AN EMPIRICAL STUDY IN RECRUITMENT AND

SELECTION

WITH
SPECIAL REFERENCE TO BLITZJOBS
CONSULTING FIRM

Submitted in partial fulfillment of the requirements

for the award of the degree of

Master of Business Administration

To

Guru Gobind Singh Indraprastha University, Delhi

Guide: Submitted by:

Mr. A.S. Ramanarayan Akshita Mishra
Roll No: 02219103920

GITARATTAN INTERNATIONAL BUSINESS SCHOOL

DELHI-110085
Batch (2015-2017)
 CONTENTS

S No Topic Page No

1 Certificate (s) i

2 Acknowledgements ii

3 List of Tables iii

4 List of Figures iv

5 List of Symbols v

6 List of Abbreviations vi

7 Summer Training Directive

8 Executive Summary

9 Chapter-1: Profile of the Firm/Company

10 Chapter-2: Environmental Analysis

11 Chapter-3: Data Presentation & Analysis

12 Chapter-4: Summary & Conclusions

13 References/Bibliography

14 Appendices

I
 CERTIFICATE

I, Akshita Mishra, Enrolment No. 02219103920 certify that the Summer Training Report (Paper
Code MS-201) entitled “An empirical Study on Recruitment and Selection” is done by me and it
is an authentic work carried out by me at 2nd Floor, Building no.4, C-6&7, No, DDA Complex,
Pocket 6, Sector C, Vasant Kunj, New Delhi, Delhi 110070 (Address of the firm/company). The
matter embodied in this Report has not been submitted earlier for the award of any degree or
diploma to the best of my knowledge and belief.

Signature of the Student

Date:

Certified that the Summer Training Report (Paper Code MS-201) entitled
“An empirical Study on Recruitment and Selection” done by Ms. Akshita Mishra, Enrolment
No.02219103920, is completed under my guidance.

Signature of the Guide

Date:

(A.S. Ramnarayanan)

Countersigned

Director/Project Coordinator
 ACKNOWLEDGEMENT

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, invaluably constructive

criticism and friendly advice during the project work. I am sincerely grateful to them for sharing their

truthful and illuminating views on a number of issues related to the project.

I would like to thank my project guide Mr. A.S. Ramnarayanan, Assistant Professor, Gitarattan

International Business school, for her support and guidance. I would also like to extend my gratitude

towards Mrs. Uma Gulati, Associate professor- Gitarattan International Business School for her

never ending support and guidance.

Lastly, I would like to express my regards to all the people who provided me with the required

facilities and conducive conditions for my MBA project.

Sincerely,

Akshita Mishr
 EXECUTIVE SUMMARY

The Human Resources are the most important assets of an organization. The success or failure of an
organization is largely dependent on the caliber of the people working therein. Without positive and
creative contributions from people, organizations cannot progress and prosper. In order to achieve the
goals or the activities of an organization, therefore, they need to recruit people with requisite skills,
qualifications and experience. While doing so, they have to keep the present as well as the future
requirements of the organization in mind.

Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of
the staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient workforce.”

In order to attract people for the jobs, the organization must communicate the position in such a way that
job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves out.

The term “HR recruiter” may sound redundant, as both human resources managers and recruiters both
find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A
recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
employers.
 CHAPTER-1
PROFILE OF COMPANY

1.1 Brief narrative about the company

Blitz Jobs has been established with a vision to provide best-in class workforce solutions to
organizations, colleges and individuals alike. Blitz Jobs is the ultimate solution for all the HR
problems organizations face. We are 100% committed to providing our clients with top notch
solutions that leave them satisfied and accelerate their growth.

We have built our credibility by consistently performing well and have emerged as a service partner
of choice with various organizations of repute like Peacock Solar and Eureka Forbes. We have a
brilliant team of HR professionals and analysts. Our aim is to provide a significant competitive edge
to our clients in a fast-growing market like India. We offer the right talent at the earliest possible and
enable our clients to do better business every day.

We build enduring relationships with our clients and candidates and this approach empowers
organizations to meet and exceed their business goals. We always commit to our
motto, "Employment for Everyone".
We have exemplary business practices and robust work ethics when it comes to our clients. In order
to have our team work as seamlessly as possible, we also apply the same ethics to ourselves. Our
team comprises of brilliant, talented people who work in a highly nurturing and productive
environment where they get ample opportunities to grow as a professional and as an individual.

We are committed to providing superlative and satisfactory services to our clients and we need a
highly motivated team for the job. Well, our team is more than up to the task and delivers
consistently thanks to the wonderful guidance and support available to everyone.

We believe in complete transparency and have a policy of open communication. Work life balance is
essential and we at Blitz Jobs are very aware. We ensure that the balance is maintained and workload
is manageable. We also reward hard work and superior performance, that is, we believe in
meritocracy. We also have training and development programs so that while working with us, not
only do you gain valuable experience, but you also learn and grow.
1.2 Objective of the Study

The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures

iv. To identify the probable area of improvement to make recruitment procedure more

effective

v. To know the managerial satisfaction level as well as to know the yield ratio

vi. To search or headhunt people whose, skill fits into the company’s values

1.3 Scope of Study

The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment procedure at

consultant.

ii. To suggest any measures/recommendations for the improvement of the recruitment

procedures
1.4 ORGANIZATION STRUCTURE

Founder
Mr.Aniket Baheti

General
Manager
Mr. Nimish singh
chauhan

Data and Analytics Chief Human Sales and

Manager Resource Officer Marketing Head
Mr.Nitish Mr. Ashish
Ms. Sweta Singh Verma
Goyal

1.5 RESEARCH METHODOLOGY

This chapter focuses on the methodology and the techniques used for the collection, classification
and tabulation of data. It shed lights on the research problem, the objective of study and its
limitations. The later part of this chapter explains the way the data is collected, classified,
tabulated and to reach on conclusive results. It is written game plan for concluding research.
There for to design a research problem it is necessary to design a research methodology as the
same may differ from problem to problem.
To carry out this study descriptive research has been conducted to explore the hidden fact about
the insurance plans provided by the Agricultural insurance companies. Exploratory study useful to
narrow the scope of the study. Under this study, survey method is employed to go inside the
problems of the respondents.
 MEANING OF RESEARCH

The systematic investigation into and study of materials and sources in order to establish facts
and reach new conclusions

Research design

The term “research design” can be defined as, the systematic study plan used to turn research
question or research questions into a “testing project” or “experimental study”.

In this descriptive research design has been used.

SAMPLE SIZE

EMPLOYEE – 80

SAMPLE AREA

It is filled up by the employees of the company

SAMPLE TECHNIQUE

RANDOM SAMPLING: A method of selecting a sample (random sample) from a statistical

population in such a way that every possible sample that could be selected has a predetermined
probability of being selected.

I have used simple random sampling.

1.6 Profile of Company

HR consulting is the practice of delivering all aspects of human resource management as an external
provider, and with the professional and business issues associated with operating such a practice—
including client development, contracts and client management.

The demand for these services is not limited to large organizations. For independent HR consultants,
in fact, the greatest area of opportunity might be with small companies. According to the Small
Business Administration, the vast majority of U.S. businesses have 20 or fewer employees. 2 That
represents significant opportunity for independent HR consultants.

As more organizations have chosen to lighten their staffing burdens by contracting for HR services,
outsourcing opportunities have grown for independent HR consultants.

OVERVIEW

 BLITZJOBS has been well-established with an aim to provide premium standard of

workforce solutions to the firms, colleges and the individuals seeking to start-off their own
enterprises. Blitz jobs is a platform which comes up with an opportunity to help the business
persons or the renowned tycoons of the cooperate world to avail the superlative ensuing
solutions to all the HR complications occurring in the organizations.

 The company reckons in providing top-notch services to its clients by assisting in hiring
young and vibrant talents across the globe. The HR team of the company comprises of the
ingenious and polished professionals who are adroit at hi-tech and HR tactics leading to
rapid buildout in the HR recruitment and providing the policy of appeasement to the
clientele.

MISSION AND VISION

Our team at Blitz jobs believes in complete transparency and have meritorious conduct. We stick to
the plan of flourishing the businesses of the clientele by reducing the cost escalations and by
providing them with the right talent from across the globe. The company also makes available
certain training and development programs which devise a more approving workplace which in a
way is propitious to the both employees as well as the employers. The company is passionate about
backing with HR solutions that will take the businesses of the clients to the next level.

PROGRAM STARTED BY BLITZJOBS

PRAYAS 1.0

 PRAYAS 1.0 is an initiative commenced for the high-spirited and zestful individuals who
seeks an opportunity to showcase their adroitness and commitment for the advancement of
the industry. The program tends to uphold the zeal of young folks for a promising future
ahead. This approach intends to assist the aspiration of peoples across the country by
backing them in abundant ways feasible.

 PRAYAS 1.0 plans to bring-up the pioneering minds who wish to start off their own
business and reinforce them by assisting in viable ways. The program seeks to uplift the
 young and dope generation towards a determined goal because a “Wise mind will always
grab more opportunities rather than shoving-it off.” The essence of this program is well-
thought-out according to the needs of vibrant candidates in the market. Individuals striving
for their identification in the corporate sector will be appreciated under this program for a
finer cause.

EXPECTATIONS

 Candidates should have great command of Grammar and Spelling.

 Candidates must be able to write quickly and meet strict deadlines.
 Candidates must be creative and innovative to write content.
 Candidates should have expert knowledge and research skills.
 Candidates should also be well versed in software and tools used to create and design web
pages.
 CHAPTER-2
ENVIRONMENTAL ANALYSIS

2.1 INTERNAL ENVIRONMENT ANALYSIS OF THE COMPANY

2.1.1 Strength: -

2.1.2 Weakness: -

2.1.3 Opportunity: -

2.1.4 Threats: -
2.2 EXTERNAL ENVIRONMENT ANALYSIS OF THE COMPANY

2.2.1 Political Factors: -

2.2.2 Environmental Factors: -

2.2.3 Social Factors: -

2.2.4 Technological factors: -

2.2.5 Legal factors: -

2.3 FUNCTIONAL ANALYSIS
2.3.1 Marketing

2.3.2 HR

2.3.3 Finance

2.3.4 Operations

2.3.5 Data Analytics

2.3 INTRODUCTION OF THE TOPIC

Definition: -

Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human resources
(HR). A company or organization's HR department is usually responsible for creating, putting
into effect and overseeing policies governing workers and the relationship of the organization
with its employees. The term human resources were first used in the early 1900s, and then more
widely in the 1960s, to describe the people who work for the organization, in aggregate.

HRM is really employee management with an emphasis on those employees as assets of the
business. In this context, employees are sometimes referred to as human capital. As with other
business assets, the goal is to make effective use of employees, reducing risk and maximizing
return on investment (ROI).

The modern HR technology term, human capital management (HCM), has come into more
frequent use than the term, HRM, with the widespread adoption by large and midsize companies
 and other organizations of software to manage many HR functions.

Objective of HR
 To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
 Recruitment helps to create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.
 Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.
 Recruitment serves as the first step in fulfilling the needs of organizations for a competitive,
motivated and flexible human resource that can help achieve its objectives.

The recruitment process exists as the organization hire new people, who are aligned with the
expectations and they can fit into the organization quickly

Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in the
organization. It can also be performed by line managers.

 Human Resource Management is the organizational function that deals with issues related
to people such as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration, and training.

 HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the accomplishment of the
organization's goals and objectives.

 Human Resource Management is moving away from traditional personnel, administration,

and transactional roles, which are increasingly outsourced. HRM is now expected to add value
to the strategic utilization of employees and that employee programs impact the business in
measurable ways. The new role of HRM involves strategic direction and HRM metrics and
measurements to demonstrate value.

 The Human Resource Management (HRM) function includes a variety of activities, and
 key among them is responsibility for human resources -- for deciding what staffing needs you
have and whether to use independent contractors or hire employees to fill these needs,
recruiting and training the best employees, ensuring they are high performers, dealing with
performance issues.


 Activities also include managing your approach to employee benefits and compensation,
employee records and personnel policies. Usually small businesses (for-profit or nonprofit)
have to carry out these activities themselves because they can't yet afford part- or full-time help.
However, they should always ensure that employees have -- and are aware of -- personnel
policies which conform to current regulations. These policies are often in the form of employee
manuals, which all employees have.

HRM is widening with every passing day. It covers but is not limited to HR planning,
hiring (recruitment and selection), training and development, payroll management.

WHAT IS RECRUITMENT?

Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for
filling up the vacant positions in an organization. It is a core function of Human Resource
Management.

Recruitment is the process of choosing the right person for the right position and at the
right time. Recruitment also refers to the process of attracting, selecting, and appointing
potential candidates to meet the organization’s resource requirements.

The hiring of the candidates can be done internally i.e., within the organization, or from
 external. And the process should be performed within a time constraint and it should be cost
effective.
Recruitment is a process of finding and attracting the potential resources for filling up the vacant
positions in an organization. It sources the candidates with the abilities and attitude, which are
required for achieving the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analyzing 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.

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 links the potential employees with the employers.

• It helps in increasing the success ratio of the selection process of prospective candidates.

• It helps in creating a talent pool of prospective candidates, which enables in selecting the
right candidates for the right job as per the organizational needs.
 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.

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.

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 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.

• 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 a smaller 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.

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.

• Word of Mouth.

RECRUITMENT
PROCESS

 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.

 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 are 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.

WHAT IS SELECTION?

Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In other words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for
a specific job and then choosing the suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the organization, which
will be helping the organization in reaching its objectives.

Different authors define Selection in different ways. Here is a list of some of the definitions −

• Employee selection is a process of putting a right applicant on a right job.

• Selection of an employee is a process of choosing the applicants, who have the

qualifications to fill the vacant job in an organization.

• Selection is a process of identifying and hiring the applicants for filling the vacancies in
an organization.

• Employee selection is a process of matching organization’s requirements with the skills and
the qualifications of individuals.

A good selection process will ensure that the organization gets the right set of employees with
the right attitude.

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 must 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 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.
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 behavior of
the candidate as an individual and also as a professional.

⮚ 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 can perform 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.

Difference between Recruitment and Selection

The major differences between Recruitment and Selection are as follows –

 Recruitment is defined as the process of identifying and making the potential

candidates to apply for the jobs.

 Selection is defined as the process of choosing the right candidates for the vacant positions.

 Recruitment is called as a positive process with its approach of attracting as many candidates as
 possible for the vacant jobs

 Selection is called as a negative process with its elimination or rejection of as many

candidates as possible for identifying the right candidate for the position.
 Both recruitment and selection work hand in hand and both play a vital role in the overall
growth of an organization.