medical examination that was conducted during the
recruitment?
a) Yes
b) No

15. Was there any reference/ background check done by the company?
a) Yes
b) No

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