A Summer Training Report

On

A study report on selection and recruitment process

At
Andragogy Impact Methodology and Analysis Pvt. Ltd.

Submitted by
Shikha sahu

MBA F.T Course semester III

Batch 2019 - 2021

ORIENTAL COLLEGE OF MANAGEMENT

BARKATULLAH VISHWAVIDYALAYA,
Year 2021

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 DECLARATION

I hereby declare that my Summer Training Report on selection and recruitment process is an
authentic work done by me as part of my study at AIMA

The Project was undertaken as a part of the course curriculum of MBA Full Time Program of
Barkatullah University, Bhopal. This has not been submitted to any other examination body
earlier.

Date: 25-06-21
Signature –
Name: Shikha sahu
MBA Full Time III Semester
Oriental College of Management
Bhopal

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 ACKNOWLEDGEMENT

Any assignment puts to litmus test of individual’s knowledge, credibility or experience to

accomplish the desire task. Successful completion of a project involves interest and efforts of
many people so it becomes obligatory on our part to extent out thanks to them.

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

the course of this MBA project. I am thankful for their aspiring guidance during the project
work. I am sincerely grateful to them for sharing their truthful and illuminating views related
to the project.

I express my warm thanks to Prof. (Dr.) Sameer Sinha (Director), Dr. Mamta M. (HOD) and
Dr. Shiva Johri (Project Guide) for their support and guidance in this project.

I would also like to thank my project external guide Mr.. Abhishek sahu from the [AIMA]
company and all the people who provided me with the facilities being required and conductive
conditions for my MBA project.

Thank you.

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 ABSTRACT

Better recruitment and selection strategies result in improved organizational outcomes.

Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the organization. Selection may be defined as the process by which the
organization chooses from among the applicants, those people whom they feel would best meet
the job requirement, considering current environmental condition.

In today’s Competitive business environment, organizations have to respond to the

requirements for people. It is important for an organization adopt well-structured recruitment
policy, which can be implemented effectively to get the best results. This study helps the
organization to identify the area of problem and suggest way to improve the recruitment and
selection process, this study focus on understanding recruitment and selection process.

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 CONTENT

S. No. Particulars Page No.

CHAPTER 1. 1.1 Introduction 7-29
1.2 Objectives 30
1.3 Research Methodology 31-32
1.4 Limitations 33
1.5 Scope 33
CHAPTER 2. Company’ profile 34-38
CHAPTER 3. Data Analysis and Interpretation 39-43
CHAPTER 4. Observation and Findings 43-44
CHAPTER 5. Conclusion 45
CHAPTER 6. Recommendations 46

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 Introduction

Recruitment and selection process is a searching for and obtaining a pool of potential
candidates with the desired knowledge, skills and experience to allow an organization to select
the most appropriate people To fill job vacancies against defined position descriptions and
specifications. Recruitment and selection process are tracking applicants and applications and
Reviewing resumes. Applicant tracking systems (ATS) are becoming extremely helpful to
Employers, and this technology aids in the management of job vacancies and applications for
Every open position.

What is recruitment ?

Recruitment is the process of acquiring a pool of candidates with the desired knowledge, skills,
attributes and experience so you can select the right person who will assist your business to
achieve its goals.

Recruitment is based on three aspects:

• the needs arising from changes in your business (business restructure / employee retirement)
• anticipated needs where you can predict personnel movement based on trends in the internal
/ external environment or
• unexpected needs (resignation, deaths, accidents, illness)

What is Recruiting in HRM ?

Human Resource Management, otherwise known as HRM or HR for short, is the function of
people management within an organization. HR is responsible for facilitating the overall goals
of the organization through effective administration of human capital — focusing on
employees as the company's most important asset. Recruitment is the first step in building an
organization's human capital. At a high level, the goals are to locate and hire the best
candidates, on time, and on budget.

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Importance of Recruitment
Recruitment is one of the most fundamental activities of the HR team. If the recruitment process
is efficient, then

 The organization gets happier and more productive employees

 Attrition rate reduces.

 It builds a good workplace environment with good employee relationships.

 It results in overall growth of the organization.

Here is a list that shows the purpose and importance of Recruitment in an organization −

 It determines the current and future job requirement.

 It increases the pool of job at the minimal cost.

 It helps in increasing the success rate of selecting the right candidates.

 It helps in reducing the probability of short term employments.

 It meets the organization’s social and legal obligations with regards to the work force.

 It helps in identifying the job applicants and selecting the appropriate resources.

 It helps in increasing organizational effectives for a short and long term.

 It helps in evaluating the effectiveness of the various recruitment techniques.

 It attracts and encourages the applicants to apply for the vacancies in an organization.

 It determines the present futures requirements of the organization and plan according.

 It links the potential employees with the employers.

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Recruitment Process
Recruitment process is a process of identifying the jobs vacancy, analysing the job
requirements, reviewing applications, screening, shortlisting and selecting the right candidate.

To increase the efficiency of hiring, it is recommended that the HR team of an organization

follows the five best practices (as shown in the following image). These five practices ensure
successful recruitment without any interruptions. In addition, these practices also ensure
consistency and compliance in the recruitment process.

Recruitment process is the first step in creating a powerful resource base. The process
undergoes a systematic procedure starting from sourcing the resources to arranging and
conducting interviews and finally selecting the right candidates.

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Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature, experience, qualifications
and skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of

candidates. The potential candidates should be qualified, experienced with a capability to take
the responsibilities required to achieve the objectives of the organization.

Identifying Vacancy

The first and foremost process of recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains −

 Number of posts to be filled

 Number of positions
 Duties and responsibilities to be performed

 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether
the position is required or not, permanent or temporary, full-time or part-time, etc. These
parameters should be evaluated before commencing recruitment. Proper identifying, planning
and evaluating leads to hiring of the right resource for the team and the organization.

Job Analysis

Job analysis is a process of identifying, analysing, and determining the duties, responsibilities,
skills, abilities, and work environment of a specific job. These factors help in identifying what
a job demands and what an employee must possess in performing a job productively.

Job analysis helps in understanding what tasks are important and how to perform them. Its
purpose is to establish and document the job relatedness of employment procedures such as
selection, training, compensation, and performance appraisal.

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Job Description

Job description is an important document, which is descriptive in nature and contains the final
statement of the job analysis. This description is very important for a successful recruitment
process.

Job description provides information about the scope of job roles, responsibilities and the
positioning of the job in the organization. And this data gives the employer and the
organization a clear idea of what an employee must do to meet the requirement of his job
responsibilities.

Job description is generated for fulfilling the following processes −

 Classification and ranking of jobs

 Placing and orientation of new resources

 Promotions and transfers

 Describing the career path

 Future development of work standards

A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location

 Summary of Job

 Job Duties

 Machines, Materials and Equipment

 Process of Supervision

 Working Conditions

 Health Hazards

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Job Specification

Job specification focuses on the specifications of the candidate, whom the HR team is going
to hire. The first step in job specification is preparing the list of all jobs in the organization
and its locations. The second step is to generate the information of each job.

This information about each job in an organization is as follows −

 Physical specifications

 Mental specifications

 Physical features

 Emotional specifications

 Behavioral specifications

A job specification document provides information on the following elements −

 Qualification

 Experiences

 Training and development

 Skills requirements

 Work responsibilities

 Emotional characteristics

 Planning of career

Job Evaluation

Job evaluation is a comparative process of analysing, assessing, and determining the relative
value/worth of a job in relation to the other jobs in an organization.

The main objective of job evaluation is to analyse and determine which job commands how
much pay. There are several methods such as job grading, job classifications, job ranking, etc.,
which are involved in job evaluation. Job evaluation forms the basis for salary and wage
negotiations.

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Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared
for hiring the resources. After completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy to adopt for recruiting the potential
candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points −

 Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources

The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment
strategy include −

 Setting up a board team

 Analyzing HR strategy

 Collection of available data

 Analyzing the collected data

 Setting the recruitment strategy

Searching the Right Candidate

Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will
be initialized. This process consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.

 Selling − Here, the organization selects the media through which the communication
of vacancies reaches the prospective candidates.

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Searching involves attracting the job seekers to the vacancies. The sources are broadly divided
into two categories: Internal Sources and External Sources.

Internal Sources
Internal sources of recruitment refer to hiring employees within the organization through −

 Promotions

 Transfers

 Former Employees

 Internal Advertisements (Job Posting)

 Employee Referrals

 Previous Applicants

External Sources
External sources of recruitment refer to hiring employees outside the organization through −

 Direct Recruitment

 Employment Exchanges

 Employment Agencies

 Advertisements

 Professional Associations

 Campus Recruitment

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Screening / Shortlisting

Screening starts after completion of the process of sourcing the candidates. Screening is the
process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or

irrelevant candidates, which were received through sourcing. The screening process of
recruitment consists of three steps –

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the
candidates are reviewed and checked for the candidates’ education, work experience, and
overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in mind, to
ensure better screening of the potential candidates −

 Reason for change of job

 Longevity with each organization

 Long gaps in employment

 Job-hopping

 Lack of career progression

Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates. In this
process, after the resumes are screened, the candidates are contacted through phone or video
by the hiring manager. This screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.

 It also helps in giving a quick insight about the candidate’s attitude, ability to answer
interview questions, and communication skills.

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Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In this
process, the cream/top layer of resumes are shortlisted, which makes it easy for the hiring
manager to take a decision. This process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager

 Helps the hiring managers to take a decision in hiring the right candidate

Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a costly
process; hence it is important that the performance of the recruitment process is thoroughly
evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled effectively.
These include the following −

 Salaries to the Recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.

 Administrative expenses and Recruitment overheads

 Overtime and Outstanding costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process

 Time spent by the Management and the Professionals in preparing job description,
job specifications, and conducting interviews.

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Factors Affecting Recruitment
Recruitment is an important function of the Human Resource Management in an organization,
and it is governed by a mixture of various factors. Proactive HR Professionals should
understand these factors influencing the recruitment and take necessary actions for the
betterment of the organization.

When the market condition changes, the organization also needs to monitor these changes and
discover how it affects the resources and analyze these functions for making recruitment an
effective process.

We have Internal Factors as well as External Factors that influence the recruitment
process. In this chapter, we will be discussing these factors in detail.

Internal Factors

Organizations have control over the internal factors that affect their recruitment functions. The
internal factors are −

 Size of organization

 Recruiting policy

 Image of organization

 Image of job

Size of Organization

The size of the organization is one of the most important factors affecting the recruitment
process. To expand the business, recruitment planning is mandatory for hiring more resources,
which will be handling the future operations.

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Recruiting Policy

Recruitment policy of an organization, i.e., hiring from internal or external sources of

organization is also a factor, which affects the recruitment process. It specifies the objectives
of the recruitment and provides a framework for the implementation of recruitment programs.

Image of Organization

Organizations having a good positive image in the market can easily attract competent
resources. Maintaining good public relations, providing public services, etc., definitely helps
an organization in enhancing its reputation in the market, and thereby attract the best possible
resources.

Image of Job

Just like the image of organization, the image of a job plays a critical role in recruitment. Jobs
having a positive image in terms of better remuneration, promotions, recognition, good work
environment with career development opportunities are considered to be the characteristics to
attract qualified candidates.

External Factors

External factors are those that cannot be controlled by an organization. The external factors
that affect the recruitment process include the following –

Demographic factors

Demographic factors are related to the attributes of potential employees such as their age,
religion, literacy level, gender, occupation, economic status, etc.

Labor market

Labor market controls the demand and supply of labor. For example, if the supply of people
having a specific skill is less than the demand, then the hiring will need more efforts. On the
other hand, if the demand is less than the supply, the hiring will be relative easier.

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Unemployment rate

If the unemployment rate is high in a specific area, hiring of resources will be simple and
easier, as the number of applicants is very high. In contrast, if the unemployment rate is low,
then recruiting tends to be very difficult due to less number of resources.

Labor laws

Labor laws reflect the social and political environment of a market, which are created by the
central and state governments. These laws dictate the compensation, working environment,
safety and health regulations, etc., for different types of employments. As the government
changes, the laws too change.

Legal considerations

Job reservations for different castes such as STs, SCs, OBCs are best examples of legal
considerations. These considerations, passed by government, will have a positive or negative
impact on the recruitment policies of the organizations.

Competitors

When organizations in the same industry are competing for the best qualified resources, there
is a need to analyze the competition and offer the resources packages that are best in terms of
industry standards.

Types of Recruitment
For any organization, recruitment is a crucial part of developing and maintaining an effective
and efficient team. A good recruitment strategy will cut down the wastage of time and money,
which would have incurred for extensive training and development of unqualified resources.

Have you ever thought of, how a recruiter finds the right candidates? Recruiters use different
methods to source, screen, shortlist, and select the resources as per the requirements of the
organization. Recruitment types explain the means by which an organization reaches potential
job seekers.

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Recruitment is broadly classified into two different categories − Internal Sources and
External Sources.

Internal Sources of Recruitment

Internal sources of recruitment refer to hiring employees within the organization internally. In
other words, applicants seeking for the different positions are those who are currently
employed with the same organization.

At the time recruitment of employees, the initial consideration should be given to those
employees who are currently working within the organization. This is an important source of
recruitment, which provides the opportunities for the development and utilization of the
existing resources within the organization.

Internal sources of recruitment are the best and the easiest way of selecting resources as
performance of their work is already known to the organization. Let us now discuss more on
the various internal sources of recruitment.

Promotions

Promotion refers to upgrading the cadre of the employees by evaluating their performance in
the organization. It is the process of shifting an employee from a lower position to a higher
position with more responsibilities, remuneration, facilities, and status. Many organizations
fill the higher vacant positions with the process of promotions, internally.

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Transfers

Transfer refers to the process of interchanging from one job to another without any change in
the rank and responsibilities. It can also be the shifting of employees from one department to
another department or one location to another location, depending upon the requirement of
the position.

Let’s take an example to understand how it works. Assume there is a finance company called
ABC Ltd. Having two branches, Branch-A and Branch-B, and an employee from Branch-A
resigned from his job responsibilities. Hence, this position has to be filled for the continuation
of the project in Branch-A.

In this scenario, instead of searching or sourcing new candidates, which is time consuming
and expensive, there is a possibility of shifting an employee from Branch-B to Branch-A,
depending upon the project requirements and the capabilities of that respective employee. This
internal shifting of an employee from one branch to another branch is called as Transfer.

Recruiting Former Employees

Recruiting former employees is a process of internal sources of recruitment, wherein the ex-
employees are called back depending upon the requirement of the position. This process is
cost effective and saves plenty of time. The other major benefit of recruiting former employees
is that they are very well versed with the roles and responsibilities of the job and the
organization needs to spend less on their training and development.

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Internal Advertisements (Job Posting)

Internal Advertisements is a process of posting/advertising jobs within the organization. This

job posting is an open invitation to all the employees inside the organization, where they can
apply for the vacant positions. It provides equal opportunities to all the employees working in
the organization. Hence, the recruitment will be done from within the organization and it saves
a lot of cost.

Employee Referrals

Employee referrals is an effective way of sourcing the right candidates at a low cost. It is the
process of hiring new resources through the references of employees, who are currently
working with the organization. In this process, the present employees can refer their friends
and relatives for filling up the vacant positions.

Organizations encourage employee referrals, because it is cost effective and saves time as
compared to hiring candidates from external sources. Most organizations, in order to motivate
their employees, go ahead and reward them with a referral bonus for a successful hire.

Previous Applicants

Here, the hiring team checks the profiles of previous applicants from the organizational
recruitment database. These applicants are those who have applied for jobs in the past. These
resources can be easily approached and the response will be positive in most of the cases. It
is also an inexpensive way of filling up the vacant positions.

External Sources of Recruitment

External sources of recruitment refer to hiring employees outside the organization externally.
In other words, the applicants seeking job opportunities in this case are those who are external
to the organization.

External employees bring innovativeness and fresh thoughts to the organization. Although
hiring through external sources is a bit expensive and tough, it has tremendous potential of
driving the organization forward in achieving its goals. Let us now discuss in detail the various
external sources of recruitment.

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Direct Recruitment

Direct recruitment refers to the external source of recruitment where the recruitment of
qualified candidates are done by placing a notice of vacancy on the notice board in the
organization. This method of sourcing is also called as factory gate recruitment, as the blue-
collar and technical workers are hired through this process.

Employment Exchanges

As per the law, for certain job vacancies, it is mandatory that the organization provides details
to the employment exchange. Employment exchange is a government entity, where the details
of the job seekers are stored and given to the employers for filling the vacant positions. This
external recruitment is helpful in hiring for unskilled, semi-skilled, and skilled workers.

Employment Agencies
Employment agencies are a good external source of recruitment. Employment agencies are run
by various sectors like private, public, or government. It provides unskilled, semi-skilled and
skilled resources as per the requirements of the organization. These agencies hold a database
of qualified candidates and organizations can use their services at a cost.
Word of Mouth Advertising

Word of mouth is an intangible way of sourcing the candidates for filling up the vacant
positions. There are many reputed organizations with good image in the market. Such
organizations only need a word-of-mouth advertising regarding a job vacancy to attract a large
number of candidates.

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Advertisements

Advertisements are the most popular and very much preferred source of external source of
recruitment. The job vacancy is announced through various print and electronic media with a
specific job description and specifications of the requirements. Using advertisements is the
best way to source candidates in a short span and it offers an efficient way of screening the
candidates’ specific requirements.

Let’s take an example. Assume that there is a Sales Company called XYZ Ltd which has got
a new project of selling a product in a short span of time, as the competition is very high. In
this scenario, choosing the specific recruitment plays a vital role. Here the ideal type of
recruitment which should be chosen is Advertisement.

Advertisement is the best suitable practice for this kind of hiring, because a large volume of
hiring in a short span can be done through Advertisement only. Advertisement is one of the
costliest way to recruit candidates, but when time and number are important, then
advertisement is the best source of recruitment.

Professional Associations

Professional associations can help an organization in hiring professional, technical, and

managerial personnel, however they specialize in sourcing mid-level and top-level resources.
There are many professional associations that act as a bridge between the organizations and
the job-seekers.

Campus Recruitment

Campus recruitment is an external source of recruitment, where the educational institutions

such as colleges and universities offers opportunities for hiring students. In this process, the
organizations visit technical, management, and professional institutions for recruiting students
directly for the new positions.

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What is selection?

Selection is the process of interviews, reference checking and testing or assessment that assists
you to ensure the best person is appointed; using effective, fair and equitable practices.
Selection is usually a series of hurdles or steps… each one must be successfully cleared before
the applicant proceeds to the next step. The time, emphasis and sequence of steps will vary
between organizations.

What is selection in HRM?

Selection is the process of putting right men on the right job. It is a procedure of matching
organisational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job,
the organisation will get quality performance of employees.
Moreover, organisation will face less of absenteeism and employee turnover problems. By
selecting right candidate for the required job, organisation will also save time and money.
Proper screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.

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Importance of Selection
Selection is an important process because hiring good resources can help increase the overall
performance of the organization. In contrast, if there is bad hire with a bad selection process,
then the work will be affected and the cost incurred for replacing that bad resource will be
high.

The purpose of selection is to choose the most suitable candidate, who can meet the
requirements of the jobs in an organization, who will be a successful applicant. For meeting
the goals of the organization, it is important to evaluate various attributes of each candidate
such as their qualifications, skills, experiences, overall attitude, etc. In this process, the most
suitable candidate is picked after the elimination of the candidates, who are not suitable for
the vacant job.

The organization has to follow a proper selection process or procedure, as a huge amount of
money is spent for hiring a right candidate for a position. If a selection is wrong, then the cost
incurred in induction and training the wrong candidate will be a huge loss to the employer in
terms of money, effort, and also time. Hence, selection is very important and the process
should be perfect for the betterment of the organization.

Advantages of Selection
A good selection process offers the following advantages−

 It is cost-effective and reduces a lot of time and effort.

 It helps avoid any biasing while recruiting the right candidate.

 It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.

 It provides a guideline to evaluate the candidates further through strict verification and
reference-checking.

 It helps in comparing the different candidates in terms of their capabilities, knowledge,

skills, experience, work attitude, etc.

A good selection process helps in selecting the best candidate for the requirement of a vacant
position in an organization.

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Selection Process and Steps
As we have discussed that Selection is very important for any organization for minimizing the
losses and maximizing the profits. Hence the selection procedure should be perfect. A good
selection process should comprise the following steps

Employment Interview

Employment interview is a process in which one-on-one session in conducted with the

applicant to know a candidate better. It helps the interviewer to discover the inner qualities
of the applicant and helps in taking a right decision.

Checking References

Reference checking is a process of verifying the applicant’s qualifications and

experiences with the references provided by him. These reference checks help the
interviewer understand the conduct, the attitude, and the behaviour of the candidate as an
individual and also as a professional.

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 Medical Examination

Medical examination is a process, in which the physical and the mental fitness of the
applicants are checked to ensure that the candidates are capable of performing a job or not.
This examination helps the organization in choosing the right candidates who are
physically and mentally fit.

Final Selection

The final selection is the final process which proves that the applicant has qualified in all
the rounds of the selection process and will be issued an appointment letter.

Factors affecting selection process

Selection is arguably the most important aspect of HR and is critical to the continued success
of your organisation. So what do you need to be aware of when developing your selection
process?

There are a number of factors which affect the outcomes of an organisation’s selection process,
we’ve outlined seven that you should be aware of.

The recruitment campaign

A recruitment campaign may attract or detract high quality candidates. This depends on a
number of factors:
1. If the campaign was targeted at the correct demographic for the position.
2. If the campaign was extensive and reached the correct demographic
3. If the campaign had the right message

The geographic location of candidates

The geographic location of candidates may affect the demographics of the candidate as if you
are recruiting from a small and specific geographic location you may be limiting the diversity
of the candidates and missing out on great talent.

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 The literacy skills of the candidates

As with geographic location, literacy skill varies across applicants. This will ultimately impact
their suitability to the role. For example, an applicant pool largely consisting of candidates
from NESB may have a significantly different mean literacy score to a group of native English
speakers.

The number of candidates applying for a position

The more candidates that apply, means a larger pool of talent to search within. This then
translates to a greater chance of identifying high quality candidates that are suitable for the role.

The correct use of assessment

It is critical that the correct assessment is used in order to identify the correct target group. If an
assessment is not appropriate for a particular role, then there is a risk of them being rejected
when in fact they had the correct skills for the position.

Attractiveness of the position

Some roles are more attractive than others. The more attractive the role, the more likelihood of
attracting high quality candidates. This can include the type of responsibilities, the perks and the
culture of the organization.

The selection process itself

The likelihood of identifying a quality candidate depends on the selection process used. If you
follow the best practice method where candidates are assessed at the first selection round, and
they receive regular feedback during the process, this can increase your chance to find the best
candidate for the role.

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 Objectives of study

The main objective of recruitment and selection is fairly obvious: to hire the most-qualified
candidate to fill an available position. Additional objectives include:

 Creating a large talent pool of candidates to ensure the organization can hire the best
employee.
 Finding people who will fit in with the company culture and contribute to the organization's
goals.
 Reducing the likelihood that a candidate will leave after a brief time by finding the right
employee for the position the first time around.
 Meeting the organization's diversity and social commitments by selecting candidates based
solely on their merits and the way they fit in with the company values, goals and culture.
 Improving the company's reputation through fair, unbiased and effective hiring practices.
Expediting the future recruitment and selection process and reducing costs by gathering a
large pool of talented candidates who may be interested in future vacancies.
 Improving and streamlining the recruitment and selection process, including expediting
future job analyses for similar positions.
 Evaluating the effectiveness of different recruiting and sourcing techniques and sources for
job applicants.

Beyond the main objectives of the overall process, each step of recruitment and selection has
its own objectives, which is why the overall process can be so time consuming. For example,
the main objective of the job analysis is to understand what tasks the vacancy encompasses,
which is necessary to create a list of specifications or ideal qualifications for the new
employee. To better understand the full scope of objectives for the recruitment and selection
process, it's beneficial to look at the objectives for each individual step

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Research Methodology of study

The research methodology is scientific and systematic for pertinent information on specific
topic. It is a careful investigation or inquiry especially through search for new facts in any
branch of knowledge. This research study is taken as a part of educational curriculum. Research
is a systematized effort to gain knowledge and hence, it helps to practical knowledge in study
various steps that are generated adopted by a research in studying his research problem along
with the logic behind them.

Data Sources
There are two types of data sources available to the research processes.
1. Primary data. 2. Secondary data.

Primary Data
The primary data is collected by using primary methods such questionnaires, interviews,
observations etc. For this study questionnaires are used to collect primary data from the
employees of the industries. We know relatively little on a systematic basis about how or why
organizations choose to use different combinations of these strategies, though some of the
results reported in the study of recruitment and selection and in large firms offers some pointers
that are worthy of further exploratory research, particularly among small and medium sized
organizations. Nowadays employees suggest that personality tests are now being routinely used
for some occupations in 19 per cent of workplaces, and performance tests are being used in
Recruitment and selection in 46% of workplaces.

Personality testing seems to be concentrated in larger workplaces and used upon professional,
managerial, and sales staff; and performance testing concentrated again in larger workplaces
but used for professional and administrative staff. Among the sample of large employers, the
overall relative ranking of importance of different skill/suitability Assessment methods was as
follows:

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1. Interview
2. Work experience
3. Performance/competency test
4. Qualifications
5. Assessment center
6. Personality/aptitude test

Secondary Data
Secondary data is collected from various Journals, books, websites, Government reports,
Newspapers, and other research reports.

Particular No. of Respondents

Newspaper sources 45
Journals& Periodicals 10
Campus recruitment 40
Employee referral 30
Consultancies 25

Total 150

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Limitations of the study

Some common limitations of this study are-

Process consumes a lot of time

Recruit ment is a lengthy process, and the recruit ment agency might take a lot of
time to find the correct candidates. A recruit ment team isn’t helpful when you
want a candidate to fill a vacant posit ion immediately.

Communication gap

The only way to communicate wit h the recruit ment team is via emails or
telephones. There can be times where the team doesn’t properly understand what
the company wants and finds a wrong candidate.

On the other hand, the company’s HR department is always there, so they can
proactively search according to the company’s need. They understand the business
model in a better way as well.

Not practical for temporary hires

Hiring a recruit ment team for finding candidates for project work isn’t ideal since
the person is only going to work for a limited time. So, you will only have to bear
the load of finding employees on a temporary basis.
In such circumstances, the cost of operation goes higher than the benefit s the
company gets on by making the hire.

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 Company’s profile

AIMA is an entrepreneurial venture in skill development and vocational education targeting

to deliver large scale training programs for empowering the youth for sustainable employment.

About AIMA

AIMA lives by the culture that every individual’s performance enhancement in every sphere
of training and maximizing the potential of every youth for sustainable livelihood.

With an endeavor to satisfy our clients states as well as unstated needs, we adopt the feasible
and legally viable approach to execute assignments in a seamless, cost effective and time bound
manner.

High integrity and confidentiality in dealing with clients and assignment under taken is deeply
inculcated in our team.

What AIMA do?

 Impart training to and empower 1million youth in 10 years.

 Reach rural and difficult areas and enable youth access to skilling opportunities.
 Execute skilling programs with highest quality, best in class practices, efficiency and
strong ethics.
 Bring scalable expansion to skilling business across regions and sectors for all the
associates.

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AIMA work’s

AIMA is an entrepreneurial venture with training

offerings across all sectors including healthcare, tourism,
handicrafts, capital goods, agriculture, iron and steel,
beauty wellness and security AIMA is currently present in
Madhya Pradesh, Bihar, Uttar Pradesh, Assam,
Tripura, Jharkhand, Odisha and is expanding to other
states. So far, we have with a track record of 90%
certification.

Salient Features
Some common characteristics are -

Common Norms
The scheme is aligned to MSDE Common Norms and will be amended from time to time.
Payout Mechanism
The training cost will be directly transferred to the Training partners.

Target Allocation
The targets will be assigned to the Training Centers on a long term basis with a provision review.

Mobilization

Training Centers shall conduct various outreach campaigns across the districts in which located.

Monitoring

Aadhar Based Biometric Attendance system is made mandatory.

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AIMA’S Objectives

 To provide our learners with a quality education that is measurable and cost effective
 To inculcate long term knowledge relationships with our clients
 To provide ongoing training solutions that meet the evolving needs of
youths, skill and market.

AIMA aims to deliver best of class trainings to the deserving youth of the
nation in association with industry, government and institutions.

AIMA service’s

AIMA provide best services in the industry in the field of -

 training and skill development

 vocational training
 capacity development
 research support
 market research
 business research
 database and management analytic

Mission

Skill upgradation of 1 million youths by 2022

Vision

To reduce the skill gap in India to raise human capital of India up to global standards.

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AIMA’S Approach

R
E
A
C
S
O
U
R
T
C
R program to align all

AI with certification
N
PL
A
C
E

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Work methodology

Insight

Insight is the knowledge in the form of perspective, understanding, or deduction Someone may
come up with an insight after a long period of thought, or suddenly out of thin air as in an
epiphany or sudden understanding through our innovative tools clients will develop the
capacity to discern the deep, clear and true nature of a situation.

In order to elucidate the new aspects, we use innovative techniques to organize and analyze
raw data. This includes querying data mining, analytical processing and reporting.

Intelligence

Intelligence is a product that consists of information that has been refined to meet your need.
It is a process through which information is identified, collected, and analyzed.

Intelligence refers to both the individual’s organizations that shape raw data into a finished
intelligence product for the benefit of decision makers and other organizations. At our
organizations through innovation and insight we try to provide information and data compiled
using methodologically sound processes that helps to take better decisions and development.

Innovation

Innovation is an idea that develops improved tools having marketable potential. The exercise
of innovation involves improvement of applications for existing technologies or refinement of
existing technologies. Innovation is an imaginative activity fashioned so as to produce
outcomes that are both original and of commercial value.

At our organization our team is dedicated to create blue ocean of opportunity that will take
your performance to a whole new level. Innovation is not just a word for us; it’s the entire
essence behind the creation of our organization. Our team tries to use new knowledge and
understanding to experiment with new possibilities that have a potential to create new values,
once implemented. we aim to provide cost effective and practical solutions.

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 Data analysis and interpretation

Analysis
Data analysis is very important aspect of project, as it basically involves the analysis of all
the information that we collected.

Data analysis is a body of methods that help to describe facts, detect patterns, develop
explanations and test hypothesis. After analysis of each of the question in a questionnaire the
interpretation of the same is also being provided which includes the reason about the particular
aspect of the organization.

1.The source of recruitment followed in industries

Particular No Respondents

external 30
internal 20
both 100
Total 150

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Interpretation: From the above table and graph it is observed that, 30 respondents have
accepted that the company is following external recruitment sources and 20 respondents have
accepted their company is following internal recruitment sources and 100 respondents have
expressed that their company is adopting both intern al and external recruitment sources.
Other 03 Total 150

2. Attributes taken in to preference for recruitment and selection procedure

Particulars No No. of Respondents

Experience 25

Qualification 50
Both 72
other 03
Total 150

Interpretation:
It is observed that,25 members expressed that, their company gives preference to experienced
candidates. 50 members expressed that, their company gives preference to qualified candidates.
72 members expressed that, their company is giving preference to both experience and
qualification candidates and three members are accepted that their company gives preference
to other criteria.

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3. The main sources of selection in three selected industries

Interpretation:
It is observed that 30 members of the total respondents have expressed that, their company is
following written tests 25 members of the total respondents have expressed that, their company
is following group discussions,50 members of the total respondents have expressed that, their
company is following interview,45 members of the total respondents have expressed that, their
company is following all the above tests as main source of selection.

4.Analysis about the period of recruitment of your organization

Particulars No. of Respondents

Quarterly 0
Half-yearly 32
annually 41
When we required 77

Total 150

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Interpretation:
It is observed that.32members of total respondents have expressed that the company recruit’s
employees halfyearly,41members of total respondents have expressed that the company recruit
employees annually, and 77 members of total respondents have expressed that the company
recruit employees whenever they required.

11. The reason for accepting the offer in the organization.

Particulars No. of Respondents

Relocation 20

Relation with employer 15

Decent salary 50

Opportunities for growth 20

Job security 25

Identification with the company 20

Total 150

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Interpretation:

From the above graph, we can understand that 20members of total respondents are selected
this organization for relocation, 15members of total respondents are selected this organization
for the reason of Relationship with employer ,50members of total respondents are selected this
organization for decent salary,25members of total respondents are selected this organization
for security, 20members of total respondents are selected this organization for
growth,20members of total respondents are selected this organization for identification.

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 Findings and observations

The findings from the analysis including charts, bars, and graphs are listed as follows: -

 The company considered portals as the most important medium of hiring employees
and then employee references are also act as the important source of recruiting people.
 The employees consider the employee references are one of the most reliable source of
hiring the new employees and also to some extent portals, but before hiring from portals
the references provided there are need to be confirmed as I did during my training
period
 The most important feature in company’s recruitment &selection policy is that we need
to take in consideration the ratio between the turn-up and line-up candidates, and after
analysis I found it most of the employees are also holding the same opinion
 The existing recruitment process of company is good but it has some shortcomings that
is being Covered in recommendations and on overall the recruitment department has
pressure on it.
 After analysis of the company selection procedure I found out the company is using
quite effective method of doing selection of candidates and they always take in
consideration the cost benefit ratio which is quite important from the long perspective
of hiring employees.
 The ratio of selected candidates to joining candidates is quite effective and highest in
number as the employees being selected are also of the view that they are analyzed
properly and effectively

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 Conclusion

The summary of the study and survey done in recruitment and selection done in HR team
solution gave me a good learning and understanding about the whole process and suggest ways
to improve its effectiveness there by the organization’s performance.

“client satisfaction is considered to be the kay for its firm’s success.”

Findings and recommendation re focused on to help the firm’s further growth in this sector.

In order to maintain business performance and competitive advantage, organization’s ,

recruitment becomes a key component of their overall business strategy.

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 References

 “Human Resources and Personnel Management” Tata McGraw- Hill Publishing

Company Ltd.,
 C. R. Kothari. “Research Methodology”, Methods and Techniques, Wishma
Prakashan,.
 Gupta, S.P., “Statstical method” Sultan Chand & Son Publishers, New Delhi, Thirty
Fourth Editon, 2005.
 Kandola, R. and Fullerton, J. (1991) Managing the Mosaic: Diversity in Action.
London, Institute of Personnel and Development.
 K. Robert Wood “Competency-Based Recruitment and Selection” Tata M.C.Graw-Mill
Publishing Company Limited

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 Bibliography

www.academic.edu.say

www.scribd.com

www.slideshare.net

www.google.com

www.wikipedia.com

www.aimaindia.com

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