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PROJECT REPORT ON

“Study of Recruitment and Selection Cycle in Renovision

Automation Services- with special reference to WIPRO”

Submitted in the fulfillment of the requirement of the Bachelor of Business

Administration course of Meerabai Institute of Technology

BY

Tanwangini Sahani
Enrollment No.

03821901718

Session: 2018-2021

Guided by: Co Guided by:

Mrs. Sunita Chugh Mrs. Prachi Aggarwal

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ACKNOWLEDGEMENT
I take this opportunity to express my heartiest gratitude to Meerabai Institute of Technology for permitting
me to undertake this research and supporting me during this research and otherwise also. I would like to
thank Mrs. Sunita Chugh (Guide) and Mrs. Prachi Aggarwal (Co-Guide) who not only played the role of
my philosopher and guide but also mentored me at every stage of my project work. I would like to extend
my hearty thanks to entire faculty members of BBA department for their constant cooperation and support
to take decision during the course of my research. I would also like to thank my parents for their support and
blessing without which this project could not have been completed. Indeed, I shall remain ever grateful to
them. The experience I gained during this research project is of immense importance in the academically
and more on professionally.
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CERTIFICATE

This is to certify that the project titled “Study of Recruitment and Selection Cycle in
Renovision Automation Services” submitted by Tanwangini Sahani to Meerabai Institute of
Technology in partial fulfillment of requirement for the award of the BBA. Degree in an original
piece of work carried out under my guidance and may be submitted for evaluation.

The assistance rendered during the study has been duly acknowledged.

No part of this has ever been submitted for any other degree.

Mrs. Sunita Chugh

(Guide)

Mrs. Prachi Aggarwal

(Co-Guide)
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DECLARATION
I Tanwaangini Sahani, hereby declare that the work, which is presented in the project entitled "Project
Report on Study of Recruitment and Selection Cycle in Renovision Automation Services " is an authentic
record of my own work carried out by me under the supervision and guidance of Mrs. Sunita Chugh , Guide
and Mrs. Prachi Aggarwal, Co-guide, MEERABAI INSTITUTE OF TECHNOLOGY, Maharani Bagh
New Delhi.

Tanwangini Sahani

(03821901718)
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TABLE OF CONTENTS
1. Introduction………………………………………………………………………… 9
2. Chapter 1…………………………………………………………………………... 11
2.1. Objectives of the Study………………………………………………………. 12
2.2. Review of Literature…………………………………………..……………… 13
2.3. Research Methodology………………………………………..……………… 23
2.4. Limitation of Study………………………………………………………..…. 28
3. Chapter 2………………………………………………………………………....... 28
3.1. Profile of Organisation (RASPL & WIPRO)……………………………….... 29
4. Chapter 3……………………………………………………………………………31
4.1. Analysis………………………………………………………………………. 32
4.1.1.1. Recruitment process of WIPRO………………………………. 32
4.1.1.2. Selection process of WIPRO………………………………….. 34
4.1.1.3. Preparation of CAS……………………………………………. 36
4.2. Interpretation………………………………………………………………….. 39
4.2.1.1. Elucidation of Survey………………………………………….. 39
5. Chapter 4………………………………………………………………………........52
5.1. Recommendations……………………………………………………………...53
5.2. Findings………………………………………………………………………...55
5.3. Conclusion……………………………………………………………………...56
6. Bibliography…………………………………………………………………….......57
7. Annexure……………………………………………………………………..……..59
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LIST OF TABLES

1. Table 1……………………………………………………………………39
2. Table 2……………………………………………………………………40
3. Table 3……………………………………………………………………41
4. Table 4……………………………………………………………………42
5. Table 5……………………………………………………………………43
6. Table 6……………………………………………………………………44
7. Table 7……………………………………………………………………45
8. Table 8……………………………………………………………………46
9. Table 9……………………………………………………………………47
10. Table 10…………………………………………………………………..48
11. Table 11…………………………………………………………………..49
12. Table 12…………………………………………………………………..50
13. Table 13…………………………………………………………………..51
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LIST OF CHARTS

1. Chart 1……………………………………………………………………39
2. Chart 2……………………………………………………………………40
3. Chart 3……………………………………………………………………41
4. Chart 4……………………………………………………………………42
5. Chart 5……………………………………………………………………43
6. Chart 6……………………………………………………………………44
7. Chart 7……………………………………………………………………45
8. Chart 8……………………………………………………………………46
9. Chart 9……………………………………………………………………47
10.Chart 10…………………………………………………………………..48
11.Chart 11…………………………………………………………………..49
12.Chart 12…………………………………………………………………..50
13.Chart 13…………………………………………………………………..51
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Introduction

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 identify the right
person, to ensure he or she will fit well with your farm business, and to meet the various legal
obligations of an employer.

Selection in human resources management (HRM) refers to the process of selecting candidates to
become employees. There are many factors in the selection process. In addition to education and
other qualifications, HR staff must also assess how well a candidate will assimilate into the
corporate culture as well. The first step in the selection process is a well written resume and solid
answers to interview questions. Selection is the process of differentiating between applicants in
order to identify and hire those with a greater likelihood of success in a Job. Selection is the
process of picking individuals (out of the pool of JOB applicants) with requisite qualifications
and competence to fill jobs in the organization. “Although, some selection methods can be used
within an organization for promotion or transfer for candidates.”

The project was undertaken for a period of six weeks in (RASPL) Renovision Automation
Services Pvt Ltd. The project brings out the importance of “Recruitment and Selection”. as an
important aspect of Human Resource planning process. It is also an attempt to understand the
recruitment & selection process at (RASPL) Renovision Automation Services Pvt Ltd. of
WIPRO Recruitment and selection are two of the most important functions of human resources
management. Recruitment will help you choose the right candidate before your selection.
Recruitment is the process of identifying human resources that can take effective action to meet
the requirements of staffing schedules and attract people who can effectively select effective
staff.

The recruitment and selection process is one of the basic functions of management. All managers
are responsible for the employee's function by choosing the CEO and the staff. The supervisor is
responsible for the employee when selecting the job title and file management. However, human
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resources managers and human resources departments are primarily interested in human
resources functions.

Each organization must seek recruitment and selection during the initial period when additional
labor is required due to the expansion and development of commercial activities. This project
attempts to understand the process of finding the right candidates in an application pool.
Selection is a multi-step process that starts with a preliminary interview and ends with an
assessment and a check. The main problem of recruitment and selection is the diversity of the
workforce

A prerequisite for successful recruitment is a positive candidate experience. Candidate

experience consists of the series of interactions the candidate has with a company during the
recruitment process. Whether the applicant is being selected or not, the employer has the power
to influence how they experience the process. Rejection is never pleasant, but despite this, the
applicant experience can be positive. Recruiting is marketing. A satisfied applicant may apply
again, posts a positive update on social media or share a positive thought of the company with
their friends or even be a future customer. Unsatisfied candidate might do the same. In fact, it has
been studied that negative experience is more easily distributed than positive therefore it is
especially important to invest in a candidate experience.
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CHAPTER 1
1. Objectives of the Study
2. Review of Literature
3. Research Methodology
4. Limitations of the Study
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Objective of the Study

 To understand the recruitment process of Wipro.

 To know the selection process of Wipro.
 To prepare Candidate Assessment Sheet (CAS) for each employee.
 To interpret the recruitment and selection process by questionnaire
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Review of Literature

It is of utmost importance for every organization to employ a right person on a right position.
And recruitment and selection plays a pivotal role during such situations. With shortage of skills
and the rapid spread of new technology exerting considerable pressure on how employers
perform recruitment and selection activities, it is recommended to conduct a step-by-step
strategic analysis of recruitment and selection processes.

Alan Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications for
the purpose of employment. He states that the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint the
most appropriate manpower. There existing competition among business enterprises for
recruiting the most potential workers in on the pathway towards creating innovations, with
management decision making and employers attempting to hire only the best applicants who
would be the best fit for the corporate culture and ethics specific to the company (Price 2007).
This would reflect the fact that the management would particularly shortlist able candidates who
are well equipped with the requirements of the position they are applying for, including team
work. Since possessing qualities of being a team player would be essential in any management
position (Price 2007).

Ms. Ambika Verma(2009) in their survey research on the use of technologies in recruiting,
screening, and selection processes for job candidates conducted in Dimension group found that
most organizations implemented technology based recruitment and selection tools to improve
efficiency, reduce costs, and expand the applicant pool.

HR Professionals For the recruitment process to be effective, the needs of the organization need
to be matched with the needs of the applicant. Similarly, a properly conducted selection process
means the right personnel will join an organization’s workforce, helping management in
strengthening the team and completing the work successfully. Therefore, understanding the
distinction between recruitment and selection is a necessity in any organization’s onboarding
process. Recognizing the importance in these two distinct phases, the first being proper scouting
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and advertising of attracting the appropriate candidates, and the second being effective methods
of narrowing down the applicant pool to one ideal candidate, will ultimately be what improves
your organization’s onboarding process. And, with a strong and effective onboarding process,
you will be able to construct a workforce of which every individual aligns perfectly with your
organization’s goals for success.

Dale Yoder, “Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force.”

According to Robins, in his study revealed that, “The ideal recruitment effort will attract a large
number of qualified applicants who will take the job if it is offered. So recruiting is a process of
discovering the potential candidates for actual organizational vacancies”.

S Chaturvedi, Recruitment helps in creating a pool of suitable and interested job applicants, out
of which few are chosen for the further selection process. Hence, it forms a base for selection
process. If the recruitment process is carried out properly, it will help in employing workforce
that suits the organizational requirements.
Selection of candidates begins where their recruitment ends. In other words, it is only after an
adequate number of applications have been secured through different sources of recruitment –
internal or external that the process of selection begins.

According to Dale Yoder, “Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient working
force.”
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Tutorialspoint.com, Recruitment planning is the first step of the recruitment process, where the
vacant positions are analyzed and described. It includes job specifications and its nature,
experience, qualifications and skills required for the job, etc. A structured recruitment plan is
mandatory to attract potential candidates from a pool of candidates. The potential candidates
should be qualified, experienced with a capability to take the responsibilities required to achieve
the objectives of the organization.
The first and foremost process of recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department. When a vacancy is identified, it the responsibility of the
sourcing manager to ascertain whether the position is required or not, permanent or temporary,
full-time or part-time, etc. These parameters should be evaluated before commencing
recruitment. Proper identifying, planning and evaluating leads to hiring of the right resource for
the team and the organization.

Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities,
skills, abilities, and work environment of a specific job. These factors help in identifying what a
job demands and what an employee must possess in performing a job productively.

Job analysis helps in understanding what tasks are important and how to perform them. Its
purpose is to establish and document the job relatedness of employment procedures such as
selection, training, compensation, and performance appraisal.

Job description is an important document, which is descriptive in nature and contains the final
statement of the job analysis. This description is very important for a successful recruitment
process. Job description provides information about the scope of job roles, responsibilities and
the positioning of the job in the organization. And this data gives the employer and the
organization a clear idea of what an employee must do to meet the requirement of his job
responsibilities.

Job specification focuses on the specifications of the candidate, whom the HR team is going to
hire. The first step in job specification is preparing the list of all jobs in the organization and its
locations. The second step is to generate the information of each job.
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Job evaluation is a comparative process of analyzing, assessing, and determining the relative
value/worth of a job in relation to the other jobs in an organization. The main objective of job
evaluation is to analyze and determine which job commands how much pay. There are several
methods such as job grading, job classifications, job ranking, etc., which are involved in job
evaluation. Job evaluation forms the basis for salary and wage negotiations.

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared
for hiring the resources. After completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy to adopt for recruiting the potential
candidates for the organization. The development of a recruitment strategy is a long process, but
having a right strategy is mandatory to attract the right candidates.

Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will
be initialized. This process consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.

 Selling − Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly divided
into two categories: Internal Sources and External Sources.

Screening starts after completion of the process of sourcing the candidates. Screening is the
process of filtering the applications of the candidates for further selection process. Screening is
an integral part of recruitment process that helps in removing unqualified or irrelevant
candidates, which were received through sourcing.

Evaluation and control is the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a costly
process; hence it is important that the performance of the recruitment process is thoroughly
evaluated.
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Cleverism, Effective recruiting means that the person employed for the job is the best possible
candidate for it, with all the required skills, talents and qualifications of the job. Efficient
recruiting, on the other hand, means that the process has been carried out without incurring a lot
of costs on the part of the organization. By following the process, there is a greater chance that
the human resources department can get the best possible person for the job. Organizations may
carry out their hiring processes their own way, but without a system or set guidelines in place for
its conduct and implementation, there is a risk that the company may incur more expenses than
necessary. The company will also end up wasting its resources if the wrong or unqualified person
was actually hired. Not only will this create problems for the company in the long run,
particularly in the attainment of its goals, but it would mean that the organization would also
have wasted its resources in training an employee that is not right for the job after all.

Roshani B, Recruitment has been regarded as the most important function of personnel
administration. Unless the right types of people are hired, even the best plans, organisation
charts and control systems will be of no avail. A company cannot prosper, grow or even survive
without adequate human resources. Need for trained manpower in recent years has created a
pressure on some organisations to establish an efficient recruitment function. It is not done
wisely, every other management function suffers, and costs increase and bottlenecks get worse.

According to Harold Koontz, “Selection is the process of choosing from the candidates, from
within the organization or from outside, the most suitable person for the current position or for
the future positions.”

Dale Yoder said, “Selection is the process by which candidates for employment are divided into
classes those who will be offered employment and those who will not.”

David and Robbins said, “Selection process is a managerial decision-making process as to

predict which job applicants will be successful if hired.”

According to R.M. Hodgetts, “Selection is the process in which an enterprise chooses the
applicants who best meet the criteria for the available positions.”
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Scholarios, D., Lockyer, C., & Johnson, H. (2003) Enlistment and determination experience is
a piece of an association's socialization procedure preceding passage, otherwise called earlier
socialization. Graduates are as liable to be influenced as socialization through presentation to
proficient businesses starts in the program. Businesses' practices are thought to add to the
arrangement of sensible vocation desires and the finish of early mental contracts among alumni
and bosses. This investigation found that understudies in customary occupations were more
presented to bosses than understudies in rising occupations through progressively dynamic
cooperation in expert exercises, enlistment occasions of a similar dimension of action, and a
more extensive encounter. of the determination procedure. Thus, the bigger exercises were
related with profession desires, including the dimension of responsibility and vocation intrigue
and lucidity of profession.

Nelson, J. B. (1997): An association with less outskirts is a change in perspective that perceives
the inborn impediments of isolating individuals, undertakings, procedures and places and
features the advantages of versatile thoughts, data, choices, gifts and errands, where they are
generally required. In this article, I suggest that some job analysis techniques and some
recruitment and selection practices are not compatible with the principles of a 36 low-threshold
organization. However, choices based on existing approaches to employee centered job analysis,
recruitment based on the merger of human organization values, skills and characteristics are
consistent with the principles of less organized organizations. The limits of worker homogeneity
are also discussed. Finally, recommendations for researchers and practitioners are provided.

SA Carless (2007) International Journal of Selection and Assessment. As part of a national

survey of graduate recruitment coordinators, this study identified recruitment and selection cases
in Australia. The majority of respondents (50) came from the private sector, accounting for one-
third of the general government sector and the sector as a whole. Respondents asked how to
manage recruitment activities, how to send information on recruitment and the accuracy of
recruitment information. It was also necessary to know to what extent job analysis was used, the
type of selection methods used, the method of 33 verifying the information on the candidates, the
training and selection of the interviewees, as well as the effectiveness of the interviews.
recruitment activities. Technical statistics were used to provide a summary of the results.
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J Shen, V Edwards(2004) - International Human Resources Journal ..., This article discusses the
human resource management issues of Chinese multinational companies, particularly the
recruitment, selection and repatriation of foreign investors in 10 multinational companies in
China. With the rapid progress of the internationalization of Chinese enterprises, the IHRM has
attracted academics and practitioners. The Chinese multinational's access to the IHRM has
become an urgent area of management research. This article presents some of the results of a
recent study on Chinese IHRM. In conclusion, while the policies and practices of recruitment
and selection of multinational enterprises in China gradually introduce modern concepts of
human resource management into those of Chinese enterprises, current practices still differ from
those of large Western multinationals.

Economicsdiscussion.net, Selection process involves the following steps:

Step # 1. Preliminary Interview:
It is the first step in selection. Initial screening is done in this step and all the undesirable
applicants are weeded out. This interview is generally conducted by lower level executives. It is
a very important step as it shifts out all the unqualified, not desirable applicants and the HR man-
ager can then concentrate on the other applicants without wasting time. The candidates are
generally told about job specifications and the skills required for it. This process screens the most
obvious misfits.
Step # 2. Screening of Applicants:
These days application forms of almost all organizations can be downloaded from the website or
may even be provided on request. The form asks for basic things like educational qualifications,
experience, age etc.
Once the filled application is brought to the screening committee, it checks the details and calls
the candidate for selection test. The purpose of this screening test is also to read out the hot
suitable candidates as spending time on them means waste of money.
Step # 3. Employment Tests:
Employment tests are device to check the areal knowledge of candidates for the respective jobs.
These tests are very specific as they enable the management to bring out right type of people for
the jobs.
The following tests are given to candidate in most cases:
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(a) Intelligence Tests:

They test the mental ability of candidates. These tests measure the learning ability of candidates
in understanding questions and their power to take quick decision on crucial points. People who
are able to quickly answer to these questions are found to be skilful and can be offered training to
improve skills for the job in organization.
(b) Aptitude Tests: They test an individual’s capacity to learn a particular skill. There are
mainly two types of aptitude tests. Cognitive tests which measure intellectual, mental aptitudes.
The second one is called motor tests which check the hand – eye coordination of employees.
(c) Proficiency Tests:
These tests are also called performance or occupational tests. They determine the skills and
knowledge acquired by an individual through experience and on the job training.
They are of 4 types:
(i) Job knowledge tests – These tests are used to judge proficiency in operating mechanical
equipment, dictating, typing, computer applications etc. These tests can be written and practical
both. These tests are good in selecting typists, stenographers with supervisor etc.
(ii) Work sample tests – In this test the applicant is given a piece of work to perform in a
stipulated time. His performance will judge whether he can be picked up for the job.
(iii) Personality tests – These tests judge the psychological makeup of any person. These tests
check a person’s motivational level, emotions, integrity, sympathy, sensitivity etc. These traits in
an individual provide the manager with an overall picture of his personality.
(iv) Simulation tests – In this test many situations which an employer will have to face in the job
will be duplicate and the candidate will be asked to face the problem. These tests are generally
used for recruiting managers in the organization.
Step # 4. Selection Interview: Interview is an examination of the candidate where he sits face to
face with the selection body and answers to their information given by the candidate about his
abilities and the requirements of the jobs.
Interview gives the recruiter an opportunity to:
(a) Assess subjective aspects of the candidate.
(b) Know about his enthusiasm and intelligence.
(c) Ask questions which were not a part of his application.
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(d) Obtain as much information from him as possible about his economic, social and cultural
background.
(e) Give facts about the policies, procedures, culture of the company so that he feels good about
joining it.
Designing and Conducting Effective Interviews:
Utmost care has to be taken while designing and conducting the interviews, otherwise, they
become in-effective.
In creating structured situational interviews, these steps need to be followed:
Step 1 – Make thorough job analysis – There should be a thoroughly prepared job description
with a list of job duties, required knowledge, skills, abilities and other worker qualification.
Step 2 – Rate the job’s main duties – Identify job’s main duties. Rate each job duty based on its
importance to job success and on the time required to perform it compared to other tasks.
Step 3 – Create interview question – Some questions should be situational, while some should be
behavioural They all should be based on actual job duties with more questions on important
duties.
Step 4 – Create benchmark answers and a rating scale for each – An ideal answer may be given
the rating of 5 on a 5 point scale whereas, an average answer 3 marks and a poor one just 0 mark.
Step 5 – Appoint the interview panel and conduct interviews – Employers conduct interview
generally with a panel consisting of talented and skilful interviewers from the company. They
review the answers and rank the candidate accordingly. They indicate where the answers of the
candidate fall marginally short of bench mark and where they are ideal or good. They may
follow-up the panel discussion with interview for some good candidates.
Step # 5. Checking of References:
Once the candidates interview is over, the reference he had mentioned are checked by the
personnel department. His old employers may be asked some quick questions on phone about the
candidate’s behavior with co-workers, management etc. Further his/her regularity at work and
his character can also be inquired about from other references.
Step # 6. Medical Examination:
After a candidate has been approved for the job, his physical fitness is examined through medical
specialists of the company. If the report says that he or she is medically fit for the job they are
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then finally selected. In case there is a problem with the fitness, the candidates are given reasons
for rejection.
Step # 7. Final Selection/Hiring:
The line managers are then asked to give final decision after all technical and medical tests are
cleared by the candidate. A true understanding between the line manager and the HR manager
facilitates good selection. Therefore, the two together take final decision and intimate it to the
candidate. The HR department may immediately send appointment letter to the selected person
or after some time as the time schedule says.
Human-resource-management, Finding the interested candidates who have submitted their
profiles for a particular job is the process of recruitment, and choosing the best and most suitable
candidates among them is the process of selection. It results in elimination of unsuitable
candidates. It follows scientific techniques for the appropriate choice of a person for the job.
The recruitment process has a wide coverage as it collects the applications of interested
candidates, whereas the selection process narrows down the scope and becomes specific when it
selects the suitable candidates.
Stone defines, ‘Selection is the process of differentiating between applicants in order to identify
(and hire) those with a greater likelihood of success in a job’.
A scientific and logical selection procedure leads to scientific selection of candidates. The
criterion finalized for selecting a candidate for a particular job varies from company to company.
Therefore, the selection procedure followed by different organizations, many times, becomes
lengthy as it is a question of getting the most suitable candidates for which various tests are to be
done and interviews to be taken. The procedure for selection should be systematic so that it does
not leave any scope for confusions and doubts about the choice of the selected candidate.
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Research Methodology

Research: Research is an endeavour to discover answers to intellectual and practical problems

through the application of scientific method. Research is systematized effort to gain new
knowledge. Research is a systematic process of collecting and analysing data in order to increase
the understanding of the phenomenon about which we are concerned or interested.

Methodology : Methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. Research methodology is
a step by step study of a problem

Research methodology: Research Methodology simply refers to the practical “how” of any
given piece of research. More specifically, it’s about how a researcher systematically designs a
study to ensure valid and reliable results that address the research aims and objectives.
For example, how did the researcher go about deciding?
 What data to collect (and what data to ignore)
 Who to collect it from (in research, this is called “sampling design”)
 How to collect it (this is called “data collection methods”)
 How to analyse it (this is called “data analysis methods”)

Data Collection Methods: There are two types of data collection methods used:-

 Primary data collection

 Secondary data collection

Primary Data Collection: Primary data is the data in which the researcher collects the data
through various methods like interviews, surveys, questionnaires, etc; to support the secondary
data. Sources of primary data: Survey (people, telephone, mail), Observation (personal and
mechanical), Experimental (laboratory and field), etc. it can be divided into two:

 Quantitative data collection method: This method is based in mathematical

calculations in various formats. Method of quantitative data collection and analysis
include questionnaires with close ended questions, methods of correlation and regression,
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mean, mode, median and others. Quantitative methods can be applied within shorter
duration of time. Due to the high level of standardisation of quantitative method it is easy
for making comparisons.
 Qualitative data collection method: Qualitative research it closely associated with
words, sounds, feeling, emotions, color and other elements that are not quantifiable.
Qualitative studies aim to ensure high level of understanding and qualitative data
collection methods include interviews, questionnaires with open-ended questions,focus
groups, observation etc.

Secondary Data Collection: Secondary data is collected by someone other than the user.
Common sources of secondary data are surveys, organisational records and data collected
through qualitative methodologies or qualitative research. Sources of secondary data: Company
website, Research papers, Blogs, Online library, Advertising media, etc

Research Design: Research design refers to the overall strategy utilized to carry out research[1]
that defines a succinct and logical plan to tackle established research question(s) through the
collection, interpretation, analysis, and discussion of data.

Types of research design

 Descriptive research
 Exploratory research
 Causal research
Descriptive research- Descriptive research definition: Descriptive research is defined as a
research method that describes the characteristics of the population or phenomenon studied. This
methodology focuses more on the “what” of the research subject than the “why” of the research
subject.

The descriptive research method primarily focuses on describing the nature of a demographic
segment, without focusing on “why” a particular phenomenon occurs. In other words, it
“describes” the subject of the research, without covering “why” it happens.

Exploratory research - Exploratory research, as the name implies, intends merely to

explore the research questions and does not intend to offer final and conclusive solutions
to existing problems. This type of research is usually conducted to study a problem that
has not been clearly defined yet.
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Conducted in order to determine the nature of the problem, exploratory research is not
intended to provide conclusive evidence, but helps us to have a better understanding of
the problem. When conducting exploratory research, the researcher ought to be willing to
change his/her direction as a result of revelation of new data and new insights

Causal research- When a study is designed to determine whether one or more

variables (e.g., a program or treatment variable) causes or affects one or more
outcome variables. If we did a public opinion poll to try to determine whether a
recent political advertising campaign changed voter preferences, we would
essentially be studying whether the campaign (cause) changed the proportion of
voters who would vote Democratic or Republican (effect)
Types of causal research
1. Longitudinal research: A longitudinal study (or longitudinal survey, or panel
study) is a research design that involves repeated observations of the same
variables (e.g., people) over short or long periods of time (i.e., uses longitudinal
data). It is often a type of observational study, although they can also be
structured as longitudinal randomized experiments.
2. Cross-sectional research: A cross-sectional study is defined as a type of
observational research that analyzes data of variables collected at one given
point in time across a sample population or a pre-defined subset. This study
type is also known as cross-sectional analysis, transverse study, or prevalence
study.
3. Cause and effect research: Cause and effect refers to a relationship between two
phenomena in which one phenomenon is the reason behind the other.
 27

Research approach used in the report:

 Research Design: Descriptive research because a phenomenon is being studied. It

focuses on answering the how, what, when, and where questions of the applicants who
appeared for the interview.
 Sampling Technique: Purposive Sampling because an intentional selection of
informants is done based on their ability to elucidate interview and recruitment process
 Sample Unit: Candidates who appeared for interview of desktop support engineer
 Sample Size: 32 respondents
 Data Collection Source: Primary and secondary both; Primary data collected using
structured questionnaires through online mode or by calling and Secondary data by
information about the recruitment process and other information taken from companies
website, internet, books etc
 Analysis Tool: Percentage analysis
 28

Limitation of study

 The study is confined to Renovision Automation Services Pvt. Ltd. Only.

 The study was carried out on the assumption that all the information provided from the
various sources was correct.
 Lack of an emotional link
 Because of the Pandemic, Face to Face Interaction with employees and candidates was
limited
 29

CHAPTER 2
 30

Profile Of The Organisation

Renovision Automation Services Pvt. Ltd.

Renovision Automation Services Pvt. Ltd. (RASPL) is an established IT company transforming

Talent and Technology proactively towards innovation. It is a leading IT & Outsourced business
services provider which was founded in 2006 under the aegis of Mr. Ashok Arora an engineer
graduate from Delhi University, who heads the entire organization. In their leadership
Renovision Automation Services Pvt. Ltd is performing phenomenal growth. Their largest
service partner is India’s IT Giant –WIPRO Infotech Limited. The relationship with Wipro has
spanned across two decades and multiple business lines. They recommend out-of-box IT
solutions that are very tech savvy and at the same time, very simplistic in nature. Its dream is to
become an Omni-channel, multi-dimensional service provider in the IT world. Through industry
oriented solutions and next gen technologies, they are the lever that any company needs for
getting unique value-added services.

Wipro Limited (Western India Palm Refined Oils Limited or more recently, Western India
Products Limited) is an Indian multinational corporation that provides information technology,
consulting and business process services. It is headquartered in Bangalore, Karnataka, India. In
2013, Wipro separated its non-IT businesses and formed the privately owned Wipro Enterprises.
Wipro is a global IT service provider. The company is headquartered in Bangalore, India. The
main function of the company is that it works as an IT consulting and outsourcing service
company. The company also provides with deep technology expertise and a vertically aligned
business model.

The company was incorporated on 29 December 1945 in Amalner, Maharashtra by Mohamed

Premji as "Western India Palm Refined Oil Limited", later abbreviated to "Wipro". It was
initially set up as a manufacturer of vegetable and refined oils in Amalner, Maharashtra, British
India, under the trade names of Kisan, Sunflower, and Camel. During the 1970s and 1980s, the
company shifted its focus to new opportunities in the IT and computing industry, which was at a
nascent stage in India at the time. On 7 June 1977, the name of the company changed from
Western India Vegetable Products Limited, to Wipro Products Limited. In 1982, the name was
changed again, from Wipro Products Limited to Wipro Limited. In 1995, Wipro Infotech and
 31

Wipro Systems were amalgamated with Wipro in April that year. Five of Wipro's manufacturing
and development facilities secured the ISO 9001 certification during 1994–95. In 1999, Wipro
acquired Wipro Acer, and released new products such as the Wipro Super Genius personal
computers (PCs). In 1999, it was the one Indian PC range to obtain US-based National Software
Testing Laboratory (NSTL) certification for the Year 2000 (Y2K) compliance in hardware for all
models.

Renovision Automation Services Pvt. Ltd. provides regular, full-time employees for a
highly productive work relationship. We offer a full complement of services - extensive
candidate searches, in-depth interviews, complete behavioral and skills assessments, and
presentations of the most fully qualified candidates to our principal Wipro Infotech Limited.
RASPL’s experienced & efficient executives are able to immediately comprehend the
requirements of Wipro. They are familiar with the projects, the budgets and the deadlines. They
are ideally placed to understand every urgent requirement and provide quick yet effective
staffing solutions.

RASPL’s successful track record, masterful domain expertise, and strong partnership with
WIPRO Infotech Limited (A Leading IT service Provider) are backed by quality systems &
practices and flexible approach. Their vision is to become the number one solutions provider and
demonstrate excellence in providing the best-in-class Infrastructure and People management
services. Renovision Automation Services Pvt. Ltd. (RASPL) aims to strive to build a mutually
beneficial relationship with the customers through their products & services, which adhere to
international standards of quality, reliability & performance and leads them to build a long-term
relationship with their clients based on mutual trust & highest standards of behavior.
 32

CHAPTER 3
 33

Analysis and Interpretation

1. The recruitment process of Wipro

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it involves everything from the identification of a staffing
need to filling it. Depending on the size of an organization, recruitment is the responsibility of a
range of workers. Larger organizations may have entire teams of recruiters, while others only a
single recruiter. In small outfits, the hiring manager may be responsible for recruiting. In
addition, many organizations outsource recruiting to outside firms. Companies almost always
recruit candidates for new positions via advertisements, job boards, social media sites, and
others. Many companies utilize recruiting software to more effectively and efficiently source top
candidates. Regardless, recruitment typically works in conjunction with, or as a part of Human
Resources.

Wipro conducts 3 rounds to recruit new employees.

 Online Test
 Technical Round
 HR Round

OnlineTest:
The Online test consists of questions from various domains and essay writing. This is a time based
test and each section is allocated specific time. Different sections of the test are:
 Quantitative Aptitude
 Logical Reasoning
 Verbal Ability
 Basic Programming and Computer Fundamentals

Essay writing is given specific time and you having to write an essay on paper on topic provided to
you. Topics may vary from current affairs to politics to abstract.
**Wipro mostly conducts Group Discussion (GD) before online test. Sometimes, they may
conduct Group Discussion (GD) after online test also.
 34

TechnicalRound:
To ace this round you should be good with your concepts. If you are good with the basic concepts,
it will easy for you to clear the round. There is no fixed rule or domain from which questions will
be asked so you need to be versed with basics well. To maximize your chances you should be
prepared with Data structures and Algorithms, DBMS, Operating System, Networking, OOPs
concepts and a programming language of your choice. Students from branches other than CS
should prepare basic concepts of their branch.

HRRound:
This is the final round of recruitment process. HR will check your communication skills,
confidence and body language. There will be basic HR questions like Tell me about you? Why do
you want to join Wipro ? Etc. You might be asked some puzzles and technical questions depending
on your feedback and HR. The key for this round is being confident about you.
 35

2. The selection process of Wipro

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

In case of job recruitment, the selection is the process to choose potential working persons for a
company or organization. Wipro Recruitment process includes a selection stage when decisions
are made as to the viability of a particular candidate's job application. It directly affects the
overall productivity of an organization. A right selection may increase the overall performance of
a company & a wrong one may lead to material and financial loss. A perfect selection process
can help to pick the most eligible candidates amongst all applicants. The Process of selecting
candidates focuses on abilities, knowledge, skills, experience and various other related factors.

Eligibility Criteria –

1. A candidate must have more than 60% marks in 10th and 12th (or diploma).
2. A candidate must have a minimum of 60% marks in graduation and Post-Graduation (if
applicable).
3. A candidate should not have any pending backlogs at the time of appearing for Wipro
selection process.
4. The graduation should be a Full-Time course recognized by Central/State government of
India.
5. A candidate must have completed all the exit formalities in the previous organization before
joining Wipro.

Also you must have these –

 36

Only full time courses will be considered (Part Time/Correspondence courses will not be
considered).

1. B.E / B.Tech in any discipline (CSE/ECE/IT/CIVIL/ME/EEE/Automobile/Aeronautical

etc.)
2. Engineering candidates who have passed out in the year 2020 are eligible to apply.

Documents required

1. All original mark sheets related to SSC (10th), intermediate (12th) and Graduation are
required to be produced at the time of the interview. Also, please carry a copy of a set of all
documents at the time of the interview.
2. A copy of the candidate’s updated resume.
3. Passport size photographs.
4. An original identification proof issued by the government of India (Aadhar Card, Pan Card,
Voter id, Passport, etc.)

Wipro Salary Details

 While at Training
o Rs. 18,500 per month for boys
o Rs. 19,100 per month for women
 Salary
o Grade A and B colleges – Rs. 3.30 LPA
o Grade C colleges – Rs. 3.20 LPA to 3 LPA
 Service Agreement
o Time – 15 months
o Bond breakage cost – Rs. 75,000
 37

3. Candidate Assessment Sheet (CAS)

Candidate assessment refers to the process an employer undertakes to determine whether they
are suitable for the role they’ve applied for. This assessment can take many forms including a
review of the candidate‘s resume and cover letter, a pre-selection process, a formal interview,
various online tools including skills & behavioral assessment and personality tests as well as
social profile reviews. The complexity and seniority of a role can determine to what extent these
assessments are included in the hiring process The purpose of having a candidate assessment
form is to see if certain people are qualified enough to do a certain job or to take up a
position. These forms can reward those candidates who have met more than the
expectations by giving something like a higher position well suited for them.

When writing a candidate assessment, you’ll have to provide the following

information:

 Name of the candidate along with other personal information

 The candidate’s employee number, position, and the department of origin.

 Previous work experiences

 Educational background

 Qualities that the candidate possesses such as communication and technical skills
that you should rate

 Necessary comments that need to be made about the candidate.

The candidate Assessment Sheet prepared by the RASPL for each any every employee is
used to go through the information of a particular candidate for further recruitment if
required the sample for the same is given below
 38

The headings are as follow:

i. Date
ii. Candidate Name
iii. Phone Number
iv. Job Location
v. Preferred Location
vi. Current Location
vii. Resume Number
viii. Project Name
ix. Skills
x. Total Experience
xi. Earlier companies mode of payment
xii. Notice Period
xiii. Vendor name
xiv. 10th percentage
xv. 10th passing year
xvi. 12th percentage
xvii. 12th passing year
xviii. Graduation course
xix. Graduation percentage
 39

xx. Graduation Passing Year

xxi. Gap (overall education & experience gap)
xxii. Current In hand Salary
xxiii. Current CTC
xxiv. Expected In hand
xxv. Expected CTC
xxvi. Feedback
 40

4. Elucidation of the recruitment and selection process

For the purpose of interpretation the feedback from the candidates who appeared for the
interview for the post of desktop support engineer was taken and the results are as follow:

Table: 1 Gender- 32 responses

No. of Males No. of Females

17 15

Chart: 1

Interpretation:

The graph clearly indicates that the most of the respondents are of male gender rather than
female. The male candidates are more interested to work and adapt to the company’s working
conditions.
 41

Table: 2 Education Qualification- 32 responses

No. of Diploma Candidates No. of Graduate Candidates No. of Postgraduate

Candidates
5 21 6

Chart: 2

Interpretation:

The graph indicates that there is 15.6% of diploma respondents, 65.6% is graduate respondents,
18.8% of post graduate respondents.
 42

Table: 3 Total years of experience- 32 responses

Less than 1 1-2 years 2-3 years More than 3

13 12 4 3

Chart: 3

Interpretation:

This table shows that 40.6% of respondents have less than one years of professional experience,
37.5% between one and two years of professional experience and 12.5% are between two and
three years and 9.4% of respondents have more than three years of professional experience.
 43

Table: 4 Were you informed clearly about the compensation package- 32 responses

No. of Candidate said Yes No. of Candidate said No

24 8

Chart: 4

Interpretation:

The graph indicates that 75% of the respondents informed about the compensation package
during the recruitment process, 15% are not informed about the compensation package during
the recruitment process.
 44

Table: 5 Were the key task related to the job clearly defined- 32 responses

No. of Candidate said Yes No. of Candidate said No No. of Candidate can’t say
24 2 6

Chart: 5

Interpretation:

The graph indicates that to the 75% of the respondents the job was clearly defined, 18.8% are the
ones to whom job was not clearly defined and 6.3% are in dilemma that whether the job was
clearly defined or not.
 45

Table: 6 Were you informed clearly about the selection process- 32 responses

No. of Candidate said Yes No. of Candidate said No

29 3

Chart: 6

Interpretation:

According to the graph 90.6% of candidates were informed about the selection process and 9.4%
were not informed about the same.
 46

Table: 7 What do you feel about the selection process- 32 responses

No. of candidate said too long No. of candidate said just No. of candidate said short
appropriate
11 17 4

Chart: 7

Interpretation:

The chart refers that most of the respondents feel that the selection proves duration was just
appropriate. The recruiters at Renovision Automation Services maintain the appropriate time
duration for selection process.
 47

Table: 8 Rate the time management in the interview process- 32 responses

Found very good Found good Found satisfied Found bad Found very bad
3 12 11 6 0

Chart: 8

Interpretation:

The chart refers that majority of the respondents rated good about the time management in the
interview process. Due to the proper time management during the interview process towards the
new hiring.
The time management acts as a key success factor in the interview process at RASPL
 48

Table: 9 Were the interviewers polite- 32 responses

No. of candidate said yes No. of candidate said no

31 1

Chart: 9

Interpretation:

The chart clearly states that most of the respondents felt that the interviewers were polite and
were not rude to the candidates which is a good thing for the HR team of the company. The
politeness of the interviewer reflects the reputation of the company and also effect response of
candidates for the pool drive
 49

Table: 10 Did the recruitment team clarify all your question’s related to the organization and
your job profile- 32 responses

No. of candidate said yes No. of candidate said no

30 2

Chart: 10

Interpretation:

The chart refers that majority of the respondents were clarified all there questions related to the
organization and job profile by the recruitment team so that they have a clear idea about the
company aspects. The company has a panel that provides all the information and clarifies the
queries related to organization and the job profile.
 50

Table: 11 Where you in need for additional information- 32 responses

Yes, I reached the Yes, but I couldn't Yes, but I did not I did not need
contact person by the reach the contact contact the contact additional information
interviewer person person
12 5 4 11

Chart: 11

Interpretation:
37.5% of the respondents thought they were in needing more information and reached the
contact person mentioned in the announcement. 15.6% of the respondents said they desired more
information but could not reach the contact person. 12.5% of the respondents said they were in
need for more information but decided not to contact the contact person. 34.4% of the
respondents responded they did not need any additional information about the job or the
company.
 51

Table: 12 what kind of image did you endure of the company after the recruitment process- 32
responses
No. of candidate No. of candidate No. of candidate No. of candidate No. of candidate
those who rated those who rated those who rated those who rated those who rated 5
1 2 3 4
5 11 9 4 3

Chart: 12

Interpretation:

Since one of the purposes of this research was to find out whether the recruitment process
affected how the applicants felt about the company after the process (whether the feeling is
positive or negative) also this was examined. Five (5) of the respondents i.e. 15.6% gave the
company grade one (1). Eleven (11) of the respondents i.e. 34.4% gave the company grade two
(2). Nine (9) i.e. 28.1% gave the grade three (3). 4 of the respondents i.e. 12.5% gave the
company grade four (4) and the rest Three (3) respondents gave the company grade five (5).
 52

Table: 13 How far you are satisfied with the overall recruitment process- 32 responses
Highly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied
9 9 13 1 0

Chart: 13

Interpretation:

The chart indicates that most respondents are satisfied with the way the company's human
resources team follows the entire recruitment and selection process. This is due to the
recruitment and selection process standards defined by the company. The company uses the level
of satisfaction to evaluate the feedback on recruitment process
 53

CHAPTER 4
 54

Recommendations

 Develop a Clear Employer Brand: Company’s employer brand is what will set
company apart from other companies and show candidates why they should work. It
should reflect company’s mission, culture and values. Think about questions such as,
“Why would someone want to work for this company?” and “What percentage of your
employees would recommend your company as a great place to work?” From there,
check that about pages, social media, and advertisements align with company’s employer
brand.
 Consider College Recruiting: Recruiting from college campuses can help company
discover upcoming talent for industry, while also aligning company with internship
opportunities and campus connections. Company can recruit from colleges in many ways,
including attending career fairs, volunteering to speak at events for your industry, being
featured on campus online job boards, and more.
 Maintain proactive and fast communications with your candidates:
Communicating effectively and proactively with your candidates attracts them and
creates a positive impression, which in turn reinforces the employer brand of the
company and personalized workflows in Inbound Recruiting ensure fast and responsive
communication with candidates throughout their interaction with the company.
 Only include Must-Have in your Job Description: Company should prolong candidate
search, costing additional time and resources. Not only that, but with a narrow talent
pool, company will struggle to hire a diverse and inclusive team that reflects company’s
community and the customers it serve. Tighten up job descriptions to increase the breadth
and quality of applicants.
 Look for Inside Hires: Prior to asking for employee recommendations and posting a job
description, first look for employees that can promote from within and then open
applications up to current employees. An inside hire already knows company’s team, the
business and positively contributes to company’s culture, which mitigates the onboarding
process for an outside candidate.
 Improvisation: Candidate’s selection criteria must be improvised and modified at every
stage of selection process.
 55

 Change in method of interview: The interview method must consist of more of

situational exercise like overcoming stress, risk taking ability, maintaining interpersonal
relations etc.
 Appropriate selection tool: Aptitude tests must be used as a major selection tool for
selecting fresh candidates for a company.
 Choosing right candidate: The right person will make contribution to company
productivity and profitability that far exceed salary cost. But the wrong person can cost
company plenty.
 Promotion: The criteria for promotion should be specified at the time of interview which
can avoid future grievance.
 Yield pyramids: Recruiting yield pyramids can be used so as to calculate the number of
applicants to be generated to hire the required number of new employees.
 56

Findings

 It is found that 40.6% of respondents have less than one years of professional experience,
37.5% between one and two years of professional experience and 12.5% are between two
and three years and 9.4% of respondents have more than three years of professional
experience
 To the 75% of the respondents the job was clearly defined, 18.8% are the ones to whom
job was not clearly defined and 6.3% are in dilemma that whether the job was clearly
defined or not.
 Most of the respondents feel that the selection proves duration was just appropriate. The
recruiters at Renovision Automation Services maintain the appropriate time duration for
selection process.
 Majority of the respondents were clarified all there questions related to the organization
and job profile by the recruitment team so that they have a clear idea about the company
aspects.
 Five (5) of the respondents gave the company grade one (1). Eleven (11) of the
respondents gave the company grade two (2). Nine (9) gave the grade three (3). 4 of the
respondents gave the company grade four (4) and the rest Three (3) respondents gave the
company grade five (5) out of 32 candidates.
 It is also found that most respondents were satisfied with the way the company's human
resources team follows the entire recruitment and selection process due to the recruitment
and selection process standards defined by the company.
 57

Conclusion

Finally, better recruitment and selection strategies result in improved organizational outcomes.
The more effectively organizations recruit and select candidates, the more likely they are to hire
and retain satisfied employees. In addition, the effectiveness of an organization's selection
system can influence bottom-line business outcomes, such as productivity and financial
performance. Hence, investing in the development of a comprehensive and valid selection
system is money well spent.

The recruitment and selection process is the time company not only identify a candidate who has
the experience and aptitude to do the job that company is looking to fill, but also to find someone
who shares and endorses company’s core values. The candidate will need to fit in well within
company’s culture. The selection and recruitment process should provide our company with an
employee who adapts and works well with others in our business. Failure to recruit and select for
the long term can result in high turnover. Recruitment is an important function of the Human
Resource Management in an organization, and it is governed by a mixture of various factors.
Proactive HR Professionals should understand these factors influencing the recruitment and take
necessary actions for the betterment of the organization. When the market condition changes, the
organization also needs to monitor these changes and discover how it affects the resources and
analyze these functions for making recruitment an effective process.

An interview is a purposeful exchange of ideas, the answering of questions and communication

between two or more persons. Generally, an interview is a process of private meeting
conversation between people, where questions are asked and answered, for obtaining information
about qualities, attitudes, prospectus etc. An interview refers to a conversation with one or more
persons acting as the role of an interviewer who ask questions and the person who answers the
questions acts as the role of an interviewee.

Above all, the process recruitment & selection has all the way become more difficult. Since the
organizations want to hire more talented and effective employees and can create a difference in
the interest of the organization.
 58

Bibliography

 Alan Price (2007),Human Resource Management in a Business Context

 Ms. Ambika Verma(2009), Recruitment and selection process synopsis,
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 59

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 60

Annexure
61
62
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64
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 67

Education Total years of

Name Gender Qualification experience

Vanraj sharma Male Graduate 2-3 Years

Rahul aggarwal Male Diploma 2-3 Years

Akansha monga Female Graduate Less than 1

Nitin gupta Male Postgraduate More than 3

Gaurav kapoor Male Graduate 1-2 Years

Vasundhra jaiswal Female Graduate 1-2 Years

Princi jain Female Graduate Less than 1

Shivaansh chauhan Male Diploma 2-3 Years

Dev Joshi Male Graduate Less than 1

Kaustubh Joshi Male Graduate Less than 1

Gautam girotra Male Diploma Less than 1

ST Female Graduate More than 3

Nikhil Messi Male Graduate Less than 1

Solmaz Female Postgraduate Less than 1

Manissha khanna Female Diploma 1-2 Years

Shubam verma Male Graduate 1-2 Years

Yukti misra Female Graduate 1-2 Years

Ashisha suhag Female Postgraduate Less than 1

Varun Male Postgraduate 2-3 Years

Nidhi lamba Female Graduate 1-2 Years

vandita Female Graduate Less than 1

Sumit Male Diploma Less than 1

Kiran Female Graduate 1-2 Years

ishita Female Postgraduate 1-2 Years

 68

Arun Male Postgraduate 1-2 Years

Rohan Male Graduate 1-2 Years

varun Male Graduate Less than 1

Akash Male Graduate Less than 1

Neha Female Graduate More than 3

Purva Female Graduate 1-2 Years

vanshika Female Graduate 1-2 Years

anurag Male Graduate Less than 1