SCHOOL OF BUSINESS

MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY

LAKSHMANGARH, (SIKAR) RAJASTHAN

RECRUITMENT AND SELECTION

AT
PILLARPLUS PVT. LTD.

Presented By : Gunjan Satija (190380)

COMPANY’S PROFILE

 PILLARPLUS is a private incorporated on 04 February 2020.

It is classified as Non-govt company.
 Founded by IIT Bombay alumni, top architects and
experienced MEP (Mechanical, Fire, Electrical and Plumbing)
consultants to provide a one-stop solution for construction
blueprints.
 Startup which provides MEP services using artificial
intelligence.
 They are drastically reducing construction planning time.
ORGANISATIONAL STRUCTURE

DIRECTORS

GENERAL MANAGER

HUMAN
FINANCE
RESOURCE

EMPLOYEE
WELFARE RECRUITMENT CSR ENGAGEMENT
 SWOT ANALYSIS

Strengths Weaknesses

•Lack of funding
•Advanced project management •No reputation yet (as it’s a
•Modern Technology startup)
•Artificial Intelligence •Risk involved in
•Skillfull work team government contracts

Opportunities Threats

•Growing Market •Highly competitive industry

•Customer Loyalty •Repeated changes in
allocation of space
RECRUITMENT

 Process wherein vacant jobs can be filled with new

talent available into the organization
 Hiring of candidates is usually done by the human
resource department, they identify and make the most
potential candidate to apply for the job.
 Right person for the right job is the basic principle in
recruitment and selection.
OBJECTIVES

 To attract people with multi-dimensional skills and

experiences that suit the present and future
organizational strategies.
 To infuse fresh blood at all levels of the organization.
 To search for talent globally and not just within the
company.
 Improve standards, skills, knowledge, ability,
discipline etc.
 Keep an eye on the human resource requirement and
fulfill it when needed.
 Analyze the sources of recruitment.
INTERNAL

 Promotion
 Transfers
 Internal advertisements
 Retired manager
 Recall from long leave
EXTERNAL

 Management consultants
 Public advertisements
 Campus recruitment
 Recommendations
 Deputation personnel
RECRUITMENT PROCESS
RECRUITMENT AND SELECTION IN
PILLARPLUS

 PillarPlus follows the practice of hiring candidate who

are known of the existing employees most of the times.
 Wherein the existing employee suggest names of his
known or relative to the company and the company
takes it into consideration.
 80% of the time the organization gets best talent
through this process, and the rest 20% becomes default
when the candidate is not interested in working after he
has been selected for the specific job.
RECRUITMENT PROCESS IN PILLARPLUS
Step – 1 Notification

Step – 2 Reviewing the

Candidate’s Resume

Step – 3 Screening

Step – 4 Interview Process

Step – 5 Selection

Testing
Step – 6
RESEARCH METHODOLOGY

 Research methodology is the specific procedures or

techniques used to identify, select, process, and
analyze information about a topic.
OBJECTIVES OF THE STUDY
 To study the existing policy of PillarPlus Pvt. Ltd.
regarding recruitment and selection.
 Analyze the effectiveness of the recruitment and
selection process in PillarPlus Pvt. Ltd.
 To know the procedure of recruitment and selection
in PillarPlus Pvt. Ltd.
 To know whether the current staff of PillarPlus is
satisfied or not.
RESEARCH DESIGN

 A research design is the specification of the

methods and procedures for acquiring the
information needed to structure or solve the
problem.
 Research design adopted in this study is descriptive
as the information is collected by using google
forms.
DATA COLLECTION

PRIMARY DATA

SECONDARY DATA
SAMPLING PLAN

Sampling Unit- Employees of PillarPlus

Sampling Size- 80 employees

Sampling Area-PillarPlus, Jaipur

DATA COLLECTION METHODS

Observation method
& Questionnaire
 SURVEY QUESTIONS
Q1. Since how many years have you been working with this organization?

Q2. Are you satisfied with the existing recruitment and selection process followed within the organization?

Q3. Does the organization clearly define the candidate specification in the recruitment process?

Q4. Is the selection process followed within the organization a timeliness process?

Q5. Rate the effectiveness of the interviewing process and other selection instruments such as testing?

Q6. Do you think HR Department hires the quality applicants while recruitment and selection process?

Q7. Do you think organization looks for experiences employees in selection?

Q8. How much time did the organization take to respond to your applications?

Q9. Is the recruitment and selection process of the company meets the current and legal requirements?
CONCLUSION

 Recruitment and selection is a very tedious process. It is not necessary that a firm
always finds the best candidates. It should be well structured and defined by all
means by the higher authorities/experienced individuals.
 Employees of PillarPlus Pvt. Ltd. are satisfied with the current recruitment and
selection process.

 PillarPlus Pvt. Ltd. is recruiting their employees’ main by through consultancies.

 It was found that the recommendations are always welcomed and that the policy
followed was impartial and visible. Also PillarPlus Pvt. Ltd. has to consider
internet sources for recruitment of employees so that it could motivate the
employees.

 Therefore, by this we can conclude that the organization is both people and task
oriented.
LIMITATION

 There was limitation in time; as no one is allowed to perform any

other task except the job he is require to do and conducting survey
was difficult as there was always mismatch with the timings.

 There were cases when the employees were not available or were
not ready to fill the survey and this created a negative vibe around
the organizational environment.

 Due to some reluctant behavior it was very difficult to collect the

data from the respondents

 The study was made only with limited number of samples.

RECOMMENDATION

 Company’s recruitment and selection process highly comfortable from the

employees’ point of view.

 Management to proceed with the same level of satisfaction in the forth

coming periods.

 Gaps found can be filled by conducting surveys, implementing new

strategies to involve the employees more and help the ones who find
difficult to adjust in the new environment.

 Good relation between the employee and the superior by following proper
communication and interaction with each other.

 Internal recruitment process can be used first because it incurs less cost
and acts as a motivational factor to the employee