SYNOPSIS

The project, ‘End to End Recruitment Process’, at UNACADEMY, was undertaken to

study and analyse the effective recruitment process for different levels.

OBJECTIVE

The main objective of this study is

• To analyse the effective recruitment process.

• To identify if the organization is getting the right candidates to process them further.
• To get the Right People for the Right Job.

The study includes recruitment’s meaning and definition, need and purpose for recruitment,
assessment of the recruitment process and sources of recruitment through which an
organization will get the right candidate for its client.

RESEARCH METHODOLOGY

• Data collected from the questionnaires were formed into tables and graphs for better
interpretation.

• Percentage was calculated wherever data generalization was necessary.

• Data interpretations were put into pie charts and bar graphs.

The result of this study is that it helped the researcher to know in depth about the recruitment
process and gain knowledge about different recruitment procedures.
LITERATURE REVIEW.

o AMY L. KRISTOF, in their article, ‘Person-organization fit: An

integrative review of its conceptualizations, measurements and implications’,
present a comprehensive definition and conceptual model of person-organization fit
that incorporates supplementary as well as complementary perspectives on fit.

o ALAN M. SAKS, in their article, ‘A longitudinal investigation of the

relationships between job information sources, applicants’ perceptions of fit,
and work outcomes designed it to examine the relationship between person-job and
person- organization fit to determine the effect of job and the organization on the
employee.

o ROBERT D. BRETZ JR, in their article, ‘Job search behaviour of

employed managers’, made an attempt to extend the existing literature by proposing
a model of job search process and examining the search behaviour of employed
managers.

o EDWIN A.J. VAN HOOFT, in their article, ‘Predictors of job search

behaviour among employed and unemployed people ’, have made an
investigation to predict the job search intention among both the groups.

o KONSTANTINA GEORGIOU, IOANNIS MIKOLAOU, MARIA

TOMPROU,
MYRTO RAFAILIDOU, in their article, ‘The role of job seekers’ individual
characteristics on job seeking behaviour and psychological well-being’, have
made an attempt to explore further the effects of a number of individual characters on
the job search behaviour, effort, job search outcomes as well as on psychological
well-being.

o CHERYL L. ADKINS, in their article, ’Judgements of fit in the selection

process: The role of work value congruence’, examined the work values as an
antecedent of recruiters’ judgements of applicant fit with the organization. Later it
was observed that the work values and judgement of applicant fit seem to have
minimal impact on decisions to retain the applicant for additional consideration in
early stages of the selection process.
 o BENJAMIN SCHNEIDER, in their article, ‘The ASA framework: An
update’, proposed a person-oriented model of organizational behaviour based on the
proposition that it is the collective characteristics of people who define an
organization.

STATEMENT OF THE PROBLEM.

The recruitment process, of any company, is usually a very big procedure. Therefore it
consumes more time for an HR to do the recruitment process. Thus the HRs of big
companies depend on externals sources who can help them reduce their work i.e. the
consultancies. An End to End Recruitment process will help the HR to simplify the
recruitment process.

Thus, accordingly, a study was conducted to have a depth knowledge about what exactly is
an end to end recruitment process and how exactly is it carried on.

OBJECTIVES OF THE STUDY.

The main objective of this study is

• To analyse the effective recruitment process.

• To identify if the organization is getting the right candidates to process them

further.

• To get the Right People for the Right Job.

SCOPE OF THE STUDY.

 identifying the potential candidates from the applicants’ pool based on their skills that
can match the profiles the clients are looking for.
METHODOLOGY.
The study is End to End Recruitment Process. The main source of data analysis and
interpretation was drawn on the basis of primary data collection.

METHOD OF ANALYSIS.
o The data collection from the questionnaires was put together in the
form of tables and tabulated data was analysed.

o Percentage was calculated wherever generalization of the data

collection was necessary.

o Inference drawn from the analysis are represented in the form of pie
and bar chart.

o The summary of findings was recorded based on the analysis.

SOURCES OF DATA.

1. Primary data.
2. Secondary data.

 Primary data.
 The primary data was collected through personal interviews with the team
managers,
 The questionnaires were distributed to the employees which mainly consists of
multiple choice and dichotomous questions.

 Secondary data.
The secondary data was collected from the Company websites, Journals, Business
magazines, and other websites.
SAMPLING.

SAMPLE SIZE.

The study was conducted to know about the “End to End Recruitment Process”. The sample
size of the Study is 50 respondents & the samples were selected using Random Sampling
Method. The data is interpreted by using tables and the analysis was done accordingly.

DATA COLLECTION ANALYSIS.

Data collection was through personal interviews, questionnaires, survey
method and also with the help of company website.

1. Distribution of questionnaires for employees working on different

requirements.

2. Direct interview with the Respected Team Manager Personnel to

collect the information relevant to the project.

DATA PROCESSING AND ANALYSIS PLAN.

The data is processed and analysed with the help of tools and techniques such as average,
percentage and with the help of tables, diagrams and figures, graphs and charts.

 Software used for the project preparation are mentioned below.

 Microsoft Office: For documentation, preparing Charts and Tables.
LIMITATIONS OF THE STUDY.

The limitations of the above study are as follows:

 The data obtained by the company was the only source of doing the
project as there was no other means.

 The allotted time for the project was insufficient as the team had been
busy with their schedules.