Recent trends in recruitment process

A PROJECT REPORT ON
“Recruitment trends in recruitment process in the
Green Home Developers”

By
DIVYASREE B
ROLL NO: 1982163013
(2020-2022)
Under the guidance of

Prof. M. SRINIVASA REDDY

(DEPARTMENT OF MANAGEMENT STUDIES)

DEPARTMENT OF MANAGEMENT STUDIES

SVU COLLEGE OF MANAGEMENT STUDIES AND
COMPUTER SCIENCE TIRUPATI – 517 502

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Recent trends in recruitment process

DECLARATION

I, hereby declare that the project report entitled “Recent

trends in recruitment process in the Green Home
Developers”, Submitted by under the guidance of Prof.
M. SRINIVASA REDDY, is my original work.

DIVYASREE B
{REG.NO. 1982163013}

DATE:
PLACE: TIRUPATI

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Recent trends in recruitment process

ACKNOWLEDGEMENT

I would like to acknowledge my gratitude and thanks to our

Business Research Methods Professor M. SRINIVASA
REDDY for his assistance and suggestions while working on
the project. This project work helped me to develop good
insight on the topics covered by our professor. I am also
thankful to the people of TIRUPATI and who responds on
GOOGLE FORMS.

(This research is purely for academic purpose and it is

not meant for any other purpose)

DATE:
PLACE: TIRUPATI
DIVYASREE B

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 Recent trends in recruitment process

CONTENTS

CHAPTER NO TITLE PAGE NO

1 INTRODUCTION 5-8
2 INDUSRTY 9-12
PROFILE

2.1 COMPANY PROFILE

13-14
3 RIVIEW OF 15 - 16
LITERATURE
4 RESEARCH 17- 19
METHODOLOGY
5 RECENT TRENDS IN 20-24
RECRUITMENT
PROCESS
6 DATA ANALYSIS AND 25- 42
INTERPRETATION
5 FINDING 33
CONCLUSION 34
SUGGESTIONS
35
QUESTIONNAIRES
36-37

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 Recent trends in recruitment process

Chapter 1

INTRODUCTION

1.1 Concept

In past decade’s we have seen how the role of Information Technology has
driven the Human Life and have impacted the economy, this has also been a
challenge and even a boon at times to gain the maximum productivity of the
inputs. IT has played the major role in changing the markets in the later phase
of decision making has become a crucial role Now a days. As the competitive
edge to the entire organization is a bigger challenge over their investment and
returns, to lower down the risk and take the corrective action Artificial
Intelligence has come into the existence.
There are various Startup companies has come up with the same concept of
Artificial Intelligence, to ease the Recruitment process which is just Not a
portal but a Recruitment Management Solution, product named as Quetzal
which is integrated with AI and combined with 13 features within the product.
To market this product, we are Focusing on Concept Selling and following the
SPANCO (suspect, prospect, approach, negotiation, closure, order) model of
approach as the product is at introductory stage, and its providing the
Recruitment solutions our target customers are small medium enterprises like
Recruitment Firms, Employers at organization (HR Managers & executive,
Owners) etc.
The project is about selling a concept and at the same time understanding
consumer behavior. We have seen how a pre-launch process takes place, every
small step contributing to the final launch of the product. The biggest advantage
of working in a start-up is that we get to learn from a scratch. Going there out in
the market and convincing clients to listen to you without an established brand
name is what we have learnt from this start-up.

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 Recent trends in recruitment process

1.2 Recruitment process

As we are dealing with a recruitment software, it’s important to understand the

steps of recruitment process.
Rather than just to understand the textual recruitment process, the jest of real
time process which is followed by Mr. SakuValkama Chief Executive Talent
Adore USA, an organization which is dealing into a software of recruitment
quoting recruitment as “We transform recruitment with our #Virtual
Recruitment Assistance (VRA), It’s an innovative software that touches
people’s heart”

Software used Recruitment:

Understanding the same, highlighted the recruitment process in the case

of Internship report, like how exactly the Quetzal helps in the process of
recruitment.

Recruitment process steps

Once the job description and ideal job candidate outline are prepared, the
HR can have a clearer picture of what is demanded. The HR can then start to
analyze the most appropriate source for recruitment. This source could be either
internal recruitment or external recruitment. Internal recruitment is when a
company hires an employee for the job from within the business staff. This
method helps to save company time and money, and employees take less time
to socialize. Employees can be recruited from outside the company as well.
Some sources of external recruitment are employment agencies or walk-ins.

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 Recent trends in recruitment process

Sourcing:

•You will receive a whole pile of applications through which you cannot help
but to scan. Good candidates should quickly and clearly highlight how their
experience aligns with the available role. Revisit your job description and ideal
job candidate outline for a reminder of what you are looking for.

Screening:

•Shortlist the best candidates who are best fitting into the criteria for the job, on
basis of location, salary expectations, additional qualifications, certifications
and any added parameters required for the job are pre acquired in the candidate
are to be shortlisted.

Short listing:

•Interviews are often considered the most crucial part of the recruitment process
because this is the invaluable moment when you get to communicate with the
candidate to see if he or she is a fit with the company. You should take this
chance to find out more about the applicant’s background, skills, and even
personality to see if they fit with your company culture.

Interviewing:

•Selecting right candidate at right job, on the basis of the Interview, Pattern of
selection, skills and ability to perform the job.

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 Recent trends in recruitment process

Selection:

•Once you have shortlisted your top candidates, you should check their
references. Including reconfirming there, job location, role and responsibilities,
remuneration, benefits, and terms related to the company policies.

Offering:

•The on boarding process includes welcome session, shadowing for a period of

time, socializing within the organization orientation related activates etc.

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CHAPTER 2
INDUSTRY PROFILE

2.1 Industry profile

Real estate sector is one of the most globally recognized sectors. It

comprises of four sub sectors - housing, retail, hospitality, and
commercial. The growth of this sector is well complemented by the
growth in the corporate environment and the demand for office space
as well as urban and semi-urban accommodations. The construction
industry ranks third among the 14 major sectors in terms of direct,
indirect and induced effects in all sectors of the economy.

In India, the real estate sector is the second-highest employment

generator, after the agriculture sector. It is also expected that this sector
will incur more non-resident Indian (NRI) investment, both in the short
term and the long term. Bangalore is expected to be the most favored
property investment destination for NRIs, followed by Ahmadabad,
Pune, Chennai, Goa, Delhi and Dehradun.

By 2040, real estate market will grow to Rs. 65,000 crore (US$ 9.30
billion) from Rs. 12,000 crore (US$ 1.72 billion) in 2019. Real estate
sector in India is expected to reach US$ 1 trillion in market size by
2030, up from US$ 200 billion in 2021 and contribute 13% to the
country’s GDP by 2025. Retail, hospitality, and commercial real estate
are also growing significantly, providing the much-needed
infrastructure for India's growing needs.

As per ICRA estimates, Indian firms are expected to raise >Rs. 3.5
trillion (US$ 48 billion) through infrastructure and real estate
investment trusts in 2022, as compared with raised funds worth US$ 29
billion to date.

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Recent trends in recruitment process

The office market in top eight cities recorded transactions of 22.2 msf
from July 2020 to December 2020, whereas new completions were
recorded at 17.2 msf in the same period. In terms of share of sectoral
occupiers, Information Technology (IT/ITeS) sector dominated with a
41% share in second half of 2020, followed by BSFI and
Manufacturing sectors with 16% each, while Other Services and Co-
working sectors recorded 17% and 10%, respectively.

According to Savills India, real estate demand for data centres is

expected to increase by 15-18 million sq. ft. by 2025

Indian real estate sector has witnessed high growth in the recent times
with rise in demand for office as well as residential spaces. According
to Colliers India, a property consultant, institutional investments in the
Indian real estate sector are expected to increase by 4% to reach Rs.
36,500 crore (US$ 5 billion) in 2021, driven by rising interest of
investors towards capturing attractive valuations amid the pandemic.
According to a recent report by Colliers India, private equity
investments in Indian real estate reached US$ 2.9 billion in the first half
of 2021, which was a >2x increase from the first half in 2020.

Government of India along with the governments of respective States

has taken several initiatives to encourage development in the sector.
The Smart City Project, with a plan to build 100 smart cities, is a prime
opportunity for real estate companies. Below are some of the other
major Government initiatives:

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Recent trends in recruitment process

• In October 2021, the RBI announced to keep benchmark interest

rate unchanged at 4%, giving a major boost to the real estate
sector in the country. The low home loan interest rates regime is
expected to drive the housing demand and increase sales by 35-
40% in the festive season in 2021.
• Under Union Budget 2021-22, tax deduction up to Rs. 1.5 lakh
(US$ 2069.89) on interest on housing loan, and tax holiday for
affordable housing projects have been extended until the end of
fiscal 2021-22.
• The Atmanirbhar Bharat 3.0 package announced by Finance
Minister Mrs. Nirmala Sitharaman in November 2020 included
income tax relief measures for real estate developers and
homebuyers for primary purchase/sale of residential units of
value (up to Rs. 2 crore (US$ 271,450.60) from November 12,
2020 to June 30, 2021).
• In order to revive around 1,600 stalled housing projects across top
cities in the country, the Union Cabinet has approved the setting
up of Rs. 25,000 crore (US$ 3.58 billion) alternative investment
fund (AIF).

• Government has created an Affordable Housing Fund (AHF) in

the National Housing Bank (NHB) with an initial corpus of Rs.
10,000 crore (US$ 1.43 billion) using priority sector lending
short fall of banks/financial institutions for micro financing of
the HFCs.

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• As of January 31, 2021, India formally approved 425 SEZs, of

which 265 were already operational. Most special economic
zones (SEZs) are in the IT/ BPM sector.

The Securities and Exchange Board of India (SEBI) has given its
approval for the Real Estate Investment Trust (REIT) platform, which
will allow all kind of investors to invest in the Indian real estatemarket.
It would create an opportunity worth Rs. 1.25 trillion (US$
19.65 billion) in the Indian market in the coming years. Responding to
an increasingly well-informed consumer base and bearing in mind the
aspect of globalization, Indian real estate developers have shifted gears
and accepted fresh challenges. The most marked change has been the
shift from family owned businesses to that of professionally managed
ones. Real estate developers, in meeting the growing need for managing
multiple projects across cities, are also investing in centralized
processes to source material and organize manpower and hiring
qualified professionals in areas like project management, architecture
and engineering.

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Recent trends in recruitment process

2.2 COMPANY PROFILE

Green Home Developers (GHD) is a brainchild of Sri K.Ramesh Reddy

who has actively been involved in real estate sector for over 17 years.
Gaining vast experience, drawn from early years in buying / selling
properties across Tirupati, Nellore and Bangalore etc., he laid the
foundation for the GHD in the year 2011 which in very short period of
time managed to craft for itself a unique position in the real estate sector
in Tirupati AP, India.

The idea of establishing Green Home Developers sprouted up from his

own ambitious motto to make it easier for people of all-sized incomes
to become owner of home plots. GHD work with all dedication and
heartitude to help people realize their dreams, convert their dreams into
reality.

With local expertise and with unparalleled professional approach, we

are a renowned in the market today. We employ highest degree of
ethical business standards - integrity, reliability and professionalism
to craft customized home plot solution for our customers.

We aim at making it easy and simple for every common man to become
land owner. We envision to turn every single hard earned rupee into
hundreds and thousands by providing the most fruitful plot solutions.
It is due to our hard work, sincerity and honest approachthat in a
very short period of time, we manage to craft for ourselves a strong
position in the market as the most trusted home land sellers, and
advisors.

Each and every project undertaken and completed by the Green Home
Developers aims at bringing higher return on investment for our
customers. Green Home Developers draws its strength from the vast
experience of its promoter spanning over 17 years in the sector.

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Vision
To be the first choice for the customers for quality residential and
commercial plots in and around AP, India. To be the most influential
plot developers in India.

Mission
Our mission is to make every common man a proud land owner. We
aim at turning every rupee invested into hundreds and thousands.

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Recent trends in recruitment process

CHAPTER 3

REVIEW OF LITERATURE
3.1 Article on MARKETING STRATEGIES OF GREENHOME
DEVELOPERS:

1. MINT (2022):
Investment for long-term requires proper home work as it doesn't give
much chance to overcome the losses if you miss to get meet your
investment goal. According to tax and investment experts, while
investing for long-term, first and foremost thing that one should look
at, is to choose an option that can beat the average growth in inflation.
Means, your investment tool should yield more than 6-7 per cent
annual return. The way return on government-backed small saving
schemes have come down in last decade, people have started looking
at other options like stock market, equity mutual funds, real estate, etc.
2.THE NEW INDIAN EXPRESS (2022 MARCH):

Once dominated by men, the real estate sector is now attracting more
women, who are emerging in greater numbers as key home purchase
decision-makers. Over the years, an increasing number of women have
been making independent and individual investments in the real estate
market.
According to the Anarock Consumer Sentiment Survey, real estate is
now the preferred investment asset class for 64 per cent of women
respondents. It was 62 per cent in the last study (H2 2020) and 57
per cent in the pre-Covid survey (H2 2019).

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3. THE ECONOMIC TIMES :

Real estate is now the preferred investment asset class for 64% of
women in India, of which almost 41% prefer to purchase 3BHKs and
26% buy realty purely for investment, according to a new survey by
property consulting firm Anarock.
36% women are seeking a 2BHK and at least 11% are looking for
4BHK homes or larger. The number of women homebuyers stood at
62% in the second half of 2020 and 57% in the pre-Covid survey
(H2 2019).

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CHAPTER 4
RESEARCH METHODOLOGY

INTRODUCTION

Research methodology is a way to find out the result of a given problem

on a specific matter or a problem that is also referred as research problem. In
Methodology, researcher uses different criteria for solving/searching the
given research problem.

Different sources use different type of methods solvingproblems. If we think

word about the “Methodology”, it is the way of searching or solving the
research problem. In research methodology researcher always search the
given question does not work systematically on problem there would be less
possibility to find out the final solution. For finding or exploring research
question a researcher faces lot of problems that can be effectively resolved
with using correct research methodology.

RESEARCH METHODOLOGY

• RESEARCH DESIGN : Descriptive Research Design

• DATA SOURCES :
Primary data source: Customers of Green Home
Developers.
Secondary data: GOOGLE, Green Home Developers
websites.

• RESEARCH APPROACH : Through Survey

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• RESEARCH INSTRUMENT : Questionnaire

SAMPLING PLAN:

❖ Sample frame : Students of SV.University

Sample unit : Customers of Green Home Developers

❖ Sample size : 35

❖ Sampling method : convenience sampling

Contact method : Personal interview

Statistical tool : CHI SQUARE TEST

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 Recent trends in recruitment process

CHAPTER 5
RECENT TRENDS IN RECRUITMENT

Recruitment is a function that requires business perspective, expertise, ability to

find and match the best potential candidate for the organization, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organization.
The HR professionals- handling the recruitment function of the organization are
constantly facing new challenges. The biggest challenge for such professionals
is to source or recruit the best people or potential candidate for the organization.

1. Outsourcing:

Recruitment is a complex job. It demands considerable amount

of experience, expertise and the ability to understand market dynamics and react
quickly. Also in many cases, reputed companies do not want to get their names
publicized in a big way and unnecessarily become targets of critical attention.
They may like to hire the required numbers in a quiet manner. In such a scenario,
the only option left to the firm is to hand over the job to an outside agency
specializing in the hiring and related processes. The recruiting company, thus,
may draw everything through what is popularly known as Outsourcing.
“Human Resource Outsourcing” refers to the process in which an organisation
uses the expert services of a third party (generally professional consultants) to
take care of its HR functions while HR management can focus on the strategic
dimension of their function. The functions that are typically outsourced are the
functions that need expertise, relevant experience, knowledge and best methods
and practices.
The Outsourcing firms help the firm by the initial screening of the applicants
according to the requirements of the firm — by charging a fee. This way the

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firm’s name is protected from public gaze and it can get the required numbers
without stepping into the job market directly.
For the outsourcing firm, this is a routine job, since they have experts who carry
out this exercise almost on a daily basis. They bring considerable expertise to the
table and can generate quite a large talent pool for the company to pick and
choose. There is, thus, considerable value creation.
There is also the advantage of operational flexibility, as the recruiting firm can
focus its energies on other strategic aspects of human resource management. The
recruiting firm need not even make its name public till the salary negotiations are
over or till the unsuitable ones are eliminated.

2. Poaching/Raiding:

Poaching has become a common practice nowadays especially in

industries where there is cutthroat competition and there is chronic shortage of
skilled, experienced and trained hands. For example, if Reliance Retail wants to
hire competent professionals in the retail industry, it would be easy to hire
people from a competing firm — say Big Bazaar, Pantaloons Retail, Westside
or Spencer’s — through attractive salaries and benefit packages.
The poaching firm does not want to waste time in hiring inexperienced hands,
put them on the job and train them for months together. This may prove to be a
back-breaking exercise. And there is no guarantee that after receiving training
the new recruits will stay on.
So, the easiest way to get the right kind of people doing a job that demands
considerable experience and expertise is to raid over a competing firm, this,
however, does not work in the long run. The firm that is being raided like this
will hit back, and may raise the salary bar and force other players to follow suit.
The eventual talent war is going to ruin the industry forever. It is an unethical
practice, and, not welcomed by many even in the global arena. It is not easy to
put an end to the practice, unless all competing firms agree not to resort to
‘below the belt’ kind of tactics while hiring experienced people.

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Of course, companies have to realise the dangers inherently present in such

unhealthy practices and so quietly enter into some kind of poaching agreements
behind the curtain — without the knowledge of the potential job-seekers.
Buying talent rather than developing it — does not work in the long run. So if
the organisation wants to play the game fairly and wants to be a long distance
runner, it should look for other healthy routes to hire people from the open
market.

3.E-Recruitment:

Many large-scale organisations use Internet as a valuable source of hiring

talent. E-recruitment is nothing but the brilliant use of technology to aid the
recruitment process. The recruiter here would advertise job vacancies through
the World Wide Web. The potential job-seekers send their Curriculum Vitae
(CV) through e-mail using the Internet.
The recruiter can put as many screening filters as possible to put a check over
applications from unsuitable candidates. Of course, this saves considerable time
also. Since there are no intermediaries, there is considerable saving of money
— as the exercise could alert quite a large number of potential job-seekers and
entice them to apply for the vacant position.
The recruiter can carefully scan the details sent in by only qualified applicants
more closely and send appropriate signals to the right kind of people — instead
of getting bulldozed by a large number of applications from both suitable as
well as unsuitable job-seekers.
In short, the recruitment process can be carried out in an effective (in the sense
that it meets all your recruiting goals) and cost-efficient manner. E-recruitment
can be undertaken either through specialised job portals or through the
company’s own website. Resume scanners could be put in place to weed out the
unwanted stuff.
The specialised job portals operate on a ’24×7′ basis. Armed with a large
database of the resumes, the potential employers can tap this source whenever
the requirement comes. It is like just in time hiring and can be carried out in an

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economical manner, since the recruiting firm need not advertise for the post in a
big way.
Hiring through the company’s own website can also bring in the required
numbers, if the website is easy to handle and the company in question is a
reputed one — tracked by most job-seekers in the employment market.
The company should, of course, put the applicant tracking systems in place and
invest considerable money in making the website easy to run through for job-
seekers. E-recruitment is the emerging and evolving face of recruitment activity
all over the globe now and India is no exception to this.

Types of e-Recruitment:

The various kinds of e-recruitment that an organization can use is:

1. Job Portals:

Job portals – i.e. posting the position with the job description and the job
specification on the job portal and also searching for the suitable resumes
posted on the site corresponding to the opening in the organization. Job sites
provide a 24 × 7 access to the database of the resumes to the employees
facilitating the just-in-time hiring by the organizations. Also, the jobs can be
posted on the site almost immediately and is also cheaper than advertising in
the employment newspapers.
Sometimes companies can get valuable references through the “passers-by”
applicants. Online recruitment helps the organizations to automate the
recruitment process, save their time and costs on recruitments.

2. Creating a Complete Online Recruitment/Application Section in

the Company’s Own Website:
Companies have added an application system to its website, where the ‘passive’
job seekers can submit their resumes into the database of the organization for
consideration in future, as and when the roles become available.

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3. Resume Scanners:
Resume scanner is one major benefit provided by the job portals to the
organizations. It enables the employees to screen and filter the resumes through
pre-defined criteria’s and requirements (skills, qualifications, experience,
payroll etc.) of the job.

4. Internships:

Internships offered by many industrial enterprises constitute an effective

recruiting technique. Internship usually involves employment during the
summer before graduation from college, specially in some technical courses.
This is also known as ‘Summer Placement’ which requires a prior selection
process by the employer. The talented interns may be offered regular jobs on
completion of their internship training.

5.Walk in Interview:

Under this method, the employer can insert a ‘Walk-in’ or ‘Talk-in’

advertisement in a daily newspaper or in the cyberspace (i.e., online). Those
who walk in (i.e., come personally to the human resource department) or talk in
(i.e., contact the human resource department over phone) or write in (i.e., send
application through fax or e-mail) are asked to give necessary details to the
recruiter.
However, during the ‘walk-in’ interview, the candidate may be asked to submit
a formal application for the vacant post in the firm. After the interview, the
candidate} may be informed about the selection or rejection decision of the
employer.

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CHAPTER 6
DATA ANALYSIS AND INTERPRETITION

TABLE 6.1 : ROLE OF JOB

Objects NO.OF RESPONDANTS PERCENTAGE

STUDENT 7 16.28
INTERN 22 51.16
IT 9 20.93
ASSOCIATE 5 11.63

INTERPRETION:

From the above table it is clear that 51% of respondents are

interns and 20% of respondents are IT both major parts

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TABLE 6.2 : RECRUITMENT METHOD USED FOR YOUR

RECRUITMENT

OBJECTS NO.OF RESPONDANTS PERCENTAGE

Employee reference 6 14.29

Advertisement in
local/national papers 7 16.67
Recruitment consultants
7 16.67
Online websites
22 52.38

PIE CHART:

INTERPRETION:

From the above table it is clear that most of the recruiters used
online website for recruitment process that is 52.38%.
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TABLE 6.3 :METHODS OF SELECTION DID YOU

FACE FOR YOUR SELECTION PROCESS

Objects NO.OF RESPONDANTS PERCENTAGE

APTITUDE 3 7.14
TEST
PERSONAL 4 9.52
TEST
WRITTEN 2 4.76
TEST
PRACTICAL 0 0.00
TEST
ALL THE 33 78.57
ABOVE

PIE CHART:

INTERPRETION:
From the above table it is clear that 78.57% respondents given feedback
on ALL THE ABOVE.

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TABLE 6.4 : TIME TAKEN FOR EACH

EXCERCISE

OPTIONS NO.OF RESPONDANTS PERCENTAGE

5MINUITS 6 14.29

10 MINS 19 44.19

11-15 MINS 11 26.19

MORE THAN 15 MINS 7 16.67

Pie chart

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 Recent trends in recruitment process

INTERPRETION

From the above table 44.19% responded on feedback on 10mins for

each exercise.

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TABLE 6.5 : TIME TAKEN TO RESPOND FOR THE

APPLICATIONS

PARTICULARS NO.OF RESPONDANTS PERCENTAGE

less than 5 days 13 30.23

5 to 10 days 18 41.86

11 to 15days 6 13.95

15 to 20 days 3 6.98

More than 20days 3 6.98

PIE CHART

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INTERPRETION:
From the above table it’s clear that 41.9% recruiters take 5 to 10 days to
respond for the applications.

TABLE 6.6: ARE YOU SATISFIED WITH RECEUITMENT PROCESS

IN THE GHD

PERTICULARS NO.OF RESPONDANTS PERCENTAGE

yes 42 97.67

no 1 2.33

PIE CHART

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INTERPRETION:

From the above table it is clear that 97.7% of people

satisfied with recruitment process in GHD.

TABLE 6.7 RECRUITMENT PROCESS IS QUITE LONG

PROCESS

PERTICULARS NO.OF RESPONDANTS PERCENTAGE

YES 33 76.74

NO 10 23.26

PIE CHART

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INTERPRETION:

From the above table it is clear that 76.7% of people

think that recruitment process is long process.

TABLE 6.8: IS INTERNAL HIRING HELPS IN

MOTIVATIVATING EMPLOYEES.

PERTICULARS NO.OF RESPONDANTS PERCENTAGE

YES 40 93.02

NO 3 6.98

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pie chart:

INTERPRETATION:
From the above table it is clear that 93.0% accepted internal
hiring helps motivate employees.

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TABLE 6.9: work experience in your organisation

PARTICULARS NO.OF RESPONDANTS PERCENTAGE

0- 3 MONTHS 17 39.53

3-6 MONTHS 13 30.23

6-12 MONTHS 5 11.63

> 12 MONTHS 8 18.61

INTERPRETATION:

From the above table, it is clear that most of the employees (39.5) are working
in the organisation for 0-3 months

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TABLE 6.10 :DEFINING CANDIDATES SPECIFICATIONS IN THE

RECRUITMENT PROCESS

PARTICULARS NO.OF RESPONDENTS PERCENTAGE

YES 43 100

NO 0 0

PIE CHART

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INTERPRETION:

From the above table, it says that 100% employees are satisfied
with the defining objectives of position and candidate
specifications in that organisation .

TABLE 6.11: organization’s affirmative action needs

clarified and supported in the selection process

PARTICULARS NO.OF RESPONDANTS PERCENTAGE

Satisfied 31 72.09

Highly satisfied 11 25.58

Dissatisfied 1 2.33

0
Highly dissaisfied 0

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Fig: pie chart

INTERPRETION:
From the above table it is clear that most of the employees(72%) are
satisfied with the organization’s affirmative action needs clarified and
supported in the selection process

Table 6.12 : timeliness recruitment and

selection process
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To improve your performance?

PARTICULARS NO.OF RESPONDANTS PERCENTAGE

YES 35 81.40

NO 8 18.60

Fig: pie chart

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Recent trends in recruitment process

INTERPRETATION:
From the above table it is clear that the organization is doing
timeliness recruitment and selection process

TABLE 6.13 providing adequate pool of quality

applicants

PARTICULARS NO.OF RESPONDANTS PERCENTAGE

YES 40 93.02

NO 3 6.98

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 Recent trends in recruitment process

Pie chart:

INTERPRETATION:

From the above table, it is clear that 93% of the respondents are saying that HR
provides an adequate pool of quality applicants.

Table 6.14 : enhancing the quality of the applicant pre-

screening process
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Recent trends in recruitment process

PARTICULARS NO.OF RESPONDANTS PERCENTAGE

YES 40 93.02

NO 3 6.98

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 Recent trends in recruitment process

INTERPRETATION:

From the above table, it is clear that 93% of the

employees are thinking that HR team act as
consultant to enhance the quality of the applicant pre-
screening process

Table 6.14: Does HR train hiring employees to

make best hiring decisions
42
 Recent trends in recruitment process

PERTICULARS NO.OF RESPONDANTS PERCENTAGE

YES 41 95.35

NO 2 4.65

Pie chart:

Interpretation:
From the above table, it is clear that 95.35% are satisfied that HR train hiring
employees to make best hiring decisions.

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Recent trends in recruitment process

CHI-SQUARE ANALYSIS:
H0: There is no significant relationship between Recruitment
process and Internal hiring

H1: There is significant relationship between Recruitment process

and Internal hiring
Testing the hypothesis:

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Recent trends in recruitment process

Used Methodology : “CHI-SQUARE TEST”

FEEDBACK Recruitment Internal Hiring Row Total

Yes 42 40 82

No 1 3 4

43 43 86

O E (O - E) (O - E)² (O - E)²/E
42 41 1 1 0.0244
40 41 -1 1 0.0244
1 2 -1 1 0.5
3 2 1 1 0.5
1.0488

Calculated value =1.0488

Degrees of freedom = (r-1)(c-1)
= (2-1)(2-1)
=1

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 Recent trends in recruitment process

INFERENCE :
AS THE CALCULATED CHI SQUARE VALUE (1.0488)
IS LESS THAN THE TABLE VALUE (3.84) AT 1
DEGREE OF FREEDOM AND 5% LEVEL OF
SIGNIFICANCE
Hence we accept the NULL hypothesis
Therefore,we can conclude that
There is no significant relationship between Recruitment
process and Internal hiring.

46
Recent trends in recruitment process

47
Recent trends in recruitment process

FINDINGS :

➢ Most of the from INTERNS

➢ Best in Development
➢ It is used about their necessity
➢ It is most recommend company
➢ 69% of the people chooses conducting
programmes for developing company

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Recent trends in recruitment process

CONCLUSION:
GREEN HOME DEVELOPERS company is good encouraging
new ides and conducting programmes to develop the
organization. It becomes most sucsessfull in future. It improves
their services with taken of feedbacks. Human Resource
department are highly skilled with good knowledge. Providing
field knowledge to interns in that company.
Most of the customers purchasing plots from the help of
HR dept.
✓ GREEN HOME DEVELOPERS needs to focus
on the different areas to selling plots and
layouts.
✓ Most of the customers feels it is value for the
money.

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Recent trends in recruitment process

SUGGESTIONS :
✓ Increase the advertisements
✓ Keep updating
✓ The company can lure the retailer with some gifts or
some special offers by achieving a fixed sales
target.

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Recent trends in recruitment process

QUESTIONNAIRE:
QUESTIONNAIRE FOR RECRUITMENT PROCESS

1. Which of the following methods of recruitment did you use for your
recruitment?

a Employee referrals
b. Advertisement in local/national papers
c. Online websites
d. Recruitment consultants

2. How much time did you take to respond to applications of the

candidates?

a. Less than 5 days

b. 5-10 days
c. 11-15 days
d. 15-20 days
e. More than 20 days

3. Which of the following methods of selection did you face for your
selection process?

a. aptitude test interview

b. personal test
c.written test
d. practical test
e. any other

4. What was the time taken for each exercise ?

a . 5mins
B .10mins
C.15min
D.more than 15mins

5.Are you satisfied with recruitment process in the GHD?

6. Do you think direct recruitment process is quite long process?

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Recent trends in recruitment process

7. Is internal hiring helps in motivating the employees ?

8. Since how many months have you been working with this
organization?

A.0-3months
b. 3-6 months
C 6 to 12 months
d. More than 12 months

9. Does the organization clearly define the position objectives,

requirements and candidate specifications in the recruitment process?

a. Yes
b. No

10. How well are the organization's affirmative action needs clarified and
supported in the selection process?

a .satisfied
b.highly satisfied
c. dissatisfied
d.highly dissatified

12. Is the organization doing timeliness recruitment and Selection process.

a.Yes
b. No

13. Does HR provides an adequate pool of quality applicants.

a.yes
b.no

14. Does the HR team act as a consultant to enhance the quality of the
applicant pre-screening process?

a Yes
b. No

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Recent trends in recruitment process

15 . Does HR train hiring employees to make the best hiring decisions?

A.Yes
b. No

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