SUMMER TRAINING REPORT

ON
“A STUDY OF RECRUITMENT & SELECTION
PROCESS IN RELIANCE JIO"

Submitted in partial fulfillment of the requirement for

the award of Degree of
Master of Business Administration from
Dr APJ Abdul Kalam Technical University, Lucknow

SUBMITTED BY
GARIMA MAURYA
Roll No: 2001240700055
MBA (Batch 2020-22)
3rd semester

Under the guidance of

Dr. Reshma Farhat
ICCMRT

1
 INSTITUTE OF CO-OPERATIVE & CORPORATE
MANAGEMENT, RESEARCH AND TRAINING
21/467, RING ROAD, INDIRA NAGAR
LUCKNOW-226016
Phone: 2716431, 2716092
Fax: (0522) 2716092
E-mail: info@iccmrt.ac.in
Website: www.iccmrt.ac.in

Institute of Co-operative & Corporate Management,

Research and Training
467, Sector-21, Ring Road, Indira Nagar, Lucknow-226 016
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467] lsDVj&21] fjax jksM] bfUnjkuxj] y[kuÅ&226 016

CERTIFICATE
This is to certify that Garima Maurya, a student of Master of Business Administration

(MBA) Programme (Batch 2020-22) at this Institute has undergone a Research project in

Lucknow, and carried out a study titled “A STUDY OF A STUDY OF

RECRUITMENT & SELECTION PROCESS IN RELIANCE JIO. " Under my

guidance during the 3rd semester.

2
This report has been prepared towards partial fulfillment for the award of MBA degree

from Dr. A.P.J. Abdul Kalam Technical University, Lucknow. The research project

report is the original contribution of the student. The research project report is hereby

recommended and forwarded for evaluation.

Certified by
(Dr. Reshma Farhat)

(Dr. K Anbumani)
Principal

DECLARATION

I Garima Maurya, a student of Master of Business Administration (MBA) Programme

at the Institute of Co-operative & Corporate Management Research and Training,

Lucknow hereby declare that all the information, facts and figures used in this research

project titled “A STUDY OF A STUDY OF RECRUITMENT & SELECTION

PROCESS IN RELIANCE JIO.” have been collected by me.

I also declare that this project report has been prepared by me and the same has never

been submitted by the undersigned either in part or in full to any other University or

Institute or published earlier. This information is true to the best of my knowledge and

belief.

Date:-------------------

Garima Maurya

Roll No: 2001240700055

3
4
 ACKNOWLEDGEMENT

I would like to extend my sincere & heartfelt obligation towards all the per helped me in

this endeavor. Without their active guidance, help, cooperation I would not have made

headway in the project.

I sincerely acknowledge my gratitude to Dr. Reshma Farhat ICCMRT who motivated

me a lot in carrying out this project. I also acknowledge my humble to Dr. K.

Anbumani, Principal, ICCMRT and my mentor Dr Reshma Farhat for her valuable

advice, guidance and & support offered by them.

I would like to thank all the respondents for giving me their precious time, relevant

information without which I would not be able to complete this project.

5
 PREFACE

Progress is a continuous process. It is relative and absolute. We cannot stop at a certain

destination and declare that target has been achieved and we need not go further.

The Research reports are designed to give managers the future of the corporate

happenings and work culture. These real life situations are entirely different from the

stimulated exercises enacted in an artificial environment inside the research report are

designed, so that the managers of tomorrow do not feel ill case when the times comes to

shoulders responsibilities.

The experience that I have gathered during this period has certainly provide me with an

orientation which I believe will help me to shoulder my assignment successfully in near

future. During this period I have collected all the information regarding recruitment and

selection, in the organization.

On the basis of my research report, I tried my best to arrange the work in the systematic

and chronological way. However the cover every detailed information of organized

media industry in such a short period was not possible. Despite the inherent shortcomings

of the study, a genuine was made on my part to see that study was carried in the right

respective.

6
 TABLE OF CONTENTS

Sr. No. Particulars Page No.

1. Introduction about the Organization 6-10
2. History of the Organization 11-13
3. Structure of the Organization 14
4. Product Profile 15-28
5. Introduction of Recruitment & Selection 29-66
6. Study of the Problem 67-68
7. Executive Summary 69
8. Introduction 70-71
9. Objective of the Study 72-73
10. Research Methodology 74-77
 Research Design
 Research Process
 Sample Size

11. Limitations of the Study 78

12. Data Analysis & Interpretation 79-89
13. Findings 90
14. Suggestions & Conclusion 91-94
15. Bibliography 95-96
16. Annexure 97-100

INTRODUCTION ABOUT THE ORGANIZATION

7
 RELIANCE JIO

Jio's headquarters in RCP, Navi Mumbai

Formerly called  Infotel Broadband Services Limited (2009 - 2013)
 Reliance JioInfocomm Limited (2013 - 2015)

Type Subsidiary of Reliance Industries

Industry Telecommunications
Founded by 15 February 2007; 12 years ago
MukeshAmbani
Headquarters Maker Chambers IV 222 Nariman Point,
Mumbai, Maharashtra, India

Key people MukeshAmbani (Chairman)

Sandeepdass(Managing Director)
Jyotindra Thacker (Head of IT)
AkashAmbani(Chief of Strategy)

Mobile telephony, broadband, Wifi,Router and 4G Data

Products services

Jio Apps

MyJio, JioChat, JioPlay, JioBeats, JioMoney, JioDrive,

JioOnDemand, JioSecurity, JioJoin, JioMags,

8
 JioXpressNews, JionetWiFi

Parent Reliance Industries

Subsidiaries LYF
www.jio.com
Website

Jio also known as Reliance Jio and officially as Reliance JioInfocomm Limited
(RJIL),[is an upcoming provider of mobile telephony, broadband services, and digital
services in India..
Reliance JioInfocomm Limited (RJIL), a subsidiary of Reliance Industries Limited
(RIL), India’s largest private sector company, is the first telecom operator to hold
pan India Unified License. Formerly known as Infotel Broadband Services
Limited(IBSL),Jio will provide 4G services on a pan-India level using LTE technology.
The telecom leg of Reliance Industries Limited, it was incorporated in 2007 and is based
in Mumbai, India. It is headquartered in Mumbai.

RJIL is setting up a pan India telecom network to provide to the highly underserviced
India market, reliable (4th generation) high speed internet connectivity, rich
communication services and various digital services on pan India basis in key domains
such as education, healthcare, security, financial services, government citizen interfaces
and entertainment. RJIL aims to provide anytime, anywhere access to innovative and
empowering digital content, applications and services, thereby propelling India into
global leadership in digital economy.

RJIL is also deploying an enhanced packet core network to create futuristic high capacity
infrastructure to handle huge demand for data and voice. In addition to high speed data,
the 4G network will provide voice services from / to non-RJIL network.

9
RJIL holds spectrum in 1800 MHz (across 14 circles) and 2300 MHz (across 22 circles)
capable of offering fourth generation (4G) wireless services. RJIL plans to provide
seamless 4G services using FDD-LTE on 1800 MHz and TDD-LTE on 2300 MHz
through an integrated ecosystem.

Reliance Jio is part of the “Bay Of Bengal Gateway” Cable System, planned to provide
connectivity between South East Asia, South Asia and the Middle East, and also to
Europe, Africa and to the Far East Asia through interconnections with other existing and
newly built cable systems landing in India, the Middle East and Far East Asia.

RJIL’s subsidiary has been awarded with a Facility Based Operator License (“FBO
License”) in Singapore which will allow it to buy, operate and sell undersea and/or
terrestrial fiber connectivity, setup its internet point of presence, offer internet transit and
peering services as well as data and voice roaming services in Singapore.

R-Jio is also in the process of installing hundreds of monopoles, unlike the regular
rooftop-mounted telecom towers typically used by telcos, said the company executive
quoted above. Monopoles, or ground-based masts (GBMs), are expected to double up as
street lights and surveillance systems, and provide real-time monitoring of traffic and
advertising opportunities.

The company, which plans to roll out commercial telecom service operations from
December, is currently in the testing phase for most of its offerings including 4G
services, a host of mobile phone applications and delivery of television content over its
fiber optic network.

R-Jio, meanwhile, faces its share of challenges in terms of return on investment and
capturing market share. The company, according to industry analysts, is expected to
spend $8-9 billion for the 4G roll-out. The company will battle for subscribers with
leading telcos such as BhartiAirtel Ltd, Vodafone India Pvt Ltd and Idea Cellular Ltd.

The Dominant Players

10
  BhartiAirtel --- 23% Market Share
 Vodafone India --- 18% Market Share
 Idea Cellular --- 15% Market Share
 Reliance Communications --- 12% Market Share
 BSNL --- 10% Market Share
 Aircel --- 8% Market Share
 TATA Infocomm --- 7% Market Share
 Others --- 7% Market Share

The services were beta launched to Jio's partners and employees on 27 December 2015
on the eve of 83rd birth anniversary of late DhirubhaiAmbani, founder of Reliance
Industries. It will commercially launch its services in the second half of 2016.

Mr. AkashAmbani is being launched in business as a chief of strategy in Reliance

JIO,involved in day to day operations in business or Ms. IshaAmbani is involved in

11
branding and marketing. And the key people are SandeepDass (Managing Director),
JyotindraTacker (Head of IT).

Reliance Industries Chairman MukeshAmbani committed an investment of Rs. 250,000

crores on "Digital India" and said he expected the group's initiatives under it will create
over 500,000 direct and indirect jobs.

"Digital India as we have seen empowers them to fulfil their aspirations. We at Reliance
will invest over Rs. 2, 50,000crores across the Digital India pillars," he said, adding: "I
estimate Reliance's 'Digital India' investments will create employment for over 500,000
people.”Ambani said the launch of Digital India initiative was a momentous occasion in
an information age where digitization was changing the way one lives, learns, works and
plays. It can transform the lives of 1.2 billion Indians using the power of digital
technology.And as well as "So 80 percent of the 1.3 billion Indians will have high-speed,
mobile Internet. And by 2017, we would cover 90 percent. And by 2018, all of India
would be covered by this digital infrastructure,"

12
 HISTORY OF THE ORGANIZATION

In June 2010, Reliance Industries (RIL) bought a 96% stake in Infotel Broadband
Services Limited (IBSL) for Rs 4,800cr. Although unlisted, IBBL was the only firm to
win broadband spectrum in all 22 zones in India in the 4G auction that took place earlier
that year. Later continuing as RIL's telecom subsidiary, Infotel Broadband Services
Limited was renamed as Reliance JioInfocomm Limited (RJIL) in January 2013.

Acquisition & Subsidiaries:

 Acquired Infotel Broadband Services Limited in 2010.
 Technology - Rancore Technologies
 ILD & NLD - Infotel Telecom.

Agreements:

 An agreement with Ascend Telecom for their more than 4,500 towers across
India. (June 2014)
 An agreement with Tower Vision for their 8,400 towers across India. (May 2014)
 An agreement with ATC India for their 11,000 towers across India. (April 2014)
 An agreement with Viom Networks for their 42,000 telecom towers. (March
2014)
 Agreement with BhartiAirtel for a comprehensive telecom infrastructure sharing
agreement to share infrastructure created by both parties to avoid duplication of
infrastructure wherever possible. (December 2013)
 A key agreement for international data connectivity with Bharti to utilize
dedicated fiber pair of Bharti’s i2i submarine cable that connects India and
Singapore. (April 2013)
 Agreements with Reliance Communications Limited for sharing of RCOM’s
extensive inter-city and intra-city optic fiber infrastructure of nearly 1,20,000
fiber-pair kilometers of optic fiber and 500,000 fiber pair kilometers respectively
(April 2013 / April 2014), and 45,000 towers (June 2013)

13
Technology:

 Reliance JioInfocomm is currently laying OFC across the country to offer Fiber
to the home/premises (FTTH). This fiber backbone will also help them to carry
huge amount of data originated from their 4G network as well as public Wi-Fi
network.
 Reliance Jio is deploying LTE-TDD technology for 2.3 GHz spectrum band,
acquired in 2010.
 Reliance Jio will deploy LTE-FDD for 1.8 GHz spectrum, which will ultimately
paved to roll out of LTE-A network aggregation of both technology and both
spectrum band.
 At present in different cities of India Reliance Jio offers Wi-Fi services. Most of
these cities are in Gujarat, where Reliance Industries also have one of the largest
petro-refinery.
 Once commercially launched, Jio users can have access to Reliance
Communications’ 2G & 3G network.

OPERATIONS

In June 2015, Jio announced that it will start its operations all over the country by the end
of 2015. However, four months later in October 2015, the company's spokesmen sent out
a press release stating that the launch was postponed to the first quarter of the financial
year 2016-2017.
Later in July, a PIL filed in the Supreme Court by an NGO called the Centre for Public
Interest Litigation, through PrashantBhushan, challenged the grant of pan-India license to
Jio by the Government of India. The PIL also alleged that Jio was allowed to provide
voice telephony along with its 4G data service, by paying an additional fees of just 165.8
crore (US$25 million) which was arbitrary and unreasonable, and contributed to a loss of
2,284.2 crore (US$340 million) to the exchequer.

14
The Indian Department of Telecom (DoT), however, refuted all of CAG's claims. In its
statement, DoT explained that the rules for 3G and BWA spectrum didn't restrict BWA
winners from providing voice telephony. As a result, the PIL was revoked, and the
accusations were dismissed.

Beta Launch

The 4G services were launched internally to Jio's partners, its staff and their families on
27 December 2015. Bollywood actor Shah Rukh Khan, who is also the brand ambassador
of Jio, kickstarted the launch event which took place in Reliance Corporate Park in Navi
Mumbai, along with celebrities like musician A R Rahman, actors RanbirKapoor and
Javed Jaffrey, and filmmaker RajkumarHirani.The closed event was witnessed by more
than 35000 RIL employees some of whom were virtually connected from around 1000
locations including Dallas in the US.
The company is expected to commercially launch its services in the second half of 2016.

15
STRUCTURE OF THE ORGANIZATION

16
 PRODUCT & SERVICES

RELIANCE JIO 4G BROADBAND

The company will launch its 4G broadband services throughout India in the first quarter
of 2016-2017 financial year. It was slated to release in December 2015 after some reports

17
said that the company was waiting to receive final permits from the
government.MukeshAmbani, owner of Reliance Industries Limited (RIL) whose Reliance
Jio is the telecom subsidiary, had unveiled details of Jio's fourth-generation (4G) services
on 12 June 2015 at RIL's 41st annual general meeting. It will offer data and voice
services with peripheral services like instant messaging, live TV, movies on demand,
news, streaming music, and a digital payments platform.
The company has a network of more than 250,000 km of fiber optic cables in the country,
over which it will be partnering with local cable operators to get broader connectivity for
its broadband services. With its multi-service operator (MSO) license, Jio will also serve
as a TV channel distributor and will offer television-on-demand on its network.

Pan-India Spectrum

Jio owns spectrum in 800 MHz and 1,800 MHz bands in 10 and 6 circles, respectively, of
the total 22 circles in the country, and also owns pan-India licensed 2,300 MHz spectrum.
The spectrum is valid till 2035.Ahead of its digital services launch, MukeshAmbani-led
Reliance Jio entered into a spectrum sharing deal with younger brother Anil Ambani-
backed Reliance Communications. The sharing deal is for 800 MHz band across seven
circles other than the 10 circles for which Jio already owns.

Reliance jio’s vision for India is that broadband and digital services will no longer be a
luxury item ,Rather convert it into a basic necessity that can be consumed in abundance
by consumers and small businesses .The initiatives are truly aligned with the Government
of India's ‘Digital India’ vision for our nation.

• Digital Healthcare

18
• Affordable Devices
• Jio Drive
• Digital Education
• Digital Currency
• Digital Entertainment and social connectivity

19
LYF SMARTPHONES

In June 2015, Jio tied up with domestic handset maker Intex to supply 4G handsets
enabled with voice over LTE (VoLTE) feature. Through this, it plans to offer 4G voice
calling besides rolling out high-speed Internet services using a fiber network, in addition
to the 4G wireless network.[ However, in October 2015, Jio announced that it would be
launching its own mobile handset brand named LYF.
On 25 January 2016, the company launched its LYF smartphone series starting with
Water 1, through its chain of electronic retail outlets, Reliance Retail. Three more handset
models have been released so far, namely Water series, Earth series, and Flame series.

20
JionetWiFi

Prior to its pan-India launch of 4G data and telephony services, Jio has started providing
free Wi-Fi hotspot services in cities throughout India including Ahmedabad and Surat in
Gujarat, Indore, Jabalpur, Dewas and Ujjain in Madhya Pradesh, select locations of
Mumbai in Maharashtra, Kolkata in West Bengal, Lucknow in Uttar Pradesh,
Bhubaneswar in Odisha, Mussoorie in Uttarakhand, Collectorate's Office in Meerut, and
at MG Road in Vijayawada among others. Title=Reliance Jio rolls out Wi-Fi service at IP
sigra Mall in Varanasi among others.

In March 2016, Jio started providing free Wi-Fi internet to spectators at six cricket
stadiums hosting the 2016 ICC World Twenty20 matches. Jionet was made available in
Wankhede Stadium (Mumbai), Punjab Cricket Association IS Bindra Stadium (Mohali),
Himachal Pradesh Cricket Association Stadium (Dharamshala), Chinnaswamy Stadium
(Bengaluru), Feroz Shah Kotla (Delhi), and Eden Gardens (Kolkata) in India.

Jio apps
In May 2016 , Jio launched a bundle of multimedia apps on Google Play as part of its
upcoming 4G services. While the apps are available to download for everyone, a user will
require a JioSIM card to use them. Additionally, most of the apps are in beta phase.
Following is a list of the apps:

 MyJio - Manage Jio Account and Digital Services associated with it

 JioPlay - A live TV channel service
 JioOnDemand - An online HD video library
 JioChat Messenger - An instant messaging app
 JioBeats - A music player
 JioJoin - A VoLTE phone simulator
 JioMags - E-reader for magazines
 JioXpressNews - A news and magazine aggregator
 JioSecurity - Security app

21
  JioDrive - Cloud-based backup too
 JioMoney Wallet - An online payments/wallet app

JIO MIFI WIFI ROUTER

JIO PREVIEW OFFER FOR HP LAPTOPS:

 3 Months Free Unlimited 4G Internet (Connected with 31 Devices)

 3 Months Free Unlimited Calling (At any network)

 3 Months Free Unlimited SMS

 Life time Roaming Free (All India)

 Registration in E-mail is compulsory

 Available in Reliance store and Digital mini express store.

22
JIO PREVIEW OFFER (JPO)

 3 Months Free Unlimited 4G Internet in LYF smartphones and others all 4G smartphones
(Samsung,Micromax, ,Karbon,Lava,HTC,Gioni etc.)

 3 Months Free Unlimited Calling (At any network)

 3 Months Free Unlimited SMS

 Life time Roaming Free (All over India)

 2 Years Warranty (LYF handsets only)

Branding and Marketing

On December 24, 2015, Bollywood actor Shah Rukh Khan was appointed as Jio's brand
ambassador.

23
INTRODUCTION TO
RECRUITMENT &
SELECTION

24
 RECRUITMENT

According to Flippo, "Recruitment is the process of searching for prospective employees

and stimulating and encouraging them to apply for jobs in an organization."

In the words of Yoder, "Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employee effective measured for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient working force."

25
 INTRODUCTION:

The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working
therein. Without positive and creative contributions from people, organizations cannot
progress. In order to achieve the goals or perform the activities of the organization,
therefore, we need to recruit people with requisite skills, qualifications and experience.

Definition:

Recruitment is the process of locating and encouraging potential applicants to apply for
existing and anticipated job openings. It is actually a linking function, joining together
those with jobs to fill and those seeking jobs. Recruitment, logically, aims at:

(i) Attracting a large number of qualified applicants who are ready to take up the job if
it’s offered and

(ii) Offering enough information for unqualified persons to self-select themselves out.

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 METHODS OF RECRUITMENT

The following are the most commonly used methods of recruiting people.

INTERNAL METHODS:

1. Promotions and Transfers

This is a method of filling vacancies from within through transfers and promotions.

A transfer is a lateral movement within the same grade, from one job to another. It
may lead to changes in duties and responsibilities, working conditions, etc., but not
necessarily salary. Promotion, on the other hand, involves movement of employee from a
lower level position to a higher level position accompanied by (usually) changes in
duties, responsibilities, status and value. Organisations generally prepare badli lists or a
central pool of persons from which vacancies can be filled for manual jobs. Such persons
are usually passed on to various departments, depending on internal requirements. If a
person remains on such rolls for 240 days or more, he gets the status of a permanent
employee as per the Industrial Disputes Act and is therefore entitled to all relevant
benefits, including provident fund, gratuity, retrenchment compensation.

2. Job Posting

Job posting is another way of hiring people from within. In this method, the
organisationpublicises job opening on bulletin boards, electronic method and similar
outlets. One of the important advantages of this method is that it offers a chance to
highly qualified applicants working within the company to look for growth opportunities
within the company to look for growth opportunities within the company without looking
for greener pastures outside.

27
 3. Employee Referrals

Employee referral means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant. The logic behind
employee referral is that “it takes one to know one”. Employees working in the
organization, in this case, are encouraged to recommend the names of their friends,
working in other organizations for a possible vacancy in the near future. In fact, this has
become a popular way of recruiting people in the highly competitive Information
Technology industry nowadays. Companies offer rich rewards also to employees whose
recommendations are accepted – after the routine screening and examining process is
over – and job offers extended to the suggested candidates. As a goodwill gestures,
companies also consider the names recommended by unions from time to time.

External (direct) Methods

Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and

their placement centres. Here the recruiters visit reputed educational institutions such as
IITs, IIMs, colleges and universities with a view to pick up job aspirants having requisite
technical or professional skills. Job seekers are provided information about the jobs and
therecruiters, in turn, get a snapshot of job seekers through constant interchange of
information with respective institutions.
A preliminary screening is done within the campus and the short listed students
are then subjected to the remainder of the selection process. In view of the growing
demand for young managers, most reputed organizations (such as Hindustan Lever Ltd.,
Proctor & Cable, Citibank, State Bank of India, Tata and Birla group companies) visit
IIMs and IITs regularly and even sponsor certain popular campus activities with a view to
earn goodwill in the job market. Advantages of this method include: the placement
centre helps locate applicants and provides resumes to organizations; applicants can be
prescreened; applicants will not have to be lured away from a current job and lower

28
salary expectations. On the negative front, campus recruiting means hiring people with
little or no work experience.

The organizations will have to offer some kind of training to the applicants,
almost immediately after hiring. It demands careful advance planning, looking into the
placement weeks of various institutions in different parts of the country. Further, campus
recruiting can be costly for organizations situated in another city (airfare, boarding and
lodging expenses of recruiters, site visit of applicants if allowed, etc.).
If campus recruitment is used, steps should be taken by human resource department to
ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the
organizations and understand and employ effective interviewing skills.

Guidelines for campus recruiting: companies using college campuses as recruitment

source should consider the following guidelines:

 Identify the potential candidates early: The earlier that candidate with top
potential can be identified, the more likely the organization will be in a position to
attract them.
 Employ various means to attract candidates: These may include providing
research grants; consulting opportunities to faculty members, funding university
infrastructural requirements, internships to students, etc. in the long run these will
enhance the prestige of the company in the eyes of potential job seekers.
 Use effective recruitment material: Attractive brochures, films, computer
diskettes, followed by enthusiastic and effective presentations by company
officials, correspondence with placement offices in respective campus in a
friendly way – will help in booting the company image in the eyes of the
applicants. The company must provide detailed information about the
characteristics of entry – level positions, especially those that have had a major
positive impact on prior applicants’ decisions to join the company.

29
  Offer training to campus interviews:It’s better to devote more time and resources
to train on campus interviewers to answer specific job –related questions of
applicants.
 Come out with a competitive offer: Keep the key job attributes that influence the
decisions of applicants such as promotional avenues, challenging assignments,
long term income potential, etc., while talking to candidates.

 Internal Recruitment Benefits: - The internal recruitment process has a lot of

benefits and it is always difficult to decide whether to use internal or external
recruitment process. The internal recruitment is a right recruitment process for the
large organization, which promote friendliness in their corporate culture.

The corporate culture, which supports the employees to look for the opportunities in the
organization, is well designed for the internal recruitment process and the process can be
a big benefit for the organization. The corporate culture, which is focused on a strong
competition among employees and with the external environment, this corporate culture
does not support the internal recruitment process.

The corporate culture should drive the decision process. In case of two candidates for the
position, the corporate culture should navigate the HRM Function and the hiring manager
to decide correctly about the winning job candidate. The corporate culture has to provide
guidance for the last decision about the winning candidate.

The career development is a huge benefit of the internal recruitment process. The career
development has to be communicated openly and the employees cannot be worried about
their application for a new position within the organization. The career development can
define special rules for the application for the new position. The rule is usually about the
necessity to stay at one position for a defined period of time before applying for a new
one.  In case of necessity, the HRM Function can act quicker, but the current manager of
the employee has to agree to allow the transfer. When the career development functions

30
well, the employees are motivated to train themselves to get more skilled and develop
their competencies as they see the career opportunity in the organization.

Another internal recruitment benefit is a smaller pressure for the compensation

and benefits. The moving employees get promoted and they do not press for a
higher salary for just being with the organization.

 Internal Recruitments Process Weaknesses:-

The Internal Recruitment Process does not have just benefits; this process has some
disadvantages as well. The Internal Recruitment Process is a very powerful tool, but it
can be misused in hands of some employees and managers.

The Internal Recruitment Process is not a process to steal the best employees from
their departments. These employees should be treated as a very scarce resource and the
internal recruitment procedures should work differently for them.

The managers use the internal recruitment process as a tool to transfer their own issues to
the other departments. This is very dangerous as other managers will not trust the internal
recruitment process and will block the ambitions of employees to be transferred.

The employee can enjoy the benefit of quick internal job hopping and the results
achieved are very difficult to be recognized by the organization. No manager is able to
make a full performance appraisal as the whole year in one department is unique then.
The employee is just focused on his or her promotion in the organization and the salary
can be increased in every step.

The internal recruitment process cannot solve all the recruitment issues in the
organization, but there should be a right mixture of the internal and external recruitment
to keep the organization in a healthy shape.

31
  Internal Versus External Job Candidate:-

The efficient internal recruitment needs clear rules for the decision about the winning
candidate. The organization has to clearly define the condition for the final decision
based on the corporate culture and habits inside the organization.

The corporate culture should be the main driver of the final decision. The internal
candidate has to be sure about the evaluation not to become de-motivated. The clear rules
for the preference of the internal candidate over the external candidate will help to set the
clear expectations.

The common rule is the “winner takes it all”. This rule can be applied in the
organizations focused on the internal and external competition. The organization makes
no difference between internal and external candidates. This approach looks fair to the
employees, but it can bring a lot of confusion as the employees feel no preference of the
internal and existing employees and they feel no interest of the organization in their own
personal career development.

Other organizations provide the internal candidates with some kind of the preference – in
time or their competencies. The advantage in time is the simplest one to implement. The
HRM Function does not look for the job candidate externally for a defined period of time
and the employees in the organization have a chance to be quicker. The advantage in
competencies needs to define an ideal competencies profile for the position and the
internal candidate does not have to meet all to be a winning candidate. This approach is
quite usual as well.

On the opposite side some organizations always prefer internal candidates for job
positions and they do not have to compete with the external candidates. This is also very
dangerous approach as the external candidate can bring a new knowledge or the approach
to the organization.

32
Right Internal Recruitment Job Posting:-

The Internal Recruitment Job Posting is a key to the fair, transparent and efficient
internal recruitment process. The issue is to let the employees know about new vacant
positions and on the other hand not to over-communicate the vacancies in the
organization.

The organizations use different techniques to announce internal vacant positions. The
most common technique is an email message to all the employees. This technique is
simple, but has several disadvantages. The employees are confused about the number of
emails they receive and have to handle with. This email is another one and most of the
employees are not interested in such kind of information. They would rather not receive
any email from the HRM Function. The email cannot be specifically focused on the
target group of employees and the overloaded employees can easily miss the right
position for them.

The other distribution channel for the internal recruitment is the Intranet of the
organization. In the basic mode, just a list of vacant position is posted on the Intranet and
the employees can apply for the selected position via email client. But, the Intranet can
do even more for the employees. The Intranet can work as a real job website and it can be
easily linked with the HRIS.

The employee can select the job position and the system can work as the basis for
monitoring of the recruitment process. The HRIS system can put all the fields like name
and surname and also a career path in the organization can be taken from the HRIS
system and the employee can see a huge benefit from providing the organization with so
much information.

The last good old channel for the internal recruitment is the black board at the entrance to
the building where every single employee has to go.

33
Indirect methods (General Recruitment):-
General Recruitment SWOT Analysis:-

The HRM Function has to prepare the Recruitment SWOT Analysis to know the
position of the internal and external recruitment process in comparison with the
competition on the job market.

The Recruitment SWOT Analysis should be prepared just by the HRM Function with
the potential validation from the line management as the line management tends to over
or underestimate the real position of the organization on the job market.

The areas covered in the Recruitment SWOT Analysis should cover the following areas:

 External market position – the supply of the potential hires, universities in the
area, the structure of inhabitants, modern industries, etc.
 External position of the organization – the feeling of the external audience about
the organization (brand name, generally known as a good employer and many
other factors)
 Agencies - the recruitment agencies operating in the area and their potential, the
Recruitment SWOT Analysis should also cover the agencies cooperating with the
organization
 Employees in the HRM Function and their seniority - every important aspect for
the Recruitment SWOT Analysis as the mature HR Employees can handle the
recruitment process better and they can react quicker to the changed conditions
 Processes in the recruitment and selection area
 Budget available - money can help a lot, but the HRM Function has to make an
appropriate estimate of the available budgets at the competitors as it limits the
chance to bring an innovative solution
 Creative mind - the mindset of HR employees

34
  Corporate Culture - the corporate culture can support many job candidates to
apply for the position with the organization as it can fit their personal preferences
and needs

The list of areas for coverage in the Recruitment SWOT Analysis is not a definite one,
the concrete situation in the organization can easily generate other topics, which has to be
covered, and the list contains just the most important ones.

The role of the Recruitment SWOT Analysis is not to confirm the position of the
organization on the job market, the SWOT Analysis is a tool for finding creative answers
to the issues, the recruitment process can face.

The recruitment SWOT Analysis can help the HRM Function to identify gaps and
opportunities in the recruitment and staffing process to improve the process and to
increase the ability of the organization to compete on the job market.

35
 Recruitment Sources:-

The Recruitment Sources in the recruitment process are the sources of candidates.
Generally, the HRM Function recognizes two main sources of candidates for the job
positions: internal and external sources of candidates.

The internal recruitment sources are very important, but they cannot be used to fill
every vacancy in the organization. It is very important to realize, that in many
organization, the internal recruitment is divided into two separate processes: internal
recruitment and promotions. The promotion is the move of the employee when the
organization initiates the whole process. The real internal recruitment is than a move of
the employee initiated by the employee him or herself.

The external recruitment sources bring job candidates from the external environment
using different techniques. The oldest, but still pretty efficient is a newspaper job
advertisement. Many HRM Professionals do not believe in the power of the newspaper
advertising, but for many jobs it is still one of the best techniques with the best
cost/income ratio.

The modern recruitment source fully managed by the organization is the web job
advertisement. It is very cheap, but it can flood the organization with many useless job
resumes. This can make the final decision almost impossible. The cost/income ratio is
always attractive, but the success rate can be really low.

The other external recruitment sources are the recruitment agencies and executive search
companies. Their services are not cheap, but the organization does not have to handle all
that job resumes and the good agency also make follow ups of the job candidates in the
recruitment process.

A very special kind of the recruitment source is the referral recruitment, when the
employees are paid to provide the organization with their friends as potential employees.

36
 Internet recruiting

Merits and demerits of hiring people from within

Merits
Economical: The cost of recruiting internal candidates is minimal. No expenses are
incurred on advertising.
(ii) Suitable: The organization can pick the right candidates having the requisite
skills. The candidates can choose a right vacancy where their talents can be fully
utilized.

(iii) Reliable: The organization has knowledge about the suitability of a candidate
for a position. ‘Known devils are better than unknown angels!’.
(iv) Satisfying: A policy of preferring people from within offers regular promotional
avenues for employees. It motivates them to work hard and earn promotions. They will
work with loyalty, commitment and enthusiasm.

Demerits

(i) Limited choice:The organization is forced to select candidates from a limited

pool. It may have to sacrifice quality and settle for less qualified candidates.

(ii) Inbreeding:It discourages entry of talented people, available outside an

organization. Existing employees may fail to behave in innovative ways and inject

necessary dynamism to enterprise activities.

(iii) Inefficiency: Promotions based on length of service rather than merit, may
prove to be a blessing for inefficient candidates. They do not work hard and prove
their worth.

37
(iv) Bone of contention:Recruitment from within may lead to infighting among
employees aspiring for limited, higher-level positions in an organization. As years
roll by, the race for premium positions may end up on a bitter note.
Merits and Demerits of External sources of Recruitment
Merits Demerits

Wide Choice: The organization has the
freedom to select candidates from a large
pool. Persons with requisite qualifications
could be picked up.
Infection of fresh blood: People with
special skills and knowledge could be hired
to stir up the existing employees and pave
the way for innovative ways of working.
Expenses: Hiring costs could go up
substantially. Tapping multifarious sources
of recruitment is not an easy task either.
Time consuming: It takes time to
advertise, screen, to test and test and to
select suitable employees. Where suitable
ones are not available, the process has to be
repeated.

Motivational force: It helps in motivating De-motivating: Existing employees who

internal employees to work hard and
compete with external candidates while
seeking career growth. Such a competitive
atmosphere would help an employee to
work to the best of his abilities.
Long term benefits: Talented people
could join the ranks, new ideas could find
meaningful expression, a competitive
atmosphere would compel people to give
out their best and earn rewards, etc.
have put in considerable service may resist
the process of filling up vacancies from
outside. The feeling that their services have
not been recognized by the organization,
forces then to work with less enthusiasm
and motivation.
Uncertainty: There is no guarantee that the
organization, ultimately will be able to hire
the services of suitable candidates. It may
end up hiring someone who does not fit and
who may not be able to adjust in the new
setup.

38
NEED OF RECRUITMENT
The recruitment needs can be classified into-
 Planned.
 Anticipated.
 Unexpected.

39
FEATURES OF RECRUITMENT
40
 Recruitment is a process or a series of activities rather than a single event.

 It is a linking activity as it brings together the employers and employees.

 It is positive process because in this activity the employers want to have the
maximum number of job seekers so as to have a wider scope for choice ultimately
leading in spotting right persons for job.

 It is an important function as it makes it possible to acquire the number and type of

persons required for the effective functioning of the organization.

 It is an ongoing function in all the organizations, but the volume and nature of
recruitment varies with the size, nature and environment of the organization.

 It is a complex process because a number of factors affect it --the nature of the job
offered, image of the organization, organizational policies, working conditions etc

RECRUITMENT PROCESS

41
The sources of recruitment may be broadly classified into two categories: internal sources
and external sources.

The recruitment process is the HR Process, which has to react to the challenges coming
from the external job market and the internal changes in the organization. The
recruitment process is flexible and HRM Function has to make proper recruitment
analyses and changes in the recruitment process design.

The challenge for the recruitment process is the elderly population. The recruitment
process is currently focused on the young graduates and employees with limited work
experience, but the future of the recruitment process is about older job candidates. The
selection procedure has to be adjusted to fit the needs of older potential candidates. The
tests and assessments working for young graduates are not suitable for the older potential
employees. Also the focus on the young graduates has to be changes to cover the more
wide range of the job candidates.

The job market gets more competitive. The employees get less loyal with the
organization and keeping employees in touch with the employer is harder every day. The
organizations get more aggressive in the search of the good potential. The organizations
spend more money on executive search consulting services and the final result is
uncertain. The organization has to develop more clever approach to reach the best
potential on the job market and better ways of protecting their own potential inside the
organization. The organization with the best supply of the potential from the job market
will be the winner in the long term competition on the market.

The recruitment process future is in the shortening the time to fill measure. The
jocandidates get less patient with the length of the recruitment process. They want the
final decision as soon as possible and the HRM Function has to find more creative ways
of hiring new employees. The job candidates get fewer patients with the response rate of

42
the job market and the organization with the quickest response rate usually wins. The
organizations are under a huge pressure to shorten the time to fill.

Internal Recruitment process

Persons who are already working in an organization constitute the internal sources.
After manpower requisition is received from the HOD’s, list of employees is checked that
are being identified for job rotation. Whenever any vacancy arises internally, someone
from within the organization can be shifted from one department to another depending on
their performance and records, this is called STAFFING. The competency level is
checked of the identified personnel.

Process for Staffing Plan

Objective:

To arrange resources to achieve company targets.

 Receive manpower requirement from HOD’s.

 Find out the availability through internal sources to fulfill the requirement.
 Conduct written test and interview for potential applicants.
 Final selection of the candidate.
 Transfer to new department or area.
 Plan and provide training as required to take up new assignments.

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Third Party Methods

 Private Employment Search Firms:-

As search firm is a private employment agency that maintains computerized lists of

qualified applicants and supplies these to employers willing to hire people from the list
for a fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB
Billimoria, KPMG; Ferguson Associates offers specialized employment-related services
to corporate houses for a fee, especially for top and middle level executive vacancies.
AT the lower end, a number of search firms operate – providing multifarious services to
both recruiters and the recruitees.

 Employment Exchanges:-

AS a statutory requirement, companies are also expected to notify (wherever the

Employment Exchanges Act, 1959, applies) their vacancies through the respective
Employment Exchanges, created all over India for helping unemployed youth, displaced
persons, ex-military personnel, physically handicapped, etc. AS per the Act all
employers are supposed to notify the vacancies arising in their establishments form time
to time – with certain exemptions – to the prescribed employment exchanges before
they are filled. The Act covers all establishments in public sector and nonagricultural
establishments employing 25 or more workers in the private sector. However, in view
of the practical difficulties involved in implementing the provisions of the Act (such as
filing a quarterly return in respect of their staff strength, vacancies and shortages,
returns showing occupational distribution of their employees, etc.) many organizations
have successfully fought court battles when they were asked to pick up candidates from
among those sponsored by the employment exchanges.

44
 Gate Hiring and Contractors:-

Gate hiring (where job seekers, generally blue collar employees, present
themselves at the factory gate and offer their services on a daily basis), hiring through
contractors, recruiting through word-of-mouth publicity are still in use – despite the
many possibilities for their misuse – in the small scale sector in India.

 Unsolicited Applicants / Walk-ins:-

Companies generally receive unsolicited applications from job seekers at various

points of time; the number of such applications depends on economic conditions, the
image of the company and the job seeker’s perception of the types of jobs that might be
available etc. Such applications are generally kept in a data bank and whenever a
suitable vacancy arises, the company would intimate the candidates to apply through a
formal channel. One important problem with this method is that job seekers generally
apply to number of organizations and when they are actually required by the
organizations, either they are already employed in other organizations or are not simply
interested in the position.

 Alternatives to Recruitment:-

Since recruitment and selection costs are high (search process, interviewing agency
fee, etc.) firms these days are trying to look at alternatives to recruitment especially
when market demand for firm’s products and services is sluggish. Moreover, once
employees are placed on the payroll, it may be extremely difficult to remove them if
their performance is marginal. Some of the options in this regard may be listed thus:

45
  Evaluation of Alternative Sources

Companies have to evaluate the sources of recruiting carefully – looking at cost,

time, flexibility, quality and other criteria – before earmarking funds for the
recruitment process. They cannot afford to fill all their vacancies through a
particular source. To facilitate the decision making process in this regard,
companies rely on the following:

Surveys and studies: Surveys may also be conducted to find out the suitability of a
particular source for certain positions. For example, as pointed out previously,
employee referral has emerged as popular way of hiring people in the Information
Technology industry in recent times in India. Correlation studies could also be
carried out to find out the relationship between different organizational positions.
Before finally identifying the sources of recruitment, the human resource managers
must also look into the cost or hiring a candidate. The cost per hire can be found out
by dividing the recruitment cost by the number of candidates hired.

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EXTERNAL RECRUITMENT PROCESS:-

The External Recruitment is the source of the fresh blood for the organization. As a very
critical HR Process, the external recruitment process has to be set up very carefully. The
external recruitment is a process, which is very sensitive to changes on the external
market and the managers are very sensitive about that as well.

The external recruitment process is mainly about:

 How to be successful with the External Recruitment

 The Job Market Analysis
 Sources for the External Recruitment
o Newspapers
o Agencies
o Headhunting
o Internet
o Recommendation
 What kind of the sources to be used? Decision process
 Pre-screening
 Assessment
 Job offer
 Process monitoring

External Recruitment Success Factors:-

The external recruitment is the HR Process, which is not fully manageable by the HRM
Function. The external recruitment involves other external parties and they have to
cooperate closely to bring a common success for the organization. The external
recruitment is a difficult HR Process when it has to be done properly and meeting
stretching requirements and goals of the top management.

47
The HRM Function has to take initiatives in four important areas to make the external
recruitment efficient, quick and bringing the right quality of candidates:

 Organization Brand Name

 Correct Positioning of Job Posting
 Channels Used to promote the job vacancy
 Speed of the Recruitment Process

The brand name is very important for the external recruitment. The potential job
candidates will not apply for the position with the organization, which has no name. The
trust of the candidates is the essential for the successful external recruitment. The only
way how to hide “no name” organization is the use of the recruitment agency, which can
work without announcing the name of the client.

Correct Positioning of the job vacancies is a role of the HRM Function. The HR
Recruiter has to recognize the correct media and approach to the advertisement of the job
vacancy. The job posting is the same as the commercial advertisement. The target group
has to have a chance to be approached by the job advertisement to know about it.

The channels used to advertise the job vacancy. The common answer of the HR
Recruiters is - use the Internet, you cannot lose anything. But the candidates for the
position do not have to browse the Internet every day to look for the vacancies. The HR
Recruiter has to know the habits and emotions of the target group to select the best
channel, which mix the quality of the candidates and the price per one candidate.

The speed of the external recruitment process is crucial condition for the success. The
candidates have to catch and followed very quickly not to lose them in favor of a
different organization. When the candidate decides to look for a new career opportunity,
then he or she expects to find a solution pretty quickly. The candidate will not wait for a
long time to be invited for the job interview and then for the final decision of the
organization. The HRM Function has to arrange everything before the external
recruitment starts.

48
External Recruitment Channel:-

The External Recruitment Channels are the channels used to communicate job
vacancies to the public audience and the correct usage of the external recruitment
channels brings the right candidates for the positions.

Generally, the HRM Function is responsible for monitoring the job market and react
appropriately to the changes on the job market with the right mix of the channels used to
bring the expected level and number of candidates at the affordable costs. The external
recruitment is a very costly HR Process and it is under the pressure for the cost savings
all the time.

The HR Recruiter has always to make a complex decision based on the following criteria:

 Speed
 Cost
 Quality
 Confidentiality
 Job Position Requirements
 Job Openings Plan and Forecast
 Available external recruitment budget

At first, the external recruitment channels are restricted by the available funds in the
allocated budget and the overall job openings plan and forecast. The HRM Function has
to prepare the recruitment plan in the beginning of the year as it can allocate funds per
channel. Some channels are paid on case-by-case basis, but other channels (mainly the
Internet ones) can run on the flat fee basis. The HRM Function has to make the analysis
of the cost per hire and to take the right decisions on the level of the whole organization.

49
Corporate Website as an External Recruitment Job Posting Tool:-

The corporate website of the organization can be used as a very efficient job posting
tool as the audience of the website usually attracts the potential new hires, who are
attracted to work for the organization and they have some kind of the knowledge about it.

The vacancies posted on the corporate website are not fighting with the job vacancies
from other competitors and the HRM Function has a free choice how to present its
vacancies.

The corporate website should not be used as a tool for just posting the vacancies, the
organization should have also a promotion of its HR Processes, and the career path the
potential new hire can expect in the organization.

The corporate website brings very focused traffic of the audience interested in the
organization and the HRM Function has to use the benefits of such a traffic. The HRM
Function has to prepare an overview of the organization, the structure and the description
of the main departments in the organization. The job candidates have to get a chance to
see the position in the frame of the whole organization and the assigned tasks to it.

The HRM Function is usually worried of publishing the HR Processes on the Internet, but
the worry is useless. The competitors can find the information easily and the details are
not published and these details play a significant role in making a difference from the
competitors.

The description of the corporate values and the description of the corporate culture
should be published as well as the job candidates can find their match with the company.
The smart solution is to provide the job candidates with some kind of the interactive quiz
to find out their own match with the organization.

Generally, the corporate website brings interesting job candidates to the organization,
but the corporate website is not able to fill all the positions within the organization. The
positions with the need for a quick reaction need another channel to be used as well.

50
PROCESS FOR RECRUITMENT:

1. Receive manpower requisition from HOD’s:

A manpower requisition form s being filled by the HOD of different departments.

In the manpower requisition form details of manpower required are given like:
 No. of persons
 Name of the post
 Job summary
 Qualification and experience required

2. Check availability from internal sources:

After manpower requisition is received from the HOD’s, list of employees is

checked that are being identified for job rotation. Internal employees can be
shifted from one department to another depending on their performance and
records. The competency level is checked of the identified personnel.

3. Check availability from external sources:

It includes employee referrals, educational institutions, placement agencies,
newspapers and web sites.
If the person is recruited from the placement agency then a certain percentage of
the employee’s salary is being given to the placement agency.
In case of web sites, different packages are there for the jobs.
4. Shortlist the potential applicants:

First, the HR manager shortlists the potential applicants then the approval by the
concerned HOD is taken and in the last CEO or MD gives the approval by
conducting a personal interview with the applicant.

51
5. Select as per SPRL recruitment process:

 The schedule for written test and interview is finalized.

 Written test is being conducted.
 Candidates are short listed for interview by panel.
 Final interview/discussion is done with the CEO/MD.
 Reference check is being done.
 A letter of intent is sent to the short listed candidate.
 Final selection of the candidate is done.
 Medical check-up is being done.
 Appointment letter is being given to the selected candidate.

6. Joining Formalities:
 Introduction programme is being conducted.
 Induction programme is being prepared, normally it is for 2-3 days.
7. Training and Placement:
Training is given to the candidate for a specific time period and after that he is
being placed in the concerned department.

8. Feedback: Feedback about the training programme is being taken from the
employee.

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 Recruitment Strategy:-

To raise the attraction and to make the people to send their resume for a consideration.

The recruitment strategy is a complete mix of techniques and procedures used by the
HRM Function in the recruitment and staffing area to bring value added to the
organization. The recruitment strategy can be simple or very complex and it depends on
the sector of the market, the organization lives in.

The recruitment strategy should be one for the whole organization and it should cover
internal and external recruitment in one document to show consistency and links between
these two recruitment sources. Many organizations do not distinguish between the
internal and external recruitment, but the majority of organization does.

The recruitment strategy describes the position of the organization on the job market
and finds the best ways to bring the right candidates to the organization. The recruitment
strategy clearly defines the preference of the channels to be used and it states the
relationship of the internal and external recruitment.

The recruitment strategy describes the ideal candidate. The ideal candidate has the set
of values and skills, which are requested by the organization. The salary requested is
clearly in the boundaries defined by the organization. The mindset is compatible with the
organization. The ideal candidate usually does not exist.

The recruitment strategy describes the recruitment sources used in the organization and
proposed steps to improve their performance. The pressure for the cost cutting is
expressed and the HRM Function is then monitored against these cost cutting goals.

The recruitment strategy is not just for the HRM Function. It usually gives some role
the line management as without their cooperation, the HRM Function cannot succeed in
the implementation of the recruitment strategy.

53
Recruitment Strategy to Differentiate the position of the Organization on the job Market:-

The Recruitment Strategy is a strategy, which is then followed by the HRM Function to
successfully hire the new hires from the internal or external job market and it defines the
approach to the competition on the job market. The role of the recruitment strategy is to
define the position of the organization on the job market and the approach toward the job
candidates. The approach of the recruitment strategy has to be consistent and attractive
for the defined group of targeted job candidates to apply for the position in the
organization.

The recruitment strategy has to be developed based on the results of the initial
recruitment analysis, which helps to uncover main gaps in the recruitment process and the
top management can understand better the whole recruitment strategy.

The recruitment strategy helps to identify the recruitment opportunities, which exist for
the organization on the job market. As the recruitment strategy is based on the
recruitment analysis, it has to go through a detailed analysis of the opportunities in
different recruitment sources and the groups of job candidates. For many organizations,
the young graduates can be the best sources of the new potential. The recruitment
opportunities cannot be discovered without a proper recruitment analysis and the
recruitment strategy should really follow the recruitment analysis.

The recruitment strategy has to uncover the potential around the organization and the
main sources of the potential candidates. The recruitment strategy has to identify the gaps
in the leadership potential in the organization and the recruitment strategy has to show the
way how to fix it. The organization can decide to recruit the unskilled staff and invest
money into their internal development or it can decide to buy the leadership potential
from the external job market and the recruitment strategy has to react to it.

The recruitment strategy has to define the recruitment process. It has to define the main
points during the selection process. The organization with the recruitment strategy to fill
all the vacancies quickly has to adapt the recruitment process to be as quick as possible,

54
but the recruitment strategy has show the risk of making a mistake and the potential risk
of a bad selection has to be shown to the top management to accept it.

It is almost impossible to make a sample recruitment strategy, but the questions to

answer are always the same.

SELECTION

55
Selection is the process of choosing the best candidate out of the all the applicants. In
this process, relevant information about the applicants is collected through a series of
steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the
candidate can be entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying the most
suitable candidates.

This process divides the candidates into two categories-the suitable ones and the
unsuitable ones. The suitable people prove to be the asset for the organization.

INTRODUCTION:

56
The size of the labour market, the image of a company, the place of posting, the nature of
job, the compensation package and a host of other factors influence the manner in which
job aspirants are likely to respond to the recruiting efforts of a company. Through the
process of recruitment, a company tries to locate prospective employees and encourages
them to apply for vacancies at various levels. Recruiting thus provides a pool of
applicants for selection.

Definition

To select means to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organization. The basic purpose is to choose the
individual who can most successfully perform the job, from the pool of qualified
candidates.

Purpose:

The purpose of selection is to pick up the most suitable candidate who would best meet
the requirements of the job and the organization- in other words, to find out which job
applicant will be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience, etc.
The needs of the job are matched with the profile of candidates. The most suitable person
is then picked up after eliminating the less suitable applicants through successive stages
of the selection process. How well an employee is matched to a job is very important
because it directly affects the amount and quality of the employee’s work. Any mismatch
in this regard can cost an organization a great deal in terms of money, time and trouble,
especially, by way of training and operating costs.

SELECTION PROCESS

57
RECEPTION:It is the initial screening done to weed out the undesirable candidates.
This is mainly a sorting process in which the prospective candidates are given the
necessary information about the nature of the job and the organization.

58
Necessary information about the candidate is also taken. If the candidate is found suitable
then he is selected for further screening else he is dropped. This stage saves the time and
effort of both the company and the candidate. It avoids unnecessary waiting for the
candidate and waste of money for further processing of an unsuitable candidate.

APPLICATION BLANK: Application Form is a traditional and widely used device

for collecting information from candidates. This form asks the candidates to fill up the
necessary information regarding their basic information like educational name, address,
references, date of birth, marital status, qualifications, experience, salary structure
in previousorganization and other such information.

This form helps in scrutiny and formulation of questions, which will be asked in the
interview. These forms can also be stored for future references thus maintaining a
databank of the applicants.

SELECTION TESTS:Selection Tests are being increasingly used in employee

selection. Tests are sample of some aspect of an individual's attitudes, behaviour and
performance. It also provides a systematic basis for comparing two or more persons.

The tests help to reduce bias in selection by serving as a supplementary screening device.
These are also helpful in better matching of candidate and the job. These reveal the
qualifications, which remain covered in application form and interview.

SELECTION INTERVIEW: Selection Interview involves the interaction of the

employer and the employee. Selection involves a personal, observational and face-to-
face appraisal of candidates for employment. It is an essential element of the selection
procedure. The information obtained through application form and test can be
crosschecked in the interview.

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MEDICAL EXAMINATION:The applicants who have crossed the above stages
have to go through Physical Examination either by the company's physician or the
medical officer approved for the purpose. The main aim is to ensure that the candidate is
physically fit to perform the job. Those who are found physically unfit are rejected.

REFERENCE CHECK:The next stage marks of checking the references. The

applicant is asked to mention in his application form the names and addresses of two or
three person who know him well. The organization contacts them by mail or telephone.

They are requested to provide their frank opinion about the candidate without incurring a
liability. The opinion of the references can be useful in judging the future behaviour and
performance of a candidate.

HIRING DECISION: The executives of the concerned departments then finally

approve the candidates short-listed by the human resource department. Employment is
offered in the form of an appointment letter mentioning the post, the rank, the salary
grade, the date by which the candidate should join and other terms and conditions in
brief.

Appointment is generally made on probation of one or two years. After satisfactory

performance during this period the candidate is finally confirmed in the job on permanent
basis or regularized.

EMPLOYMENT:Selection is an important function as no organization can achieve

its goals without selecting right persons for the required job.

60
Study of the
Problem

61
 STUDY OF THE PROBLEM

The scope of study is to observe the degree of satisfaction levels of the employer as well
as the employees towards the process of recruitment and selection techniques adopted by
the company.

It will also show the deviations if any, towards this affect that will be experienced in
research.

Apart from getting an idea of the techniques and methods in the recruitment procedures it
will also give a close look at the insight of corporate culture prevailing out there in the
organization.

This would not only help to equivalent with the corporate environment but it would also
enable to get a close look at the various levels authority responsibility relationship
prevailing in the organization.

Also the stipulated time for the research is insufficient to undergo an exhaustive study
about the topic assigned and moreover the scope of the topic (recruitment and selection)
is wide enough, so it is difficult to cover the entire topic within the stipulated time.

62
 EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to respond quickly

to requirements for people. The market has been witnessing growth which is manifold for
last few years. Many players have entered the economy thereby increasing the level of
competition. In the competitive scenario it has become a challenge for each company to
adopt practices that would help the organization stand out in the market. The
competitiveness of company of an organization is measured through the quality of
products and services offered to customers that are unique from others. Thus the best
services offered to the consumers are result of the genius brains working behind them.
Human Resource in this regard has become an important function in any organization.
All practices of marketing and finances can be easily emulated but the capability, the
skills and talent of a person cannot be emulated. Hence, it is important to have a well-
defined recruitment policy in place, which can be executed effectively to get the best fits
for the vacant positions. Selecting the wrong candidate or rejecting the right candidate
could turn out to be costly mistakes for the organization. Therefore a recruitment practice
in an organization must be effective and efficient in attracting the best manpower
People form an integral part of the organization. The efficiency and quality of its people
determines the fate of the organization. Hence choice of right people and placing them at
right place becomes essential. Hiring comes at this point of time in the picture. Hiring is
a strategic function for HR department. Recruitment and selection form the process of
hiring the employees. Recruitment is the systematic process of generating a pool of
qualified applicant for organization job. The process includes the step like HR
planning attracting applicant and screening them. This step is affected by various
factors, which can be internal as well as external.

63
 INTRODUCTION

Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Certain influences constrain managers in determining recruiting
sources such as image of the organization, internal policies, and attractiveness of the job,
union requirements, government requirements and recruiting budgets.
Popular sources of recruiting employees include internal search, advertisements,
employee referrals, employment agencies, schools, colleges and universities; professional
organizations and casual or unsolicited applicants. In practice, recruitment methods
appear to vary according to job level and skill.
Proper selection can minimize the costs of replacement and training, reduce legal
challenges, and result in more productive workforce. The primary purpose of selection
activities is to predict which job applicant will be successful if hired. During the selection
process, candidates are also informed about the job and the organization.
The discrete selection process would include the following: initial screening interview,
completion of the application form, employment tests, comprehensive interview,
background investigations, physical examination and final employment decision. In the
discrete selection process, an unsuccessful performance at any stage results in the
rejection of the applicant.
An alternative to the discrete selection process is the comprehensive approach, where all
applicants go through every step in the selection process and the final decision is based
on a comprehensive evaluation of the results of each stage. To be an effective predictor, a
selection device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them predict whether
an applicant will prove to be a successful job performer.
The application blank is effective for acquiring hard biographical data, while the
weighted application can provide information for predicting job success.
Traditional tests that assess intelligence, abilities and personality traits can predict job
proficiency but suffer from being non-job related. On the other hand, interviews
consistently achieve low marks for reliability and validity. Background investigations are
valuable when they verify hard data from the application, although they offer little

64
practical value as selection devices. Physical examinations are valid when certain
physical characteristics are required to be able to perform a job effectively.
In order to attract people for the jobs, the organization must communicate the position in
such a way that job seekers respond. To be cost effective, the recruitment process should
attract qualified applicants and provide enough information for unqualified persons to
self-select themselves out.
Thus, the recruitment process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new employees
are selected.

65
Objective of
study

66
 OBJECTIVE OF THE STUDY

The basic objective of this report is to study Recruitment and selection process
following fundamental objectives have been identified as the sub-objectives of the study:-

1. To study the recruitment & selection process in the organization as a whole.

2. To find out the employees as per company’s vacancies.

3. To find out the various sources of advertisement of vacancies like-media

(electronic or paper or both), schools, posters etc.

4. To study the work environment and select the pattern of interview, which can
help out to select the suitable employee for the organization.

5. To study the interpersonal relationship.

6. .To study the recruitment and selection process in the organization.

7. To find out the problems faced by the organizational staff, the process of
recruitment and selection.

8. To offer suggestions and recommendation regarding the existing system in the

company

67
 Research
Methodology

68
 RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and analysis
procedure.
The sample procedure chosen for this are statistical sampling method. Here randomly
employees are selected and interviewed. Information, which I collected, was based on the
questionnaires filled up by the sample employees.
Under secondary method I took the help of various reference books which I have
mentioned in bibliography and also by way of surfing through the company website.

Research is an organized inquiry designed and carried out to provide information to solve
the problem. The fact, search is an art of scientific investigation of a certain problem.
“Research is the process of systematically

Sample size:
Obtaining accurate answers to significant and pertinent questions by the use of the
scientific methods gathering and interpreting information”.

Sample size is 80. Data was analyzed by surveying employees from different
departments.

Sample design:
This part is done through discussing and analyzing with my project guide and referring to
the subject regarding this topic. It was a random sampling.

69
Mode of analysis:

The methods used to analyze the data are as follows:

1) To gather information from employees relating to the importance of
recruitment and selection in the organization and present the same in the
form of graphs, diagrams, etc.
2) To measure employee satisfaction with the present system of recruitment
and selection by comparative analysis through the pie charts.
Interpret and analysis of the data and present it in a proper manner.
3) Uses of Microsoft excel for preparation of graph.

70
 SOURCES OF DATA

Data Collection is the collection of necessary detail to gain further information. This
requires both primary and secondary data.

A. Primary data:

Questionnaire and personal interview.

B.Secondary data:
Periodicals, journals, newsletters and official documents of RELIANCE JIO,
helped me in secondary data collection.

Field Work:

Fieldwork is done for the purpose of collection of data. The fieldwork involved here are:

 Regular research to gather information on the relevant topic and have them
compiled according to the project specification.
For getting proper guidance for the project, often discussion with the guide was done.

71
 LIMITATIONS OF THE RESEARCH

 The main limitation of the study is the collection of information. Because most of

the information are confidential. So they don’t want to disclose them. And I am

not able to show any forms which they use in the time of joining or we use to

upgrade the files.

72
 Analysis &
Interpretation

73
 DATA ANALYSIS & INTERPRETATION

Q1) How do you find the written test conducted before your selection?
A) Easy
B) Average
C) Difficult
D) NA

14 out of 150 find it easy, 35 find it average and 65 find it difficult. So from the
above we can deduce that it was difficult as most of them found it so.

74
Q2) How do you find the interview?
A) Easy
B) Average
C) Difficult
D) Learning

Difficulty of Interview

Easy
Average
Difficult
Learning

Most of the
people found it difficult but still some of them found that it was learning means interview
made them learn. A same amount of people found it average which shows the diversified
population.

75
Q3) How do you find the EQ test conducted after the written test?
A) Easy
Average
B) Difficult

EQ Test Status

Easy
Average
Difficult

EQ test is used to measure the Personality and traits of the respondent. This is really
helpful in measuring the feasibility of prospective employees. Most of the sample found
the EQ test Average.

76
Q4) How do you find the training given to you before you are placed in the concerned
department?
A) Good
B) Average
C) Below Average
D) Excellent

Training Difficulty Status

Good
Average
Below average
Excellent

Most of the sample found it good means the training given before hand is helpful in
attaining the targets given them. There were also people who found it really excellent.

77
Q5) How do you find the staff members of the HR department?
A) Co-operative
B) Motivating
C) Responsible
D) Goal oriented

Attributes of HR employees

Co-operative
Motivating
Responsible
Goal Oriented

The HR department is the backbone of any organization. They are the one who not only
prepare but choose prospective employees. A big chunk of people found it responsible
and goal oriented. But it came as a result that they were not too motivatin which is a
prerequesite of HR.

78
Q6) Were you made aware of your roles & responsibilities at the time of joining?
A) Yes

B) No

Awareness of Roles

Yes
No

The HR were responsible and most of the employees in time got the information
regarding their joining dates.

79
Q7) Are you completely aware of the welfare policy, leave policy, rules & regulations of
the company?
A) YES

B) NO

Awareness of Rules & Regulations

yes
no

Again the HR played a good role and most of the sample was aware of responsibilities
they have to take up. They have been told clearly the roles and they were aware of the
policies etc.

80
sQ8) Do you think that uniform should be made compulsory or should it not be there?
A) Yes

B) No

107 out of 150 voted for uniform as they feel comfortable in it. They need not to arrange
or choose outfits everyday

81
Q9) How do you find the Induction programme conducted by the company?
A) Good

B) Average

C) Below Average

D) Excellent

Induction Programme

Good
Average
Below Average
Excellent

About half of the sample found the induction program excellent. Least votes were
for below average. Means the induction program was successful.

82
Q10) How do you rate the overall selection process of the company?
A) Good

B) Average

C) Below Average

D) Excellent

Selection Process

Good
Average
Below Average
Excellent

All the components of HR made it success as more than half of sample said that the
selection process was excellent. No one voted for below average. So it was a successful
process.

83
FINDINGS

 After the study it was concluded that 9% of the total people felt that the written
test were easy, 23% felt it was average, 44% felt it was difficult and rest 24% did
not attempt the question.

 Most of the people found it difficult but still some of them found that it was
learning means interview made them learn. A same amount of people found it
average which shows the diversified population.

 EQ test is used to measure the Personality and traits of the respondent. This is
really helpful in measuring the feasibility of prospective employees. Most of the
sample found the EQ test Average.

 Most of the sample found it good means the training given before hand is helpful
in attaining the targets given them. There were also people who found it really
excellent.

 The HR department is the backbone of any organization. They are the one who
not only prepare but choose prospective employees. A big chunk of people found
it responsible and goal oriented. But it came as a result that they were not too
motivatin which is a prerequesite of HR.

 The HR was responsible and most of the employees in time got the information
regarding their joining dates.

84
SUGGESTION

85
 SUGGESTION
 During the selection process not only the experienced candidates but also the
fresh candidate should be selected so as to avail.
 In the organization where in research report facility prevailing then such kind of
practices must be adopted so that the student can learn and again from their
practical views
 Candidates should be kept on the job for some time period, if suitable they should
be recruited. During the selection process, the candidate should be made relaxed
and at ease.
 A company should follow all steps of recruitment and selection for the selection
of the candidates.
 Selection process should be less time consuming.
 The interview should not be boring, monotonous. It should be made interesting.
There must be proper communication between the interviewer and interviewee
any the time of interview.
 Evaluation and control of recruitment and selection should be done fair
judgment.

86
CONCLUSION

87
 CONCLUSION

In the new millennium when the corporate world is designing newer techniques for
developing employees and retaining them, behind and the organizational structure is
such that people work hand in hand to align the organizational goals with the individuals’
goals.

Evaluation of employees’ performance is helpful as to strengthen the employees’

productivity, their promotion, transfer, training and development needs etc. The
organization has implemented the evaluation process not only to evaluate the
performance of employees but also for their increment and promotion. The company
follows a transparent recruitment and selection system with no personal bias because it is
wholly based on individuals’ contribution towards the organization. But there are some
loopholes in the system that should be analyzed and corrective measures should be taken.

To sum it up, this project has provided me with opportunities to learn different areas of
the HR function and has given me stepping-stones to climb up to reach the summit of HR
at the end of my career

88
Bibliography

89
 BIBLIOGRAPHY

Books:

 Gareth Roberts: Recruitment and Selection

 Dominic Cooper, Ivan T. Robertson, Gordon Tinline: Recruitment and

Selection: A Framework for Success

WESBITES:-

 www.jio.com
 https://www.hr.iastate.edu/employing-units/recruitment-selection
 https://www.shrm.org/resourcesandtools
 https://www.ril.com/careers

90
QUESTIONNAIRE

91
 QUESTIONNAIRE

Q1) How do you find the written test conducted before your selection?

E) Easy
F) Average
G) Difficult
H) NA

Q2) How do you find the interview?

E) Easy
F) Average
G) Difficult
H) Learning

Q3) How do you find the EQ test conducted after the written test?

C) Easy
D) Average
E) Difficult

Q4) How do you find the training given to you before you are placed in the concerned
department?
E) Good
F) Average
G) Below Average
H) Excel

92
93
Q5) How do you find the staff members of the HR department?

E) Co-operative
F) Motivating
G) Responsible
H) Goal oriented

Q6) Were you made aware of your roles & responsibilities at the time of joining?

C) Yes

D) No

Q7) Are you completely aware of the welfare policy, leave policy, rules & regulations of
the company?

C) YES

D) NO

Q8) Do you think that uniform should be made compulsory or should it not be there?

C) Yes

D) No

Q9) How do you find the Induction programme conducted by the company?

E) Good

F) Average

G) Below Average

H) Excellent

94
Q10) How do you rate the overall selection process of the company?

E) Good

F) Average

G) Below Average

H) Excellent

95