A Project Report on

‘‘STUDY OF THE BPO HR

CONSULTANCY’’

Submitted By:
Kumari Swati
Enrolment No. - JKBS/AICTE/2014-16/11

An Internship Report submitted in partial fulfilment of requirements for Post

Graduate Diploma in Management

Internal Guide: External Guide:

Dr.Sudhir Sakhuja Mr. Gaurav Priyaraj
Mr. Praveen Saini
 DECLARATION

I hereby declare that the project entitled “Study of a BPO HR Consultancy” is

a bonafied and authentic record of work done by me under the supervision of

Dr. Sudhir Sakhuja during academic session 2014-2016. The work presented

here is not duplicated from any other source & also not submitted earlier for any

other degree/diploma to any university. I understand that any such duplication is

liable to be punished in accordance with the university rules.

Place: Gurgaon Kumari Swati

Page 1
 CERTIFICATE

This is to certify that Ms.Kumari Swati, pursuing her PGDM at JK BUSINESS

SCHOOL, Gurgaon ( Enrolment no. JKBS/AICTE/2O14-16/11) has completed
her Summer Internship Programme under the guidance of Mr. Gaurav priyaraj
at CORPGEN CONSULTANCY SERVICES from 1'st June 2015 to 31st July
2015 in the HR recruiting department.

During her internship with us, we found her sincere, hardworking, technically
sound and result oriented. She worked very well as part of a team during her
tenure with us.

We take this opportunity to thank her and wish her all the very best for her
future endeavours.

For Corpgen

(A unit of Peter Sheltho hospitality & services)

info@ petersheltho.com
 ACKNOWLEDGEMENT

A summer internship programme is a golden opportunity for learning and self-

development of a student. I consider myself lucky and honoured to have so
many wonderful people help in through in the completion of this project.

I wish to express my indebted gratitude and special thanks to Mr. Gaurav

Priyaraj, head of “The Corporate Generation Consultancy” who in spite of
being extremely busy with his duties, took time to hear and guide me. I would
also like to thank Mr. Praveen Saini, HR trainer whose encouragement,
guidance and support from the initial to the final level enabled me to complete
and develop an understanding of the project.

I express my deepest thanks to Dr.Sudhir Sakhuja (Internal guide / mentor) for

his guide and support. He helped all the time whenever needed and gave me the
right direction towards completion of the project.

Lastly, I express my sincere thanks and regards to all of those who supported
me in any respect during the completion of the project.

Kumari Swati
 INDEX
Contents Page No.

Declaration...............................................................................................1
Certificate................................................................................................2
Acknowledgement...................................................................................3
Executive Summary..................................................................................7
Introduction to HRM...............................................................................8-9
Introduction of the topic......................................................................9-10

Chapter 1: Profile of the company................................................12-23

1.1 About Company................................................................................13-14
1.2 Fact Sheet...........................................................................................14
1.3 Contact Details...................................................................................14
1.4 Company Profile..............................................................................15
1.5 Mission.......................................................................................15-18
1.6 Why Corpgen......................................................................................18
1.7 Facilities..............................................................................................19
1.8 Aim & Approach of Corpgen...........................................................19
1.9 Process............................................................................................20
1.10 Job specification......................................................................20-21
1.11 Candidate’s Referral......................................................................21
1.12 Database..................................................................................21-22
1.13 Advertising.....................................................................................22
1.14 Short listing for Client’s consideration........................................22
1.15 Placements follow up.....................................................................23

Chapter 2: Introduction of the study.....................................................24-29

2.1 Overview of BPO..............................................................................25
2.2 Reasons for the growth of BPO.......................................................26-27
2.3 SWOT Analysis of BPO industry...................................................29

Chapter 3: Research Methodology........................................................30-36

3.1 Objectives of study..........................................................................31
3.2 Scope of study.................................................................................32
3.3 Limitations of study.........................................................................32
3.4 Aim of study.......................................................................................33
3.5 Type of research.................................................................................33
3.6 Research Design...............................................................................34
3.7 Data collection Method......................................................................35
3.8 Interpretation from the study...........................................................36

Chapter 4: Start up of a consultancy...............................................37-49

4.1 Background........................................................................................38-39
4.2 How to start a recruiting firm..........................................................40-47
4.3 Government licenses required to start Corpgen..............................48
4.4 Organisational Structure of Corpgen...............................................49

Chapter 5: Operations of Corpgen........................................................50-61

5.1 Clients of Corpgen.............................................................................52-53
5.2 Functional area of recruitment specialization at Corpgen...............54
5.3 Employee placement at Corpgen................................................54-55
5.4 How does a recruiter/consultant get paid at Corpgen.....................55
5.5 Replacement.....................................................................................56
5.6 Recruitment procedure at Corpgen............................................56-57
5.7 Form attached along with candidate resume while forwarding to client..58
5.8 Format of candidate’s interview schedule at Corpgen....................59
5.9 Fundamental challenges at Corpgen................................................60
5.10 Final joining till now......................................................................60
5.11 SWOT Analysis of Corpgen..........................................................61

Chapter 6: Literature Review..........................................................62-67

6.1 Stating a business.......................................................................63-65
6.2 Working of a consultancy..........................................................65-67

Chapter 7: Findings, Recommendations and Suggestion................69-71

7.1 Findings............................................................................................69
7.2 Recommendations............................................................................70
7.3 Conclusion.......................................................................................71
References..............................................................................................72
 EXECUTIVE SUMMARY

I interned with ‘The Corporate Generation Consultancy Services’. It is

located in Nirman Vihar, New Delhi and is a BPO HR Consultancy, involved in
the activities of the recruitment process. Internship at Corpgen, was a great
exposure to the industry. After going through summer internship, this was
firsthand experience how consultancy industry functions.

The primary goal of the internship was to get a real time insight into the
working of the organisation. The major accomplishment for me during my
tenure of two months internship was to recruit candidates and to learn more
about recruitment process and how it is done for BPO industry in the
consultancy, who happens to be our major client. Also I got to learn about HR
consultancy through my study.

PGDM course of JKBS requires student to undergo a Summer Internship

Programme with an organisation followed by a report assigned by the
supervisor in the organisation and endorsed by the faculty mentor. I took this
opportunity to do my internship with ‘The Corporate Generation
Consultancy Services’ providing recruitment services in New Delhi.
Observation and suggestion were made so as to enhance the quality of the effort
taken.

Under the guidance of my supervisor Mr. Gaurav Priyaraj and Praveen Saini at
the organisation, I have conducted my study on ‘BPO HR Consultancy’ i.e.
about Corpgen itself. My internal mentor and faculty Dr.Sudhir Sakhuja, Dean
of JKBS also approved the topic and authorized me to prepare this report as a
part of fulfilment of internship requirement and gave me proper guidance and
assistance over time.
INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT –
Human Resource Management is concerned with human beings, who are
energetic elements of management. The success of an enterprise will depend
upon the ability, strength and motivation of persons working in it. Human
Resource Management refers to systematic approach to problems in any
organization. Human Resource Management is concerned with all aspects of
managing the human resources of an organization.

According to Likert “Every aspect of firm’s activities is determined by the

competence, motivation and general effectiveness of its human organization. Of
all the tasks of management, managing the human component are the central
and most important task because all depends upon how well it is don e.’’ This
quotation sums up the importance of human component in an organization and
need for managing it effectively.

Human Resources are the most important assets of an organization. Its objective
is the maintenance of better human relations in the Organization by the
development, application and evaluation of policies, procedures and
programmes relating to human resources to optimize their contribution
towards the realization of organizational objectives .It is concerned with
getting better results with the collaboration of people.

Human Resource Management has been defined by various eminent authors.

Some of them are mentioned below:-

‘’The policies and practices needed to carry out the people or human resources
aspects of a management position including recruiting, screening, training,
rewarding and appraising.’’
Dictionary of Human Resource Management and Personnel Management.

‘’Human Resource Management is that part of the management’s process which

is primarily concerned with the human constituents of an organization.’’

-E. F .L .Breach.
INTRODUCTION OF THE TOPIC -
A consultancy firm is a firm providing placements or job to the individual in a
specific or varied industry. The primary purpose of a consultancy firm is to
provide jobs to the candidates according to their requirements.

Consultancy firms in essence are hired for a variety of purposes starting from
something to be as straight forward as researching a new market, technically
challenging as designing and coding a large manufacturing control system, as
sensitive as providing outplacement services for the HR department, or as a
sophisticated as totally rethinking the client’s organisation and strategy. Their
expertise in the chosen field not only makes them suitable but also due to
exposure to other clients and similar problems in the same industry aware of
best practices as well as probable solutions.

The ultimate aim is to understand the root of the problem and provide solution
that is both cost and time effective and performance enhancing. The
management consultancy industry has seen rapid growth and development since
1980’s with more than 20% growth rates. And today this sector has expanded
into multiple of branches like:

 Information technology consulting

 Medical consulting

 Human Resources consulting

 Financial consulting

 Operations consulting

 Sales and market research consulting

 Strategy consulting
  Hotel and hospitality consulting

On top of the above mentioned divisions, there are consultancy firms which
serve niche sectors like Advertising/Marketing/Public relations consulting,
Environmental consulting, Energy consulting, Consulting in Politics and
the Public Sector, Real Estate consulting etc.

Employment / Placement agencies operate in both the public and private

sectors. The commercial recruitment industry strives to provide a candidate to a
client for a price. Agencies at one end of the spectrum are paid only if they
deliver a candidate that successfully stays with the client beyond an agreed
probationary period usually 1 or 3 months. Agencies at the other end charge a
retainer to focus on a client's needs and achieve milestones in the candidate
search, and receive a percentage of the candidate's salary when the candidate
stays beyond a probationary period. The agency recruitment industry is highly
competitive, therefore agencies have sought out ways to differentiate
themselves and add value by focusing on a particular part of the recruitment life
cycle. Most agencies provide a broad range of services, and with the extremes
being the traditional providers and the niche operators.
 Chapter-1

PROFILE OF THE
COMPANY
 COMPANY’S NAME - The Corporate Generation Consultancy Services
ADDRESS - 29A, Veer Sawarkar Block, Shakarpur, NirmanVihar, New
Delhi, India
OWNER - Mr. Gaurav Priyaraj and Mr. Hubert Shilshi
CONTACT NO.– + (91) 9953138012 / 9911429574
WEBSITE – www.petersheltho.com (under construction)
EMAIL ID - info@petersheltho.com

ABOUT COMPANY –
‘The Corporate Generation Consultancy Services’ located in New Delhi,
India assists companies in search of qualified and experienced professionals
across sector and industries.
They are a prominent executive search and selection company, providing a wide
range of recruitment solutions for various requirements. They are a team of
dedicated professionals offering services.
Established in 2014 with licenses, Corpgen is an international recruitment and
employment agency. Their team offers high quality services to provide the best
outcomes in the recruitment and employment of personnel from a diverse set of
business sectors and provide clients with the very best quality, value and service
in human resource consulting. The name, ‘The Corporate Generation’, is
based on three entities that are vital to the recruitment process "employ,
employer and employee”.
Their team having extensive previous work experience and currently specialize
in different domains across industries and professionally hunt and source
candidates based on specific client requirements.

FACT SHEET –
Year of establishment: August 2014

Nature of business: Recruitment for BPO industry (International and

Domestic) for Voice process.

Major markets: Delhi, Gurgaon and Noida.

CONTACT DETAILS –
Company Name: The Corporate Generation Consultancy Services

Contact Person: Mr. Gaurav Priyaraj

Contact No. : + (91)-9953138012 / 9911429574

Address: 29A, Veer sawarkar Block, Shakarpur, NirmanVihar, New Delhi,

India.

Email: info@petersheltho.com
Website: www.petersheltho.com (under construction)
COMPANY PROFILE -
A unit of Peter Sheltho Hospitality and Services, “Corpgen” is one of the
leading recruitment and consulting firm based out of New Delhi, India. Their
philosophy is to be a win-win or no deal kind of company. When their clients
are successful, they are successful. They are providing manpower support to
various IT & Non-IT firms (International & Domestic) and looking forward to
work with them to support and expedite their recruitment procedure. Their team
comprises of professionals with around more than 11 years of rich experience in
corporate sector and given an opportunity they can assure to provide most stable
and best skill set in the sector.

The name, “The Corporate Generation” is based on three entities that are
vital to the recruitment process "employ, employer and employee”: you, the
employer, your prospective employees and the 'art' of employment. Their team
offers high quality services to provide the best outcomes in the recruitment and
employment of personnel from a diverse set of business sectors to provide
clients with the very best quality, value and service in human resources
consulting.

MISSION -
There’s nothing like a mission to excite and unite people in a common goal. At
Corpgen, their mission is simple; they want to be the world’s best at helping
employers achieve success through people. At each step of the relationship with
their clients and candidates, they deliver value, advice and an expert point of
view.
To accomplish this, they rely on seven core principles that guide their business
strategy, behaviour and relationships.

1) No ego – Leave your ego at the door, be genuine and take a personal
approach.

2) Get it right – They work to find the right candidate at the right time with the
right skills and the right personality to make the placement perfect.

3) Lead by example – Do what is right by people, your actions are what count.

4) Loyalty – They value loyal customers and loyal candidates and most of all
loyal employees. They want to work with their clients for years & years &
years...

5) Achieving goals- TCG recruitment supports candidates, clients and

employees to achieve their personal goals. Supporting people to achieve their
goals is why they are in business.

6) Love our employees – Their consultants are their family too.

7) Have fun! – Be in the moment, smile at challenge and have fun! That’s
when you do your best.

TCG recruitment strategy guarantees to

 Take the time to understand candidates and their needs.

 Refer only genuine positions which best suit their qualifications and
experience.
 Maintain confidentiality and objective assessment of their abilities.
 Provide honest and constructive career guidance.
 Introduce them to a range of job opportunities which may never be
advertised.
  Give professional resume advice and how best to present at interview.

The benefits of registering with TCG recruitment include:

 There is no fee as the employer pays for this service.

 Their consultants are market aware and often will discuss job
opportunities that are not advertised or are in areas that one may not have
previously considered.
 The major part of their time is spent interviewing candidates, in helping
people to set attainable goals and determining each candidate’s potential
in terms of responsibility and rewards.
 They can give one positive advice on how one should conduct itself
during an interview and their resume preparation that can give them the
winning edge.
 They can save one’s valuable time in the preparation of job applications,
letters, photocopying resumes as they look for the job for candidates.

TCG commitment to candidates:

TCG recruitment is committed to a code of professional conduct and we ensure

the highest professional standards and protection of your interests. For instance:

 They will not advertise in a misleading manner. You will know from the
advertisement or as soon as you inquire about a position advertised, that
you are dealing with a recruitment consultancy.
 If you are referred to an employer for interview, it will be a genuine job
opening, which has been authorized by an employer.
 Referral to an employer ensures that, as a result of their interviewing
techniques, you have been selected for short-listing on the basis of
 qualifications, experience and ability to meet the specifications of the
position.
 You will always be provided with full details of the prospective position
including key responsibilities, career prospects, hours of work, conditions
of employment, salary etc.
 Your identity and employment details will not be disclosed to a
prospective employer without your permission.
 They will treat your enquiry with the strictest confidence and will ensure
the security of your current position whilst the search for a new one is
undertaken.

WHY CORPGEN?
A unit of Peter Sheltho Hospitality and Services, Corpgen has the following
advantage over other consultancies that is the reason it should be chosen despite
having many other options -

 A perfect mix of business focus and technology which is backed with a

specialised team of recruiters.
 Their team offers high quality services to provide the best outcomes in
the recruitment and employment of personnel from a diverse set of
business sectors.
 Critical strength to always stand up on efficiency and quality in fulfilling
commitments at the workplace.
 Capability to source high number of candidates for the clients and scale
up.

Their philosophy is to be a win-win or no deal kind of company.

‘When their clients are successful, they are successful!!!’

FACILITIES –
A completely computerized network environment with sophisticated software
for maintaining and accessing database.

 Friendly and healthy working environment with telephone lines, internet

and email facility.
 There is a good job site on the web to publicize the requirements
immediately.
 Dedicated team of recruiters who believe in right people for right
position.

AIM & APPROACH OF CORPGEN –

Aim is to ensure that they 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, they make sure they understand what they want
first before discussing any relevant career options. Their consultant is on hand
to guide you through the options to match the candidates with their ideal job.

Their aim is to offer their clients the best consultancy services. This means that
they provide clients with full consultancy services, from identifying the relevant
candidate, to closing the position at short span of time.

They have tie up with many companies in BPO industry for voice process. Their
approach to reach the candidates is through the job portals mainly s hine.com
and monster.com job portals. They also have candidate’s referral database.
PROCESS –
Looking for a good employee is as difficult as searching for a good employer.
When the recruitment process extends over the national boundaries and borders,
finding the perfect candidate are a real challenge. At Corpgen they know that
good quality employees that help business grow. To ensure a streamlined
process and quality service for clients, the recruitment process is the same for
every applicant they refer. This also provides the candidates with a consistent
level of exceptional service from the Corpgen Recruitment Team.

JOB SPECIFICATION –
The first step is to take a detailed job description from the clients to determine
their key needs and requirements. For existing clients, it is normally conducted
via telephone and email.

For new clients, they prefer to discuss their requirement in person so as to

develop rapport and become familiar with the organisation and the environment.
If an appointment cannot be made straight away, they will search from the job
specification received via telephone and have resumes ready for their client’s
consideration at their introductory meeting. The preferred information required
for their job specification includes:

 Qualifications / experiences required.

 Role description and key responsibility.
 Opportunities for career progression.
 Software experience required / preferred.
  Hours / days of position, additional flexibility required.
 Salary expectations
 Start date and / or duration of appointment (temp positions only).

CANDIDATE REFERRAL –
Due to the company’s positive reputation in the market with various clients and
candidates, some of the best candidates are referred to them by the people who
have an existing and ongoing relationship with Corpgen Recruitment.

This relationship provides them access to the candidates who may not be
actively looking for a new role and therefore wouldn’t normally be on the
market.

DATABASE –
The company has an existing database of candidates / job seekers who have
registered with the company.

The registration process involves:

 Candidate short-listing
 Interview – They personally meet each applicant; determine their
requirement and suitability for available positions.
 Skills testing – tailor made skills testing software designed as per the
requirements.

They review all currently registered applicants when a new position is

registered against the job specification to determine any preliminary matches.
This can expedite the process of selection for prospective employers (and their
applicants). They contact all matched applicant to inform them of the new
position, determine their interest and if they are interested, forward their resume
to our clients for consideration.

ADVERTISING –
Following the database search, they advertise in all the possible media and on
the internet to attract additional interest in the position. All advertising
conducted on behalf of our clients is done so anonymously.

SHORT LISTING FOR CLIENT CONSIDERATION –

After conducting a thorough screening and interview process, they forward the
applicant’s resume to their clients for consideration, clients can nominate
applicants they are interested in meeting and their consultants will arrange
interview times suitable to both the client and the applicant. Corpgen
recruitment guarantees not to waste candidate’s time. If they have only two
suitable applicants, they will provide only these two applications. They will not
provide unsuitable applicants just to make up the numbers as theirs clients and
candidate’s time is valuable, too.

Once interviews are conducted and an applicant is selected, they offer the
position to the applicant. Corpgen Recruitment will also inform unsuccessful
applicants. All placements will be confirmed in writing prior to commencement.
PLACEMENT FOLLOW UP –
All permanent placements are guaranteed for three months. During this time,
they will keep in touch with their clients and the successful applicants to ensure
their suitability and the satisfaction of their client.
 Chapter-2

INTRODUCTION
OF THE STUDY
BUSINESS PROCESS OUTSOURCING OVERVIEW -
Off shoring is a phenomenon, wherein an enterprise relocates the production of
its goods or services to various locations in countries other than the one in
which it is based. Off-shoring especially that of services has become an
increasingly viable option for companies looking to improve their operational
efficiencies, bottom lined and business performance. In fact, to achieve global
competitiveness and high profitability, it has now almost become imperative for
most of the companies to offshore some of their IT and non- IT BPO services.
BPO is a subset of outsourcing that involves the contracting of the operations
and responsibilities of a specific business process to a third party service
provider. BPO is typically categorized into Back Office Outsourcing, which
includes internal business functions such as human resources or finance and
accounting, and Front Office Outsourcing which includes customer related
services such as contact centre services.
BPO that is contracted outside a company’s country is called Offshore
Outshore.BPO that is contracted to a company’s neighbouring (nearby) country
is called Nearshore Outsourcing. Often the businesses processes are
information technology based and are referred to as ITES-BPO where ITES
stands for information technology enabled service. Knowledge Process
Outsourcing (KPO) and Legal Process Outsourcing (LPO) are some of the sub
segments of BPO. The global Business Process Outsourcing (BPO) market has
undergone rapid transformation during the last decade and has been adopted as
a strategic business solution by leading companies. A reduction in telecom
costs, coupled with the increased digitization of services, is helping many
companies to off-shore their services.
REASONS FOR THE GROWTH OF BPO SECTOR
-
The major reasons for the phenomenal growth of the BPO sector can be
attributed to “location advantage” and “people attractiveness” factors, and
India scores very high on both counts. According to a review by NASSCOM,
the above reasons include six major factors:

 A growing and highly educated English-speaking workforce with the

required technical and soft skills.
 Huge cost advantage
 Competent management of data security risks.
 Adoption and maintenance of international quality standards.
 World-class telecom infrastructure.
 Government support

In general, India has significant geographical advantage due to the time

difference between the US and Europe and so there is enough feedback time. In
terms of people attractiveness, India has a large pool of highly- trained, English-
speaking, low-cost labour, which adds as an attraction for off shoring more than
anything else.
Growth of BPO Industry from 2011-2015 –

MARKET SIZE -
India has revenues of US$ 10.9 billion from offshore BPO and $30 billion from
IT and total BPO. India thus has some 5-6 % share of total BPO industry, but a
commanding 63 % share of the offshore component. However while the BPO
industry is expected to grow in India, its market share of the offshore piece is
expected to decline. Important centres in India are Bangalore, Gurgaon,
Chennai, Kolkata, Mumbai, Pune and New Delhi.
Share of BPO sector in the IT and ITES Industry –

Estimated growth of BPO Sector by 2022 –

SWOT ANALYSIS OF INDIAN BPO INDUSTRY –
STRENGTHS WEAKNESS
 English speaking labor pool  High attrition
 No stability
 Strong IT background
 High attrition rate
 Superior service maturity
 High absenteeism rate
 Cost competitiveness
 Health problems in employees due
 Indian domestic market growth to night shift.

OPPORTUNITIES THREATS
 Unexplored market  Rising cost

 Greater share of market  Incresing competition

 Have many verticals

 Chapter-3

RESEARCH
METHODOLOGY
Research is a ‘careful investigation or inquiry especially through research for
new facts in any branch of knowledge.’

OBJECTIVES OF STUDY –

Broad objective:

To understand the company “The Corporate Generation Consultancy

Services” and to know about its start-up and the operations.

Specific Objectives:

 To study and understand the structure of the consultancy.

 To critically analyse the practical operations of the consultancy.
 To understand and analyse the challenges faced during running the
consultancy.
 To suggest suitable measures to improve the quality of work.
 To identify major areas of improvements if any, and provide valuable
suggestions improving the efficiency of the consultancy.
 To analyse the findings and suggestions for the study.
SCOPE OF THE STUDY –
 To help in differentiate between the practices and the theories regarding start-
up and working of the HR firm.
 To understand the consultancy industry, their mechanism of action and
their role in placement.
 Finding the BPO client’s preference regarding candidates.
 To suggest any measures / recommendations based on observations made
during vocational training at Corpgen for the betterment of the
consultancy.

LIMITATIONS OF THE STUDY –

As limitations are the mandatory part of any project, this project is also not an
exception to this. The study is subjected to the following limitations-

 The main limitation of the study was collection of the information as the
firm has been opened recently and it is a small firm that is the reason to
have very less data about it.
 The study is based on the data provided by the company, so the
limitations of the company are equally applicable.
 Data is collected from the company record and discussion with COO
only.
 Limited to BPO Industry only.
AIM OF THE STUDY –
To study and analyse about the BPO HR Consultancy firm, its start-up,
operations, challenges and give recommendations in the form of conclusion.

TYPE OF RESEARCH –
The type of research used to generate this project is:

Qualitative Research:

It represents collecting, analyzing and interpreting data by what people say and
do. It refers to the meanings, definitions, characteristics, symbols, metaphors
and description of things. It is much more subjective and uses very different
methods of collecting information, mainly individual, in-depth interview and
focus groups. It generates mainly non-numerical data and focuses on gathering
of mainly verbal data rather than measurements. Gathered information is then
analyzed in an interpretative manner, subjective, impressionistic or even
diagnostic. The nature of this type of research is exploratory and open-ended.

I did qualitative research in this project and the method used to collect
information was informal discussion with the Mr. Gaurav Priyaraj (COO) of
Corpgen.
RESEARCH DESIGN –
Research design specifies the methods and procedures for conducting a
particular study. A research design is the arrangement of conditions for
collection and analysis of data in a manner that aims to combine relevance to
their search purpose with economy in procedure.

Research design is broadly of 3 types:

 Exploratatory Research Design

 Descriptive Research Design
 Explanatory Research Design

Exploratory Research Design:

It has the following characteristics:

 Gather preliminary information.

 Define problem with more clarity.
 Use of secondary data and qualitative research.

Those studies which are concerned with describing the characteristics of

particular subject. It is defined as the initial research into a hypothetical or
theoretical idea. This is where a researcher has an idea or has observed
something and seeks to understand more about it. An exploratory research
project is an attempt to lay the groundwork that will lead to future studies, or to
determine if what is being observed might be explained by a currently existing
theory.

In this project, exploratory research method is used.

DATA COLLECTION METHOD –
The data has been collected from both the sources primary and secondary
sources to generate the project.

Primary Data:

Primary data means data that are collected by different techniques like
questionnaire, Depth interview, Survey, Schedules etc. In this project, primary
data has been collected through informal discussion with professionals and
observations made while working at the firm.

Secondary Data:

Secondary data means data are available i.e. they refer to the data which have
already been collected and analyzed by someone else. The secondary data
involved in this project has been gathered from websites, internets and going
through the company records and other relevant sources.

Personal Observation:

I have actively participated in recruitment procedure of the company, so i am

able to got firsthand experience of recruitment and easily able to recognize the
pitfalls that are prevalent in Recruitment procedure at Corpgen.
INTERPRETATION FROM THE STUDY –
Corpgen consultancy’s strength lies in its experienced and dedicated workforce
manpower. The strength in recruitment comes from the manpower it has as they
believe in right people at right place. They are one of the leading consultancies
in providing placement.

Corpgen financial performance is consistent with its mission, objectives and

organisational environment. The orgnisation embraces the idea of “dedication
towards organisational excellence”. This includes improvement of company,
services and employees.

The recruitment industry is changing fast. To survive and to prosper involves

expanding its verticals apart from BPO and IT- enabled services only. This
means that the consultancy has to think ahead, tie up with more companies and
something that generate good revenue but involves fewer risks. Huge sums must
be invested in hiring best recruiters and developing the infrastructure of the
Corpgen. As Corpgen expands its verticals, they must be mindful of changes
caused by it. The competitive environment creates challenges and opportunities
for any company - with equal importance for the communities in which they
reside.

The study offers new insights into what is the recruitment process at a
consultancy. It helped to learn about the structure and operations of the
Corpgen. It also identifies the challenges faced during starting a recruitment
firm and the steps involved in starting a recruitment firm as entrepreneur.
 Chapter-4

START-UP OF THE
CORPGEN
BACKGROUND –
Everyday people been fired from the day job, employee changing their firms,
human resource department looking out for trust worthy and efficient workers.
These all lead to the rise of recruitment agencies. Thousands of people are on
the lookout for recruitment agency jobs. Many businessmen have already seen
this as a good opportunity and invested on recruitment agencies.
A legal recruitment agency does not only allow them to help people looking for
jobs and employment opportunities. An employment agency business also
allows entrepreneurs to earn considerable profits for matching employers and
employees. If someone is looking for a perfect business that they can engage in,
they might want to consider investing in a job recruitment agency. Here are
some things to remember when starting an employment staffing agency:

 Plan on how you get clients avail of your recruitment and

human resource services -
Among the challenges of job placement agencies is finding clients who will
avail the different human resource services that they offer. It is therefore best
that you identify how you are going to have employers and companies avail of
your placement agency services. You can, for example, send letters to
companies and tell them about the services that you offer. It is best, however,
that you are able to persuade them to avail of your employment recruitment
agency services by telling them about the advantages and benefits that they can
avail when they take advantage of recruitment agencies. Employers and
companies, for example, will find it cost effective to outsource the screening
and interview of applicants for their company. This is for reason that having a
specialized recruitment department among many companies can prove to be
very prohibitive. Make sure that you also tell prospective clients why you are
the best recruitment agency for them.
For example, of your healthcare recruitment agency specializes in recruiting
health care workers like nurses and midwives, you are the best staffing agency
to handle the human resources need of hospitals and health care institutions.

 Learn how to effectively find the best employees for a

particular job -
To be competitive in the recruitment agency business, you must know how to
get the best and most qualified workers to apply in your temporary employment
agency. Many employment staffing agencies generally take advantage of
advertising to get job hunters and careers shifters to apply in their employment
agencies. Your international recruitment agency can also make use of this
strategy so you will have a pool of qualified workers that can fit in the
qualifications needed by your clients. Giving your clients the bes t available
workers will help your hr recruitment agency become a reputable and efficient
employment agent.
HOW TO START A RECRUITING FIRM-
Step 1: Decide a name for your company:

Deciding name for the company is very important as this is the brand for which
you will be working for the rest of your life. You should like the name and you
should be able to relate yourself to the company.

 The consultancy I choose to study is ‘The Corporate Generation

Consultancy services’ and also I did my internship there. The name,
“The Corporate Generation” is based on three entities that are vital to
the recruitment process "employ, employer and employee”: you, the
employer, your prospective employees and the 'art' of employment.

Step 2: Select a location for your recruiting agency:

To increase visibility and access for both clients and job applicants, choose a
professional and centrally accessible location.

 The consultancy is located in Nirman Vihar, Delhi. It is nearby Laxmi

Nagar and easily accessible to the candidates.

Step 3: Choose the type of company you want to open:

Deciding which type of company you want to open is something which you
have to do. There are 4 types of company which you can form in India.

 Sole Proprietorship: A sole proprietorship also known as a sole

trader or simply proprietorship is a type of business entity which is owned
and run by one individual and where there is no legal distinction between
 the owner and the business. All profits and all losses accrue to the owner.
All assets of the business are owned by the proprietor and all debts of the
business are his debts and he must pay them from his personal resources .
 Partnership: A partnership is a type of business entity in which
partners (owners) share with each other the profits or losses of the
business. Partnerships are often favoured over corporations for taxation
purposes, as the partnership structure does not generally incur a tax on
profits before it is distributed to the partners.
 Private Limited: A private company is a type of company
incorporated under the India. It has shareholders with limited liability and
its shares may not be offered to the general public, unlike those of public
limited companies.
 Public Limited: A public limited company is a type of limited
company in the India which is permitted to offer its shares to the public.

 The Corpgen follows partnership type of company wherein there are two
partners- first is Mr. Hubert Shilshi and other one is Mr. Gaurav Priyaraj
who heads and runs the consultancy.

Step 4: Starting as a sole proprietorship firm:

If you are starting alone as a sole proprietor it is better because it is easy to start
and total control is in your hands. There are not many formalities for this kind
of firm, you just have to get a current account ready in your name and you are
ready to do business. However, if you company turnover reaches 10 lakhs per
year, you will have to register for service tax.
Step 5: Determine the type of recruitment services you wish to provide:

 Study the structure of other recruitment agencies to understand the

benefits and challenges of the various agency types. You might choose to
fill only temporary job openings across many different industries o r focus
on a specific industry.
 Identify the recruitment niche. Be specific about the area of recruiting for
which you wish to focus. For example, you might choose to focus on
executive recruiting for the banking industry.
 The ‘Corporate Generation Consultancy Services’ recruits for only
BPO industry (International and Domestic) and IT-enabled services for
Voice process only (inbound) for various profiles. It hires the candidates
for permanent job.

Step 6: Access the competition and market climate:

Determine if a demand exists for your selected niche. If the market is already
saturated, you might choose to change your focus, partner with an existing
agency or open the agency in a different geographic location.

 The BPO industry is growing very rapidly these days and also it is
providing more of the job options to the younger generation. It provides
good salary to the employers and just need good communication skills.
That is why though offering night shifts and majorly calling profile, it is
gaining popularity among youngsters.
 So it is a best decision to hire for BPO’s. It provides smart pay out as well
as various options.
Step 7: Examine your recruiting experience:

 To be effective in recruiting clients and finding appropriate employees,

you need a solid understanding of recruitment strategies. As a business
owner, you also will guide recruitment staff who may need direction and
guidance.
 Strengthen your recruitment skills. Gain recruiting experience by working
for a recruitment firm before starting your own agency. If your goal is to
recruit for a specific industry, consider working in that industry first or
working for a niche-specific recruitment agency.
 Our head of the company i.e. Mr. Gaurav Priyaraj has very relevant
experience. He has a total experience of 11 years. Firstly he was
working with-
 Hero ITS (2004-05) on the profile of Process Associate /
Executive.
 WNS (2005-13) on the profile of Senior Associate, while
leaving he was senior group operations Manager.
 Started Corpgen (Aug 2014-present) as entrepreneur
in partnership with Mr. Hubert Shilshi.

Step 8: Evaluate recruiting agency start-up costs and your financial situation:

 Calculate the costs of overhead, recruitment staff, employee benefits,

insurance, marketing and other business expenses.
 Determine if you have the funds or access to loans or small business
grants to effectively start and sustain your business.
 Corpgen start-up cost is around 2.5 lacs including all financial costs
of set up. Like for registration it costs Rs. 15,000, rent Rs. 12,000
including furniture’s, in buying domain Rs. 30,000 for 6 months,
 landline cost 3-4,000 pm, internet charges 2000 pm, electricity
charges up to 2000 Rs. Etc.

Step 9: Buy a domain name for the company:

It is compulsory because nobody would trust a company who doesn’t have a

good website and domain name is very important for having a website. Domain
names are cheap around Rs. 450 per year and you can register a domain easily.

 The website of the consultancy where I intern is under construction. It

hasn’t been made yet. It is www.petersheltho.com.

Step 10: Get your website Designed and Hosted:

Next step is to get yourself a professional website design for your company.
Designing could start from Rs. 7000 but it is better to invest a little in website
designing and hire a professional website design company . Professional design
could cost you starting from Rs. 15,000 and basic Hosting for your
website could cost you around Rs. 1000 per year.

 Website is under construction of the consultancy. It will be available

soon within few months.

Step 11: Open a current account in any Bank:

 Opening a current account is the most important part of business. If you

are opening a sole proprietorship firm and have your service tax
registration done, you can open account in any bank you want.
  But if you have not applied for service tax registration, you can opt for
government banks to open the account. You can look for IDBI bank as
opening current account is quite easy in that bank.

For opening a current account you will need a company letterhead, Visiting
card, and company stamp.

Step 12: Research laws related to starting a recruiting agency in your

jurisdiction:

 Determine if a business license is needed. In some jurisdictions and

within certain industries, a license may be required. One can consult from
local government agency for requirements.
 Research laws related to advertising for employees. Become familiar with
equal opportunity employment laws and restrictions about how to avoid
discriminatory practices in advertising job openings.
 Learn about business taxes. Conduct research on the amount and due
dates of payroll and income taxes.
 Research local laws related to insurance. Determine if you must carry
disability, unemployment or other types insurance for your employees.
 The Corpgen consultancy is not registered but the Peter Sheltho
Hospitality and Services is registered under the law. Due to location
shift, Corpgen has not been registered till now but very soon it will be
registered as they have applied for it.

Step 13: Create a recruiting agency marketing plan:

  Make a list of potential clients. These may be your own personal contacts,
a list of companies in a particular industry or a general list you have
obtained from an Internet search.
 Decide on the marketing approach. You might contact prospective clients
by mailing letters, sending e-mails and/or following up with phone calls.
Placing advertisements in newspapers, business magazines and online job
sites are common approaches for recruiting job applicants.
 Produce marketing materials. Create a logo for office documents. Design
a website. Develop a company newsletter to send to prospective clients.
Design company business cards.
 Corpgen mainly advertises through the social media like Facebook
because it does not have the website. It posts about job openings on
various jobs related groups on social media.

Step 14: Buy naukri or monster login:

 You have to buy naukri or monster login to supply candidates to your

clients. This is the costly part of consultancy business but you have to buy
this to get started.
 Naukri login costs around Rs. 60,000 for 3 months and monster is almost
around Rs. 35,000 for 3 months. You can buy it anytime but buy it once
you get your first client. Don’t forget to negotiate as who knows you can
get a better deal.
 Corpgen has the access of the job portals like monster.com and
shine.com. It costs around Rs. 30,000 for 3 months.

Step 15: Hire recruitment staff:

Through networking in the industry or by placing job ads, recruit staff to assist
you with recruitment tasks. Hire administrative staff to answer the phones,
compose office communications and handle mailings. Hire experienced
recruitment staff to contact potential clients, and to interview and assess job
applicants.

 Corpgen has a very few employees. Total workforce there is 5

including the head under which there is a HR Manager and 3
recruiters including us. Though less in number there is dedicated
workforce which makes the recruitment efficient.

Step 16: You are ready to do the business;

Just go ahead and start searching for clients.

 The clients for Corpgen are majorly BPO industry (Voice process)
and for inbound process and IT- enabled process also. They do hiring
for various BPO companies (International and Domestic). Location for
which they hire for the companies are Delhi, Gurgaon and Noida.
GOVERNMENT LICENSES REQUIRED TO START
CORPGEN –
Since Corpgen is not registered till now, the registration work is in progress.
Having said that Corpgen would be required to:

 Get registration from Registrar of the companies.

 Now registration is also done through online process if you have all the
necessary documents.
 CA (Chartered Accountant) of the company handles the registration
process and gets it registered.
ORGANISATIONALSTRUCTURE OF CORPGEN –
Every firm has a structure of its own which includes the employees working
there under the head officer who guides and directs them. Big organisations
have a structure which may be complex but small firms don’t have such
complexity but uniformity should be there in order for smooth working of the
firm.

In case of Corpgen, since it is a small consultancy as well as new start-up also,

that is the reason it does not have much employees and hence total workforce
there is 5 including me. Mr. Gaurav Priyaraj (Chief Operating Officer) heads
the recruitment team and operations. Under recruitment the head is Mr. Praveen
Saini who is the HR manager of the firm. The organizational environment is
quite conducive for working and each member worked with co-ordination and co-
operation with one another. The diagrammatic representation of the structure of
the firm is drawn below -

Mr. Gaurav Priyaraj

(COO)

Mr. Praveen Saini

(HR Manager)

Jaspreet Jaya Swati

(Recruiter) (Recruiter) (Recruiter)
 Chapter-5

OPERATIONS OF
CORPGEN
Consultancy comes as one of the most important entity in the recruitment cycle
these days. It is an external source for the company to hire / recruit employees.
Corporate make use of the consultancies or recruitment firms to aid them in
their hiring process. In order to hire employees, usually a company need to
invite candidate for interview by giving ads in newspaper, web portals or any
other source. All other sources of recruitment requires a lot of time in screening
and short listing the candidates as well as resumes. Thus the company hires an
external placement consultancy which does everything on their behalf and
finally gives a little number of good choices in terms of shortlisted candidates
for a particular position.

The company provides this consultancy a job description and job specification
of a particular job and on the basis of which the placement consultant interview
candidates and finally gives a few selected candidates to the company. When
this candidate is selected by the company, the consultant of the consultancy firm
charges a placement fee equal to 1 month to 3 month pay of the employees or
8.33 % of CTC (in some cases). Recruitment firm also takes care of employee
reference checks if they are into that business as well. Also there is an
interesting rule related to the placement and that is if any candidate leaves the
organisation for any reason within 3 months, then the consultancy has to
provide another candidate to the organisation irrespective of the position. That
is termed as replacement.

In ‘The Corporate Generation Consultancy Services’ consultancy the role of

a recruitment firm starts with doing the most basic things required in the
recruitment process viz. namely sourcing and short listing resumes, screening
and interviewing them with regards to the parameters given by the respective
clients. After this, they also gather the salary details and notice period for their
clients.
Once all is done, the resumes are given to the HR of the company on the drive
in day that in turn further screen and shortlist the pre-screened candidates.
Finally if any candidate gets select, he receives the offer letter on the spot if
there is no issue with his documents. Otherwise they are asked to come to the
company direct with all their documents and then given the offer letter. And the
candidates who don’t get selected in the drive in, the consultancy try to place
them in some other companies as well.

CLIENTS OF CORPGEN –
Currently they deal with the BPO industry and IT- enables services mainly and
so for the voice process only, though they are deciding to have some other
options too like in non-voice process, blended or backend, domestic process etc.
some of their clients for BPO industry (Voice process) are -

 Quatrro Global Services Pvt. Ltd

 Corwhite Corporation Pvt. Ltd
 Impresario
 Sodlantech
 Stairs Infotech Pvt. Ltd.
 Fastech Pvt Ltd.
 Barclays
 Converges
 American Express
 HCL
 Aegis (Domestic BPO)
 Today Infomedia Pvt. Ltd
CLIENTEL –
FUNCTIONAL AREA OF RECRUITMENT
SPECIALIZATION AT CORPGEN -
Corpgen deals with all voice process (inbound) and IT- enabled services and
mentioned below are some of the current functional area of recruitment where
Corpgen is specialised-

 Technical sales
 Technical Support (B 2 C Process)
 Lead Generation (UK process)
 Telesales
 Customer Service
 Pharma Sales
 Fraud Analyst
 B 2 B Sales

EMPLOYEE PLACEMENT IN CONSULTANCY –

The process of selection is carried out with the sole purpose of placement,
normally referred to as fitting a person to the right job. The process of
placement is a matching process. Matching an employee well to the job can
have significant implications on the quality of employee work. A well matched
employee will certainly have lower training costs with less operating expenses
required to prepare the employee for the job. Furthermore it can also have
significant effect on work behaviours, a good matched employee will certainly
have lower rate of absenteeism, lower intension to quit and would have higher
work morale.

HOW DOES RECRUITER / CONSULTANT GET

PAID AT CORPGEN –
A recruitment consultant primarily acts from a position of self-interest. Their
job is to generate revenue by making sales. Sales mean by selling their services,
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.

Exactly how a recruiter consultant is paid depends on whether it is a permanent

or contract position. Generally for permanent placements, the company receives
a proportion of the candidate’s salary or a set fee agreed with the employer. The
more you earn the more they stand to make.

In Corpgen also payment to them is done on the basis of stability of the

candidate in the organisation for 3 months. It charges a placement fee equal to 1
to 3 month pay of the employees or 8.33 % of CTC. For small companies like
Corwhite Corporation generally, Corpgen receives a good pay upto 20,000
sum per joinings and for large companies like Quatrro it gets a comparative
small pay out of 8,000 per joinings. If the candidate leaves the organisation for
any reason within 3 months, then the consultancy does not get any pay out and
also they have to give replacement of him / her irrespective of the difference in
the position.
REPLACEMENT –
An interesting fact among the legal terms and conditions with the consultancy
was seen that, if any candidate for any reason leaves the job within 3 months
(Domestic location) and 6 months (International location) the consultancy is
likely to give free replacement for the candidate irrespective of the difference in
position.

RECRUITMENT PROCEDURE AT CORPGEN -

Briefing of the job profile to the candidate on telephone

Shortlisting the good candidates on the basis of communication

skills and qualification

Consultants co-ordinate the interview of the interested candidates

at their consultancy itself
 If rejected, find some other candidate

Interview at consultancy

If selected, gets on spot offer letter

Ask the person to join and submit various necessary

documents

Look for some other candidates

 FORM ATTACHED ALONG WITH CANDIDATE
RESUME WHILE FORWADING TO THE CLIENT –
CV Form

Name:
Educational qualification:
Name of Exam Year of Passing Board/University Division/GPA

Work experience: (in case of FRESHER, kindly mention below)

No of Years Organisation Designation Job Any other
responsibilities relevant
information

PERSONAL DETAILS
Father’s Name:
Permanent Address:
Correspondence Address:
Contact No. / Mobile:
Date of Birth:
E-mail:
Marital Status:
Hobbies:
Last salary drawn: Rs. ..........................per month
I hereby declare that the information furnished above is
true.

Date: Signature:

Place:
FORMAT OF CANDIDATE INTERVIEW SCHEDULE
AT CORPGEN –
Name Mobile Location Profile Qualification Time Recruiter
No.
FUNDAMENTAL CHALLENGES OF CORPGEN
–
The main challenge for recruitment firm comes from three areas. First, they
must deal with competition from market. Secondly, they must manage within a
world of price control that dictates a wide range of prices from place to place.
Thirdly, companies must be constantly work on improving their policies and
recruitment procedure with time.

In the starting as every businessman has to face difficulty. Likewise this

consultancy named Corpgen also had to face the some issues. Some of the
challenges faced by consultant there are:

 Finding new business in a competitive market.

 Getting to grips with social media – does it hold the key?
 Understanding how to shift from marketing to targeted marketing.
 Re-marketing and ‘staying in touch’.
 Does their website sell their business effectively?
 Knowing how to effectively grow their profile within the industry.

FINAL JOININGS TILL NOW –

Till we have left the organisation, the final selection during 2 months of tenure
was 33 out of which 23 has joined the companies, rest were on hold because of
documents and other issue. And from my side out of 21 candidates which i lined
up, 13 joined and rest 8 did not due to documents issue.
SWOT ANALYSIS OF CORPGEN CONSULTANCY –

STRENGHTS WEAKNESS
 Experienced workforce dedicated  Lesser resources
to mission.
 Small space
 Strong community partnership /
 No continual evaluation and
collaboration.
upgrading of HR practices and
 A holistic practice orientation.
policies.
 Healthy and friendly environment
 Lack of recruiters
to work with.
 Quality placement
 No computerised method for the
employees to maintain database
of the candidates.

 Non availability of updated

technology.
OPPORTUNITIES THREATS
 Availability of advanced  Rising cost for the set up.

technology to foster more  Payroll of recruiters.

effective recruitment and HR  Increasing market competition.

practices.  Get a chance to recruit for the

big companies.
 Utilisation of more resources.

 Availability of information about

best practices in HR in the
consulting field.
 Regular up gradation of the firm
according to the existing
competition.
 Chapter-6

LITERATURE
REVIEW
STARTING A NEW BUSINESS –
The process of establishing a new business is preceded by the resolution to
select entrepreneurship as an occupation. This calls for recognizing lucrative
business ideas upon a meticulous evaluation of the entrepreneurial prospects.
Creation of business ideas is not sufficient, they must be tested on techno -fiscal,
economic and authorized viewpoints.

Below is the sequence of standard format which should be followed while

planning for any new business –

 Background of the business.

 Customer's profile
 Long and short term Corporate Objectives.
 To perform a viability assessment of the proposed new business ideas in
terms of marketability, technical feasibility, financing and authorities.
 To be able to prepare a relevant business plan.
 To recognize fundamental start up issues.

 Market Analysis
 Brief discussion on the type of market, chief influencers, players, etc.
 Market description
 Reasons for starting business in a particular market.
 Target clients
 Advantages of the services offered by the new business.
 Market consumption patterns.
 Past and existing supply location.
 Production prospects and limitations.
 Exports and Imports.
 Price structure
 Flexibility of demand.
 Client behaviour, purposes, intentions, impetus, approaches, inclinations
and needs.
 Supply network and marketing rules formulated by the government.
 Government and technical limitations imposed on the promotion of the
product.

 Financial Assessment
 Investment expenditure and value of the entire project.
 Methods of investment.
 Anticipated productivity.
 Money flows of the project report.
 Investment value evaluated in context of different points of merit.
 Estimated financial ranking.

 Marketing Assessment
 Product
 Price
 Place
 Promotion

 Operational Plan
 Business models
 Production of goods and services.

 Financial Plan
 Management Structure
 Business structure (Ownership, staff, etc.)
  SWOT Analysis
 Significant Success aspects depending on Strengths, Weaknesses,
Opportunities and Threats to be faced by the firm in future.

 Appendices
 Break-Even Assessment.
 Profit and Loss Synopsis.
 Fund Flow Summary

WORKING OF THE CONSULTANCY –

In order to attract people for jobs, the organisation 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 resource 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 experience

 Negotiating salaries
 Placing candidate’s in agreeable employment positions.

Recruiters typically recieve a fee from the hiring employers. The search process
in employee recruitment can be lengthy and varies in its complexity and scope.
Based on a client's expectations and specifications, the following steps are taken
that should be performed by an employment agency providing recruitment
solutions on behalf of the client company:
  Setting up meetings with prospective employees and hiring managers to
understand the recruitment and staffing needs.
 Performing extensive research and networking.
 Doing media and web advertising.
 Performing assessments, evaluations and interviews with potential
candidates.
 Facilitating personality profiling to determine the correct fit for the
individual and the company.
 Negotiating on behalf of clients and candidates.
 Preparing and counselling candidates.
 Scheduling and preparing clients and candidates for interviews.
 Performing reference checks, and credit checks when required.
 Ensuring continuous follow-through after a placement.

Working of the recruitment agency ideally involves the following

steps:

1) Client need assessment:

 Define objectives and specifications.
 Understand client’s business and culture.
 Understand the job/positions specifications.
 Understand roles and responsibilities of the prospective candidates.
 Develop a search plan and review with the client.

2) Candidate identification:
 Identify target sources.
 Extensive organization mapping, research and database search of the
profile.
 Provide status report to client about the available talent pool.

3) Candidate assessment and presentation:

 Screen and evaluate candidates.
 Personal interviews with candidates wherever possible - assess skills,
interest level and culture fit.
 Discuss the shortlist with the client and send resumes.

4) Candidate interview, selection and presentation of offer:

 Facilitate interviews with the client.
 Obtain feedback.
 Participate in decision making process.
 Provide inputs on candidate’s desired compensation.

5) Closure & Follow up:

 Negotiate offer acceptance.
 Execute reference check, compensation & job level discussions.
 Coordinate joining formalities and on boarding as per predefined date.
 Closing interview to understand client’s level of satisfaction.
 Chapter-7

FINDINGS,
RECOMMENDATIO
NS &
CONCLUSION
FINDINGS FROM THE STUDY –
During my study of the consultancy i founded the following facts about
consultancy and recruitment process there:

 This consultancy has tie up with the BPO Companies only to generate
good revenues.
 BPO Industry is growing at a fast rate and hence there is a growing career
opportunity also in this industry.
 Most of the candidates were either graduate or a BE / B.Tech during
calling.
 Most candidates preferred only night shifts.
 There is no career stability in BPO industry.
 To start up a consultancy, you don’t need license from the government.
 No record of the employee’s attendance was there at the consultancy.
 Chances of the selection of the candidate increases at the consultancy as
the same candidate may get a second chance in some cases.
 It is an added benefit that you may also bring along your friends looking
for the same profile while coming for an interview at consultancy.
 Unlike companies, the candidate gets time for documentation at the
consultancy after getting selected.
 The recruiting firm business potential and long term profitability depends
on attracting and retaining clients.
 The success of consultancy depends on their ability to attract and retain
external talent who possess the skills and the experience to meet client’s
needs.
RECOMMENDATIONS –
During the study of the Corpgen, various areas are found which need to be
improved for efficient and effective working. So, it would be recommended:

 More numbers of recruiter should be hired.

 Naukri.com job portal should be used for more authenticity and
relevant data.
 Proper resources should be there from the time of start up.
 Computerised system for the employees should be in practice to
maintain the database of the candidates.
 Refreshment should be there for the employees during the calling
hours to reduce the stress level.
 Consultancy should be big enough to conduct drives also.
 As soon as possible company’s website should be constructed.
 More and more advertisement should be done through social media.
 Proper record of attendance of employees should be maintained.
 Some more verticals apart from BPO should be added in their
recruitment process to expand the business.
 Ads should be given in local newspaper for creating awareness about
the job openings.
CONCLUSION –
At this moment, it is the end of my project on ‘Study of a BPO HR
Consultancy’. Now i have an idea of how a consultancy is started and how it
functions. And how candidates are placed through a consultancy. The
consultancy industry currently represents a highly competitive environment,
playing important role in placement. They have to operate in highly regulated
environment; the degree of regulation to a significant extent depends on the job
description provided by the clients. One of the other regulations for any
recruitment firm is price regulation in hiring recruiters. In conclusion it can be
said that

 With the rapid growth in the industry, consultancy today is one of the
dominating corporate sectors and their HR policies and practices are
accepted across the world as stable, suitable, efficient and active.
 They keep up to date with emerging trends and the HR personnel put in
effort to make all the HR processes fruitful, meaningful and in-line with
the job and the roles being played by the employees.
 Running a consulting company isn’t easy. It’s a lot of work, and you have
tons of bosses (each one of your clients is your boss). Although it can pay
very well, at the same time it can be very stressful.
 If you want to reduce your stress as a consultant, make sure you learn
from your mistakes and only take on clients you can actually provide
results to.
REFRENCES –

Books:

 Human Resource management by V.S.P Rao

 Organisational Behaviour by Robbins, Judge and Vohra

Websites:

 https://www.google.co.in/
 https://en.wikipedia.org/wiki/Consultant
 http://www.wikihow.com/Start-a-Recruiting-Agency
 https://en.wikipedia.org/wiki/Business_process_outsourcing