A

Project Report
On
Changes In Recruitment And Company Expectations
From Newly Hired Candidates During Covid Situation

Submitted By
Mr. Suyog Sanjay Rane
MBA- II, DIV.-B
Roll No.-52

Under The Guidance Of

Prof. Dipak Wakchaure, Sir

AMRUTVAHINI INSTITUTE OF MANAGEMENT AND BUSINESS

ADMINISTRATION, SANGAMNER, A.NAGAR
(2021-2022)

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 CERTIFICATE

Certified that project report entitled “CHANGES IN RECRUITMENT AND COMPANY

EXPECTATIONS FROM NEWLY HIRED CANDIDATES IN COVID SITUATION. Is
Successfully completed as the partial fulfillment of Master of Business Administration (MBA)
under the Savitribai Phule Pune University during academic year 2021-22.

The work has been assessed by me and I am satisfied that the same is up to standard Envisaged
for the same for level of the course. And that the said work may be Presented to the external
examiner.

PLACE :- Sangamner Prof. Dipak Wakchaure

DATE :

2
 DECLARATION

I undersigned herby declare that the project report entitled “ CHANGES IN RECRUITMENT
AND COMPANY EXPECTATIONS FROM NEWLY HIRED CANDIDATES IN COVID
SITUATION Written and submitted by me to the university of Pune, in partial fulfillment of the
requirements for the award of degree of management of Business administration under the
guidance of Prof. Dipak Wakchaure. This is my original work and the conclusion drawn there in
are based on the material collected

PLACE :- Sangamner Prof.Dipak Wakchaure Sir

DATE :

3
 ACKNOWLEDGEMENT

I took the project on Title, "CHANGES IN RECRUITMENT AND COMPANY

EXPECTATIONS FROM NEWLY HIRED CANDIDATES IN COVID SITUATION.

I would thank the company for his co-operation and guidance without which this project would
not have been a success.

I extend my sincere gratitude and thanks to Prof. Dipak Wakchaure, Sir(Project guide) and our
honorable director of AIMBA for their precious time and valuable guidance and for giving this
project report the right structure and order Most of all I would thank the almighty and my parents
for their blessings and unmatched support.

Last but not-the least, I would thank all my colleagues during this project, and all the known and
unknowns who have enlightened me with regard to this project and helped me to make this
project report a presentable and valuable asset for me.

Suyog Sanjay Rane

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 Index

Chapter No. Particular Page No

1 Industry Profile 6
2 Company Profile 10
3 Service Profile 12
4 Theoretical Background 19
5 Research Methodology 25
6 Data Analysis and Interpretation 27
7 Findings 45
8 Conclusion 46
9 Suggestions 48
10 Bibliography 49
11 Annexure 50

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 INDUSTRY PROFILE

The first recognized consulting firm was established in 1890 by Arthur D. Little, and it
specialized in technology. In 1898, Coopers and Lybrand (today’s PricewaterhouseCoopers) was
set up for accounting consultancy. In 1914, Booz Allen Hamilton became the first management
consultancy to engage with both the government and the industry.

In the same year, 1914, Arthur A. Anderson founded an accounting practice that once employed
the largest number of consultants. The Enron scandal pulled it down. But its consulting division
(now Accenture) was hived off before the implosion happened.

Consulting firms played a significant role during the Great Depression in the 1930s, when
companies sought their wisdom to put their troubles behind. Good times came again for
consultants during the end of World War II, when they were gratefully remembered for their
wartime assistance to the government.

After Cold War ended, when businesses began to look for opportunities overseas, they sought the
help of consulting firms to do well in the new market. The strategies the consulting firms
developed made their way to the curriculum of top business schools around the world. The new
MBAs paid them back when they started their careers and rose up the hierarchy: they brought in
more consultants.

However, consulting firms have had to face two major setbacks since 2000—the dotcom crash
(2000-02), when high-tech and dotcom companies were forced to let them go, and the credit
crisis (2009-11), when most Western governments, heavily under debt from trying to fund
financial companies out of their troubles, were forced to cut down on their dependence on
consultants.

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They have recovered, but not fully. The growth rate in the US is yet to pick up, the Arab
countries are still only recovering from the drop in oil prices, and the Chinese story has taken a
sombre turn. However, Indonesia, Singapore, Taiwan, and South Korea seem to be doing well
enough to contract consultants for many projects.

Despite its predicaments, the consulting industry, in 2014, recorded revenues of nearly $415
billion worldwide, from all types of consulting, including management and strategy consulting,
information technology, other technical and scientific fields, and human resources.

Types of Consulting Services

Consultants walk into offices and find new ways of doing things. They provide insights on how
to increase profits and how to reduce costs and debts, how to improve work flow and how to
bring in change where necessary, how to use technology to improve operations and how to get
the most out of their employees through training and benefits.

Some of the services that consultant companies provide have found mention in the section above
on categories of firms. But here’s a list of services that are most sought after:

Management/strategy: Management consultants suggest and implement methods to improve

the strategies, operation efficiency, and policies of their clients.

Human resources: HR consultants help companies get the best from their workforce and help
ensure that employee benefits bring the results that management desires.

Technology: Technology consultants facilitate the integration of the latest technologies with

their clients’ businesses, lending a hand in the installation, maintenance, and management of tech
tools.

Marketing: Companies call in marketing consultancies to help promote and sell their products
to their target customers using state-of-the-art strategies.

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Legal/accounting: Legal and accounting consultants well-versed in company and tax laws are
sought after by corporations to ensure compliance and to prepare their documents.

Media/public relations: Businesses are keen to present their best image to customers and clients
and use the services of media consultants. The advent of social media has made image
management a sensitive issue for which the knowledge and experience of media experts are
required.

Financial/investment: Investment consultants are aware of developments in the financial world

and can guide individuals and organizations in making good decisions on where to place their
funds.Consultants are also active in the fields of publishing, designing, public policy, and
careers, to name a few.

Consulting Industry in India

At the end of the Cold War, American and other Western corporations employed consultants
from Asian nations, including India, before venturing to explore these new markets.

In India, after the liberalization of the economy, consultants were hired by Indian companies that
wanted to expand their operations abroad. Now, Indian consultants, particularly those in the IT
world, are more sought after, not only in India but also by world powers, for developing their
global businesses.

Today, TCS, Infosys, Wipro have offices all over the world, and they give US and European
consultancies a run for their money. Among other major IT consulting and outsourcing
companies in India are Tech Mahindra, HCL Technologies, Genpact, Mphasis, and Mindtree.

The Indian consulting story began in the 1990s when C. K. Birla requested McKinsey to devise a
turnaround project for Hindustan Motors. Soon, McKinsey opened an office in Delhi, employing
about 100 consultants.

According to an estimate, there are now over 10,000 big and small consulting firms in India,
6,000 of them in the four metros of Delhi, Mumbai, Chennai, and Kolkata.

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According to the Associated Chambers of Commerce and Industry, the Indian consulting
industry is expected to record revenues of Rs. 27,000 crore by 2020. One estimate says that
between 500 and 600 high-value consulting contracts, worth $250 million to $300 million, are
awarded every year by Indian companies, including 30 or 40 projects worth over $2 million
each.

As in many other sectors, low cost was the first major initial advantage of Indian consulting
companies and consultants. But their major clients and their partners abroad have found that
Indian consultants has other advantages, such professionalism, industriousness, willingness to
learn, and adaptability to technology. Their competitors have started to view them as worthy
equals.

However, they suffer from shortcomings, too. Among them are poor brand equity, experience in
foreign markets, ability to maintain quality, and low level of R&D. But they can overcome these
difficulties and emerge more powerful in the global scenario if they adopt the best practices in
the industry and improve their knowledge resources and data warehousing.

COMPANY PROFILE

Name Of Company- WISE & RISE BUSINESS CONSULTANCY

Wise & Rise is a Business Consulting team of 150+ experts in the field of Sales, Marketing,
Finance, Legal and HR.

Generated 500000 leads, closed ₹1 Billion Business for clients across 30+ countries

Main Services

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Build Business Strategies

Business Process Implementation

Business Process Auditing and MIS

Get Best People across the globe

The Business Diagnosis Club

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We help Startups, Businesses with their requirements in the field of Marketing, Sales, Human
Resource Management, Finance Management, Accounting, Legal, etc; and provide expert
services or Experts onboard in the respective fields.

Wise and Rise provides the best Business Consultancy & Outsourced Services in India. We do
Sales Management, Marketing Management, Finance and Accounting Services, HR Management
for our Clients.

We are a team of 150+ Domain experts in the field of Sales, Marketing, Finance, Legal, and HR.

We also have Generated 500000+ leads, closed ₹1 Billion Business revenue for clients across
30+ countries

More than 700 Customers have taken advantage of our different services for their requirement of
Sales Management, Marketing, Digital Marketing, Finance and Accounting, HR Management
with our cost effective ways.

Wise Business Diagnosis Club help you with business growth. We have come up with innovative
business improvement plans that are designed to cater to your varying business requirements
effectively. We also take Outsourced Business Services such as Sales management, Marketing,
Finance, Accounting, HR Management, etc.

We help address the business process, technology, organizational problems, technical issues, and
other areas of your business. We have a team of professionals that have several years of
experience in offering quality consultancy in different aspects of management.

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 SERVICE PROFILE

Marketing Outsourced Services

We do all Marketing activities for our clients. Outsourcing has become the easiest and effective
way for companies to skyrocket their growth by utilizing the resources most efficiently.

Not only because of the lack of time, but businesses hire marketing companies as they have the
resources and expertise to market any brand.

Contact us to know how our Marketing Services help Businesses, Startups in Lead Generation,
PR, Product Promotions and many more.

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Sales Outsourced Services
Sales Process Outsourcing has become a general and cost effective trend with businesses. Many
Businesses outsource their sales processes to companies like us who have expertise in Sales
processes. Our main objective is to assist companies and brands in the management of the supply
chain network.

We help companies improve their distribution network, assess the sales and marketing
performance, and analyze the overall performance of the company by collecting details of the
customer feedback and their overall experience.

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Finance & Accounting Services
We work as a Finance and Accounting experts for all your Finance and Accounting needs. We
have a team of accountants and finance specialists that are committed to offering high-quality
services that help improve your financial performance.

The right financial tools and solutions can help you grow older how and where you want.

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Business HR Outsourcing
We provide expert HR outsourced services to our Clients. We do all the HR management,
Payroll Management, Interviews management for our Clients. Nowadays, almost every company
is on the lookout for strategies to grow their brand value by reducing operational costs.

You need to outsource the in-house team, as well as, agencies that complete the work remotely.
It’s important to hire a qualified and experienced human resource management team to get these
tasks completed on time.

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 Scope of Our Outsourced Services
Marketing Outsource
SEO
SMM
PR
Lead Generation
Online Marketing
Sales Outsource
Research
Strategies
Process
Management
MIS
HR Outsource
Recruitment
Man to Man Mapping
ROI
Assessment
MIS
Finance & Funding
Feasibility
CMA Report
Sources
Contingency
Ratios and MIS

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Wise and Rise- Services Business Consultancy- For New Startups
We Provide Various Services for Business Startups, Setups such as Business Planning, making a
Business Plan, Licenses & Registrations, Process Documentation, Fund Raising Advisory, Go to
Market Strategy, Debt Restructuring, Market and Opportunity Assessment, Business Expansion
plan, Distribution & Franchaise, and Many More.

BUSINESS PLAN
A business plan forces you to get realistic and look at your numbers. You need an audited
business plan to secure funding from banks, private and equity investors.

-Executive Summary
- Company Summary
- Product/ Services
- Market Assessment
- Strategic Implementation
- Financial Plan
- Marketing, Sales and HR plan: Research, Implementation and Monitoring
.

MARKET & OPPORTUNITY ASSESSMENT:

A market opportunity assessment is a process of synthesising market research and client data to
identify opportunities for growth in a specific market or business area and formulate an
actionable strategy to realise this growth.

- Market Research
- Target Research
- Competition Research
- Business Opportunities
- Analysis Data analysis

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 BUSINESS DIAGNOSIS CLUB
There is a difference between setting up your business and running it smoothly. The growth of
your company depends on a few essential factors, such as:

- Is your company prepared for the economical challenges?

- Do you have a proper plan for business growth?
- Where do you see your company in the next 5 years?
- What are the strengths and weaknesses of your company?
- Are your business strategies strong enough to help you achieve your desired objectives?

ENTREPRENEURS COACHING
Start-up founders are known for innovation and creative thinking. But there are many other
challenges at each stage of scaling up the venture. A coach helps them to strategically plan each
of these stages.

What Founders Get FROM COACHING? – The ability to fix all sorts of conflicts
- Easy and effective delegation
- Accept change

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 THEORETICAL BACKGROUND

Recruitment and Selection is an important operation in HRM, designed to maximize employee

strength in order to meet the employer’s strategic goals and objectives. In short, recruitment and
selection are a process of sourcing, screening, short listing and selecting the right candidates for
the filling the required vacant positions. Recruitment is the process of attracting the most suitable
people for the position, selection is the process of choosing the best person for the position and
induction is introducing the person to the position. This module describes a series of well-tested
steps to help you to identify the right person, to ensure he/she will fit well with your farm
business, and to meet the various legal obligations of an employer. Recruitment and selection
refer to the chain and sequence of activities pertaining to recruitment and selection of
employable candidates and job seekers for an organization. Every enterprise, business, start- up
and entrepreneurial firm has some well-defined employment and recruitment policies and hiring
procedures. The human resources department of large organizations, businesses, government
offices and multilateral organizations are generally vested with the responsibilities of employee
recruitment and selection. Recruitment or manpower selection process is the first step in the
employment of labour and the methods through which labor is brought into industry has much to
do with the ultimate success or failure of such employment. Despite tremendous unemployment
it is not easy to find the right type of labour. Secondly, the chances of mismatching the job and
the person are much higher in India, under the present labor market conditions in India, the
employee’s choice is very much limited and he will accept any job irrespective of his suitability.
Under these conditions, the pressure to properly match man to job is only one-sided, that is, from
employer’s side only.

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20
Background of study

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

The cost of the recruitment is significant. So, proper planning and formulate those plans is the
task that requires more focus and improvement. Equal opportunities and sources are also a vital
part. Realizing this needs we try to find the difference and similarities between theoretical
aspects with the practical steps taken by the company. We took an attempt to demonstrate the
feature for the further Improvement.

Now, it is clear that COVID-19 will not exit our lives as quickly as it came roaring in. As talk of
recovery begins for businesses around the world, another important part of the conversation is
how the pandemic has fundamentally changed the way we do things in the workplace — in
many cases for the better.

Recruitment and hiring hasn’t escaped this new reality either. As such, it is more important than
ever for companies to identify what has changed and evaluate which parts of this new normal in
recruitment they will bring forward into the post-COVID world.

Here are 7 ways that COVID-19 has changed the way companies hire and recruit talent.

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 1. Video interviews and virtual interview processes have become the norm
Brought about by necessity, companies have had to embrace the virtual interview process
in short order. While it can be challenging to navigate virtual interviews and find top
candidates virtually, especially when most interviews so far have been done face-to-face,
the cost and time savings for both parties make it worth the effort. In many cases,
companies may realise that virtual interviews are in fact the best option throughout the
hiring process, or only incorporate virtual aspects to make the process more efficient.

2. Location no longer limits the talent pool

COVID-19 has forced many companies to transfer parts or all of their operations online, proving
that location doesn’t need to be a limiting factor for many business transactions — including
talent recruitment. Where the search for the perfect candidate used to be limited by geography or
relocation budgets, now companies have the opportunity to tap into a much bigger talent pool.

3. Demand for companies and industries is shifting.

Some industries or types of companies that used to attract top talent that wanted to move fast and
take risks might find themselves losing talent to more established companies as professionals
seek job security, a natural need during uncertain times. Additionally, industries and functions
such as technology find themselves in high demand above other more traditional industries as
professionals look towards the future.

4. Companies must sell themselves in the interview process.

This has always been the case, but in post-COVID recruitment, the ability to sell yourself as a
company will become paramount. As businesses recover and begin to grow again, professionals
will have more choices about who to work for and under what circumstances. Nilay Khandelwal,
Managing Director at Michael Page Singapore explained in this Future of Hiring series, “Gone
are the days where we can just roll out a list of technical skills and think if you put out an offer
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that person will accept. Companies are selling themselves to the candidates as much as the other
way around in the new interview process.”

5. perks can’t replace real company culture

When it comes to company culture, your physical workplace will be less important than before,
meaning companies can no longer rely on a stocked pantry or a ping pong table to replace
cultivating a clear culture and lasting values within the organization. Now is the time for
companies to focus on company culture and define the values under which they operate.

6. Professionals are rethinking their purpose.

One side effect of these long periods of time at home is that professionals are rethinking the
work that they are doing, the impact it has, and the value it brings to society. Nicolas Dumoulin,
Managing Director of Michael Page India recently observed, “We will see a change in the
mindset of professionals. Once we start seeing more certain times where people can go back into
a regular work routine, a lot of people will be rethinking their careers. We foresee a big wave of
professionals wanting to change their lives and their jobs.”

7. Company reputation will be key in hiring.

Candidates are more informed than ever before about working conditions, and how companies
have responded in these challenging times will make a big difference. As Trang Tam Nguyen,
Global Head of Human Resources at Unilever Singapore, explained in a recent Michael Page
webinar, “People will remember what you do as a company during tough times – what you do
now will be remembered forever. In these times, the employer becomes the social safety net, and
how you lead the team through a crisis will determine retention and the ability to attract talent in
the future.”

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24
 RESEARCH METHODOLOGY

Introduction

The coronavirus crisis has created talent acquisition challenges, but it has also led to larger
candidate pools and new ways to connect.

While the global spread of the virus that causes COVID-19 has resulted in enormous damage to
the economy and businesses around the world, hiring is still a top priority for many
organizations. Talent acquisition just looks a little different now.

As the change has happened in recruitment process as it is also happened on the candidates who
are willing to get selected for job.

Candidates also have to struggle to get their dream chair which they are willing to opt for.
Candidates have to know what will be the expectations of organizations during this tough time of
pandemic. Without knowing the expectations of organizations candidate will not be able to fetch
the position to themselves, because competition has no stop even during the pandemic situation.

Objectives of the study-

1 To understand the changes in recruitment process during COVID-19 pandemic.

2 To understand the impact of Covid -19 on company expectations from new hiring.

3 To understand the effectiveness of online recruitment process.

4 To understand the impact of new practices on recruitment process.

Research Design-

Descriptive Research Design-Descriptive research design is a type of research design that aims
to obtain information to systematically describe a phenomenon, situation, or population.
Descriptive Research Design are the best suit for my project

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Sources of Data Collection –

 Primary sources: Primary data for this research project is collected through the
Appropriate questionnaire and their answers. It helps the researchers to identify the
consumers expectations and for further analysis.
 Secondary sources: Secondary data for this research project is collected through the
articles, related to research websites, blogs related to Human Resource Management and
different surveys.

Sample Design-

Sample population: The respondents for this research study are all the HR professionals and
Recruiters

● Sample Size: 53

● Sample Area: India

● Sample Techniques: - Simple random sampling

Scope of the Study-

This project report titled ' Changes in recruitment and company expectations from newly hired
candidates during covid situation' is covered with all responses which is given by people who are
currently working in industry and they have observed the changes in talent acquisition.

Limitations of study -

 Limitations of questionnaire methods of data collection.

 The sample size was small which is not included majority of respondents.
 Data is collected from only those people who are working in industry and have observed
the changes in recruitment in post covid situation.

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 DATA ANALYSIS AND INTERPRETATION

Question 1- Which process of interview do you think more convenient?

Particular No. Of respondents Percentage
Online 40 75%
Offline 13 25%
Total 53 100%

No. Of Respondents

25%

Online
Offline

75%

Analysis- The above pie chart and table shows that

 25% respondents that is 13 out of 53 people think that offline mode of interview
is convenient
 75% respondents that is 40 out of 53 people think that online mode of interview is
convenient

Interpretation-

Most of the respondents think that online mode of interview is convenient and beneficial during
post-covid situation

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Question 2- There are changes happened in recruitment process during covid
Particular No. Of Respondents Percentage
1(Strongly Agree) 11 20.8%
2 (Agree) 25 47.2%
3(Neutral) 8 15 1%
4 (Disagree) 4 7.5%
5(Strongly Disagree) 5 9.4%
Total 53 100%

Analysis- The above graph and table shows that

 20.8% respondents that is 11 out of 53 people are strongly agree with the opinion that
there are changes happened in recruitment process during covid.
 47.2% respondents that is 25 out of 53 people are agree with the opinion that there are
changes happened in recruitment process during covid.
 15.1% respondents that is 8 people out of 53 are neutral to opinion that there are changes
happened in recruitment process during covid.
 7.5% respondents that is 4 people out of 53 are Disagree to the opinion that there are
changes happened in recruitment process during covid.

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  9.4 respondents that is 5 people out of 53 are strongly disagree to the opinion that there
are changes happened in recruitment process during covid.
Interpretation-Most of the respondents are agree that there are changes happened in
recruitment process during covid.

Question 3- If you agree Rate the changes according to your preferences (Where 1 is excellent
and 5 is very poor)
Particular 1 Excellent 2 Good 3 Fair 4 Poor 5 very Total
Poor
More focused 17 15 9 8 1 50
oriented process
Flexibility of time 11 21 12 3 3 50
Flexibility of place 18 16 8 3 3 50

Analysis- The above graph and table shows that

 Out of 50 respondents 17 gives excellent remark, 15 gives good remark, 9 gives fair
remark, 8 gives poor remark and 1 gives very poor remark to the online recruitment
process as more focus oriented process.
 Out of 50 respondents 11 gives excellent remark, 21 gives good remark, 12 gives fair
remark, 3 gives poor remark, and 3 gives very poor remark to the online recruitment
process is flexible in time.

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  Out of 50 respondents 18 gives excellent remark, 16 gives good remark, 8 gives fair
remark, 3 gives poor remark and 3 gives very poor remark to the online recruitment
process is flexible in place.

Interpretation- Most of the respondents are agree that the online recruitment process is more
focus oriented process, more flexible in time and also more flexible in location

Question 4- Do you think, these changes will be practiced in future ?

Particular No. Of Respondents Percentage
Yes 35 68.6
No 16 31.4
Total 51 100%

Analysis- The above pie chart and table shows that

 68.6 respondents that is 35 out of 51 people think that whatever the changes have
happened in recruitment process will be going to practice in future also
 31.4 respondents that is 16 out of 51 people think that whatever the changes have
happened in recruitment process won’t be practiced in future.

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Interpretation- Most of the respondents are agree that changes have happened in recruitment
process and that are also going to be practiced in future also.

Question 5- Do you think there are changes in expectations of company from newly hired
candidates during covid ?
Particular No. Of Respondents Percentage
Yes 29 55.8%
No 8 15.4%
May be 15 28.8%
Total 52 100%

Analysis- The above pie chart and table shows that,

 55.8% respondents that is 29 out of 52 people agreed to the statement that there are
changes have happened in the expectations of company from newly hired candidates

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  28.8% respondents that is 15 out of 52 people are not completely sure about that there are
changes have happened in the expectations of company from newly hired candidates
 15.4% respondents that is 8 out of 52 people are totally disagree that changes have
happened in the expectations of company from newly hired candidates.

Interpretation- Most of the respondents are agree to the statement that changes have happened
in company expectations from newly hired candidates.

Question 6- If yes, what are they may be ?

Particular No. Of Percentage
Respondents
Candidate must be flexible in working 33 73.3%
Candidate must be good at handling tools 34 75.6%
Candidate must need least training 27 60%
Candidate must have sufficient knowledge for that position 15 33.3%

Analysis- The above graph and table is made from multiple check box responses, it show that,

 Company emphasize that the candidate must be most good at handling tools,.
 Candidate must be flexible in working
 Candidate must need least training

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  Candidate must also need the knowledge of the position.

Interpretation- The changes in expectations of company from new hires candidates are

1) Candidate must be good at handling tools

2) Candidate must be flexible in working
3) Candidate must need least training
4) Candidate should have sufficient knowledge about the position

Question 7- Do you agree, these changes in expectations will be beneficial for your organization
in future
Particular No. Of Respondents Percentage
1 Strongly Agree 10 19.3%
2 Agree 24 46.2%
3 Neutral 14 26.9%
4 Disagree 3 5.8%
5 Strongly Disagree 1 1.9%
Total 52 100%

Analysis- The above graph and table shows that,

 19.2 % respondents that is 10 out of 52 people are strongly agree that the changes in
expectations will be beneficial for their organization

33
  46.2% of respondents that is 24 out of 52 people are agree that the changes in
expectations will be beneficial for their organization
 26.9% of respondents that is 14 out of 52 people are neutral about whether the
expectations will lead to benefit or not
 5.8% of respondents that is 3 out of 52 people are Disagree about the changes in
expectations will ne beneficial for their organization.
 1.9% of respondents that is 1 out of 52 people is strongly disagree about the change in
expectations will be beneficial for his organization.

Interpretation- Most of the respondents are agree that the changes in expectations of
candidates will lead to benefit of their organization.

Question 8- Do you think online recruitment process is effective?

Particular No. Of Respondents Percentage
Yes 31 58.5%
No 18 34%
May be 4 7.5%
Total 53 100%

Analysis- The above pie chart and table shows that,

 58.5% of respondents that is 31 out of 53 people think online recruitment process is

effective
 34% of respondents that is 18 out of 53 people do not think that online recruitment
process is effective

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  7.5% of respondents that is 4 out of 53 people think that online recruitment process is
may be effective.

Interpretation- Most of the respondents think that online recruitment process is effective to get
right Candidates during this post-covid situation

Question 9- If yes, in which context online recruitment is effective ?

Particular No. Of Respondents Percentage
Wide geographical reach 23 46.9%
Speedy operation 32 65.3%
Lowers cost 38 77.6%
Process automation 23 46.9%
Ease in communication 19 38.8%

Analysis- above graph and table is made from multiple check box responses, it show that,

 23 Response that is 46.9% out of 100% have gone to wide geographical reach as the
effectiveness of online recruitment process.
 32 Responses that is 65.3% out of 100% have gone to speedy operation as the
effectiveness of online recruitment process.

35
  38 Responses that is 77.6% out of 100% have gone to lowers cost as the effectiveness of
online recruitment process.
 23 Response that is 46.9% out of 100% have gone to proceed automation as the
effectiveness of online recruitment process.
 19 Responses that is 38.8% out of 100% have gone to ease in communication/interaction
as the effectiveness of online recruitment process.

Interpretation- The online recruitment process is effective in

1) Lowers recruitment cost

2) Speedy operation of recruitment
3) Wide geographical reach
4) Process automation
5) Clarity in communication/interaction

Question 10- Do you think online recruitment process beneficial to fill the position in mean time
?
Particular No. Of Respondents Percentage
Yes 33 62.3%
No 2 4%
May be 18 34%
Total 53 100%

Analysis- The above pie chart and table shows that,

36
  62.3% Respondents that is 33 out of 53 people think that online recruitment process helps
to get the candidates in mean time
 4% Respondents that is 2 out 53 people think that online recruitment process do not help
to get the candidates in mean time
 34% Respondents that is 18 out of 53 people are not totally sure about online recruitment
process helps you to get candidates in mean time.

Interpretation- Most of the candidates agree that online recruitment process helps to get
candidates in mean time.

Question 11- Do you think there are new practices adopted in recruitment process during covid ?
Particular No. Of Respondents Percentage
Yes 36 67.9
No 3 5.7
May be 14 26.4
Total 53 100

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Analysis- The above pie chart and table shows that,

 67.9 % Of Respondents that is 36 out of 53 people agreed that there are new changes
happened in recruitment practices during covid
 5.7% Of respondents that is 3 out of 53 people do not agreed that there are new changes
happened in recruitment practices during covid
 26.4% of Respondents that is 14 out of 53 people are neutral towards that there are new
changes happened in recruitment practices during covid

Interpretation-

Most of the respondents are agreed that there are new changes happened in recruitment practices
during covid

Question 12- what are the changes have happened due to that practices during covid ?
Particular No. Of Respondents Percentage
Salary related changes 28 62.2%
Facilities related changes 33 73.3%
Work related changes 29 64.4%

Analysis- above graph and table is made from multiple check box responses, it show that,

 28 Responses that is 62.2% out of 100% have selected option of salary related changes
have happened in recruitment practices during covid

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  33 Responses that is 73.3% out of 100% have selected option of facilities related changes
have happened in recruitment practices during covid
 29 Responses that is 64.4% out of 100% have selected option of work-related changes
have happened in recruitment practices during covid.

Interpretation-The following changes have happened in recruitment practices during covid.

1) Salary related changes

2) Facilities related changes(major)
3) Work related changes

Question 13- Do you think these changes are necessary to happen?

Particular No. Of Respondents Percentage
Yes 30 56.6%
No 6 11.3%
May be 17 32.1%
Total 53 100%

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Analysis- The above pie chart and table shows that

 56.6% of Respondents that is 30 out of 53 people agreed that these changes in

recruitment practices during covid is necessary to happen.
 11.3% of Respondents that is 6 out of 53 people do mot agree that these changes in
recruitment practices during covid is necessary to happen
 32.1% of Respondents that is 17 out of 53 people have neutral reaction towards that these
changes in recruitment practices during covid is necessary to happen.

Interpretation- Most of the respondents are towards agree side of theses changes in recruitment
practices during covid are necessary to happen

Question 14- What do you think, these changes will remain in practice in future also ?
Particular No. Of Respondents Percentage
Yes 26 49.1%
No 5 9.4%
May be 22 41.5%
Total 53 100%

Analysis- The above pie chart and table shows that,

 49.1% of Respondents that is 26 out of 53 people agrees that the changes in practices of
recruitment during covid will remain in practice in future also

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  9.4% of Respondents that is 5 out of 53 people disagree to the statement that changes in
recruitment practices during covid will remain in practice in future also.
 41.5% of Respondents that is 22 out of 53 people have neutral reaction to the statement
that changes in recruitment practices during covid will remain in practice in future also.

Interpretation- Most of the respondents are in favor that the changes happened in recruitment
practices during covid will remain in practice in future also

Question 15- Did the new practices impacted in positive way during covid -19?
Particular No. Of Respondents Percentage
Yes 21 39.6%
No 12 22.6%
May be 20 37.7%
Total 53 100%

Analysis- The above pie chart and table shows that,

 39.6% of Respondents that is 21 out of 53 people are agree that new practices of
recruitment have impacted positive way during covid

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  37.7 % of Respondents that is 20 out of 53 people do not agree that new practices of
recruitment have impacted positive way during covid
 22.6% of Respondents that is 12 out of 53 people have neutral approach towards new
practices of recruitment have impacted positive way during covid

Interpretation- Most of the respondents agree that new practices of recruitment have impacted
positive way during covid

Findings
1. 75% respondents think that online mode of interview is convenient.
2. 60% respondents are strongly agree with the opinion that there are changes happened
in recruitment process after pandemic.
3. 96% of the respondents are agree that the online recruitment process is more focus
oriented process, more flexible in time and also more flexible in location.
4. 68.6% respondents think that whatever the changes have happened in recruitment
process will be going to practice in future also
5. 55.8% respondents people agreed to the statement that there are changes have
happened in the expectations of company from newly hired candidates.
6. 46.2% of respondents are agree that the changes in expectations will be beneficial for
their organization.
7. 58.5% of respondents think online recruitment process is effective.
8. 62.3% Respondents that is 33 out of 53 people think that online recruitment process
helps to get the candidates in mean time.
9. 67.9 % Of Respondents agreed that there are new changes happened in recruitment
practices during covid.

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10. The major changes have happened in working during post covid era are facilities
related changes, salary related changes have happened.
11. 56% of respondents agreed that these changes in recruitment practices during covid
are necessary to happen and will remain in practice in future also because they have
impacted in positive way on recruitment process.

Conclusion
1. Most of the respondents think that online mode of interview is convenient and
beneficial during covid.
2. Most of the respondents are agree that there are changes happened in recruitment
process during covid.
3. Most of the respondents are agree that the online recruitment process is more focus
oriented process, more flexible in time and also more flexible in location
4. Most of the respondents are agree that changes have happened in recruitment process
and that are also going to be practiced in future also.
5. Most of the respondents are agree to the statement that changes have happened in
company expectations from new hiring.
6. The changes in expectations of company from newly hired candidates are
 Candidate must be good at handling tools
 Candidate must be flexible in working
 Candidate must need least training
 Candidate should have sufficient knowledge about the position

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7. Most of the respondents are agree that the changes in expectations of candidates will
lead to benefit of their organization.
8. Most of the respondents think that online recruitment process is effective to get right
Candidates during this covid
9. The online recruitment process is effective in
 Lowers recruitment cost
 Speedy operation of recruitment
 Wide geographical reach
 Process automation
 Clarity in communication/interaction
10. Most of the candidates agree that online recruitment process helps to get candidates in
mean time.
11. Most of the respondents are agreed that there are new changes happened in
recruitment practices during covid.

12. The following changes have happened in recruitment practices during covid.
 Salary related change
 Facilities related changes
 Work related changes
13. Most of the respondents are towards agree side of theses changes in recruitment
practices during covid are necessary to happen
14. Most of the respondents are in favor that the changes happened in recruitment
practices during covid will remain in practice in future also
15. Most of the respondents are in favor that the changes happened in recruitment
practices during covid will remain in practice in future also
16. Most of the respondents agree that new practices of recruitment have impacted
positive way during covid-19 pandemic.

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 Suggestions
After studying on this topic, the organization can implement few suggestions Which are

1 company should increase their presence digitally so that maximum people will get aware about
their Consulting services.

2 The expectations of companies have changed due to covid-19 outbreak, so consultancy should
hire the candidates Who ate fit in company’s expectations.

3 The company should adopt the post covid changes happened in recruitment process quickly
and easily like increasing video and telephonic interview.

4 Company should increase the online recruitment process as its is effective in wide geographical
reach, lowers the cost of recruitment, process automation

5 The company should accept theses changes in recruitment process as early as possible as these
changes will remain in practice for longer time and will have longer existence in future.

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6 Company should implement updation in recruitment practices to be prepared for the changing
scenario in recruitment

Bibliography

“Outsourcing-Practice in search of a theory” (2007) By Mukherjee Sourav and Ramachandran J.

https://inomics.com/sites/default/files/11_Academia_Networks/INOMICS-E-Guide-
Recruitment-During-Covid-19-June20.pdf

https://www.pagepersonnel.nl/en/advice/management-advice/attraction-and-recruitment/7-ways-
covid-19-has-changed-recruitment-and

https://www.huemanrpo.com/resources/blog/how-recruitment-has-changed-post-covid-19?
hs_amp=true

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https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/2021-recruiting-
trends-shaped-by-covid-19.aspx?loc=india

https://www.mckinsey.com/featured-insights/future-of-work/the-future-of-work-after-covid-19

Annexure
1. Name
2. Age
3. Gender
4. City
5. Designation
6. There are changes happened in recruitment process during covid ?
 Strongly agree
 Agree
 Neutral
 Disagree

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 Strongly disagree
7. If you agree, Rate the changes according to your preferences (Where 1 is very poor and 5
is excellent)
 Flexibility of time 1 2 3 4 5
 Flexibility of place 1 2 3 4 5
 More focused oriented process 1 2 3 4
8. Do you think, these changes will be practiced in future?
 Yes
 No
 May be
9. Do you think there are changes in expectations of company from newly hired candidates
during covid ?
 Yes
 No
 May be
10. If Yes what are it may be
 Candidate must be flexible in working
 Candidate must be good at handling tools
 Candidate must need least training
 Candidate must have sufficient knowledge for that position
11. Do you agree, these changes in expectations will be beneficial for your organization in
future
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
12. Do you think online recruitment process is effective?
 Yes
 No
 May be

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13. If, yes in which context online recruitment is effective ?
 Wide geographical reach
 Speed
 Lower cost
 Automating the process
 Interaction with candidate
14. Do you think online recruitment process beneficial to fill the position in mean time ?
 Yes
 No
15. Do you think there are new changes happened in recruitment practices during covid ?
 Yes
 No
 May be
16. What are the changes have been happened during covid ?
 Salary related changes
 Facilities related changes
 Work related changes

17. Do you think these changes are necessary to happen ?

 Yes
 No
 May be
18. What do you think, these changes will remain in practice in future also ?
 Yes
 No
 May be
19. Did the new practices impacted in positive way during covid ?
 Yes

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 No

 Maybe

50