AKASH PRATIM BORUAH

TABLE OF CONTENT
DECLARATION
I hereby declare that the project entitled “Recruitment and Selection process” submitted by me
in partial fulfilment of the requirements for the degree of MBA (HR and IR) to Kaziranga
University’s School of Business, is the result of my original and independent research work
carried out under the supervision and guidance of Mr. Debanuj Khound, HOD and Miss.
Tamanjeet Kaur, HR assistant supervisor AASHMAAN foundation.
The matter embodied in this project report has not been submitted to any other University or
Institution for the award of degree. This project is my original work and it has not been presented
earlier in this manner and is solely for the project under Debanuj Khound, HOD, School of
Business, Kaziranga University.
ACKNOWLEGEMENT
CERTIFICATE
EXECUTIVE SUMMARY.
An internship is a fixed period of hands-on work experience commonly given to students or
young people. During an internship, we can work for a company and participate in projects,
meetings and job shadowing opportunities. Internships are all about learning and gaining skills in
the chosen industry. These are heavily guided opportunities, with plenty of time for reflection
and asking questions. It's a good way to transition from studying to working, as we can gain
valuable contacts within our chosen industry. These contacts may help us learn about job
opportunities after we leave the internship. Internships can last from a few weeks to a few
months.

During my internship, I have been assigned to complete my internship on “Recruitment and

Selection process” of an NGO called “Aashman Foundation” under the guidance of Miss
Tamanjeet Kaur.
1. Organization Description :- Aashman Foundation is a non for profit organisation
working resolutely towards promoting the cause of women, empowering single income
families and promoting child education, through its various livelihood programs.
2. Title of the project :- Recruitment and Selection process.
3. Objectives of the project :-
 To help the organization to attain its goals effectively and much efficiently by
getting them the right candidates from all over the places and work for the
organization.

 The next task is to work as a team leader and we were assigned a group where we
need to motivate the freshers to work on its task and help them to get the right
candidates by reviewing their references resume and monitoring their interview
process.

 While working as a process partner or an MIS, decision making by evaluating the

data captured or structuring the training management system will be the
challenging task to be promoted as a head HR.

 The head HR has to build the environment where the high performance is valued,
rewarded and provides the organization with well trained and well-motivated
employees and work on the cause.

4. Methodology used:-
i. Primary source of data collection:- Primary data is a type of data that is collected by
researchers directly from main sources through interviews, surveys, experiments, etc.
One of the major elements and basis of statistical research is data collection, where
the most basic data that can be collected in this process is primary data.
While interviewing the references, a structure questionnaire is asked to the candidates
In the internship, approaches of 6 months have been given, and each approaches should be
complete within the time period given.
The first task was all about finding 25 references from all over the places, who could work for
the organization. We need to generate our own leads and accordingly convince them to join the
organization. The reference should have a minimum communication skill in order to perform
smoothly throughout their internship period. They should have Facebook, Instagram and
LinkedIn accounts.
After the completion of the first task the second was for 45 days interviewing the references that
are allotted by the interns who are in the first task.

CHAPTER-1

Introduction.
This is an internship report. MBA Course requires a 45 DAYS attachment with an organization
followed by a report assigned by the supervisor in the organization and endorsed by the faculty
advisor. I took the opportunity to do my internship in Bhopal "NAV INFOTECH

1.1 Background of the study

There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work. For them this
means understanding the implications of globalization, technology changes, workforce diversity.
Changing skill requirements, continuous improvement initiatives contingent workforce,
decentralized work sites and employee involvement are the issue for confront. Now it is a big
challenge for the HRM to support the organization by providing the best personnel for the
suitable position in shortest possible time. Starting with recognizing the vacancies and planning
for them is a great task. Moreover selecting attracting the suitable candidates and selecting the
best person in time is a challenge.

CHAPTER 2

2 COMPANY OVERVIEW
2.1 An Overview (NGOs in India)

A non-governmental organization (NGO) is an organization that is not part of a government and

was not founded by states, NGOs are therefore typically independent of governments. Although
the definition can technically include for-profit corporations, the term is generally restricted to
social cultural legal and environmental advocacy groups having goals that are primarily
noncommercial NGOs are usually non-profit organizations that gain at least a portion of their
funding from private sources. Current usage of the term is generally associated with the United
Nations and authentic NGOs are those that are so designated by the UN. Because the label
"NGO" is considered too broad by some, as it might cover anything that is non-governmental
many NGOs now prefer the term private voluntary organization (PVO).A 1995 UN report on
global governance estimated that there are nearly 29,000 international NGOs. National numbers
are even higher: The United States has an estimated 2 million NGOs, most of them formed in the
past 30 years. Russia has 65,000 NGOs. Dozens are created daily. In Kenya alone, some 240
NGOs come into existence every year. The International Red Cross and Red Crescent Movement
is the world's largest group of humanitarian NGO's. Though voluntary associations of citizens
have existed throughout history, NGOs along the lines seen today, especially on the international
level, have developed in the past two centuries. One of the first such organizations, the
International Committee of the Red Cross, was founded in 1863.

2.1.1 Types of NGO's

There are numerous possibilities to classify NGOs. The following is the typology the World
Bank uses

 Operational NGO's
Their primary purpose is the design and implementation of development-related projects. One
categorization that is frequently used is the division into relief-oriented or development oriented
organizations; they can also be classified according to whether they stress service delivery or
participation; or whether they are religious and secular and whether they are more public or
private oriented.

 Advocacy NGO's
Their primary purpose is to defend or promote a specific cause. As opposed to operational
project management, these organizations typically try to raise awareness, acceptance and
knowledge by lobbying, press work and activist events.

2.1.2 Important Features of NGO's

2.1.2.1 Purposes
NGOs exist for a variety of purposes, usually to further the political or social goals of their
members. Examples include improving the state of the natural environment, encouraging the
observance of human rights, improving the welfare of the disadvantaged, or representing a
corporate agenda. However, there are a huge number of such organizations and their goal cover a
broad range of political and philosophical positions. This can also easily be applied to private
schools and athletic organizations.

2.1.2.2 Methods
NGOs vary in their methods. Some act primarily as lobbyists, while others conduct programs and
activities primarily. For instance, such an NGO as Oxfam concerned with poverty alleviation,
might provide needy people with the equipment and skills they need to find food and clean
drinking water.
2.1.2.3 Networking
The International Freedom of Expression exchanges (IFEX), founded in 1992, is global network
of more than 60 non-governmental organizations that promote and defend the right to freedom of
expression

2.1.2.4 Consulting
Many international NGOs have a consultative status with United Nations agencies relevant to
their area of work. As an example, the Third World Network has consultative status with the UN
Conference on Trade and Development (UNCTAD) and the UN Economic and Social Council
(ECOSOC). In 1946, only 41 NGOs had consultative status with the ECOSOC, but this number
had risen to 2.350 in 2003.

2.1.2.5 Management of non-governmental organizations

Two management trends are particularly relevant to NGOs: diversity management and
participatory management. Diversity management deals with different cultures in organization
Intercultural problems are prevalent in Northern NGOs that are engaged in completely different
approach of doing things in the target country. A participatory management style is said to be
typical of NGOs. It is intricately tied to the concept of a learning organization: all people within
the organization are perceived as sources for knowledge and skills. To develop the organization,
individuals have to be able to contribute in the decision-making process and they need to learn.

2.1.2.6 Relations
The relationship among businesses, governments, and NGOs can be quite complex and
sometimes antagonistic. Some advocacy NGOs view opposition to the interests of Western
governments and large corporations as central to their purpose. But NGOs, governments and
companies sometimes form cooperative, conciliatory partnerships as well.

2.1.2.7 Staffing
Not all people working for non-governmental organizations are volunteers. Paid staff members
typically receive lower pay than in the commercial private sector. Employees are highly
committed to the aims and principles of the organization. The reasons why people volunteer is
usually not purely altruistic, but self-serving: They expect to gain skills. experience and contacts.

2.1.2.8 Funding
Large NGOs may have annual budgets in the millions of dollars. For instance, the budget of the
American Association of Retired Persons (AARP) was over $540million dollars in 1999. Human
Rights Watch spent and received US$21,7 million in 2003. Funding such large budgets demands
significant fundraising efforts on the part of most NGOs. Major sources of NGO finding include
membership dues, the sale of goods and services, grants from international institutions or
national governments, and private donations. Several EU-grants provide funds accessible to
NGOs. Even though the term 'non-governmental organization' implies independence of
governments, some NGOs depend heavily on governments for their funding.
2.1.2.9 Legal status
The legal form of NGOs is diverse and depends upon homegrown variations in each country's
laws and practices. However, four main family groups of NGOs can be found worldwide:

 Unincorporated and voluntary association.

 Trusts, charities and foundations.
 Companies not just for profit.
 Entities formed or registered under special NGO or non-profit kws. NGOs are not
subjects of law, as states are. An exception is the International Committee of the Red
Cross, which is subject to certain specific matters, mainly relating to the Geneva
Convention.

2.2 About AASHMAN FOUNDATION: -

AASMAAN Foundation was started in the year 2009, as a group of people who wanted to give
something back to the society in some or the other way. Later in the year 2012 it got registered as
a Non-Governmental Organization.
AASMAAN Foundation is providing clothes and other basic amenities to millions in the far-
flung villages by turning urban wastage into resource for rural India.
AASMAAN Foundation is working for the upliftment and betterment of the less-privileged kids.
It works in the field of child's education, health and his rights.

Started as a group of 10 friends, today AASMAAN Foundation has more than 1000 volunteers
who work hard round the year for the betterment of the society.

Over the years, AASMAAN Foundation has conducted plethora of projects which not only
includes grass-root level projects which are directly related to the kids but also includes fund-
raising events.

2.2.1 Knowing AASMAAN Foundation

 The first to- Highlight clothing as a basic but unaddressed need which deserves a place
on the development agenda.
 The first to- Reposition discard of urban households as a development resource for
villages, moving away from its age-old stance as a charitable object.
 One of the few organizations in the world, constructively reviving and strengthening rural
volunteerism, to solve its own problems, digging deep into the age-old wisdom and
knowledge base of the villages.
 AASMAAN Foundation has the rare distinction of an equally vast reach among the
masses in the villages as well as the cities across India.

.
2.2.2 Impact & Innovation

 AASMAAN Foundation is committed towards making education more accessible to each

and every child who constitutes a valuable member of this society.
 AASMAAN Foundation organised a book donation drive in partnership with Landmark
Institute. A coaching institute par excellence, encouraging students to excel in both
academics and co-curricular activities.
 Annually reach out over 1000 tons of material; from clothes, school material to old doors,
windows and computers.
 Over 900 development activities taken up under Cloth for work (CFW), in the last 2
years. From repairing roads to recharging water ponds, building bamboo bridges to
digging well; people only received clothes & other material as reward.
 Large scale relief & rehabilitation work with many innovative rural income generation
initiatives like Sujni making. Vaapsi, Village Hats (village markets).
 JJ Academy is an institute renowned for its’ commitment towards making students
capable and intelligent leaders of tomorrow. AASMAAN Foundation is proud to
announce that it partnered with JJ Academy to organize a book donation drive, under the
umbrella initiative of ‘Book Train’.
 AASMAAN Foundation has always been committed towards promoting a healthier and
more sustainable way of life. Carrying forward this very legacy and honouring the
commitment towards a healthier way of life, AASMAAN Foundation organized a yoga
workshop on International Yoga Day, 21st June’17, for underprivileged children and the
elderly, all across Delhi.

2.2.3 Their ethos, beliefs, values.

 To grow as an idea, not just as an organization.

 They are not in the business of collecting and distributing of old clothes. They use
material as a tool to bring ignored issues to light, to talk about basic needs, to bring
communities together, to make them aware of their own power, to increase people's
participation, to change mindsets and change the present rural infrastructure..

 They don't fix up targets, they value potential.

 They don't promote charity, they are converting the age old charitable act of giving
clothes into a development resource.

 They are not focused on donor's pride; they work is focused on the receiver's dignity.
  When people say we want to donate clothes- they strongly feel that after using as per
their need they don't donate, they actually discard.
 They don't want to keep their ideas to themselves, they want replication in different
regions, different economies.
 They strongly believe in the wisdom of people they are working for, to find solutions to
their own problems; it's our core strength.
 They don't spend money on their own infrastructure, furniture etc. They practice what
they promote i.e. use of old material. No spending on advertising & PR: positive word of
mouth is their biggest asset.
 They don't try to do everything on their own and use the strength of various
partners/people as stake holders!

2.2.4 There focus.

 The brand ambassador of the foundation VJ Aman, has played a pivotal role in the
campaign as she voices the concerns of such women through her videos and helps spread
awareness about the campaign on the social media platforms to gain momentum in the
public eye.

2.2.5 There projects.

i. AASHMAAN teaching projects.

AASMAAN Teaching Project (ATP) is a regular teaching project where the volunteers teach
the basics of English, Gujarati, Math, Hindi and Science to the children studying in different
standards. The classes are held daily by the teachers and volunteers for the children at our 3
centers located at Paldi, Motera and Gurukul.

ii. Child mentor programme .

Child Mentor Programme (CMP) is an initiative to connect directly with the kids. Each
volunteer selected for the CMP will be given full responsibility of 1 kid studying either in
municipal school or private schools but having a poor socio-economic back ground.
The volunteer will have to look after the education, health, regularity at school and social
aspect of the child. She/he will have to dedicate a minimum of 3 hours a week i.e. 12
hours/month (Preferably 3 hours every week) towards his/her respective student.

iii. AASHMAAN community development.

AASMAAAN Community Development project aims at helping the residents of its 3 centers
to expand/improve their business. We intend to help the families of those kids who we teach,
observing and understanding their work and lifestyle, identifying gaps in their business and
helping them grow.
This helps the families to increase their revenue which in turn help them to provide better
facilities to their kids and fulfil their education. Our focus is also on improving the hygiene
 and communication skills of the slum residents thereby contributing a 360-degree upliftment
of the people and society.
With theoretical knowledge of marketing and brand building, our volunteers in real time
scenarios gain an in-depth understanding of the different aspects of business and the barriers
faced by the community, thereby, identifying the latent growth opportunities, helping them
bridge the gap and as a result help them grow.

iv. Food for thought.

Food For Thought started back in the year 2013 as a fund-raising event. Our volunteers set
up a temporary food stall for 10 days in this event on the hustling youthful and vibrant
IIM road. Different food items are prepared and sold by the volunteers in the stall for 10 days
and all profits are donated for our various grass-root projects like notebooks distribution,
child mentor project, etc.
Food For Thought is one of our main fund raising events and all the funds generated are used
for upliftment of the children in our 3 centres.

v. Let’s go shopping.

Let's Go Shopping is a real-time simulation of the shopping experience, wherein

underprivileged kids purchase the goods using playing (fake) money.
It is an opportunity created to give them a chance to learn the importance of money, expense
management and most importantly, a chance to realize their personal preferences.
The goods like clothes, toys, footwear, stationery, etc. are collected from all across
Ahmedabad and sorted as per sizes. A display is than set up of all these goods and kids shop
through them.

vi. Aash project.

Aash - meaning hope, is our flagship project which acts as a catalyst in the lives of deserving
and ambitious students.
Under this we aim to cover complete expenditure for schooling as well as extra practice
classes after school hours, counseling support to both parents as well as students through
monthly meetings, extra grooming aiming at holistic development, through workshops,
health checkups.
At present, this program supports the education of 10 students and for the upcoming
academic session, we are looking forward to providing scholarships to 13 more students.
CHAPTER-3

3 LITERATURE REVIEW.
3.1 Introduction

The recruitment and selection process has changed and opinions have evolved over the period of
time. It was possible to fill the position quickly but, time has progressed and organizations
realized that the recruitment and selection methods have serious effects of employee on how the
organization operates. Smith and Robertson (1986) to Gunnigle (2011) and other scholars have
weighted with their opinions on how organization can improve and develop their recruitment and
selection process. Recruitment and selection is just attracting the candidates to fill the vacant
 posts in the organization but it has dramatically changed. Hundreds of people are exploring this
area expecting to find the perfect method. The object of this chapter is to review the literature on
recruitment and selection. This chapter tries to fill the gap of reviews on recruitment and
selection process. It will look out different recruitment and selection methods including HR
planning, job analysis, recruitment sources, selection tests, and interview methods. Various
reviews have compiled from books, newspapers, research articles, journals, magazines etc.

i. [ CITATION Aut12 \l 1033 ] has carried out the current issues in respect of HR practices and
recruitment. The Employer Branding Institute and Stars of the Industry group rewarded
Asia’s Best Employers Brand Awards 2012 to 100 organizations across Asia. The rewarded
organizations have excellence in building of their brand and identity. These organizations
have excellence HR Practices, policies and strategies. Another issue is of talent, as per the
Chief Financial Officer Survey (CFOs) in Hong Kong, finding right talent is a challenge, and
90% employers cannot find the right talent. Over 70% respondents indicated that it was
difficult to secure the talent in the organization but they agree that managing cost was second
challenge to them. India faced 61% problem to hire talent. When we look at China two- third
CEOs are investing employee development outside of their company and 57% CEOs are
trying to partner with other companies to overcome talent deficits.

ii. [ CITATION Sum17 \l 1033 ] A Change Agent – A Development monthly, this research
proved organization could not develop without skills and talent. The skill India and Make in
India both are new concepts introduced to get global advantage. These new concepts affect
the recruitment and selection process. The initiative is taken by Indian Govt. like Dindayal
Upadhyay Gramin Kaushalya Vikas Yojana (DDUGKY), Pradhan Mantri Kaushalya Vikas
Yojana (PMKVY) to generate skill employment. Students are getting opportunity of
improving their skill levels through these courses. These courses create the skill among the
students and fill the zeal to get an opportunity. This can help to analysis the gap and to
develop the content of skill to train the people. It is required to enhance more skills and
resources of human being to optimum utilization of funds and resources to better outcomes in
terms of jobs, wages, productivity etc.

iii. [ CITATION KAs08 \l 1033 ]highlighted the external and internal factors of recruitment and
selection which are affected on business concern like labour market, unemployment rate,
legal and political consideration etc. He studied the several practical factors, how practical
and legal factors are influenced to organization? What is the effect of social factor? Which
acts and regulations to be followed? What about child labour? Reservations to SC, ST, and
OBC etc. can create uncertainty while recruiting the employees. Matter of employment rate
can affect in the given area. The internal factors are size of the firm, cost, recruitment, growth
expansion of the organization etc. are to be considered while recruiting the candidate. Apart
from these issues about how is employability and unemployment. Any individual worth
capable of something is sure of securing job, of course in the private sector. He explained
how to evaluate the effectiveness of recruiting technique and sources or all types of job
 applicants. Which offers to be taken to increase the rate of selection and avoid extraordinary
things for selection? Company has to crate its positive image in the society and among
employees. It is essential to make the comparison of employees with their qualification and
interest to join the job. It is true that the poor quality selection means extra cost on training
supervision. Better selection can be done through specialist trained and staffing techniques.

iv. [CITATION Kat1 \l 1033 ]is a modern-day recruiting guide that focuses on how to improve
the candidate experience and use technology better. This read revolves around a recruiter’s
role with modern-day tools such as AI, robotics, and chatbots. As this kind of technology
becomes commonplace in a recruiter’s toolkit, you must learn how to harness it to attract and
recruit the right people effectively. The Robot-Proof Recruiter takes a look at how social
media and digital sourcing strategies are only part of the recruiting puzzle, and how posting a
job or sending a LinkedIn InMail is no longer enough. Beyond that, it gives recruiters
practical tips on what works (and what doesn’t), and how you can stand out and recruit
effectively in a world of technology overload.

v. [ CITATION Kat18 \l 1033 ] says in the recruitment world, it can be difficult for anyone who
wants to know more, to really understand what is done and why it is done in a particular way.
This powerful book completely demystifies the subject of talent management, examining the
research behind different approaches and looking at the end to end process required to
manage it well. Comprehensive and insightful. I particularly liked the mini case studies
bringing every part of the process to life.

vi. [ CITATION Jen19 \l 1033 ]Diversity is becoming more and more important in the way
recruiters hire talent. On the flip side, the talent pool in which we are hiring candidates is
becoming increasingly diverse. So it’s more important than ever for recruiters to fully
understand how they can support inclusion and diversity in their hiring processes. In this
book, Brown shows recruiters like you how you can become an inclusive leader through four
developmental stages: unaware, aware, active, and advocate. At the end of the journey, you
will be able to drastically change the day-to-day reality for your colleagues and the trajectory
of your

vii. [ CITATION Pau19 \l 1033 ]This book strips back recruitment to basics so recruiters can re-
visit what’s important: identifying a vacancy, analysing the requirements, attracting and
engaging with talent, reviewing applications, screening, shortlisting, and hiring the best
candidate. Myers says modern-day recruiters are being replaced by technology and tools that
 are designed to make the process more efficient. However, AI and recruiting tools shouldn’t
impact the candidate’s experience. In this book, recruiters will get a crash course on the basic
foundations in recruitment, and how these can significantly increase recruitment efficiency
and performance.

viii. [ CITATION Obi10 \l 1033 ] says it makes technical recruiting less intimidating. Once you
can tackle the acronyms and jargon that go along with technical recruiting, you’ll be able to
analyze candidate requirements with confidence. Technology Made Simple for the Technical
Recruiter does what it says it does – makes technology simple for the IT Recruiter. If you are
giving your first steps in IT Recruitment, or wanting to learn more about a specific IT role,
this book is definitely the right choice. I also found it really good because it glues it all
together and gave me a deeper perspective over technical areas that I (thought) I knew. I
advise you to check the chapters on Software Development Life Cycle, Database
Technologies and the Technical Resume, but I strongly advise you to read the whole book.

ix. [ CITATION DaC18 \l 1033 ] says It’s an ideal read for those who want to see how another
recruiter built processes from the ground up, and how they can use the examples to make
positive changes in their business. Great book to have in your recruiting library. There’s lots
of useful information for both new and experienced recruiters. If you’re stuck in a search and
need some new ideas, this is great. Dean is one of the top tool guys in the industry, and
there’s a ton of good info here.

x. [ CITATION Vic19 \l 1033 ]The book looks at how recruiters can make improvements in
their processes like reducing recruiting cycle times, costs, and selection biases. It will also
walk you through how to improve candidate experience and collect insightful analytics that
can supercharge the way you hire digitally.

xi. [ CITATION Att20 \l 1033 ]explains how you can design, implement and execute a data-
driven hiring strategy that will help your business gain a competitive edge. You will discover
the best technologies and know-how to build a consistent, repeatable recruitment process and
how to avoid common pitfalls. Evidence-Based Recruiting also shows you how top
companies such as Google and Netflix drive their business success through systematic hiring
practices. The book is perfect for recruiters who want to take advantage of data in their
recruiting efforts and learn how to best use recruitment technology to achieve their goals.
CHAPTER 4

4 FINDINGS, INTERPRETATIONS AND

RECOMMENDATIONS

Findings and analysis of data is a very important part of any internship. The raw data which is
collected or the purpose of the work should be represented in such a way that it is easily
understandable, even to the general people. After collecting the data, the data must be properly
scrutinized, edited and tabulated and then a very careful statistical analysis is to be made, finally
a report co-operating detailed statements of the different stages of the survey should be prepared.
In this chapter the collected data has been represented diagrammatically for the analysis of the
collected data.

4.1 Representation of the data collected

The data is shown are presented in tabular form and diagram in the following sections :-

Q1. What is the age group?

Table no 4.1.1- Number of respondents in age group.

Option Frequency percentage

15-20 15 19%
20-25 45 58%
25-30 15 19%
30-35 2 3%

Chart no 4.1.1- Showing respondents in Age group.

Option 15-20 20-25 25-30 30-35

 It is

Q2. Gender?

Table no 4.1.2- Number of respondents gender.

Option Frequency percentage

Male 33 43%
Female 44 57%
Other …. ….
Chart no 4.1.2- Showing respondents in Gender

Male Female Other

Q3. Years of Experience?

Table no 4.1.3- Number of respondent’s years of experience.

Option Frequency percentage

Freshers 67 87%
1-3 years 10 13%
3-7 years 0 0%

Chart no 4.1.3. - Showing respondent’s years of experience.

 Freshers 1-3 years 3-7 years

Q4. In which department you want to work?

Table no 4.1.4- Number of respondent’s department

Option Frequency percentage

Sales and Marketing 10 13%
Human Resource Department 40 52%
Social Media Marketing 14 18%
Videography 0 0%
Graphic Designing 9 12%
Fundraiser 1 1%
Online Event Management 3 4%

Chart no 4.1.4- Showing respondent’s department

 Sales and Marketing Human Resource Department
Social Media Marketing Videography
Graphic Designing Fundraiser
Online Event Management

Q5:- Duration of the internship?

Table no 4.1.5- Number of respondent’s duration of the internship

Option Frequency percentage

45 days 40 52%
1 month 0 0%
3 months 31 40%
6 months 5 6%
12 months 1 1%

Chart no 4.1.5- Showing respondent’s duration of the internship .

 45 days 1 month 3 months 6 months 12 months

Q6. From which source you have applied for the internship ?

Table no 4.1.6- No of respondent’s source of apply .

Option Frequency percentage

Facebook 0 0
Instagram 2 3%
Linkedln 15 19%
Internshala 5 6%
References 55 71%
Other 0 0%

Chart no 4.1.6- Showing respondent’s source of apply.

 Facebook Instagram Linkedln
Internshala References Other

Q7. Have you heard about the Aashmaan Foundation before?

Table no 4.1.7. No of respondents

Option Frequency percentage

Yes 47 61%
No 30 39%

Chart no 4.1.7. Showing respondents in Diagrammatically .

Frequency

Yes No
Q8. Would. you recommend others to join the Aashmaan foundation?

Table no 4.1.8. No of respondents in tabular form.

Option Frequency percentage

yes 75 97%
no 0 0%
maybe 2 3%

Chart no 4.1.8. Showing respondents according to their choice.

yes no maybe

Q9. Do you think NGO plays an important role helping the poor people in India?

Table no 4.1.9. No of respondents in tabular form.

Option Frequency percentage

yes 63 82%
no 14 18%

Chart no 4.1.9. Showing respondents according to their choice.

 yes no

5 Bibliography
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O’Loughlin, K. (2018). The Science of Talent: How to find, grow and keep the right people in
your organization .
Brown, J. (2019). How to Be an Inclusive Leader: Your Role in Creating Cultures of Belonging
Where Everyone Can Thrive.
Myers, P. (2019). Internal Recruitment: Getting The Basics Right.
Ogbanufe, O. (2010). Technology Made Simple for the Technical Recruiter, Second Edition: A
Technical Skills Primer.
Costa, D. (2018). The Book of Recruiting.
Assad, V. (2019). Hack Recruiting: The Best of Empirical Research, Method and Process, and
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