Recruitment and Selection Process followed by WSNE

PRIVATE LIMITED

Submitted in partial fulfillment of the requirements

for the award of the degree of

Bachelor of Commerce (Honours)

BCOM (H)

To

Guru Gobind Singh Indraprastha University, Delhi

Guide: Ms. Himanshi Submitted by: Rudhi

Roll No.:35524488820

Institute of Innovation in Technology & Management

New Delhi – 110058
Batch (2020-2023)
 Certificate

I, Ms. Rudhi, Roll No. 35524488820 certify that the Project Report/Dissertation

BCOM(H)/Code 309 entitled “Recruitment and Selection Process ” is done by me and it is

an authentic work carried out by me at WSNE Private Limited. The matter embodied in

this project work has not been submitted earlier for the award of any degree or diploma to the

best of my knowledge and belief.

Signature of the Student

Date:

Certified that the Project Report/Dissertation of BCOM (H) entitled “Recruitment and

Selection Process” done by Ms. Rudhi, Roll No. 35524488820, is completed under my

guidance.

Signature of the Guide

Name of the Guide: Ms. Himanshi
Designation:
Date:

Countersigned
(Director / Project Coordinator)
 CONTENTS

S No Topic Page No
1 Certificate (s) -
2 Acknowledgements -
3 List of Tables -
4 List of Figures -
5 List of Symbols -
6 List of Abbreviations -
7 Chapter-1: Introduction
8 Chapter-2: Research Methodology
9 Chapter-3: Data Presentation & Analysis
10 Chapter-4: Summary and Conclusions
11 References/Bibliography
12 Appendices

LIST OF FIGURES
Figure No Title Page No
1
2

LIST OF SYMBOLS
S No Symbol Nomenclature & Meaning
1
2

LIST OF ABBREVIATIONS

S No Abbreviated Name Full Name

1
2

Chapter- I
 Introduction

Profile of the Organization

WSNE Consulting Pvt.Ltd. is a IT Services Company having immense industry knowledge

necessary to help you solve the most complex issues of your organization. We've been

operating since 2010, and each year we have a bigger list of clients who keep coming back

because they know we're the best at what we do.

They thrive on matching their employees with each particular job. And they have numerous

positions available from their clients and strive to accommodate all skill sets and

availabilities.

Responsible for elicit the final candidate’s compensation requirements and if you wish, assist

you in completing the hiring arrangements. They are known for their ethical approach and do

not guarantee magical top 10 rankings in google as promised by many SEO service

companies.

The departments of WSNE Pvt. Ltd are as follows-:

 Consulting services-: Large supply of staff to do the consulting for the companies.

 Campus hiring-: WSNE Consulting Pvt. Ltd has industry specialists who give

campus hiring services to its customers.

 Digital Marketing-: Specializes in SEO, Pay Per Click, ORM etc.

 E-Commerce Portal-: It provides B2B,B2C,C2C,C2B services.

Vision of WSNE Pvt. Ltd

One of their primary goals is to put their client’s objectives and desires above all and

base the entire process of Designing and Developing around the client’s vision.

They carefully distinguish candidates with “Right Personnel and Right Attitude” from

their Consulting and Recruitment system. They concentrate on creating and sustaining

profound.

Mission of WSNE Pvt. Ltd

At WSNE Consulting, they follow a simple formula for client Success is equal to Our

Success! Hence, you will always find them striving hard to augment and promote

their clients.

Their mission is to develop IT services and consulting services and advancing

recruitment solutions so that they assist their clients to be more productive.

RESEARCH METHADOLOGY
Research is defined as human activity based on intellectual application in the investigation of

matter. The primary purpose for applied research is discovering, interpreting, and

development of methods and systems for the advancement of human knowledge on a wide

variety of scientific matters of our world and the universe. Research can use the scientific

method, but need not do so.

Scientific research relies on the application of the scientific method, a harnessing of curiosity.

This research provides scientific information and theories for the explanation of the nature

and the properties of the world around us. It makes practical applications possible. Historical

research is embodied in the historical method. Scientific research can be subdivided into

different classifications according to their academic and application disciplines.

Aim

To analyze the recruitment and selection process of IT personnel in WSNE Pvt. Ltd and

review HR policies pertaining to recruitment and selection.

 Research Design: Descriptive research

 Source of Data collection: The primary as well as the secondary sources was

used for collection of data.

Primary data: Questionnaire and interview

Secondary Data: Books and Journals

Primary data involves the collection of data that does not already exist. This can be

through numerous forms, including questionnaires and telephone interviews amongst

others.

Secondary research involves the summary, collection and/or synthesis of existing

research rather than primary research, where data are collected from, for example,

research subjects or experiments.

 Thus the sources of data collection were as follows:

PRIMARY SECONDARY
Interview Schedule Company records
Questionnaires Magazines
Observation Method Other records
Discussion Website of company

 Data type: Primary as well as secondary data was collected.

 Sample unit: IT personnel of WSNE Pvt. Ltd

 Sample Size: 20

 Sampling Technique: Convenient sampling

 Field of Study: This project was carried out at WSNE Pvt. Ltd, Delhi
 INTRODUCTION

Recruitment and Selection: Recruitment is the process of attracting individuals on a timely

basis in sufficient numbers and with appropriate qualification, to apply for jobs within an

organization. The process of searching prospective employees with multidimensional skills

and experience that suits organization strategies in fundamental to the growth of the

organization, this demands more comprehensive strategic perspective recruitment.

Organizations require the services of large number of personnel, these personnel occupies the

various positions created to the process of organization. Each position of the organization has

certain specific contributions to achieve the organizational objectives. The recruitment

process of the organizational has to be strong enough to attract and select the potential

candidates with right job specification. The recruitment process begins with human resource

planning and concludes with the selection of required number of candidates, both HR staff

and operating managers have responsibilities in the process.

“Right person for the right job is the basic principle in recruitment and selection. Every

organisation should give attention to the selection of its manpower, especially its managers.

The operative manpower is equally important and essential for the orderly working of an

enterprise.

Every business organisation/unit needs manpower for carrying different business activities

smoothly and efficiently and for this recruitment and selection of suitable candidates is

essential. Human resource management in an organisation will not be possible if unsuitable

persons are selected and employment in a business unit.

 RECRUITMENT

Meaning:

Recruitment means to estimate the available vacancies and to make suitable arrangements for

their selection and appointment. Recruitment is understood as the process of searching for

and obtaining applicants for the jobs, from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for

the employment. The process begins when new recruits are sought and ends when their

applicants are submitted. The result is a pool of applicants from which new employees are

selected”. In this, the available vacancies are given wide publicity and suitable candidates are

encouraged to submit applications so as to have a pool of eligible candidates for scientific

selection.

In the recruitment, a pool of eligible and interested candidates is created for selection of most

suitable candidates. Recruitment represents the first contact that a company makes with

potential employees

Definition:

According to EDWIN FLIPPO, “Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.

Need for recruitment

The need for recruitment may be due to the following reasons:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death

and labour turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of business

activities of an enterprise. In addition, new vacancies are possible due to job specification.

Purpose and importance of Recruitment

1. Determine the present and future requirements of the organization on conjunction with its

personnel-planning and job analysis activities.

2. Help increase the success rate of the selection process by reducing the number of visible

under qualified or overqualified job applicants.

3. Help reduce the probability that job applicants, once recruited and selected, will leave the

organization only after a short period of time.

4. Meet the organization’s legal and social obligations regarding the composition of its work

force.

Recruitment Process:

Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of

qualified job applicants. The process comprises five interrelated stages-

1. Planning.

2. Strategy development.

3. Searching.

4. Screening.

5. Evaluation and control.

STAGE 1: RECRUITMENT PLANNING: The first stage in the recruitment process is

planning. Planning involves the translation of likely job vacancies and information about the nature of

these jobs into set of objectives or targets that specify the (1) Numbers and (2) Types of applicants to

be contacted.

STAGE 2: STRATEGY DEVELOPMENT: When it is estimated that what types of

recruitment and how many are required then one has concentrate in (1). Make or Buy employees. (2).

Technological sophistication of recruitment and selection devices. (3). Geographical distribution of

labour markets comprising job seekers. (4). Sources of recruitment. (5). Sequencing the activities in the

recruitment process.

STAGE 3: SEARCHING: Once a recruitment plan and strategy are worked out, the search

process can begin. Search involves two steps A) Source activation and B) Selling.

STEP 4: SCREENING: Screening of applicants can be regarded as an integral part of the

recruiting process, through many view it as the first step in the selection process. The

selection process will begin after the applications have been scrutinized and short-listed.

Hiring of professors in a university is atypical situation. Application received in response to

advertisements is screened and only eligible applicants are called for an interview. A

selection committee comprising the Vice chancellor, Registrar and subject experts conducts

interview. Here, the recruitment process extends up to screening the applications. The

selection process commences only later.

Purpose of screening

The purpose of screening is to remove from the recruitment process, at an early stage, those

applicants who are visibly unqualified for the job. Effective screening can save a great deal of

time and money.

STAGE 5: EVALUATION AND CONTROL: Evaluation and control is necessary as

considerable costs are incurred in the recruitment process.

The costs generally incurred are: -

1. Salaries for recruiters.

2. Management and professional time spent on preparing job description, job specifications,

advertisements, agency liaison and so forth.

3. The cost of advertisements or other recruitment methods, that is, agency fees.

4. Recruitment overheads and administrative expenses.

5. Costs of overtime and outsourcing while the vacancies remain unfilled.

6. Cost of recruiting unsuitable candidates for the selection process.

Sources of Recruitment:
SOURCES OF MANAGERIAL RECRUITMENT:

INTERNAL SOURCES EXTERNAL SOURCES

1)Promotion 1)Campus recruitment
2)Transfers 2)Press advertisement
3)Internal notification 3)Management consultancy service
4)Retirement 4)Deputation of personnel or transfer from
one enterprise to another
5)Former employees 5)Walk-ins, write-ins, talk-ins

 The sources of recruitment can be broadly categorized into internal and external sources-

1) INTERNAL RECRUITMENT:
Internal recruitment seeks applicants for positions from within the company. The various

internal sources include:

Promotions and Transfers: Promotion is an effective means using job posting and

personnel records. Job posting requires notifying vacant positions by posting notices,

circulating publications or announcing at staff meetings and inviting employees to apply.

Personnel records help discover employees who are doing jobs below their educational

qualifications or skill levels.

Employee referrals: Employees can develop good prospects for their families and friends by

acquainting them with the advantages of a job with the company, furnishing them with
introduction and encouraging them to apply. This is a very effective means as many qualified

people can be reached at a very low cost to the company.

Former Employees: These include retired employees who are willing to work on a part-time

basis, individuals who left work and are willing to come back for higher compensations. Even

retrenched employees are taken up once again.

Dependents of deceased employees: Usually, banks follow this policy. If an employee dies,

his / her spouse or son or daughter is recruited in their place. This is usually an effective way

to fulfil social obligation and create goodwill.

Retirements: At times, management may not find suitable candidates in place of the one

who had retired, after meritorious service. Under the circumstances, management may decide

to call retired managers with new extension.

2) EXTERNAL RECRUITMENT:

External recruitment seeks applicants for positions from sources outside the company. They

have outnumbered the internal methods. The various external sources include:

Professional or Trade Associations: Many associations provide placement service to its

members. It consists of compiling job seeker’s lists and providing access to members during

regional or national conventions.

Advertisements: It is a popular method of seeking recruits, as many recruiters prefer

advertisements because of their wide reach. Want ads describe the job benefits, identify the

employer and tell those interested how to apply. Newspaper is the most common medium but

for highly specialized recruits, advertisements may be placed in professional or business

journals.

Campus Recruitments: Colleges, universities, research laboratories, sports fields and

institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is
going global with companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola,

and Reliance looking for global markets.

Walk-ins, Write-ins and Talk-ins: The most common and least expensive approach for

candidates is direct applications, in which job seekers submit unsolicited application letters or

resumes. Write-ins are those who send written enquiries. These jobseekers are asked to

complete application forms for further processing. Talk-ins involves the job aspirants meeting

the recruiter for detailed talks. No application is required to be submitted to the recruiter.

Consultants: They are in this profession for recruiting and selecting managerial and

executive personnel. They are useful as they have nationwide contacts and lend

professionalism to the hiring process.

SELECTION

Selection process is a decision-making process. This step consists of a number of activities. A

candidate who fails to qualify for a particular step is not eligible for appearing for the

subsequent step. Employee selection is the process of putting right men on the right job. It is

a procedure of matching organisational requirements with the skills and qualifications of

people. Effective selection can be done only where there is effective matching. By selecting

best candidate for the required job, the organisation will get quality performance of

employees.  

SELECTION PROCESS:

Selection is a long process, commencing from the preliminary interview of the applicants and

ending with the contract of employment.

1) PRELIMINARY INTERVIEW: The applicants received from job seekers would be

subject to scrutiny so as to eliminate unqualified applicants. This is usually followed by a

 preliminary interview the purpose of which is more or less the same as scrutiny of

application, that is, eliminate of unqualified applicants. Preliminary interview, on the

other hand, helps reject misfits for reason, which did not appear in the application forms.

2) SELECTION TEST: Job seekers who pass the screening and the preliminary interview

are called for tests. Different types of tests may be administered, depending on the job

and the company. Generally, tests are used to determine the applicant’s ability, aptitude,

and personality.

3) INTERVIEW: The next step in the selection process is an interview. Interview is formal,

in- depth conversation conducted to evaluate the applicant’s acceptability. It is excellent

selection device. It is face-to-face exchange of view, ideas and opinion between the

candidates and interviewers. Basically, interview is nothing but an oral examination of

candidates

4) REFERENCE CHECK: Many employers request names, addresses, and telephone

numbers of references for the purpose of verifying information and perhaps, gaining

additional background information on an applicant.

5) SELECTION DECISION: After obtaining information through the preceding steps,

selection decision- the most critical of all the steps- must be made. The other stages in the

selection process have been used to narrow the number of the candidates. The final

decision must be made the pool of individuals who pass the tests, interviews and

reference checks.

6) PHYSICAL EXAMINATION: After the selection decision and before the job offer is

made, the candidate is required to undergo a physical fitness test. A job offer is, often,

contingent upon the candidate being declared fit after the physical examination. The

results of the medical fitness test are recorded in a statement and are preserved in the

personnel records. There are several objectives behind a physical test.

7) JOB OFFER: The next step in the selection process is job offer to those applicants who

have crossed all the previous hurdles. Job offer is made through a letter of appointed.

Such a letter generally contains a date by which the appointee must report on duty. The

appointee must be given reasonable time for reporting.

8) CONTRACT OF EMPLOYMENT: There is also a need for preparing a contract of

employment. The basic information that should be included in a written contract of

employment will vary according to the level of the job

9) CONCLUDING THE SELECTION PROCESS: Contrary to popular perception, the

selection process will not end with executing the employment contract. There is another

step – amore sensitive one reassuring those candidates who have not selected, not because

of any serious deficiencies in their personality, but because their profile did not match the

requirement of the organisation. They must be told that those who were selected were

done purely on relative merit.

10) EVALUATION OF SELECTION PROGRAMME: The broad test of the effectiveness

of the selection process is the quality of the personnel hired. An organisation must have

competent and committed personnel.

 Chapter- III

DATA ANALYSIS &INTERPRETATION

8.1. Sources used in recruitment and selection:

8.1. Which of the sources of recruitment and selection are used in WSNE Pvt. Ltd?

a. Internal

b. External

c. Both

Table: 8.1

Interpretation:

It was found that about 55% of the recruitment and selection is done both by internal and

external sources, while as external sources are used more than the internal sources.

Employees are hired mostly from external sources like job portals, consultancy etc.
 8.2. External sources used in recruitment:

8.2. Which of the following external sources are used for recruitment in WSNE Pvt. Ltd?

a. Advertisement

b. Internet

c. Campus recruitment

d. Consultancies

e. All of the above

Table:8.2

Chart: 8.2

Interpretation: It was found that 40% of the employees are recruited through the

consultancies and 20% of the employees are selected by the advertisement followed by

internet with 15% and campus selections with 10%. Consultancy and Internet are the major

sources which provide eligible candidates for the hiring in WSNE Pvt. Ltd.

8.3. Form of recruitment and selection used:

8.3. Which form of recruitment and selection is used in WSNE Pvt. Ltd?

a. Centralised

b. Decentralised

Table 8.3

Chart 8.3

Interpretation:

It was found that recruitment is decentralised. However, for higher positions of

employment the recruitment is centralised. Recruitment is decentralised as all the

centres of WSNE Pvt. Ltd recruit their employees according to the number of

vacancies available in the respective centres.

 8.4. Employees perception about recruitment process:

8.4. Are you satisfied with the recruitment process?

a. Yes

b. No

Table: 8.4

Chart:8.4

Interpretation: It was found that 90% of employees are satisfied with the

recruitment process adopted by WSNE Pvt. Ltd. However, some of the respondents

thought there should be some changes in the existing recruitment process of the

organisation.

 
 8.5 Methods used during selection process

8.5. Which of the following methods does WSNE Pvt. Ltd uses during selection?

a. Written

b. Group discussion

c. Personal interview

d. Group discussion and personal interview

e. All of the above

Table:8.5

Chart:8.5

Interpretation: It was found that 40% of selection is done by Group Discussion &

Personal Interview. However, Personal Interview is mostly used method of selection

followed by group discussion. Employees selected in WSNE Pvt. Ltd are finally

selected by a personal interview taken by the head of the centre.

 8.6.Perception of employees towards selection process:

8.6. Are you satisfied with the selection process?

1. Yes

2. No Table

Table:8.6

Chart:8.6

Interpretation: It was found that about 80 % of the employees are satisfied with the

selection process. However, the remaining is of the opinion that there should be some change

in the recruitment and selection process of the organisation.

8.7. Techniques used for selection:

8.7.Do you think innovative techniques like stress test, psychometric test and personality test

should be used for selection?

1. Yes

2. No

Table: 8.7

Chart:8.7

Interpretation: It was found that 20% of the respondents were of the opinion that stress test,

psychometric test and personality tests should be used for the selection, while the others were

satisfied with the existing recruitment and selection process. Most of the employees in WSNE

Pvt. Ltd are unaware of these types of tests as they are mostly fresher’s.
8.8. Recruitment process used for different grades of employees:

8.8. Does your company follow different recruitment process for different grades of

employment?

1. Yes

2. No

Table: 8.8

Chart:8.8

Interpretation: It was found that from that different recruitment process is adopted for

different grades of employment. Like, for the recruitment of trainers in WSNE Pvt. Ltd

theoretical knowledge is considered more and for the developer’s technical knowledge is

given importance.

8.9.Company HR practices:
8.9. How do you rate HR practices of the company?

Table: 8.9

Chart:8.9

Interpretation: 50% of the employees feel that HR department is good where and 30% say

that its very good where as 10% says its average and 10% employees feel it’s bad. Some

employees are not happy as they have to spend a little more time if they have to take demo

training sessions

8.10.Contract signed while joining the organization:

8.10. Is there any contract signed by employees while joining the organization?

1. Yes

2. No

Table: 8.10

Chart:8.10

Interpretation: Above chart shows that almost 10% employees said no and 90 % said yes

they have to sign a bond while joining the organization. Employees have to submit one of

their original certificates in the time of their joining and they cannot leave this company

before one year. If the employees agree to these conditions then they are moved to next round

of interview.

 8.11.HR policy of the company:

8.11. Are you comfortable with the HR policies of the company?
a. Yes
b. No
Table: 8.11

Chart:8.11

Interpretation: It was found that 10% employees were not comfortable with the policies of

company and 90% employees are happily working with the current HR practices of the

company. Some of the employees were not comfortable with the policy as they find risk in

submitting their original documents to the company.

CHAPTER-IV
SUMMARY & CONCLUSION
 FINDINGS
FINDINGS The collected data are analysed and general observations has proven that WSNE

Pvt. Ltd has done remarkable job in its Human Resource department.

The main findings are as follows:

1. In WSNE Pvt. Ltd employees feel that the HR department is good.

2. The recruitment and selection process is decentralised (Delhi)

3. About 90% of the employees are satisfied with the recruitment and selection process.

4. Most of the managers prefer personal interviews.

5. Mostly external sources of recruitment are considered.

6. About 90% of employees feel that they are comfortable working with the current HR

policies of the company and 10% feel that they need some changes in the policies.

The policy of the company is to submit one of the original educational documents and

cannot leave the company for 1 year, if done so then they have to pay a sum of Rs.25,

000 to the company to get the certificate back, which some of the employees find

unnecessary and also risky.

 CONCLUSION

Recruitment is the process of searching for prospective employees and stimulating and

encouraging them to apply for jobs in an organization. And Selection is selecting the right

candidate at the right time in the right place. Employees of WSNE Pvt. Ltd are satisfied with

the current/existing recruitment and selection process. WSNE Pvt. Ltd is recruiting their

employees mainly through consultancies. Consultancies are the mediator between the

organization and the candidates as it serves the requirements of employees as well as the

organization. WSNE Pvt. Ltd recruits their employees in a decentralised way. Also, WSNE

Pvt. Ltd has to consider internet sources for recruitment of employees so that it could

motivate the employees. Employees are also well aware about the various sources and

methods of recruitment and selection. WSNE Pvt. Ltd has to implement innovative

techniques in selection process like group discussion, stress interview, etc.

SUGGESTIONS
 From the findings I can suggest WSNE Pvt. Ltd, Delhi branch following things for the more

effectiveness of recruitment and selection process and HR policies: Recruitment must be

done by analysing the job firstly which will make it easier and will be beneficial from the

company’s point of view. More emphasis should be given on internet and advertisement so

that more and more candidates apply for the jobs and it will be easy to find the right

employee among them. The recruitment and selection procedure should not be too lengthy

and time consuming. Company should try to use the internal recruitment process first because

it incurs less cost and acts as a motivational factor to the employees. Provide training to

employees so that they get better knowledge, skills and attitude. Company should amend

some parts of their HR policies for better effectiveness.

BIBLIOGRAPHY

Books:

• C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.

• K Ashwathapa, (1997) Human Resource and Personnel Management, Tata McGraw Hill

• Dr. C.R. Kothari, (2008) Research Methodology

• Chris Duke,(2001) Recruiting the right staff

Websites:

1. www.citehr.com

2. www.cncwebworld.com

3. www.scribd.com

ANNEXTURE
Questionnaire:

Recruitment and selection process of IT personnel in WSNE Pvt. Ltd, Delhi.

This questionnaire survey is purely for academic purpose. Any information collected
through this survey is confidential and would not be shared with anyone other than the
people involved in this.

Name: ...............................................................................................
Designation: ............................................. Age: ...............................
Department: ..................................... Qualification: .........................

Answer the following questions: (kindly give your unbiased response)

Q1. Which of the sources of recruitment and selection are used in WSNE Pvt. Ltd?

a. Internal
b. External
c. Both

Q2. Which of the following external sources are used for recruitment in WSNE Pvt.
Ltd?

a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above

 Q3. Which form of recruitment and selection is used in WSNE Pvt. Ltd?

a. Centralised
b. Decentralised

Q4. Are you satisfied with the recruitment process?

1. Yes
2. No

Q5. Which of the following methods does WSNE Pvt. Ltd uses during selection?

1. Written
2. Group discussion
3. Personal interview
4. Group discussion and personal interview
5. All of the above
 Q6. Are you satisfied with the selection process?

1. Yes
2. No

Q7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?

1. Yes
2. No

Q8. Does your company follow different recruitment process for different grades of
employment?

1. Yes
2. No

Q9. How do you rate HR practices of the company?

1. Excellent
2. Good
3. Average
4. Bad P-58

 Q10. Is there any contract signed by employees while joining the organization?

1. Yes
2. No

Q11. Are you comfortable with the HR policies of the company?

1. Yes
2. No