Professional Documents
Culture Documents
A
Project Report On
Submitted to
Rajarambapu Institute of Technology, Rajaramnagar
(An Autonomous Institute)
Submitted By
MISS. SNEHAL SHRIKANT SHINDE
(MBA – II, Roll No. - 1440002)
Through
Director
Rajarambapu Institute of Technology, Rajaramnagar, (Sakharale),
Academic Year
2014-2015
Submitted By
MISS. SNEHAL SHRIKANT SHINDE
Through
Director
Rajarambapu Institute of Technology,
Rajaramnagar, (Sakharale), Dist. -
Sangli
Date: -
Place: - Sakharale
H.O.D Director
Dept. of Mgt. Studies Rajarambapu Institute of Technology
CERTIFICATE
Submitted by
MISS. SNEHAL SHRIKANT SHINDE
Date: - / /
Place: - Sakharale
Date: / /
Place: Rajaramnagar
Signature
Miss. Snehal Shrikant Shinde
(Research Student)
ACKNOWLEDGEMENT
Date: //
Place: Rajaramnagar
Harish Trainee
Manpower planning
Job description
Preliminary interview
Final interview
Select Reject
Salary discussion
Offer letter
Selection process
Medical tests
Placement
Orientation and
Induction
The recruitment at HR Remedy India undergoes through the following steps:
1. Manpower planning
- Manpower means the workers or employees (human labour) required for the
organization. Manpower planning is to decide in detail the number of people
required for the functioning of the organization, the tasks they need to
perform, their designation in the firm, and so on. In short, it gives the
requirement of human resource to be hired.
- For manpower planning, first the additional and replacement requirement is
finalized. Then the approval for how many candidates can be recruited is
given by the top authorities and the total vacancies are identified. After this,
action is taken as to which vacancies to be filled in which quarter of the
financial year. This planning is done at the beginning of the year by all the
organizations.
2. Manpower requisition form (MRF)
- This form includes in detail description regarding the vacancy like the
designation, expectations from the candidate, skills to be possessed, job
description, educational details, questions to be asked while screening
candidates and so on. It is always prepared by a technical person at a higher
position in the firm. If the manpower recruitment of the firm has to be
outsourced, the firm has to provide the MRF to the consultancy or other
concerned party for the purpose of finding the candidates.
3. Job description
- Job description is always prepared from the candidates’ point of view. The
basic elements included in it are designation, location of the job, skills
required, salary offered, experience required (if any), educational
qualification, etc.
4. Find out sources of recruitment and choose the best source
- The recruitment sources have a general and broad classification as internal and
external. Depending on the requirement of the job, the recruiter and the
management decides as to which source to opt for. The internal sources of
recruitment include promotion, transfer, employee referrals, job enlargement,
job rotation, re-employment of retired persons and giving employment to
deceased family member. The external sources include job portals, labour
contractors, job fairs, newspaper and other print advertisements and so on.
5. Searching the prospective candidates
- The recruiter finds the probable candidates through any of the internal or
external sources. HR Remedy India uses job portals and employee and
candidate referrals on a large scale for internal as well as external recruitment.
Job posting, mass mailing and bulk SMS are also used on a medium scale and
social networking sites are used on a small scale.
6. Screening the CVs and shortlisting the best suitable candidates matching the job
description
- After finding the prospective candidates, their resumes are screened and
candidates are shortlisted for the interview. Sometimes, telephonic interactions
are also conducted for shortlisting purpose.
7. Preliminary interview (Most of the times telephonic)
- This is to find the basic criteria of the candidates. The recruiter judges the
communication skills, confidence and on the spot answering ability of the
candidate. Telephonic interviews may sometimes be unproductive as fake
persons can answer the call and create confusion which leads to misjudging.
8. Face to face interview
- The candidate appears before the recruiter for the first time in this stage. The
interviewer judges the interviewee on the basis of confidence, communication
skills, aptitude, logical and analytical skills, technical knowledge, consistency,
experience, domain knowledge, innovative ability and resume presentation. If
the candidate clears the first round of interview, he/she is selected for the final
interview.
9. Final interview
- In this interview, the top authorities take participation in the recruitment
process. The domain knowledge, willingness towards the job, and experience
of the candidate is focused in this stage.
(These steps are carried out only after the candidate gets selected, thus it can be
said that they are a part of selection process)
10. Salary discussion
- If the candidate is selected in the final interview, he/she is called for salary
discussion. If the salary offered and salary expected matches, the candidate
accepts the job. If it does not match, both negotiate with each other and come
to a decision.
11. Offer letter
- Once the candidate agrees with the salary offered, a legal offer letter signed by
the top authorities of the company is drawn. It is then given to the candidate.
After this point of receiving the letter, the candidate legally becomes the
employee of the organization and joins the job.
12. Medical tests
- Some companies have statutory compliances of conducting medical tests for
candidates joining them. Medical tests are conducted most probably for
government sector firms, companies like BHEL, ONGC, private sector firms,
etc.
13. Orientation and induction
- This is the final step of the process when the candidate joins the firm as an
employee. It is conducted to make the person familiar with the culture,
working and employees of the organization. It gives the person a brief idea of
the company and the tasks he/she has to carry out on the job.
Job Analysis Surplus
Net HR
HR plan requirements Shortage
Job vacancies
To
selection
Strategy
Development on and trol
Sources: Where, Evaluati
How, When? Population Con
Process of Recruitment
(Source: Essentials of Human Resource Management and Industrial Relations: P.
Subba Rao)
Sources of Recruitment
Internal External
referrals
Promotion Transfer Employee
Job portals
Job enlargement Job rotation
Labour contractors Management consultant Employment agency Campus recruitment Newspa
Re-employment of retiredpersons Employment to deceased family member
Free ad posting sites Walk in interviews Social networking sites
I. Internal Sources
1. Promotion
Organizations consider the present employees in the firm for a higher job profile,
if any vacancy is available for the same. Promotion means an increase or hike in
the designation level, responsibilities, salary package, allowances, incentives and
other benefits.
2. Transfer
This source involves the vertical movement of the employee from one branch of
organization to another. It does not involve any change in the designation, pay-
scale, incentives or responsibilities.
3. Employee referrals
These candidates are referred and recommended by the present employees of the
organization. It helps the organization to get quality candidates as the employees
refer only those people who they feel will satisfy the needs of the business. The
company offers some incentives to the employees providing this source as the
cost of recruitment is reduced drastically due to their reference.
4. Job enlargement
This means to make a current employee work extra, i.e. an increase in her tasks to
be performed or a change in her job profile. It also includes an increment in the
pay and other allowances. This can be used only when the person has the
knowledge about the other job which is to be handed over to her.
E.g.: An employee is working for HR-Admin. There is a vacancy for Payroll
Executive in the same firm. Instead of hiring a new employee, the same working
for Admin is handed over with the Payroll job.
5. Job rotation
Job rotation means to make an employee work for different jobs on a cycle basis.
She/he will be shifted from one job to another as and when the need arises. It is
also helpful to the employee as she/he is able to get experience in different jobs
and enhance the performance for the both.
6. Re-employment of retired persons
Retired persons of the company have an experience as well as loyalty towards the
organization. Some companies prefer to re-hire these people as a token of their
loyalty or sometimes even to avoid inter-personal disputes for promotion. The re-
employment may be on temporary basis for the completion of a specific project
or continued till the company or the person himself wishes.
7. Employment to dependant of deceased employee
Many times, employees in the organization face some accidents and get deceased,
disabled or even lose their lives. Organizations have a view of developing loyalty
and commitment towards the employees as well as their family members. So,
they provide employment to the dependants of such deceased employees to build
up their image in the market as well as get the vacancy filled without spending on
it.
II. External Sources
1. Job portals
Technological innovations are taking place worldwide and the Human resource
domain is also not away from its effect. Job portals are websites where the job
seekers can post their resumes and search for job. Job providers can post their job
openings and find the right candidates for their firm. In short, job portal is a
virtual platform where prospective employees and employers can meet.
2. Campus Recruitment
This is the best source of recruitment where there are openings for freshers
because colleges have an excellent pool of freshers. It helps the businesses recruit
cream of the new blood. The company shortlists the institute on the basis of the
quality of students and past records of placements from that institute. They build
good relations with top institutes before the competitors could grab the
opportunity. It is a cost effective source as well because sometimes the institutes
themselves pay the companies for getting their students placed.
3. Labour contractors
This source is normally used to acquire non-technical and unskilled labour for
ground level work. The people who have a group of workers contact different
companies for hiring them on wage basis may be for a temporary period or till a
project gets completed.
4. Management consultant
Management consultants are companies which outsource the recruitment process
for other companies by charging some fees for the same. When the line managers
use this type of sources, they are set free from the different activities of
recruitment. This facilitates them to focus on other important functions of the
firm. These consultancies are also called as executive search engines and
many companies
depend on them for securing highly specialized as well as executive level
positions. But there are some limitations to this source due to which many
companies don’t opt for it. These include a high cost expenditure, confidential
nature of the function, ineffectiveness in performance and no guarantee of
satisfaction level.
5. Employment agency/Public Employment Exchange
This agency is similar to a management consultancy, just the difference being
that it functions only for government jobs. They are specially formed so that the
candidates can get all required information about the vacancies. According to the
rules and regulations of Employment Exchange Act, it is mandatory for all the
organizations both public and private in the country to occupy certain vacancies
through this type of source.
6. Newspaper ad or other print media ad
This is the oldest method of recruitment used by companies to post their
advertisements in newspapers or other print media to attract candidates. It is
generally used for government openings.
7. Free ad posting sites
This is a type of E-recruitment method wherein companies post their job
openings on websites of different companies free of cost. This is a very effective
means because prospects all throughout the globe can be targeted with no
monetary resources spent for the same. Some of the known free as posting sites
are Quikr.com, OLX.com, Click.in, Clickindia.in, Webmirchi.com, Zilap.com,
Yet5, etc.
8. Walk in interviews
There are some companies which are very busy or changing rapidly. It is very
difficult for them to find time for the different functions of recruitment. So they
announce walk-ins wherein the potential candidates can directly approach for the
interviews without any prior communication or application. The specific date,
time and place is decided by the company. The suitable candidates will then be
selected for further processes.
9. Social networking sites
There are many networking sites like LinkedIn and Facebook.com that are also
used for searching suitable candidates for job openings. Facebook is a means to
attract youngsters (freshers) by posting the jobs or creating different pages to
inform about vacancies. LinkedIn can be used more often to search for candidates
who are already working and having experience in particular domain.
10. Head hunting
Head hunting means searching a person for a senior position or a position for
which candidates are rarely available. It is a very difficult job as the company has
to convince a passive job seeker by offering higher pay-scale, extra benefits and
allowances and so on. The companies request professional firms to do this job
and find candidates for senior executive positions. The head hunters are
commonly known as search consultants. All head hunters are recruiters, but all
recruiters are not head hunters. The major sources of head hunting include
LinkedIn, Competitors’ research and analysis and grabbing an extra-ordinary
talent out of them, referrals, etc.
11. Body shopping
There are some professional and technical training firms that create a pool of
manpower in a way that they become eligible for possible employment. The
organizations wanting to hire people directly contact such training firms or the
firms contact the organizations to get the candidates placed. These are body
shoppers who professionally train people and this entire process is known as body
shopping. It is most probably done for computer professionals.
3.7 Uses of Recruitment sources
There are many sources available for recruitment, but employers use only those which
are suitable to them. This depends on the type of skills, talent and knowledge required
for the jobs as well the level of jobs available. The following diagram shows the
different sources of recruiting used as per the skills and levels.
Recruiting Sources used by skill and level
(Source: Adopted from Stephen L. Mangum, “Recruitment and Job search: The
recruitment tactics of employers”, Personnel Administrator, p.102)
3.8 Factors affecting recruitment
There are internal and external factors that affect recruitment. These are listed as below:
Table no. 4.1: Type of recruitment in which employees of HR Remedy India are engaged
Statistics
Type of recruitment engaged
Valid 16
N
Missing 0
Mean 1.688
Std. Deviation .4787
Graph no. 4.1: Type of recruitment in which employees of HR Remedy India are
engaged
Interpretation: 68.8% employees are engaged in external recruitment and the rest are
engaged in internal recruitment. It can thus be interpreted that maximum employees
of the firm deal with external recruitment.
Interpretation: All the employees of the firm have a recruitment database with them.
Thus, the firm can provide their clients with suitable candidates in time. The
recruitment database improves their efficiency and saves time and other resources.
Table no. 4.3: Best internal source of recruitment as per the employees of HR Remedy
India
Statistics
Best internal source of recruitment
Valid 16
N
Missing 0
Mean 3.375
Std. Deviation 1.0247
Graph no. 4.3: Best internal source of recruitment as per the employees of HR
Remedy India
Interpretation: Out of 16, 7 employees say that employee referrals is the best
internal source or recruitment, 5 employees say that job enlargement is the best
source, and the remaining prefer job rotation, promotion and transfer respectively.
Thus maximum
employees say that employee referral is the best internal source of recruitment
followed by job enlargement, job rotation, promotion and transfer.
Table no. 4.4: Best external source of recruitment according to the employees of HR
Remedy India
Statistics
Mean 4.500
Std. Deviation 2.7568
Graph no. 4.4: Best external source of recruitment according to the employees of
HR Remedy India
Graph no. 4.5: Best job portal according to the employees of HR Remedy India
Sr. No. Recent trends used in the firm No. of employees Percentage of response
1 Boolean search 0 0
2 Keyword search on job portal 16 100
3 Audio and Video resumes 0 0
4 Social networking sites 16 100
Creating own websites for resume
5 upload 16 100
6 Advanced search on LinkedIn 16 100
Boolean search 0
0% 50% 100%
Percentage of response
Interpretation: All the employees of the firm say that the recent trends used by them
are keyword search on job portals, social networking sites, creating own websites for
candidates to upload their resumes and advanced search on LinkedIn. Thus, all the
employees use the same recent trends and no one is taking initiative to use some other
trends.
Table no. 4.8: Search on job portals giving reliable results
Statistics
Search on job portal providing reliable
results
Valid 16
N
Missing 0
Mean 2.000
Std. Deviation .0000
Graph no. 4.9: Source giving maximum job responses to the employees of HR
Remedy India
Statistics
Lead time for sourcing
Valid 16
N
Missing 0
Mean 2.125
Std. Deviation .3416
Interpretation: Maximum i.e. 87.5% employees of the firm say that a week to 15
days is the lead time for sourcing for them and the remaining 12.5% say that for them
it is 15 days to a month. It can thus be interpreted that maximum employees complete
their task of sourcing within 15 days, but some exceed it to a month which is quite a
long time.
Table no. 4.11: Tests used by employees of HR Remedy India for recruiting a candidate
Statistics
Tests used for recruitment
Valid 16
N
Missing 0
Mean 4.000
Std. Deviation .0000
Graph no. 4.11: Tests used by employees of HR Remedy India for recruiting a
candidate
Interpretation: All the 16 employees in the firm use only personal interview tests for
recruitment. Thus it is seen that the firm is using a test which can have personal bias
and so it is not very effective.
Table no. 4.12: Source used by employees of HR Remedy India to track candidates
Statistics
Source used for tracking
candidates
Valid 16
N
Missing 0
Interpretation: The source used for tracking candidates is MS Excel which is same
for all employees. It can thus be interpreted that the firm is using traditional means for
tracking candidates.
Table no. 4.13: Different recruitment processes used for different grade employees
Statistics
Different recruitment processes
used for different grade people
Valid 16
N
Missing 0
Graph no. 4.13: Different recruitment processes used for different grade
employees
Statistics
Graph no. 4.14: Percentage of candidates backing out after being offered job
Graph no. 4.15: Percentage of employees leaving job within 1-3 months
Interpretation: 81.25% employees say that 10-20% employees leave the jobs within
1-3 months and 6.25% say that less than 10% employees leave the job within 1-3
months. It can thus be seen that 10-20% employees leave job within 1-3 months.
Table no. 4.16: Percentage of employees leaving job within 3-6 months
Statistics
Employees leaving job within 3-6
months
Valid 16
N
Missing 0
Graph no. 4.16: Percentage of employees leaving job within 3-6 months
Graph no. 4.17: Percentage of employees leaving job within 6-12 months
Interpretation: Maximum employees say that less than 10% employees leave job
within a period of 6-12 months. Thus, it is clear that as the employee spending more
than 6 months in a company slowly starts adopting to its culture and tries to stick to
the job.
Table no. 4.18: Technological support for the process of recruiting
Statistics
Technological support for
recruitment
Valid 16
N
Missing 0
Mean 3.000
Std. Deviation .0000
Statistics
Awareness of video resume
Valid 16
N
Missing 0
Graph no. 4.19: Awareness of Video resume among the employees of the firm
Interpretation: 68.75% of the employees of the firm are aware of the video resume
and very few i.e. 31.25% are not aware of it. It is thus clear that maximum employees
are aware of video resume, but still the firm is not providing opportunity for the
employees to bring it in practice.
Job portals used by HR Remedy India
Free ad posting sites used by HR Remedy India
HYPOTHESIS TESTING
Null Hypothesis (H0): The tests used for recruitment are not highly correlated to
the period a candidate is able to sustain the job.
Alternate Hypothesis (H1): The tests used for recruitment are highly correlated to
the period a candidate is able to sustain the job.
Table no. 4.20: Hypothesis testing
Pearson Correlation test Employees Employees Employees
leaving job leaving job leaving job
within 1-3 within 3-6 within 6-12
months months months
Tests used for recruitment Pearson Correlation .413 .130 -.035
Sig. (2-tailed) .112 .631 .898
Sum of Squares and Cross- 1.313 .563 -.250
products
Covariance .088 .038 -.017
N 16 16 16
Interpretation: It can thus be concluded that the tests used for recruitment and the
period for which employees sustain in the firm are highly correlated. The constraints
employees leaving job within 1-3 months and 3-6 months are positively correlated
with the tests used for recruitment and those leaving job within 6-12 months are
slightly negatively correlated. So it can be said that the tests used are not mapping the
expectations of the job and are not capable of finding the suitability of the candidate.
Hence because of this mismatch between the candidate and the job expectations, the
attrition rate is high.
CHAPTER V: FINDINGS, CONCLUSIONS AND SUGGESTIONS
After the complete analysis and investigation of the study, the researcher came to the
following findings about the recruitment process of HR Remedy India:
5.1 General findings during the internship
1. The process of recruitment is very complicated which starts from Manpower
planning and ends with exit interviews only when the person leaves the
organization.
2. Many companies are now opting for Recruitment process outsourcing.
3. Recruitment is not just getting vacancies. The vital job of a recruiter is getting
solutions on Attrition, False commitments, Interpersonal issues with peers and
superiors, and so on.
4. The attrition rate of newly recruited candidates is very high in Consultancy
and Insurance firms.
5. Many candidates apply for job without having a clear idea of the job profile.
6. The major reason for freshers leaving the job offers is the salary package
offered to them.
5.2 Analytical findings from the study:
1. 68.8% employees of HR Remedy India are engaged in external recruitment
and the rest are engaged in internal recruitment.
2. All the employees of the firm have a recruitment database with them.
3. Out of 16, 7 employees say that employee referrals is the best internal source
or recruitment, 5 employees say that job enlargement is the best source, and
the remaining prefer job rotation, promotion and transfer respectively.
4. According to the employees of HR Remedy India, consultancy is the best
external source of recruitment, followed by job portals, campus hiring and
social networking sites.
5. As per 56.25% employees of HR Remedy India, Shine.com is the best job
portal, 25% say that Monster.com is the best job portal and 18.75% say that
TimesJobs.com is the best job portal.
6. As per the Principal Component Analysis of the prime competencies
considered while recruiting a candidate, four competencies i.e. Experience,
Technical knowledge, Innovative ability and Communication skills of the
candidates have been extracted.
7. All the employees of the firm say that the recent trends used by them are
keyword search on job portals, social networking sites, creating own websites
for candidates to upload their resumes and advanced search on LinkedIn.
8. Keyword search on job portal gives maximum reliable results to 100%
employees of the firm.
9. According to the employees, calling through job portals gives maximum
responses and some feel that mass mailing or bulk SMS give maximum job
responses.
10. Maximum i.e. 87.5% employees of the firm say that a week to 15 days is the
lead time for sourcing for them and the remaining 12.5% say that for them it is
15 days to a month.
11. All the 16 employees in the firm use only personal interview tests for
recruitment.
12. The source used for tracking candidates is MS Excel which is same for all
employees.
13. All the employees of HR Remedy India use different recruitment processes for
jobs of different grades.
14. According to the 50% employees of the firm, 10-20% candidates back out
after being offered job. 31.25% employees say that 20-30% candidates back
out 12.5% employees say that more than 30% candidates back out and 6.25%
employees say that 5-10% candidates back out.
15. 81.25% employees say that 10-20% employees leave the jobs within 1-3
months and 6.25% say that less than 10% employees leave the job within 1-3
months.
16. 75% employees of HR Remedy India say that 10-20% employees leave job
within 3-6 months and 6.25% employees say that more than 30% employees
leave job within 3-6 months.
17. Maximum employees say that less than 10% employees leave job within a
period of 6-12 months.
18. All the 16 employees in the firm take technological support of telephone and
online support.
19. 68.75% of the employees of the firm are aware of the video resume and very
few i.e. 31.25% are not aware of it.
20. According to almost all the employees of the firm, the whole process of
recruitment generates results in about a period of 15 days.
21. The external training and development program provided by the firm is not
very effective and so it requires huge promotion through tele-counselling.
5.3 Conclusions from the study:
The researcher completed the entire study and came to the understated conclusions
about the recruitment process adopted by HR Remedy India:
1. The company has engaged many employees in internal recruitment due to its
high attrition rate.
2. All the employees of the firm keep a recruitment database with them in order
to avoid any future uncertainties that may occur due to improper database.
3. According to the employees of HR Remedy India, employee referrals is the
best internal source of recruitment and the least preference is given to
promotion and transfer.
4. The employees of the firm have only focussed on consultancy and job portals
as external sources of recruitment.
5. Shine.com is the best job portal according to the employees of the firm as it
gives them maximum reliable results and is more user friendly.
6. As per the employees of the firm, experience is the prime competency
considered while recruiting a candidate.
7. All the employees are following each other and using the same trends in the
organization, which are slowly becoming common.
8. Keyword search on job portal is the most reliable as compared to the Boolean
search as per the employees of the firm.
9. The employees of the firm get maximum job responses through calling
through job portals and mass mailing or bulk SMS and very few from job
posting and direct approaches of candidates.
10. Some employees take a very long duration of a month for sourcing candidates
while rest complete it within 15 days.
11. Personal interview tests are used for recruitment by HR Remedy India which
can involve personal bias.
12. Traditional means for tracking candidates used by the firm can create hurdles
in its path to progress in today’s fast moving economy.
13. There are different recruitment processes followed for different grade people
as every candidate cannot be judged in the similar manner a fresher is judged.
14. On an average 20% candidates back out after being offered job, the reasons
being low package as compared to their skills and talent, 6 days working
culture, more than 8 hrs. per day working and better opportunities in other
firms.
15. Newly joint employees leaving the job is not a good sign for the image of the
firm.
16. Employees leave jobs after working for 3-6 months due to uneven working
conditions or work pressure.
17. Employees spending more than 6 months in the firm either start developing
loyalty and determination towards their work adopting to the work culture or
want to somehow complete experience of a year in the firm to add value to
their resume.
18. HR Remedy India is making use of limited means of technology due to which
they may not be able to take competitive advantage.
19. Majority of employees are aware of the concept video resume, but don’t have
practical exposure to the same at their workplace.
20. The entire process of recruitment i.e. time taken for tests, personal interviews
to final selection generates results in about 15 days.
5.4 Suggestions for HR Remedy India from the study:
The recruitment process of HR Remedy India has some problems. To overcome
these problems, the researcher has suggested the firm with the following ways.
These will help the firm to manage the drawbacks to some extent.
1. HR Remedy India can rethink and redesign its recruitment process to retain its
employees. It can also provide internal training and on the job training so that
new candidates get acquainted with the activities of the firm.
2. The firm may also concentrate on job rotation, promotion and transfer as an
internal source of recruitment.
3. The employees of the firm can also focus on campus hiring, job fairs, free ad
posting sites and printed ads as a source of external recruitment.
4. HR Remedy India shall also try out for other job portals like Recruiter.com,
Naukri.com and others which they are not using widely.
5. The company may allow its employees use new trends in recruitment so that
they strongly sustain in the competitive market.
6. The company may concentrate on strategies which can make job posting a
powerful tool for getting job responses as it is cost effective as well as requires
less manpower efforts.
7. The employees taking a month to source candidates should try ways to
minimize their lead time.
8. The firm shall use tests like aptitude test, psychometric test, some technical
tests, etc. which can be more reliable for choosing talented candidates.
9. HR Remedy India may use Applicant Tracking System (ATS) for keeping a
track of candidates so that it is more efficient to manage.
10. The firm might try for some attractive workplace conditions and
organizational culture which will help them retain the newly selected and
newly joint candidates.
11. The firm may provide satisfying working culture to the employees as well as
help them for handling work pressure which will provide them with employee
retention.
12. The company may start using audio and video resume for screening of
candidates as they can provide more insight about the candidate.
13. The firm should bring in practice the concept of video resume and train the
employees regarding the same who are not aware of it.
14. HR Remedy India can change its protocol of keeping the first month’s salary
as a deposit with the company as it creates a negative feeling in the minds of
employees newly joining the company.
CONCLUSION
From this study it can be concluded that, recruitment process at HR Remedy India
needs regressive efforts. If not planned properly, it leads to wastage of resources
for both the employer as well as the candidates. The Manager and employees in
HR Remedy are satisfied with their recruitment process but the candidates are not,
as it is very lengthy. Another reason for dissatisfaction is the actual job not
matching its description. The internal recruitment should be more focused to
achieve employee retention in the organization. It has also been found that job
portals are given the most importance while searching for candidates for a job.
The attrition rate is quiet high due to long working hours of the company and 6
days working culture. The working environment in the firm is also not warm or
welcoming to the newly joint employees. The firm thus has to focus a lot to retain
its employees, attract new talent towards them as well as using latest technology
and systems in the firm.
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1225 Hrs.
3. http://businesscasestudies.co/cummins/using-effective-recruitment-to-retain-
competitive-advantage/the-importance-of-recruitmentand-
selection.html#axzz3irWUpTdl; August 15, 2015; 1227 Hrs.
4. P. Subba Rao; Essentials of Human Resource Management and Industrial
Relations; Himalaya Publishing House; Edition 5th - 2010
ANNEXURE: QUESTIONNAIRE
6. What is the prime competency you consider while recruiting a candidate? Rate
each competency on the scale of 1 to 9 according to the priority.
a. Communication skills
b. Aptitude
c. Logical and analytical skills
d. Technical knowledge
e. Consistency
f. Experience
g. Domain knowledge
h. Innovative ability
i. Resume presentation
8. Which of the following searches on job portals provide you reliable resumes?
a. Boolean search
b. Keyword search
9. From which source do you get maximum job responses?
a. Calling through contacts on job portals
b. Mass mailing or SMS
c. Job posting
d. Direct candidates approaching the firm
11. Which of the following tests does HR Remedy India use for recruiting the
candidates?
a. Written or Aptitude test
b. Group Discussion
c. Personal Interview
d. Psychometric test
f. Any other, do specify the same
12. What do you use to track the source from where you get candidates?
a. Manual records
b. Special software (Name it)
c. Other online means
d. MS Excel
13. Do you prefer to use different process or techniques of recruitment for people
belonging to different grades?
a. Yes
b. No
14. On an average, how many candidates do not accept the offer of the job and back
out? a. 05 - 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
15. What is the percentage of candidates that leave the job within the period of 1- 3
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
16. What is the percentage of candidates that leave the job within the period of 3- 6
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
17. What is the percentage of candidates that leave the job within the period of 6-12
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
18. What type of technological help do you take which facilitates the process of
recruitment and makes it easier?
a. Telephonic interviews
b. Video conferencing
c. E-mail and other online support
d. Any other, please specify
19. Do you know anything about “Video Resume”?
a. No
b. Yes, then do you use it – Yes/No
20. How much time do you need to come to the final results of recruiting a candidate?
(Time required from the first contact with the candidate to the final selection or
rejection of the candidate)