A PROJECT REPORT

ON

Recruitment Cycle and Employment in IT sector at Conscript HR

AT

(Conscript hr)

Submitted to

Jiwaji University

Gwalior

For the partial fulfilment of the award of Bachelor of Business Administration

(2019-2022)

Submitted By

Jatin Singh Kushwah

PRESTIGE INSTITUTE OF MANAGEMENT & RESEARCH, GWALIOR (M.P.)

 DECLARATION

I, Jatin Singh Kushwah hereby declare that the training report entitled, Recruitment cycle
and employment in IT sector of the organisation ” submitted by me to Prestige Institute of
Management, Gwalior in fulfilment of the requirement for the award of Bachelor of Business
Administration is a record of my original work carried out by me under the guidance of
Asst. Prof. Smrita Bhadouria, I, further declare that the work reported in this report has not
been submitted, and will not be submitted, either in part or in full, for the award of any other
degree or diploma of this University or to any other institute or university.

Date:

Place: GWALIOR.

Signature of the candidate

(Jatin Singh Kushwah)

 ACKNOWLEDGMENT

The presentation of this report gives me the feeling of fulfillment, as this Project is the final
frontier which is the final step in achieving a Bachelor's Degree. The activity of going
through the project I feel that this leads to one of the practical real-life project-work.

I thank my institute as they have provided academic advertisements to make one real-life
project. I thank our respected Director Sir, DR. NISHANT JOSHI, and Placement Cell of
our organization and I am also thankful to all other faculty members of the Prestige Institute
of Management Gwalior Studies who have directly or indirectly helped me in my project
development.

I wish to express my gratitude to CONSCRIPT HR for allowing me to be a part of their

esteemed organization and enhance my knowledge by granting permission to do summer
training projects under their guidance.

I am deeply indebted to my guide, INTERNEE of Conscript HR Mumbai, for her valuable

and enlightened guidance. She provided me with the opportunity to learn in the organization
and spared her valuable time to help me. My special thanks to HR of the Organization Mr.
Harjeet Singh for providing great support and help whenever was required.

A special thanks to my faculty guide, Asst. Prof. Smrita Bhadouria for being the chief
facilitator of this project and helped me enhance my knowledge in the field of the Marketing
sector. All of them with their due cooperation and motivation made the completion of this
project successful. I would like to thank them all. The learning during the project was
immense and valuable.

Regards

JATIN SINGH KUSHWAH

CHAPTER-01
1.1 HISTORY OF THE ORGANIZATION & OBJECTIVES OF THE
ORGANIZATION

INTRODUCTION

CONSCRIPT HR ADVISORS PRIVATE LIMITED

Conscript HR Advisors Private Limited is a Non-govt company, incorporated on 20 May,

2005. It's a private unlisted company and is classified as company limited by shares.

Company's authorized capital stands at Rs 1.0 lakhs and has 100.0% paid-up capital which is
Rs 1.0 lakhs. Conscript HR Advisors Private Limited last annual general meet (AGM)
happened on 29 Sep, 2017. The company last updated its financials on 31 Mar,2017as per
Ministry.

Conscript HR Advisors Private Limited is majorly in Business Services business from last 16
years and currently, company operations are active. Current board members & directors are
HARJEET SINGH, ATMA SINGH SANDHU, and VIJAYA PRANJAL DESH
PARANDE. .
Company is registered in Mumbai (Maharashtra) Registrar Office. Conscript HR Advisors
Private Limited registered address is 201, SAI RIDDHI COMPLEX, 2nd FLOOR, ABOVE
CEN. BK OPP MIRAROAD POST OFF., MIRA ROAD (E), MIRA ROAD Thane MH
401107 IN.

1.2 FINANCIAL PERFORMANCE

 Conscript HR Advisors Pvt. Ltd. estimated annual revenue is currently $11.8M per year.
 Conscript HR Advisors Pvt. Ltd. estimated revenue per employee is $210,000.

1.3 RECRUITMENT PROCESS

 Conscript hr helps you simplify the process of human resource management, by driving
efficient results without any complexities. Our consultancy services for India are targeted
 to fulfil the manpower requirement of organization within every phase like operations,
sales, marketing, finance, human resource, etc.
 Our consultancy services for India are flexible, scalable, and tailored to help clients
smoothen their hiring practices, and create a strategic weapon for their business. Backed
up with latest technology and based on industry guidelines, our recruitment process
outsourcing India services are sure to build an agile, skilled and motivated workforce, and
add value to your organization.

We offer result-driven RPO services to industries, including IT, Manufacturing, Engineering,

BFSI, Technology, and Retail. With headquarters in the capital city of India, Profit by RPO
aims to provide one-of-a-kind recruitment outsourcing services to almost every organization,
from small-medium sized businesses to Fortune 500 companies. So, get in touch, and
experience the magic of working innovatively with a growing consultancy Company of India.

We offer projects in the following fields:

1.Marketing

2. Human Resources

3. Supply Chain/Operations

4. Collection of Data.

Skills:

Personal pipeline management experience including ability to make cold calls on prospects.

• Result Oriented with experience in developing and executing successful sales strategies.

• Self-motivated with strong time management skills.

• Strong oral and written skills.

Training and development:-

•Internship.
•Current opening.

Internship:

Summer Internship Programme designed to provide tomorrow's leaders a unique platform to

learn, experience and manage real business situations. The Internship Program is a one of its
kind programmes. Students are given the opportunity to experience the rigours of actual
work/business scenarios, apply their theoretical learnings 'on the job' and gain precious
insights into management, leadership and everyday challenges.

Internships are offered for a period of 8 weeks, during the months of April, May and June
each year. Internship is an extremely important platform that enables us identify exceptional
talent from the best of institutions in India, who have the potential to become the next
generation of leaders. Interns are awarded Pre-Placement Offers of Employment based on
their performance during the internship.

Current opening.

Job Description:

• Develop and execute a sales strategy for increasing interactive penetration and improving
operational economics.

• Retaining and growing the margins in our new business wins.

• Mapping of the overall market potential within prescribed territory to determine Property’
current market share.

Skills:

• Personal pipeline management experience including ability to make cold calls on prospects.
• Result Oriented with experience in developing and executing successful sales strategies. •
Self-motivated with strong time management skills. Strong Microsoft Word, Power point, &
Excel skills preferred.

• Build relationships with decision makers and influencers with the client.

Welfare activity: -

• Phone bills, Internet bills reimbursement, International and domestic trips, great incentives.

• Conscript HR Advisors pvt ltd. there is a lot of learning opportunities, supportive

management staff.

• Financial support to the family in case of untimely demise.

1.4 PRODUCTIONS
Conscript HR Advisors Pvt Ltd is helping many companies to Recruit Right Talent from
more than 20 Years and placed more than 10000 Candidates in Various Companies.

Conscript is a results-driven recruitment company with a proven record of successfully

identifying talented individuals for mission-critical positions.
 
We specialize in recruiting mid-level to C-level professionals for Fortune 500, Middle marker
and Emerging growth companies in a variety of Industries.
 
We understand the Hiring challenges Organizations face. With our long-
standing relationship, Internal Resources, expertise and technology, we deliver talented
Choices for our Clients.

1.5 PROVEN SUCCESS:

On average, we review 50+ candidates per opening.

Only 1 out of 5 candidates interviewed make it through to our Clients.

70% of our clients hire 1 out of 3 candidates we submit. 42% of those clients
hire the only candidate we submit.

93% of our business is from repeat clients.

33% of the candidates we place were not looking for positions.

1.6 INDUSTRIES WE SERVE:

IT, automobiles, construction & retail, manufacturing, warehouse & distribution,

manufacture/engineering, banking and finance service, accounting, maintenance tech,
pharmaceuticals.

1.7 COMPETITORS

1. Bain & Company

2. Accenture
3. Boston Consulting Group
4. Monitor Deloitte.
CHAPTER-02
2.1 STRENGTH AND WEAKNESS OF THE ORGANIZATION

SWOT Analysis is a tool for auditing an organization and its environment. SWOT Analysis is
the first stage of planning and helps marketers to focus on key issues. SWOT stands for
Strength, Weakness, Opportunities, and Threats. Strengths and Weaknesses are internal
SWOT factors. Opportunities and threats are external SWOT factors. Strength is a positive
factor. Weakness is an internal negative factor. Opportunity is an external positive factor. A
Threat is a negative external factor

STRENGTHS

• Unique Business Model

• Cost-Effectiveness

• Effective Communication

• Strong Management Team

• A unique approach towards customer satisfaction, growth, and retention

WEAKNESS

• Brand Awareness

• Lack of activeness on social platforms

OPPORTUNITIES

• Expansion of the company in South India and Abroad.

• Increase clients from other industries.

• Rise in a variety of products and services.

• Rising of Insurance and Banking sector in India.

THREATS

• High competition in the Investment sector.

• Currently, only one branch

2.2 SPECIAL POINTS OBSERVED

• Being a growing company, brand awareness is less.

• For a better reach and trustworthy clients, the website must be rebuilt and customized.

• The training session should be more depth.

• A good team of employees who are highly dedicated.

CHAPTER-03
3.1 INTRODUCTION OF THE CONCEPT

Full cycle recruiting, also referred to as full life cycle recruiting or end-to-end recruiting, is a
term used to describe a holistic recruitment process with a full cycle recruiter involved in
every step of the process. A full cycle recruitment process involves six main stages:
preparing, sourcing, screening, selecting, hiring, and onboarding.

A full cycle recruiter is able to complete each stage of the recruitment cycle, from the
vacancy intake and sourcing of candidates all the way through the extension of a job offer
and the onboarding of a candidate.

Depending on the size of the organization, the person who’s in charge of the full life cycle
recruiting may differ. In a start-up or smaller organization, this will often be the HR
generalist who’s acting as a full cycle recruiter at the same time.

In larger organizations, there often is an HR department where each member of the people
team has specialized in a specific stage of the recruiting process. There will, however, always
be one person overseeing the whole process.

Companies can, of course, also decide to outsource their entire recruitment process.

Pros and cons of full cycle recruiting

Let’s take a look at some of the benefits that come with end-to-end recruiting.
Pros

Accountability. If there is one person in charge of the entire process then it’s clear who is
responsible for that process too.

Candidate experience. A lot has already been said about the importance of a great candidate
experience. It’s not hard to see how having a single point of contact throughout the entire
recruitment cycle is beneficial for the candidate experience.

Instead of speaking to various people at the same time, not knowing who to reach out to and
when, candidates know exactly who will be guiding them through each stage of the process.
This will reassure them in what can be quite a stressful period.

For the recruiter, involvement throughout the entire process presents a great opportunity to
create a more meaningful relationship with the candidates. They’ll be able to have a more
personalized way of communicating with them which, in turn, will have a positive effect on
the experience of the latter.

Decreased time to hire. Time to hire measures the number of days between a candidate
applying for a job and that same candidate accepting a job offer. As such, the time to hire
metric provides information about:

Recruiting efficiency. Put simply, a long time to hire indicates a slow and inefficient process
with unnecessary bottlenecks.

Candidate experience. From a candidate perspective, a time to hire of two weeks is more
appealing than a time to hire of three months. A faster time to hire will, therefore, lead to a
better candidate experience.

Having one and the same person in charge of the entire process limits the chances of
unnecessary delays. If I’m the one managing every stage of the recruitment process and
guiding candidates through them then I don’t depend on other people as much as when a
different person is in charge for every stage.

This can, however, only work if the person managing the recruitment process is very well-
organized and rigorous (among other things).
With a full cycle recruiter in charge, it’s also clear for all the parties involved who is
responsible. If delays do occur, the hiring manager or candidate knows whom they can reach
out to asking for an explanation.

Cons

There are two sides to everything and end-to-end recruiting is no exception to this. There are
a few downsides to this way of recruiting worth mentioning.

Not suitable for every type of organization. When one person is involved in every stage of the
recruitment process, there can only be a certain number of candidates that person can handle
at the same time.

Once you go above that number, the benefits of an improved candidate experience and a
reduced time to hire won’t be as big. This is simply because the full cycle recruiter doesn’t
have enough time to take care of all the candidates.

This means that full cycle recruiting is particularly well suited for highly specialized roles or
smaller organizations.

Demands a multitude of skills. There’s a reason why larger organizations often have people
who are specialized in a specific part of the hiring process. They’ll have a recruitment team
that, depending on the size of the organization, consists of, for instance, a talent sourcer, a
recruitment assistant, several recruiters, and a manager.

The reason for this is that each stage of the recruitment process requires a specific set of skills
and knowledge. Sourcing candidates, for example, is a different ball game than negotiating
offers or onboarding new hires. For one person to master all these different skills can be
challenging.

Of course, there are tools available for each stage of the recruitment process that can support
the full cycle recruiter in their job. Keeping up with the latest technology and knowing how
to use it can, however, still take up a big chunk of their time. We’ll give a few examples of
different types of technology that can be useful in the section below.
A word about soft skills is in order here too. For a full cycle recruiter, things like listening,
communicating, and being good at building relationships both with the candidate and the
hiring manager are essential. They’ll need to master these soft skills, among others, on top of
the more technical skills necessary to work with HR-and recruitment tech.

The full cycle recruiting process in 6 steps

In this section, we’ll zoom in on the actual full cycle recruiting process. We’ll describe each
of its six stages and the role of the full cycle recruiter in them.

1. Preparing

In this stage, it’s about gathering information from the hiring manager. As soon as the job
requisition has been approved internally, the recruiter will contact the hiring manager to make
an appointment for the vacancy intake.

During the intake, the recruiter and hiring manager will discuss the specific requirements for
the new position. It includes the required skills, role in the team, personality, and capabilities
of a suitable candidate.

The recruiter will use the information gathered during the vacancy intake to write a clear,
inclusive, job description (to use internally).

Based on the job description, they will then write the job posting (or ask a copywriter to do
this). The job posting, or job advert, is the external text that candidates will see.

2. Sourcing

Once the foundation for the candidate search has been laid (i.e. the job advert is ready), it’s
time to start sourcing. This is where it’s easier if the full cycle recruiter is, for example, only
focusing on highly specialized roles.
If you’re only looking for candidates in a specific field, this reduces the number of potential
sourcing channels dramatically. This, in turn, will allow you to better keep track of each
channel. It also helps you understand what channel provides you with the most successful
candidates, etc.

Focusing on specialized roles also makes it easier to build and maintain a talent pool – a
database that holds all the profiles of people with interest in your organization.

A talent pool can be a great sourcing channel too, providing a safety net when faced with a
sudden departure, and giving you access to passive candidates who can be hard to connect
with.

During the sourcing phase, the recruiter will be in touch with the hiring manager regularly to
give them an update on how things are going.

3. Screening

The initial screening of candidates can take place in several ways.

Resume screening. This is the most common technique. It helps the recruiter assess if
candidates comply with (some of) the criteria in the job description.

To facilitate this type of screening, there are many tools available that can do the work for
you. They range from built-in resume screening tools that are part of an ATS to resume
screeners that use AI to predict the quality of hire.

Phone screening/chatbot. After the resume screening, a phone screening often takes place.
This helps to align expectations between the candidate and the employer.

The recruiter can walk through a checklist here. The screening may include topics like comp
& benefits expectations, full time or flexible commitment, starting date, and other potential
deal-breakers.

As this is a fairly standard procedure, a chatbot can also take over here.

Pre-selection. It is a powerful screening method that helps to avoid potential mismatches.

Pre-selection tools provide assessments that can include cognitive testing, a job sample,
personality testing, and other tests that help to predict the quality of the new hire.
Pre-employment assessments can also include a realistic job preview. This shows candidates
the positive but also the not so pretty sides of the job, resulting in a more truthful picture of
the role. This helps in aligning expectations between candidate and employer and leads to
better hires.

These preselection tests are often used for functions with a high volume of applicants.
However, a full cycle recruiter can use a realistic job preview, for instance in the form of an
accurate ‘day in the life of’ video, to manage candidate expectations.

The goal of this stage of the recruitment process is to reduce the number of candidates to a
manageable group of between 3-10 people.

4. Selecting

This step of the selection process is about sending out assignments, arranging interviews,
participating in the interview process, and providing feedback to candidates. It’s also about
maintaining a good relationship with the hiring manager and keeping him or her actively
involved.

Here, the full cycle recruiter needs to keep an eye on several balls at the same time. A big
part of this stage of the full cycle recruiting process is about scheduling. Candidate interviews
need to be planned and confirmed. Assignments need to be sent out and reviewed, and
constructive feedback needs to be provided afterward.

An equally important part of this stage of the process is the recruiter’s relationship with the
hiring manager. They should be in close contact. The recruiter constantly communicates with
the hiring manager about the candidate shortlist, feedback from the latter on the candidates,
iterating the requirements, etc.

In this stage of the hiring process, the use of an interview guide can be very helpful. It will
create a structured process and ensure all candidates get the same experience – from the
initial invitation and briefing all the way to the order of the questions asked and the wrap-up
of the interview. An interview guide also helps reduce the risk of bias in the interview
process.
When it comes to planning the interviews, a tool in the form of a chatbot can be of assistance
again. The big advantage of this is that they can, to a certain extent, also take care of basic
questions that may come in from candidates regarding their interview.

5. Hiring

Once the recruiter and hiring manager have reduced their shortlist to between one and three
candidates, it’s time to do a reference check and, in some cases, also a background check.

Reference checks are a way to confirm your perception of the candidate and gather additional
information from multiple perspectives. This comes especially useful if you had a doubt
about a certain competency or skill during the interview.

The use of background checks depends on the type of function and also the country you’re in.
It’s common to do this type of check for government functions, for example. Countries like
the US use it more than most European countries.

Once these boxes have been ‘checked’ too, it’s time to make a decision. While the full cycle
recruiter is (heavily) involved in each step of the process, the final hiring decision lies with
the hiring manager.

This decision is best made based on a data-driven approach. In other words, based on pre-
defined criteria on which each candidate is rated during the selection process. The best
candidate is then chosen and a job offer will be extended.

6. Onboarding

Once the candidate has signed the contract, the full cycle recruiter’s job isn’t over yet. This is
where the pre-boarding period starts. It refers to the time between the candidate signing the
contract and them starting their new job.

It’s crucial to keep in touch with new hires during this period to keep them engaged and
excited to get started. Not doing so can result in them joining another company before they
even began.
Things to do during a pre-boarding can vary from sending the new hire the employee
handbook, inviting them to (informal) team activities, sharing information about their first
day, having a virtual coffee with them, and so on.

Here too, software tools can help the recruiter in guiding new hires through this process and
making sure everyone gets the same experience.

Once the new hire finally starts their first day, it’s time for the organization’s employee
onboarding program to take care of them. While this will often be HR-driven, with a lot of
involvement from the hiring manager as well, it’s important that the recruiter regularly
checks in with the new employee.

After all, they’ve built a relationship together which means that the freshly hired employee
may feel more comfortable sharing their concerns with the recruiter, at least during the first
couple of weeks.

3.2 Review of Literature

Recruitment and selection process as "A process of searching for Prospective Employees and
stimulating and encouraging Them to apply for jobs in an Organization." In Simpler terms,
recruitment and selection are Concurrent processes and are Void Without each Other.

Recruitment can be defined as ''searching for and obtaining a pool of potential Candidates
with the desired knowledge, skills and experience to allow an organization.

To select The most appropriate people to fill job vacancies against defined position
descriptions and Specifications"

Recruitment and selection refers ''To the chain and sequence of activities pertaining to
recruitment and selection of employable candidates and job seekers for an organization"
CHAPTER-04
4.1 INTRODUCTION ABOUT THE STUDY

Recruitment and selection process is an searching for and obtaining a pool of potential
candidates with the desired knowledge, skills and experience to allow an organization to
select the most appropriate people To fill job vacancies against defined position descriptions
and specifications.

Recruitment and selection process are tracking applicants and applications and Reviewing
resumes. Applicant tracking systems (ATS) are becoming extremely helpful to Employers,
and this technology aids in the management of job vacancies and applications for Every open
position.

Definition of Recruitment

According to the definition provided in the Business Dictionary.com, “Recruitment is the

process of finding and hiring the bestqualified candidate (from within or Outside of an
organization) for a job opening, in a timely and cost effective manner. The

Recruitment process includes analyzing the requirements of a job, attracting employees to

that Job, screening and selecting applicants, hiring, and integrating the new employee to the
Organization”

Types of Recruitment

 Internal Recruitment

 External Recruitment

1. Internal Recruitment

According to Myrna L. Gusdorf, the recruitment process starts with the most common
method which is job posting. The traditional method to announce a job opening was to post
notice of the job on the HR bulletin board whereas organizations now mostly post jobs
electronically through organization-wide intranets or send e-mails to all employees about the
job vacancy.

Publish employment newsletters and distribute the announcement flyers are also a way of
doing job posting. Employee Referrals are also a process to obtain candidate for Internal
recruitment.

2. External Recruitment

In external recruitment, the applicant pools can be generated in number of ways which
depends on the organization’s policies, size and hiring budget. The organization also can go
for private employment agencies who take all the responsibilities of generating a Pool of
candidates for recruitment according to the organization’s needs. The agencies generate the
applicant pool and do the preliminary interviews, thereby screening out unqualified
Candidates and then send actually qualified candidates to the organization and that is also by
Using job criteria provided by the organization itself. However, the private employment
agencies Can be costly thus not every organization can bear the cost.

Purpose of recruitment process

The recruitment process is sensitive to the external and internal changes, and it Can be used
as the best indicator for the future HR trends. By careful analysis of Recruitment Measures,
the HR Management team can predict the trends in the job market simply.

Find the best talents for the vacancies

 Manage the recruitment sources

 Manage the vacancies in the organization

 Run the internal recruitment process

 Building the strong HR Marketing platform

 Co-operation with local and international universities

 Provide feedback about the trends in the job market

4.2 Research Methodology

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

CHAPTER-05
Results and Discussion

Conscript is a results-driven recruitment company with a proven record of successfully

identifying talented individuals for mission-critical positions.

•We specialize in recruiting mid-level to C-level professionals for Fortune 500, Middle
marker and Emerging growth companies in a variety of Industries.

•We understand the Hiring challenges Organizations face. With our long-standing
relationship, Internal Resources, expertise and technology, we deliver talented Choices for
our Clients.
CHAPTER-06
SUGGESTIONS

 From the study, it is found that newspaper is the effective medium to advertise for
mass recruitment.

 The organization shall concentrate and conduct workshops, training programs to the
employees in order to mold their career growth.

 The organization shall increase the response level to the job seekers via e-mail or
call.

 The organization shall focus on internal recruitment too in order to promote and
motivate the employees
CHAPTER-07
CONCLUSION
In conclusion, in a becoming highly competitive market (in recent years, several thousand
insurance agencies have gone out of business) is no longer sufficient to grow only in
premium volume. Needless to say, in fact, that the Italian insurance business in the coming
years, according to the analysis of many economic institutions and insurance, will double.

It is clear, then, that competition rather than pricing, will have to measure the ability to grasp
the opportunities offered by new technologies and certified quality of the contractual
relationship of the services offered and solvency, all aimed at the ability to establish
collaborative relationships and based on trust between the insurance company and its
stakeholders (customers and intermediaries primarily).

In fact, a remarkable act of emancipation is on, from the customer's distribution channel
(wide availability of statistics and comparisons, direct electronic distribution channels) that
gives him the opportunity to compare and change the products and companies, which would
make the insurance market more transparent and switching costs continuing to fall. This is
the result in a market increasingly oriented to customer needs.

It will also pay more attention to respect the rights of clients20 (in terms of fairness, trust,
transparency and speed of contract damages, as set out in the "Charter of rights of the
insured," that companies adhere to 'EU agreed to meet), if you want to achieve customer
loyalty, as well as acquire new ones.

In other words, from the ability to "listen" to customers (internal and external) will depend on
the skill which meet the requirements that determine, then, the criteria of choice of policies
(increasingly oriented, clients, research a relationship of trust, image, service quality,
performance, convenience of access and price); therefore, a modern insurance company will
measure its success, primarily on customer satisfaction.
CHAPTER-08
Summary

o Recruitment and selection is critical to a sport organisation’s success and judicious

hiring a process requires much attention.

o Recruitment and selection should be strategically linked to other HRM activities.

o In choosing selection techniques it is important to be aware of their advantages and

disadvantages as well as issues relating to reliability and validity.

o While no single technique is without the possibility of error some are clearly better
than others.

o Uncertainty in selection can best be reduced by the use multiple techniques providing
the time and resources are available.
REFERENCES
(https://www.conscripthradvisors.com)

(https://www.linkdin.com/company/conscripthr)
ANNEXURE
 DAILY WORKSHEET FOR SUMMER TRAINING REPORT
Name of the Student: Jatin Singh Kushwah

Course and Semester: BBA 5th semester ‘C’

Batch: 2019-2022

Specialization: HR
Name of Summer Training Organization: “CONSCRIPT HR”

Day Description of Work Date

1. Introduction and Understating of the Recruitment 06/07/2021
2. Understating of the Recruitment 07/07/2021
3. Understating of the Recruitment 08/07/2021
4. Candidate Calling Script 09/07/2021
5. Google Meet at 1 P.M. on Sunday 10/07/2021
6. No Task 11/07/2021
7. Task Validation, Time Sheet, WhatsApp Group 12/04/2021
Creation.
8. Collection of Data and Recruiting for Tech Mahindra 13/07/2021
9. Collection of Data and Recruiting for Coforge Tech 14/07/2021
10. Collection of Data and Recruiting for Tech Mahindra 15/07/2021
11. Collection of Data and Recruiting for Tech Mahindra 16/07/2021
12. Enhancing knowledge in HR (Topic:- E-Commerce) 17/07/2021
13. Sunday 18/07/2021
14. Leave due to grandfather’s death 19/07/2021
15. Leave 20/07/2021
16. Leave 21/07/2021
17. Leave 22/07/2021
18. Collection of Data and Recruiting for Ness Digital 23/07/2021
Engineering, PCGI System.
19. Weekly Timesheet 24/07/2021
20. Sunday 25/07/2021
21. Job Description, Job Specification and Resume 26/07/2021
Screening.
22. Collection of Data and Recruiting for Fulcrum 27/07/2021
Digital: UK Company,
23. Leave 28/07/2021
24. Recruitment vs Talent & Recruiting for Ness Digital 29/07/2021
Engineering
25. Learning more about Getting Right People 30/07/2021
26. Leave 31/07/2021
27. Sunday 01/08/2021
28. Learning about LinkedIn Recruitment & Recruitment 02/08/2021
for Birla Soft
29. Collection of Data and Recruitment for PCGI System, 03/08/2021
Fulcrum Digital (UK Company)
30. Collection of Data and Recruitment for Fulcrum 04/08/2021
Digital (UK Company)
31. Collection of Data and Recruiting for Coforge ( NIIT) 05/08/2021
32. Previous task Completion 06/08/2021
33. Collection of Data and Recruiting for Birla Soft 07/08/2021
34. Sunday 08/08/2021
35. Collection of Data and Recruiting for Talent 21 09/08/2021
36. Collection of Data and Recruiting for Coforge ( NIIT) 10/08/2021
37. Collection of Data and Recruiting for Talent21 11/08/2021
38. Collection of Data and Recruiting for Fulcrum Digital 12/08/2021
: UK Company
39. Collection of Data and Recruiting for Coforge ( NIIT) 13/08/2021
40. Learn more about the Communication Skill 14/08/2021
41. Sunday 15/08/2021
42. PCGI System ( USA), Talent21 16/08/2021
43. Same task as on 16/08/2021 17/08/2021
44. Collection of Data and Recruiting for Sapiens 18/08/2021
45. Collection of Data and Recruiting for Talent21 19/08/2021
 46. LinkedIn Recruiting 20/08/2021
47. Collection of data and Recruiting for Talent21 21/08/2021

Name of the Faculty Guide: Asst. Prof. Smrita Bhadouria

Signature of Faculty Guide:
Remark:

WEEKLY WORK REPORT FORMAT

Name of the Student: Jatin Singh Kushwah

Course and Section: BBA 5th semester ‘C’

Weekly report for (7 Weeks):
WEEK FROM TO DESCRIPTION OF WORK
1. 06/07/2021 12/07/2021 Introduction of the organization and their service
2. 13/07/2021 19/07/2021 Learned about the collection of the data and collecting the
data of IT sector.
3. 20/07/2021 26/07/2021 Calling to IT Sector candidate for recruitment.
4. 27/07/2021 02/08/2021 Calling to IT Sector candidate for recruitment.
5. 03/08/2021 09/08/2021 Calling to IT Sector candidate for recruitment.
6. 10/08/2021 16/08/2021 Calling to IT Sector candidate for recruitment.
7. 17/08/2021 21/08/2021 Calling to IT Sector candidate for recruitment.

Thanks and regards,

Yours Sincerely
(Jatin Singh Kushwah)

STUDENTS PERFORMANCE EVALUATION FORM

(To be filled by Industry Guide)

Name of Student:
Duration for Summer Training:
Department:
Course:
Batch:
You are requested to give your valuable feedback on following parameters on a scale of 1 to
5 where 1 indicates the strongly disagree for the statement and 5 indicates for maximum
agreement for the student’s performance who has undergone training in your valuable
guidance.

Regularity and Punctuality during training

1 2 3 4 5

Openness for Learning and Acceptability of task allotted

1 2 3 4 5

Able to work in team

1 2 3 4 5

Behaviour in the Organization

1 2 3 4 5

Quality in work allotted

1 2 3 4 5

Any other observation

…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
………………

Date:
Place:

Name and Signature of Industry Guide