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Summer Internship Project HR MBA MMS PDF
Summer Internship Project HR MBA MMS PDF
‘Human Resources Recruitment’
Submitted in the partial fulfillment of the requirement for qualifying
Master of Management Studies
Of
University of Mumbai
Submitted by
LLLL MMMMM
Roll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012‐2013
A Project on
‘Human Resources Recruitment’
Submitted in the partial fulfillment of the requirement for qualifying
Master of Management Studies
Of
University of Mumbai
Submitted by
LLLL MMMMM
Roll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012‐2013
Project Guide: Prof. SSSSS
DECLARATION
To,
The Director,
College Of Management,
Vidyanagari, Chinchpada road,
Kmanivali, KKKKKK (East),
Dist. Thane – 421 306.
Respected Sir,
I the undersigned hereby declare that the project report entitled “Human
Resources Recruitment” is an original work developed and submitted by me
under the guidance of Prof. Sssss
The empirical findings in this project report are not copied from any report
and are true and best of my knowledge.
DATE:
PLACE: Thane
ROLL NO.: 15
Signature of student
Llll Mmmmm
CERTIFICATE
This is to certify that the project entitled ‘Human Resources Recruitment’
submitted by ‘Llll Mmmmm’ in partial fulfillment for the award of Master of
Management Studies; University of Mumbai is her original work and does not
form any part of the projects undertaken previously.
Also it is certified that the project represents the original work on the part of
the candidate.
Place: Thane
Date:
ACKNOWLEDGEMENT
With immense please we are presenting “Human Resources
Recruitment” Project report as part of the curriculum of ‘Master of
Management Studies’. We wish to thank all the people who gave us unending
support.
I express my profound thanks to Director and Prof. Sssss, project guide
and all those who have indirectly guided and helped us in preparation of this
project.
We also like to extend our gratitude to all staff and our colleagues of
College of Management, who provided moral support, a conductive work
environment and the much‐needed inspiration to conclude the project in time
and a special thanks to my parents who are integral part of the project.
Thanking you.
Llll Mmmm
INDEX
Project Contents: Page No.
i. List of figures & diagrams
1 Organization Profile 2 ‐ 18
2 Introduction of the study 19 ‐ 37
2.1 Meaning, Definition, Concept
2.2 Objectives
2.3 Scope
3 Research Methodology 38 ‐ 40
4 Data Analysis 41 ‐ 47
5 Recruitment 'A theoretical frame work' 48 ‐ 50
6 Findings 52
7 Limitation 52
8 Conclusion 53
9 Suggestions 53
10 Webliography & Bibliography 55
11 Questionnaire 56 ‐ 59
List of Diagrams
The Human Resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so, they have to keep the
present as well as the future requirements of the organization in mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
In order to attract people for the jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self-select
themselves out.
The term “HR recruiter” may sound redundant, as both human resources managers and recruiters
both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A
recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
employers.
PROFILE
OF THE
ORGANIZATION
Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070
Email ID – hrd@emcxxxxx.in Contact No: 9223300000 / 022 26520000
Website - www.emcxxxxx.in
About Company
We are a prominent executive search & selection company, providing a wide range of
recruitment solutions for various requirements. We are a team of dedicated professionals offering
services across India.
Established in 2006 with licenses, EMC is leading Indian and International companies for their
middle & senior management requirements. EMC caters to both domestic placements across
India as well as international locations. We have turnover of 10 lakhs.
Our team of 25 head hunters have extensive previous professional work experience and currently
specialize in different domains across industries and professionally head hunt and source
candidates based on specific client requirements.
Mohammad Shaikh
Director – EMC-Executive Management Consultant
Fact Sheet
Contact Details
Company Profile
EMC- Executive Management Consultants process driven, recruitment firm that assists
organizations in achieving business objectives through understanding and effectively addressing
the "people" issues in their business. Our focus is on desired outcomes and bottom line success.
EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic
Resourcing.
“Our point of difference is that we are a focused, professional, ethical and proactive team!”
DATA BANK
We have a fairly large data bank comprising of candidates in Managerial functions, HRD,
Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirements
of Management at all levels of functions. Our data bank consists of candidates from different
locations and in various countries. They could even supply candidates with very rare skill sets
and experience from their data bank. This is helpful to identify candidates for specific locations
within short notice.
FACILITIES
Aim
Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the
needs and aspirations of each individual candidate, rather than simply ‘filling jobs’, we make
sure we understand what you want first before discussing any relevant career options.
If our client’s are looking for full time, part time, permanent or temporary opportunities, our
specialist consultants are on hand to guide you through the options to match you with your ideal
job.
Our aim is to offer our clients the best consultancy services in India. This means that we provide
clients with full consultancy service, from identifying the relevant candidate, to closing the
position at short span of Time.
Initiatives
We proactively seek grant schemes that match your needs and help you tailor your projects to
take maximum advantage of grant opportunities.
Our extensive professional network and experience in a wide range of grant schemes ensure that
we track the latest developments in incentive schemes and identify opportunities as they arise.
You can then adapt your decisions to better fit public objectives.
Partnership
Close collaboration with clients regularly leads to long-lasting partnerships. The better we know
you and your organization, the better we can advise you. This leaves you free to focus on your
core business while we deal with grants acquisition, administration and project management. We
also partner with clients in their consortia, technological platforms and other public-private
partnerships.
Approach
Our Approach towards Client is distinctive. Large amount of support teams, provide clients with
the complete range of fully integrated recruitment solutions from each site. True client
partnerships, an advanced internet development strategy and our focus on placing people are part
of what makes us different.
Quality Policy
Our consultants go through a stringent pre-qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established professional
consulting experience. We put strong emphasis on Attitude, Communication and Team Player
skills and demonstrated ability to stretch themselves to contribute to the successful completion of
projects. We engage in reference checks, drug tests, and background checks before deploying our
manpower to the project.
Our Philosophy Service to the customers and the candidates is our motto. Each employer is
important to us and gets personalized attention, irrespective of size or even volume of business
generated. Similarly, every candidate is treated with warmth and understanding. We make every
effort required to find suitable placement for the job seekers. It is essentially this philosophy
which has enabled us to attain our present stature.
CLIENTEL
ADLABS FILMS
WHY EMC?
¾ A perfect mix of Business focus and technology which is backed with a specialized team
of Professional recruiters who are continuously updated with technical training and high
end support.
¾ State of the art Infrastructure, Well equipped & Air-conditioned work station.
¾ Capability to source high number of candidates for the Clients, scale up and double
candidates when needed for project works.
¾ Critical strength to always stand up on efficiency and quality in fulfilling commitments at
the workplace.
Quality
Our consultants go through a stringent pre-qualification phase to ensure that they have
the expertise that the clients require. We select experienced personnel with established
professional consulting experience. We put strong emphasis on Attitude, Communication and
Team Player skills and demonstrated ability to stretch themselves to contribute to the successful
completion of projects. We engage in reference checks, drug tests, and background checks before
deploying our manpower to the project.
Cost
We keep our overheads low and therefore we can compete with the biggest of staffing
firms to provide a fair and competitive rate.
On Time Delivery
That is a promise we made to ourselves. We have taken extreme care to ensure that delivery
is met and we are proud of our track record that shows 90% of the candidates selected take up
our projects. Our support function facilitates our consultants to move from project to project.
This ensures that they are ready to work ‘when and where’ our clients need them.
Retention
Our retention level of consultants on the project is at an enviable rate of 95%. This does not
happen accidentally. We spend quality time on the staffing needs and ensure that the staffing
solution we provide really fulfills the clients’ needs.
EMC deals with all “IT requirements” & below mentioned are some of the Functional area of
recruitment where EMC is specialized:
¾ Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net,
ASP.net, HTML, Autocad)
¾ Manual Testing Engineers (Performance Testing (Web Load), Functional Testing,
Integration Testing ,White box Testing , Database testing (SQL, Oracle) )
¾ Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest)
¾ Project Lead/Lead Management/Project Manager
¾ Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions)
¾ Network / System support/System Integration
¾ Symbian, Brew, Android, iphone, Blackberry, Fixed line data
¾ Data center Operations
¾ .net (VB/ ASP/ VC/ C#/ Sharepoint)
¾ Sr. Ops Engineer/Ops Manager
¾ Assistant Manager Service Delivery (Networking / System Integration / IT Operation)
¾ Crystal Report
¾ Weblogic / Websphere / WAP
¾ Java / JSP / J2ee / J2me / Junit
¾ Siebel / PHP / Perl / People soft
¾ SAP (FICO / BASIS / ABAP / SRM / CRM)
¾ UML / XML / HTML / DHTML
¾ Unix / Linux / Windows
¾ QTP / Win Runner / Load Runner
¾ SQL / Oracle / DB2 / PL SQL / D2K / Dbase
¾ Lotus / Mainframes
¾ 3DMax / Coral Draw / Adobe Photoshop
¾ Adobe Pagemaker / Adobe Illustrator
¾ Apache
¾ Cold Fusion
¾ Matlab / Labview
¾ Rational Robot / MQC / Silk Test
¾ C / C++ / C# / VB / VC / VC++ / ASP / Foxpro
¾ Network / System / Support / Implementation Engineer
¾ Delivery Managers (PMP & ITIL certified)
¾ Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-
Sales, Branding Manager.
¾ Accounts & Finance (All areas)
¾ Engineers Civil / Mechanical / Chemical
¾ Draftsman / Interior Design Engineer
¾ Secretary to CFO / MD / VP
¾ Process Trainers / VNA Trainers
¾ Admin Executive / Front Office Exec
¾ Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager
Contract & Planning, Manager Design
¾ Commercial Head, Piping Engineer, Manager Quality, Executive Procurement,
Architects
¾ Road Surveyor
¾ GM, VP, AVP – Finance , Financial Analyst, Investor Relation
¾ HR & Admin: Manager HR, Sr.Exe. / Exe. HR.
¾ Legal : Manager Legal , Compliance Manager, Company Secretary
A recruitment consultant primarily acts from a position of self interest. Their job is to generate
revenue by making sales. Sales mean selling their service, their ability to find the right candidate,
to prospective employers. In effect they are selling you. This means they will be eager to
champion you, their product, to the employer, likewise they will be keen to ensure that you will
accept the position if offered.
¾ Sourcing resumes through different job portals like Naukri, monster etc.
¾ Based on the clients requirements screening the resumes and judging the Candidates to
meet the particular requirement.
¾ Initial phone screening of candidates to judge communications and background.
¾ Short listing the candidates as per client’s requirements and then scheduling up the
interviews.
¾ Regular follow up with the selected candidates to confirm their joining dates, ensuring
the maximum of them are placed successfully with the respective organization
¾ Maintaining and updating database of potential, prospective and rejected candidates
¾ Constantly be in touch with the candidate until he/she joins.
¾ Co-ordinate with other recruiters to work as a team.
¾ Maintaining a database of candidates.
¾ Handling end to end recruitments.
¾ Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of
Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd
¾ Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd
¾ Asp.Net for the Location of Mumbai(Malad), for the 3G Services
¾ Project Engineer for the location of Mumbai, for Sigma Byte
¾ Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies
¾ Project Co-ordinator with Onmobile Global Ltd.
¾ Techlead Position for Atidan Technologies
Recruitment Email sent to candidate regarding the same
Dear Candidate,
This is to bring to your kind notice that we have an opening for the post of Relationship
Officer/ Sr. Relationship Officer with Quikr.com
URL: - http://www.quikr.com/html/about.php
Location: Delhi
If your candidature suits the mentioned profile then kindly send us the following details:
1. your updated resume in MS Word format.
2. Present CTC
3. Expected CTC
4. Notice Period
As the requirement is a bit urgent, an early response on this would be highly appreciated.
Alternatively if you know someone suitable and available then Please
refer (or) let us know their contact details. We shall check their willingness for this opportunity.
Please, respond at the earliest.
Best regards,
Llll |HR| EMC-Executive Management Consultant
Direct: 9223499000 || llll@emc.in
Recruitment Email sent to candidate
Hi,
OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added
Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile
touches the lives of over 1 billion mobile users across 55 countries every month.With our
diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery
solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video
portals, M-Commerce products and services, we generate 2 – 5% contribution for top
customers and top line revenues of over US $800 million for over 92 customers globally. We
deliver our products by the best combination of a hosted Cloud with on-site operations at
the customer premises or through products deployed in customer networks.Founded in
2000, OnMobile has 1500 employees spread across India, U.S., LATAM, Africa, Australia,
Middle East and Europe. The company was publicly listed in India in 2008. Recent
acquisitions include Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).
Location: Bangalore
Website: http://www.onmobile.com/
JD for Position:-
Job Title Project Coordinator
Department India Private Operators - PMO
Qualification B.Tech / BE / MCA / MBA
Experience 1-3years
Role
If this profile suits your candidature, kindly send the updated resume mentioning the
following details:-
1) Total Experience
2) Relevant Exp.
3) Current CTC
4) Expected CTC
5) Notice Period
Best regards,
Lllll |HR| EMC-Executive Management Consultant
Direct: 9223499000 || lllll@emc.in
Recruitment Email sent to candidate
From: Lllllll Mmmmm <lllll@emc.in>
To:
Sent: Tuesday, 15 May 2012 3:15 PM
Subject: Opening with Atidan Technologies for Tech Lead
Hi,
As per the discussion, I am sending the Company’s profile and Job Description.
Opening with Atidan Technologies for the post of Tech Lead
Atidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan combines
offshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-
delivering low-risk, high-performance solutions to help you improve communications, streamline workflow
and increase productivity.
URL: - http://www.atidan.com/Pages/index.aspx
Location: - Mumbai
Job Description:-
1) Candidate must have atleast 6 yrs of experience.
2) Exp working on web based projects is a must.
3) Exposure on SharePoint is preferable.
4) Exposure working with US clients is a must.
5) Applicant should be working as a tech lead.
If this profile suits your candidature kindly send the following details:-
1) Updated Resume in word format.
2) Total Exp.
3) Relevant Exp.
4) Current CTC.
5) Expected CTC.
6) Notice Period.
Best regards,
Lllll |HR| EMC-Executive Management Consultant
Direct: 9223499000 || llll@emc.in
Format of Candidate Interview Schedule details sent to Organization
Hi,
Below mentioned is the interview schedule for AM / Manager HR:
Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company
(candidate is working with), Yrs Of Experience, Location, Education, Current Designation,
Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line
Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level – PI,
Date, Final Status, Client CTC if offered.
Form attached along with candidate resume while forwarding to the Client (i.e.
organization)
Current Company
Current Position
Highest qualification
Total Exp
Relevant Exp
Current CTC
Expected CTC
Notice period
Current Location
ii. To know the sources of recruitment at various levels and various jobs
iv. To identify the probable area of improvement to make recruitment procedure more
effective
v. To know the managerial satisfaction level as well as to know the yield ratio
vi. To search or headhunt people whose, skill fits into the company’s values
Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment procedures.
Definition:
We have chosen the term “art and science” as HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science as well because of the precision
and rigorous application of theory that is required.
¾ Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in
the organization. It can also be performed by line managers.
¾ Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training.
¾ HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the accomplishment of
the organization's goals and objectives.
¾ The Human Resource Management (HRM) function includes a variety of activities, and
key among them is responsibility for human resources -- for deciding what staffing needs
you have and whether to use independent contractors or hire employees to fill these
needs, recruiting and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and management practices
conform to various regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and personnel policies. Usually
small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure
that employees have -- and are aware of -- personnel policies which conform to current
regulations. These policies are often in the form of employee manuals, which all
employees have.
¾ HRM is widening with every passing day. It covers but is not limited to HR planning,
hiring (recruitment and selection), training and development, payroll management,
rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
In other words, we can say that it’s about developing and managing harmonious
relationships at workplace and striking a balance between organizational goals and
individual goals.
Advantages / Importance of HR:
¾ Meeting manpower needs: Every Organisation needs adequate and properly qualified
staff for the conduct of regular business activities. Imaginative HRP is needed in order to
meet the growing and changing human resource needs of an organisation.
¾ Coping with change: HRP enables an enterprise to cope with changes in competitive
forces, markets, products, and technology and government regulations. Such changes
generate changes in job content, skill, number and type of personals.
¾ Increasing investment in HR: An employee who picks up skills and abilities becomes a
valuable resource because an organisation makes investments in its manpower either
through direct training or job assignments.
¾ Recruitment and selection of employees: HRP suggests the type of manpower required in
an organisation with necessary details. This facilitates recruitment and selection of
suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests
and procedures is also possible as per the manpower requirements.
¾ Training of manpower: HRP is helpful in selection and training activities. It ensures that
adequate numbers of persons are trained to fill up the future vacancies in the
Organisation.
HR TOPICS - FUNCTIONS
¾ Levels of Companies
¾ Technologies and Domineer
¾ Portal Explanation
¾ Explanation of Job Description and Analyzing of Requirement
¾ Sourcing of Profiles from Portals
¾ Screening of profiles as per the requirement
¾ Calling the Candidates
¾ Formatting of profiles and Tracker’s Preparation
¾ Maintenance of Database
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting that manpower in adequate numbers to facilitate
effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organisation so that the management can select the right candidate
for the right job from this pool. The main objective of the recruitment process is to expedite the
selection process.
Recruitment is almost central to any management process and failure in recruitment can create
difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in
management decision making and the recruitment process could itself be improved by following
management theories. The recruitment process could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems for different
professions and specializations have been given. A new national selection system for
psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector
The need for recruitment may be due to the following reasons / situations
¾ Vacancies: due to promotions, transfers, retirement, termination, permanent disability,
death and labour turnover.
The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organisations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time. A general recruitment process is as follows:
The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
¾ Preparing the job description and person specification.
¾ Locating and developing the sources of required number and type of employees
(Advertising etc).
¾ Short-listing and identifying the prospective employee with required characteristics.
¾ Arranging the interviews with the selected candidates.
¾ Conducting the interview and decision making
A traditional role of HR in Recruitment was an administrative part of the whole process. The
HRM was responsible for maintaining the vacancies advertised and monitored, but the real
impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was
changed. From making the process working to the real management of HR Processes and the
Recruitment Process was the first to manage.
The role of HR in Recruitment is very important as HRM is the function to work on the
development of the recruitment process and to make the process very competitive on the market.
As the job market gets more and more competitive, the clearly defined HR Role in Recruitment
will be growing quickly. HRM is not a function to conduct all the interviews today, the main role
of Human Resources is to make the recruitment process more attractive and competitive on the
job market.
Scope of HR Recruitment:
¾ HR jobs are one of most important tasks in any company or organization.
¾ To structure the Recruitment policy of company for different categories of employees.
¾ To analyses the recruitment policy of the organization.
¾ To compare the Recruitment policy with general policy.
¾ To provide a systematic recruitment process.
¾ It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
¾ It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.
¾ A recruitment agency provides you with career counseling which renders a crystal clear
picture of what are the possible career options out there for you and which job option
suits you the best.
Objective of HR
¾ To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
¾ Recruitment helps to create a pool of prospective employees for the organization so that
the management can select the right candidate for the right job from this pool.
¾ Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.
¾ Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its objectives.
¾ The recruitment process exists as the organization hire new people, who are aligned with
the expectations and they can fit into the organization quickly.
Cost Reduction
Focus Management
Effort
Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as
well as the consultancies that provide the service to the corporate. Apart from increasing their
revenues, outsourcing provides business opportunities to the service providers, enhancing the
skill set of the service providers and exposure to the different corporate experiences thereby
increasing their expertise.
Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organisation. It is one of the technological tools facilitated by the information
management systems to the HR of organisations. Just like performance management, payroll and
other systems, Recruitment management system helps to contour the recruitment processes and
effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are 4explained
below:
¾ Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.
¾ Strategic prioritization – The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.
Research
Methodology
RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any
branch of knowledge’.
METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations.
The data has been collected from both the sources primary and secondary sources.
DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to employees.
The questionnaires were carefully designed by taking into account the parameters of my study.
Secondary Data:
Data was collected from web sites, going through the records of the organisation, etc. It is the data
which has been collected by individual or someone else for the purpose of other than those of our
particular research study. Or in other words we can say that secondary data is the data used
previously for the analysis and the results are undertaken for the next process.
KIND OF RESEARCH
The research done by
EXPLORATORY RESEARCH
This kind of research has the primary objective of development of insights into the problem. It
studies the main area where the problem lies and also tries to evaluate some appropriate courses
of action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any
biased while collecting the data.
Tools of Analysis:
The data collected from both the sources is analyzed and interpreted in the systematic manner
with the help of statistical tool like percentages.
RESEARCH DESIGN:
A research design is the arrangement of the condition for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in procedure.
A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or framework of the
project that stipulates what information is to be collected from which source and be what
procedures.
1 What is study about?
2 What is study being made?
3 Where will the study be carried out?
4 What type of data is required?
5 Where can the required data be found?
6 What will be the sample design?
7 Technique of data collection.
8 How will data be analyzed?
Data Analysis
And
Interpretation
The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage. The percentage of the people opinion were analyzed and
expressed in the form of charts.
Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where
as only 20% goes for video conferencing and rest 10% adopt some other means of interviews.
Question 2: What source you adopt to source candidates?
Candidate Referral
Advertising
Candidate Job Portal
Referral
10%
Advertising
5%
Job Portal
85%
Source: Compiled from questionnaire data
Interpretation:
This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10%
responded for Candidate referral and 5% responded for Advertising.
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round?
Four One
10% 5%
One
Two
Three Two Three
40% 45% Four
Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews
where as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.
Question 4: How do you track the source of candidate?
Software
Data 5%
15%
Software
Online
Online
80% Data
Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software
to source a candidate.
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
No
5%
Yes
No
Yes
95%
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 6: What is the average time spent by executives during recruitment (each
candidate)?
more than 15
mins 1 - 5 minutes
10% 5 - 10 mins
10 - 15 mins
10 - 15 mins
10% more than 15 mins
5 - 10 mins
20%
1 - 5 minutes
60%
This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded
for more than 15 mins.
Question 7: Do you follow different recruitment process for different grades of employees?
No
5%
Yes
No
Yes
95%
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 8: What are the basic questions you ask to the candidate?
Current Job Notice Period
Current / Profile 0%
Expected CTC 0%
Experience (Total
0% / Relevent)
0%
This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.
Yes
No
No
Yes
70%
30%
This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes.
Question 10: Is there any provision for evaluation and control of recruitment process?
Yes
No
55% No
Yes
45%
This analysis indicates that most of the respondent i.e. 55% responded for No and 45%
responded for Yes.
Question 11: Is there any facility for absorbing the trainees in your organization?
No
Yes
Yes
No
70%
30%
This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%
responded for No.
THEORITICAL FRAMEWORK:
THEORIES REGARDING RECRUITMENT
RECRUITMENT IS TWO WAY STREET:
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom
to recruit and whom not;
As per Behling et al, there are three ways in which a prospective employee makes a decision to
join an organization.
It must be noted that, the theoretical base given above by Behling et al was mostly influenced by
the working condition which existed in developed countries like The United States of America
and European countries. In these countries, vacancies are many and there is scarcity of suitable
hands unlike in developing countries like Cameroon where vacancies are less and hands are more
resulting to large scarce unemployment. The theoretical base given above cannot be applied in
developing countries except in hid paid jobs where higher skills and better knowledge are the
prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.
In production, servicing and clerical jobs, unemployment is where the number of job seekers far
exceeds the vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call him or
her for employment. In such a case, the potential organization is in a better place to choose the
candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing potential candidates
not only, for actual or anticipated organization vacancies but also searching for prospective
employee.
From Behling’s review, it could be assessed that workers output will increase due to certain
objectives of motivating them through regular payment. This will help to influence their working
conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for jobs far
exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in
the institution. Though they possess the knowledge, education, the process should be to filter and
re-discover their potentials.
When this happens, right (qualified) employees should be placed in the right positions and as a
result, it will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to
determine whether his output will increase or decrease but it should be assessed from the critical
factor observed during interview and the contact with the personnel of the organization that will
influence his productivity and his decision making.
¾ According to the Survey, Recruitment differs from company to company for each
category.
¾ According to the Survey, the company do utilize internet sites for the recruitment process
and for finding the talent candidate
¾ According to survey it is observed that the company are utilizing the job description in
order to make screening process more efficient
¾ The study is based on the data provided by the company statements so, the limitations of
the company’s employees remaining are equally applicable.
• Recruitment is fair.
• To some extent a clear picture of the required candidate should be made in order to
search for appropriate candidates.
• Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.
SUGGESTIONS
• Time management is very essential and it should not be ignored at any level of the process.
http://recruitment.naukrihub.com/meaning-of-recruitment.html
http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34
http://en.wikipedia.org/wiki/Recruitment
https://www.google.co.in/
http://www.emc.com/
BIBLIOGRAPHY
9 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya
Publication.
Name –
Company’s name –
Designation –
Date-
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above
Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No
Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )
Questionnaire on Recruitment Process
Name –
Company’s name –
Designation –
Date-
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above
Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No
Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )