Research Project Report

on
Recruitment And Selection

Summer Training Project

Report
2022-2023

By
Srishti Chauhan
18_IBT_042
To
School Of Management
Gautam Buddha University
Gautam Buddha Nagar – 201310

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 DECLARATION BY STUDENT
I SRISHTI CHAUHAN roll no: 18/IBT/042 hereby declare that this project work is
the result of my own research and no part of it has been presented for any other
degree in this university or elsewhere. I am solely responsible for any error found
in this work.

DATE……………

PLACE………….

STUDENT SIGNATURE…………

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 ACKNOWLEDEGMENT

My appreciation to all those who have helped me in

moving this venture past the level of
straightforwardness and into something tangible. First
and preeminent, I'd need to communicate my sincere
appreciation to my mentor, Dr. Lovy Sarikwal, for her
faithful bolster and support. Her dynamism, vision, and
inspiration have cleared out an enduring impression on
me. Working and considering beneath her tutelage was
an incredible respect and privilege. I'd too like to
communicate my sincere appreciation and deference for
Ms. Chitra, my company's administrator. Her nonstop
back and direction made a difference me gigantically
amid my internship at Asiana Times. I am thankful, that I
was trusted with different ventures amid my residency
at Asiana Times. I was able to perform with most
extreme devotion and earnestness since of this bolster
and believe from Ms Chitra. Lastly, I would like to thank
my individual group pioneers who made a difference me

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4
 CERFICATE FROM THE FACULTY GUIDE

This is to certify project tittle “ RECRUITMENT AND SELECTION” has been done
under my supervision by Srishti chauhan of integrated MBA.

Signature of Faculty Supervisor………………

Name of Faculty Supervisor………………

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 Preface

These day’s institutes have started giving more stress on the research as it is the interface of
management student with the culture of the corporate world and it also gives the first hand
experience to use the knowledge acquired by them Through their faculty in corporate world.

Organization is nothing without its human resource H.R. Is concerned with ‘people’ dimension
of the organization.

The organization objectives can be best attained by acquiring human resource, developing their
skills, motivate them for high performance and ensure that they continue to maintain their
commitment and loyalty towards the organization.

This project includes details about employee satisfaction and retention. Traditionally, satisfaction
and retention are considered as ways to maintain the employees in an company and to decrease the
turnover of employees.

Dealing with Human Resource hardly allows any flexibility to HR professional to address
managerial issues of HRM. Such managerial issues not only limited to optimal utilization of
manpower but effective planning, development and management.

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 Executive Summary

In the present Competitive business world, the human capital has become the most important
resources. Thus, it is necessary to understand various tools of proper management of Human
resources.

The objectives of Human Resource Department are Human Resource Planning, Recruitment
and Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention and
proper planning and implementation.

For every organization it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this situation. Shortage of skills and the use of new technology are
putting considerable pressure on how employers go about Recruiting and Selecting staff. It is
recommended to carry out a strategic analysis of Recruitment and Selection procedure.

The purpose of this study was to assess the effectiveness of the recruitment and selection
practices and procedures of Asiana Times pvt ltd. The study obtained information from
maximum respondents from staffing Asiana through the use of questionnaires. The results
indicated that, advertising of job vacancies and employee/ intern referrals are mostly the mode
for recruiting potential employees/intern it was also realized that the method used in the
recruiting and selection process was very effective. The study revealed that the selecting and
recruitment process are also characterized with lots of challenges. Recruitment and Selection
are simultaneous process and are incomplete without each other.

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Content

1. Starfing financial ltd .

⮚ Introduction
⮚ vision
⮚ Mission

2. Literature Review
❖ Introduction to Recruitment
❖ Importance
❖ Need
❖ Process
❖ Sources
❖ Approaches
❖ Selection
❖ Process
❖ Essentials of good selection practice
❖ Advantages
❖ Barriers
❖ Difference between Recruitment and Selection
❖ Trends in Recruitment and Selection industry
3. Research Objective
4. Research Methodology
⮚ Research Design
⮚ Data collection method
⮚ Sample size
⮚ Statistical software used
❖ Area of study
❖ Sampling
❖ Method of Analysis
5. Analysis and Result
❖ Charts
❖ Interpretation
6. Findings
7. Limitation of study
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8. Conclusion
9. Recommendation and Suggestions
10. Annexure
⮚ Bibliography
⮚ Questionnaire

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Chapter 1

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INTRODUCTION TO THE COMPANY

About

Asiana Times is the media wing of Asiana Tech private limited, founded in 2020.
They cultivate various journalism resources and make them available to widen the
comprehensive understanding of worldly affairs.

MISSON :-

Asiana Times is committed to manifesting a unique vision of truth by conceding

the most common worldly happenings occurring every day into people concept
and perception with enemourous journalism resources.

VISION:-

Asiana Times vision is NOT JUST FAST BUT ACCURATE.

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Chapter 2
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Literature Review

Human Resource is a basic need of any work to be done. According to

ARTHURLEWIS:

“There are great differences in development between countries which seem to

have roughly equal resources, so it is necessary to enquire into the difference in
human behaviors”

The project report is all about recruitment and selection process that's an
important part of any organization.

Recruitment highlights each applicants skills, talents and experience. Their

selection involves developing a list of qualified candidates, defining a selection
strategy, identifying qualified candidates, thoroughly evaluating qualified
candidates and selecting the most qualified candidates.

It is said if right person is appointed at right place the half work has been done.
In this project I have tried to cover all the important point that should be kept in
mind in recruitment and selection process and have conducted a research study
through a questionnaire that I got it filled with all the managers starfing financial
ltd. and tried to find out which methods and various other information related to
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 recruitment and selection and what are the various method used for recruiting
the candidates and on what basis the se

Asiana pvt ltd . has a well-articulated equal opportunity policy, which lays
strong emphasis on hiring of individuals irrespective of age, race, caste or
gender As a best practice in recruitment.

MEANING OF HUMAN RESOURCE MANAGEMENT

Human Resource plays a crucial role in the development process of the

modern economics. ARTHUR LEWIS observed.

“There are great differences in development between countries which seem to

have roughly equal resources, so it is necessary to enquire into the difference in
human behaviors"

Best Practices in Recruitment and Selection

The recruitment and selection process begins with either the creation of a new
position or an existing vacant position arising. In relation to a new position, the
first task to be performed should be a job analysis, which will identify the
following:

⮚ the key areas of responsibility and requirements of the post, including how the
role may develop into the future
⮚ the reporting and working relationships of the post
⮚ the impact the new position will have on existing roles/posts
⮚ the status/contra ct duration/grading of the post.

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Recuritment

People are integral part of an organization today, no organization can run without human capital
in today’s highly competitive environment, choice of right person at the right place has far
reaching implication for an organization’s functioning, so hiring is the most important element
for running the organization effectively . Hiring is the process which is coming under Human
Resource Planning .hiring means to pull out those candidates who fulfill the job requirements it
is also known as recruitment.

Recruitment is one of the major function of HRM. the success of an organization depends on
having the right no. of staff with the right skills and abilities .recruitment is the process of
generating a pool of a qualified candidates for a particular job. Basically or in common words
recruitment is the process of discovering potential candidate.

Parry & Wilson (2009) stated that “recruitment includes those practices and activities carried
out by the organization with the primary purpose of identifying and attracting potential
employees”.

Raymond J. Stone (2005) in the fifth edition of his book Human Resource Management defines
recruitment as the process of ‘seeking and attracting a pool of applicants from which qualified
candidates for job vacancies within an organization can be selected.’

The acquisition of human capital at Asiana Times pvt Ltd. is done with the various portal like
Naukri portal, Linked In etc.

According to Edwin B. Flippo, recruitment is the process of searching the candidates for
employment and stimulating for job in the organization “recruitment is the activity that links the
job seekers and employers.

Two important functions of a human resources department are recruitment and selection. The
recruitment phase is the initial step for all applicants--once the applicant presents the skills,
knowledge base and qualifications, then employer move to select that person. Recruitment can
be defined as searching for and obtaining a pool of potential candidates with the desired
knowledge, skills and

Experience to allow an organization to select the most appropriate people to fill job vacancies
against defined position descriptions and specifications.

The purpose of the recruitment process is to find the widest pool of applicants to provide the
greatest opportunity to select the best people for the required roles in an organization.

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Acquiring the best applicants for a role can be a competitive advantage for an organization
whereas ineffective recruitment and selection can result in enormous disruption, reduced
productivity, interpersonal difficulties and interruptions to operations, customer service and
long term costs.

Importance of Recruitment

Recruitment is one of the most fundamental activities of the HR team. If the recruitment process
is efficient, then

● The organization gets happier and more productive employees

● Reduce employee turnover

● It builds a good workplace environment with good employee relationships.

● It results in overall growth of the organization.

Here is a list that shows the purpose and importance of Recruitment

in an organization −

● It determines the current and future job requirement.

● It increases the pool of job at the minimal cost.

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 ● It helps in selection of right candidates.

● It meets the organization’s social and legal obligations with regards to the work force.

● It helps in identifying the job applicants and selecting the appropriate resources.

● It attracts and encourages the applicants to apply for the vacancies in an organization.

● It determines the present futures requirements of the organization and plan according.

● It links the potential employees with the employers.

● It helps in creating a talent pool of prospective candidates, which enables in selecting the
right candidates for the right job as per the organizational needs.

Need for recruitment

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

Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and
labor turnover.

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.

Recruitment process:

A Recruitment Process is an organization-specific model of how the sourcing of new employees

is undertaken. Typically the ownership of the recruitment process resides within the Human

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Resources function, although again this may differ depending on the specific organizational
structure.

A recruitment process can be broken down into respective parts, given as under;

1) Identifying the vacancy

2) Job analyisis
3) Job posting
4) Sourcing
5) Shareing
6) Shortlisting
7) Filnalise
Identifying Vacancy

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, which contains −

● Number of posts to be filled

● Number of positions

● Duties and responsibilities to be performed

● Qualification and experience required

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.

Example – An organization has the vacancy for Administration Executive position.

Job Analysis

Job analysis (also known as work analysis) is a family of procedures to identify the content of
a job in terms of activities involved and attributes or job requirements needed to perform the
activities. Job analysis provides information to organizations which helps to determine which
employees are best fit for specific jobs. Through job analysis, the analyst needs to understand
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what the important tasks of the job are, how they are carried out, and the necessary human
qualities needed to complete the job successfully.

The process of job analysis involves the analyst describing the duties of the incumbent, then the
nature and conditions of work, and finally some basic qualifications. After this, the job analyst
has completed a form called a job psychograph, which displays the mental requirements of the
job. The measure of a sound job analysis is a valid task list. This list contains the functional or
duty areas of a position, the related tasks, and the basic training recommendations. Subject
matter experts (incumbents) and supervisors for the position being analyzed need to validate
this final list in order to validate the job analysis.

Job analysis is crucial for first, helping individuals develop their careers, and also for helping
organizations develop their employees in order to maximize talent. The outcomes of job
analysis are key influences in designing learning, developing performance interventions, and
improving processes. The application of job analysis techniques makes the implicit assumption
that information about a job as it presently exists may be used to develop programs to recruit,
select, train, and appraise people for the job as it will exist in the future.

Purpose

One of the main purposes of conducting job analysis is to prepare job descriptions and job

specifications  which in turn helps hire the right quality of workforce into an organization. The
general purpose of job analysis is to document the requirements of a job and the work
performed. Job and task analysis is performed as a basis for later improvements, including:
definition of a job domain; description of a job; development of performance
appraisals, personnel selection, selection systems, promotion criteria, training needs assessment,
legal defense of selection processes, and compensation plans .The human performance
improvement industry uses job analysis to make sure training and development activities are
focused and effective. In the fields of human resources (HR) and industrial psychology, job
analysis is often used to gather information for use in personnel selection, training,
classification, and/or compensation.

Industrial psychologists use job analysis to determine the physical requirements of a job to
determine whether an individual who has suffered some diminished capacity is capable of
performing the job with, or without, some accommodation. Edwin Fleishman, Ph.D. is credited
with determining the underlying factors of human physical fitness.[ Professionals
developing certification exams use job analysis (often called something slightly different, such
as "task analysis" or "work analysis") to determine the elements of the domain which must be
sampled in order to create a content valid exam. When a job analysis is conducted for the

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purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this
is called "job evaluation."

Job analysis aims to answer questions such as:

● Why does the job exist?

● What physical and mental activities does the worker undertake?
● When is the job to be performed?
● Where is the job to be performed?
● Under What conditions it is to be performed
The following steps are important in analyzing a job −

● Recording and collecting job information

● Accuracy in checking the job information

● Generating job description based on the information

● Determining the skills, knowledge and skills, which are required for the job

The immediate products of job analysis are job descriptions and job specifications.Job

Description 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.

A job description provides information on the following elements −

● Job Title / Job Identification / Organization Position

● Job Location

● Summary of Job

● Job Duties

● Machines, Materials and Equipment

● Process of Supervision

● Working Conditions

● Health Hazards
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 Example :

Designation Administration Executive

Term Half/ full

Location Delhi

Reporting Director

Last date May 06,2017

How to apply Candidates interested in the position are requested to email

their updated CV on careers@xyz.com along with name of the
position clearly mentioned in the subject line.

About company

Key
responsibility

Qualification &
experience

Essential skills &

competencies

Job Specification
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.

This information about each job in an organization is as follows −

● Physical specifications

● Mental specifications

● Physical features

● Emotional specifications

● Behavioral specifications

A job specification document provides information on the following

elements −

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 ● Qualification

● Experiences

● Training and development

● Skills requirements

● Work responsibilities

● Emotional characteristics

● Planning of career

Job posting
Once the position description has been completed, the position can then be posted to the UCR
career site via the ATS.

job portals used by IPE ;

1) naukari.com
2) LinkedIn recruiter
3) Times jobs
4) indeed job

Example: The JD for Administration Executive position is posted by talent acquisition

department on different portals.

Methods for identifying Job Postings:-

1. Networking

It is said that the majority of job vacancies are never advertised, often referred to as the
"hidden job market." To land these jobs, seekers will need to find a way to get a foot in the
door. Networking can go a long way in locating job opportunities; even if no one you know
directly has knowledge of a job opening, there's a chance they know someone who does.

Networking can be done both in person and online. You can join professional associations,
attend events for graduates of your school, or aim to connect with professionals who work in
your field. Various online tools also exist, such as LinkedIn, which allow you to network with
other professionals and learn about possible job openings. You may also be able to meet other
professionals through social networking sites like Facebook or Twitter

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2. Referrals

Referrals also come from individuals you know, however, this method may get you an
invitation to apply for a position without actually searching for a new job. Some employers
offer incentives to their employees for referring a successful candidate to their company – a
win-win situation for everyone. You get a new job, and your contact gets a finder's feefor
attracting a top-notch employee.

3. Job Boards and Career Websites

Job boards were traditionally just that – boards posting vacancies and employment
opportunities. Though some of these boards may still exist in a literal sense, many job boards
have moved toward a virtual format. Often federal or state governments will provide job boards
and job banks that job seekers can access. You can also use job search engines on the internet or
the vast number of career-related websites that post job openings, such as Monster.com or
CareerBuilder.com. These websites function in a similar way to the traditional want-ads,
however, they have a much quicker turn around time and allow you to search a much larger
number of jobs over a large area.

4. Job Fairs

Job fairs are typically targeted toward specific industries, though some job or recruitment fairs
are more generalized. These ads will usually come with a list of the organizations that will be
present. Investigate any companies that interest you, bring a number of resumes and be ready to
sell yourself. Consider any conversations with recruiters as mini interviews that can set you
apart from other applicants. Some organizations may even offer on-site interviews to candidates
that match their requirements.

5. Company Websites

If you already have your dream employer in mind, why not go directly to the career section of
their website? If you watch for openings on their site, there's a chance you'll find just the
opportunity that you've been waiting for. Create a list of employers that you'd like to work for
and visit their websites often. If you're really set on working for a specific company it may take
some time to find just the opportunity that fits your skill set. But if you've got the luxury of
time, this might be the optimal method for finding your dream job.

6. Cold Calling

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If you don't see any job listings posted for a company you're particularly interested in, you
might consider making a cold call. You can use the telephone or email to contact individuals
within an organization by finding their contact details on the company website or by inquiring
with a receptionist. Contact individuals directly to find out if they foresee any upcoming
vacancies, and be sure to attach a copy of your resume to any emails you send. You can also ask
for information about types of jobs, or what kind of skills or qualities the organization looks for
in a candidate. Keep in mind that this kind of contact may not always be well received, but there
is always a chance it'll give you the inside track on upcoming vacancies.

7. Head Hunters and Recruitment Agencies

If you're looking for some professional help in your job search, head hunters and recruitment
agencies can definitely lend a hand (though in some cases it may come at a price). There are a
number of organizations that hire through recruitment agencies because it helps to streamline
the lengthy process of locating and interviewing candidates. Head hunters locate individuals to
fill a specific vacancy within an organization or find a position for a job seeker who has hired
their services. Payment is often based upon commission. Keep in mind that many high schools,
colleges and universities have job placement services that can help new graduates to develop
their resumes and assist both current students and alumni with their job searches.

8. Temping or Internships

Sometimes temporary employment can lead to permanent positions. If you're without work,
finding a temporary position with a great company is a great way to get a foot in the door, or
provide you with useful business contacts to call upon in the future. Many recruitment agencies
can assist with locating temporary or casual positions and contract work. Internships are a great
choice for students who are just graduating from college and many schools' job placement
services can connect students with opportunities. Volunteering can also be a great method for
gaining valuable industry contacts.

9. Creative or Outlandish Tactics

In a competitive job market, some job seekers have moved toward more creative methods for
drawing attention to themselves. Billboards, chain letters with a copy of your resume attached,
or even pasting your resume to yourself and walking around the city as a human billboard are
just some of the methods individuals have used to get noticed by potential employers. Though
these methods can actually work, be cautious. You may get the attention of recruiters, but you
may also be sending the wrong message. If you're going to resort to creative techniques, be sure
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that it's appropriate for the industry in which you're attempting to find employment. (Stand out
from the rest of the applicants.

CV sourcing

Once the position has been posted, candidates will apply for the particular job .Candidates will
complete an electronic application for each position (resume and cover letter are optional).
Candidates will be considered as Applicants.

Talent acquisition department select those CVs which are most relevant to JD or which are most
suitable for the particular position.

Example: After posting the position for Administrative Executive next step is to do CV
sourcing. Under this process those CVs will keep aside which are most suitable or which are
fulfilling maximum requirements from the pool of applications.

Sharing

After the completion of CV sourcing phase, next step is to share selected CVs to HR head .
she /he will finalize the candidates from his perspective.

Screening / Shortlisting
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. The screening process of recruitment consists of
three steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the
candidates are reviewed and checked for the candidates’ education, work experience, and
overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the

following points in mind, to ensure better screening of the
potential candidates −
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 ● Reason for change of job

● Longevity with each organization

● Long gaps in employment

● Job-hopping

● Lack of career progression

Conducting Telephonic or F2F Interview

Conducting telephonic or F2F interviews is the second step of

screening candidates. In this process, after the resumes are
screened, the candidates are contacted through phone or physically
by the hiring manager. This screening process has two outcomes −

● It helps in verifying the candidates, whether they are active and available.

● It also helps in giving a quick insight about the candidate’s attitude, ability to answer
interview questions, and communication skills.

Identifying the top candidates

Identifying the top candidates is the final step of screening the
candidates. In this process, the cream/top layer of resumes are
shortlisted, which makes it easy for the hiring manager to take a
decision. This process has the following three outcomes −

● Shortlisting 5 candidates from various candidates for review by the hiring managers

● Providing insights and recommendations to the hiring manager

● Helps the hiring managers to take a decision in hiring the right candidate

Budget finalise
This is the final and last step of recruitment process in which budget is finalized.

Recruitment process outsourcing (RPO)

Recruitment process outsourcing, commonly known as "RPO", is a form of business process
outsourcing (BPO) where a company engages a third party provider to manage all or part of its
recruitment process.

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Approaches

Internal recruitment (not to be confused with internal recruiters) refers to the process of a

candidate being selected from the existing workforce to take up a new job in the same
organization, perhaps as a promotion, or to provide career development opportunity, or to meet
a specific or urgent organizational need. Advantages include the organization's familiarity with
the employee and their competencies insofar as they are revealed in their current job, and their
willingness to trust said employee. It can be quicker and have a lower cost to hire someone
internally.

An employee referral program is a system where existing employees recommend prospective

candidates for the job offered, and in some organizations if the suggested candidate is hired, the
employee receives a cash bonus.

Niche firms tend to focus on building ongoing relationships with their candidates, as the same
candidates may be placed many times throughout their careers. Online resources have
developed to help find niche recruiters. Niche firms also develop knowledge on specific
employment trends within their industry of focus (e.g., the energy industry) and are able to
identify demographic shifts such as aging and its impact on the industry.

Social recruiting is the use of social media for recruiting including sites
like Facebook and Twitter or career-oriented social networking sites such
as LinkedIn and XING. It is a rapidly growing sourcing technique, especially with middle-aged
people. On Google+, the fastest-growing age group is 45–54. On Twitter, the expanding
generation is people from ages 55–64.

Mobile recruiting :is a recruitment strategy that uses mobile technology to attract, engage and
convert candidates. Mobile recruiting is often cited as a growing opportunity for recruiters to
connect with candidates more efficiently with "over 89% of job seekers saying their mobile
device will be an important tool and resource for their job search."

Some recruiters work by accepting payments from job seekers, and in return help them to find a
job. This is illegal in some countries, such as in the United Kingdom, in which recruiters must
not charge candidates for their services (although websites such as LinkedIn may charge for
ancillary job-search-related services). Such recruiters often refer to themselves as "personal
marketers" and "job application services" rather than as recruiters.

Using multiple-criteria decision analysis tools such as analytic hierarchy process (AHP) and

combining it with conventional recruitment methods provides an added advantage by helping
the recruiters to make decisions when there are several diverse criteria to be considered or when
the applicants lack past experience; for instance, recruitment of fresh university graduates.
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Multi Tier Recruitment Model
In some companies where the recruitment volume is high, it is common to see a multi tier
recruitment model where the different sub-functions are grouped together to achieve efficiency.

An example of a 3 tier recruitment model:

● Tier 1 - Contact/ Help desk - This tier acts as the first point of contact where recruitment
requests are being raised. If the requests are simple to fulfil or are queries in nature,
resolution may take place at this tier
● Tier 2 - Administration - This tier manages mainly the administration processes
● Tier 3 - Process - This tier manages the process and how the requests get fulfilled

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Selection
Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the organization,
which will be helping the organization in reaching its objectives.

Once a pool of candidates has been identified through the recruitment process the most
appropriate candidate, or candidates are identified through a selection process including but not
limited to interviewing, reference checking and testing.  The purpose of the selection process is
to ensure that the best person or people are appointed to the role or roles using effective, fair
and equitable assessment activities. Selection means 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

Different authors define Selection in different ways. Here is a list of some of the
definitions:

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 ● Dale Yoder has defined, “Selection is the process by which candidates for employment
are divided into two classes those who will be offered employment and those who will
not”;

● M. AtaurRahman, “Selection is the screening and filtering process of job applicants who
have been invited to apply for the vacant positions through which the process comes to
an end”.

● M.J. Jucious has defined, “The selection procedure is the system of functions and
devices adopted in a given company for the purpose of ascertaining whether or not
candidate possess the qualifications called for by, a specific job”.

● Heinz Weihrich and Harold Koontz have defined, “Selection is the process of choosing
form the candidates, from within the organization or from outside, the most suitable
person for the current position or for the future positions”

● Decenzo & Robbins: Selection activities follow a standard pattern, beginning with an
initial screening interview and concluding with final employment decision

SELECTION PROCESS

The following chart gives an idea about selection process:

External Environment

Internal Environment

Preliminary Interview

Selection Tests

Employment Interview

Reference and Background Analysis

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 Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation

Step 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.
Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the
information supplied in their application forms. Preliminary interview, on the other hand, helps
reject misfits for reason, which did not appear in the application forms. Besides, preliminary
interview, often called „courtesy interview‟, is a good public relation exercise.

Step 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.

The following are the type of tests taken in Starfing ltd

1. Ability test : Assist in determining how well an individual can perform tasks related
to the job. An excellent illustration of this is the typing tests given to a prospective
employer for secretarial job. Also called as „ACHEIVEMENT TESTS’ it is concerned
with what one has accomplished. When applicant claims to know something, an
achievement test is taken to measure how well they know it. Trade tests are the most
31
common type of achievement test given. Questions have been prepared and tested for
such trades as asbestos worker, punch-press operators, electricians and machinists.
There are, of course, many achievement tests given in industries, such as typing or
dictation tests for an applicant for a stenographic position.

2 Aptitude test : Aptitude tests measure whether an individual’s has the capacity
or latent ability to learn a given job if given adequate training. The use of aptitude test is
advisable when an applicant has had little or no experience along the line of the job
opening. Aptitudes tests help determine a person’s potential to learn in a given area. An
example of such test is the general management aptitude tests (GMAT), which many
business students take prior to gaining admission to a graduate business school
programmed.
Aptitude test indicates the ability or fitness of an individual to engage successfully in
any number of specialized activities. They cover such areas clerical aptitude, numerical
aptitude, mechanical aptitude, motor co-ordination, finger dexterity and manual
dexterity. These tests help to detect positive negative points in a person’s sensory or
intellectual ability. They focus attention on a particular type of talent such as learning or
reasoning in respect of a particular field of work.
3. Intelligence test :This test helps to evaluate traits of intelligence. Mental ability
presence of mind (alertness), numerical ability, memory and such other aspects can be
measured. The intelligence is probably the most widely administered standardized test
in industry. It is taken to judge numerical, skills, reasoning, memory and such other
abilities.

4. Personality Test :The importance of personality to job success is undeniable. Often

an individual who possesses the intelligence, aptitude and experience for certain has
failed because of inability to get along with and motivate other people It is conducted to
judge maturity, social or interpersonal skills, behavior under stress and strain, etc. this
test is very much essential on case of selection of sales force, public relation staff, etc.
where personality plays an important role. Personality tests are similar to interest tests in
that they, also, involve a serious problem of obtaining an honest answer.

5. Projective Test :This test requires interpretation of problems or situations. For

example, a photograph or a picture can be shown to the candidates and they are asked
to give their views, and opinions about the picture.

6. General knowledge Test :Now days G.K. Tests are very common to find general
awareness of the candidates in the field of sports, politics, world affairs, current affairs.
32
 7. Perception Test :At times perception tests can be conducted to find out
beliefs ,attitudes, and mental sharpness.etc.

8. Medical Test :It reveals physical fitness of a candidate. With the development of
technology, medical tests have become diversified. Medical servicing helps measure and
monitor a candidate’s physical resilience upon exposure to hazardous chemicals.

Step 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 considered to be
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. Interview can be adapted to unskilled, skilled, managerial
and profession employees

Objectives of interview

Interview has at least three objectives and they are a follows

▪ Helps obtain additional information from the applicants

▪ Facilitates giving general information to the applicants such as company policies, job,
products manufactured and the like
▪ Helps build the companies image among the applicants.
Types of interview

Interviews can be of different types. There interviews employed by the companies.Following

are the various types of interview:

Informal Interview :
An informal interview is an oral interview and may take place anywhere. The employee
or the manager or the personnel manager may ask a few almost inconsequential questions
like name, place of birth, names of relatives etc. either in their respective offices or
anywhere outside the plant of company. It is not planned and nobody prepares for it. This
is used widely when the labor market is tight and when you need workers badly.
Formal Interview :
Formal interviews may be held in the employment office by the employment office in a
more formal atmosphere, with the help of well structured questions, the time and place of
the interview will be stipulated by the employment office.
Stress Interview :

33
 It is designed to test the candidate and his conduct and behavior by him under conditions
of stress and strain. The interviewer may start with “Mr. Joseph, we do not think your
qualifications and experience are adequate for this position,‟ and watch the reaction of
the candidates. A good candidates will not yield, on the contrary he may substantiate why
he is qualified to handle the job.

Group Interview :

It is designed to save busy executives time and to see how the candidates may be brought
together in the employment office and they may be interviewed.

Panel Interview :

A panel or interviewing board or selection committee may interview the candidate,

usually in the case of supervisory and managerial positions. This type of interview pools
the collective judgment and wisdom of the panel in the assessment of the candidate and
also in questioning the faculties of the candidate.

Structures Interview :

In a structured interview, the interviewer uses preset standardized questions, which are
put to all the interviewees. This interview is also called as „Guided‟ or „Patterned‟
interview. It is useful for valid results, especially when dealing with the large number of
applicants.

Unstructured Interview :

It is also known as “Unpatterned” interview, the interview is largely unplanned and the
interviewee does most of the talking. Unguided interview is advantageous in as much as it leads
to a friendly conversation between the interviewer and the interviewee and in the process, the
later reveals more of his or her desire and problems. But the Unpatterned interview lacks
uniformity and worse, this approach may overlook key areas of the applicant’s skills or
background. It is useful when the interviewer tries to probe personal details of the candidate it
analyze why they are not right for the job.

Telephone Interviews :

Have a copy of your resume and any points you want to remember to say nearby. If you
are on your home telephone, make sure that all roommates or family members are aware
of the interview (no loud stereos, barking dogs etc.). Speak a bit slower than usual. It is

34
 crucial that you convey your enthusiasm verbally, since the interviewer cannot see your
face. If there are pauses, do not worry; the interviewer is likely just taking some notes.

Step 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. Although listed on the application form, references are not usually checked until an
applicant has successfully reached the fourth stage of a sequential selection process. When the
labour market is very tight, organizations sometimes hire applicants before checking references.

Previous employers, known as public figures, university professors, neighbors or friends can act
as references. Previous employers are preferable because they are already aware of the
applicant’s performance. But, the problem with this reference is the tendency on the part of the
previous employers to over-rate the applicant’s performance just to get rid of the person.

Organizations normally seek letters of reference or telephone references. The latter is

advantageous because of its accuracy and low cost. The telephone reference also has the
advantage of soliciting immediate, relatively candid comments and attitude can sometimes be
inferred from hesitations and inflections in speech. It may be stated that the information
gathered through references hardly influence selection decisions.

The reasons are obvious:

The candidate approaches only those persons who would speak well about him or her.

● People may write favorably about the candidate in order to get rid of him or her.
● People may not like to divulge the truth about a candidate, lest it might damage or ruin
his/her career.
Step 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 has to be made the pool of individuals who pas
the tests, interviews and reference checks.

35
The view of the line manager will be generally considered in the final selection because it is
he/she who is responsible for the performance of the new employee. The HR manager plays a
crucial role in the final selection.

Step 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. Obviously, one reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an applicant is physically
fit to perform the work. Thirdly, the physical examination information can be used to determine
if there are certain physical capabilities, which differentiate successful and less successful
employees. Fourth, medical check-up protects applicants with health defects from undertaking
work that could be detrimental to them or might otherwise endanger the employer’s property.
Finally, such an examination will protect the employer from workers compensation claims that
are not valid because the injuries or illness were present when the employee was hired.

Post Offer Physical Examinations are medical tests given to evaluate the overall ability of a
person to perform a specific job. These exams include both a physical therapy lift test and a
medical exam. Only certain jobs falling under certain classifications require the administration
of post offer physicals. If one is required, under no circumstances may an employee begin work
until the post offer physical has been completed and evaluated by a representative in Staff and
Administrative Employment. BYU Physical Exam procedural steps are as follows:

1. Based on job duties and physical requirements for each position, the necessity of physical
exams will be decided by Human Resource Services. Physical examinations will be
administered by a designated provider as determined by the Physical Exam Committee.
Candidates are considered unqualified for employment if they cannot perform the essential
job functions with or without reasonable accommodations as determined by the physical
exam. Brigham Young University reserves the right to use and consult with additional
physicians, occupational therapists, and other health professionals to establish the
individual's ability to perform the essential functions of the job. Abilities of individuals in
question will be evaluated by the university’s Physical Exam Workforce Committee.
2. If you have any question as to whether or not a physical is required, please call 422-2150.

36
3. Packets containing instructions and physical examination information will be mailed to the
appropriate department as soon as a potential hire has been selected.
4. Once the department gives the physical exam packet to the applicant, it is his/her
responsibility to schedule an appointment for both the physical therapy lift test and the
medical exam with BYU Student Health Center.
5. The applicant takes the entire physical exam packet with them to the post-offer physical
exam at the Student Health Center.
6. Applicants must bring the completed physical exam packet to Staff and Administrative
Employment (D-70 ASB) at the time of hire. It should be in a stamped and sealed envelope.
7. Whether or not an individual passes a post-offer physical exam, and continues in the hiring
process, will be decided by a representative in the Staff and Administrative Employment
Office. The representative reviews the confidential information recorded by the doctor on
the physical exam and the Health Questionnaire filled out by the prospective employee.
Based on this information and the physical requirements of the position indicated by the
hiring manager on the ADA Worksheet, the representative determines if the potential
employee can proceed to be hired and receive authorization to begin work.
8. In cases where the abilities of an individual to perform the physical requirements of a
position are in question, the University Physical Exam Workforce Committee will evaluate
each case specifically.

Step 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. Thos is particularly
necessary when he or she is already in employment, in which case the appointee is
required to obtain a relieving certificate from the previous employer. Again, a new
job may require movement to another city, which means considerable preparation,
and movement of property.
▪ The company may also want the individual to delay the date of reporting on duty.
If the new employee’s first job upon joining the company is to go on company until
perhaps a week before such training begins. Naturally, this practice cannot be
abused, especially if the individual is unemployed and does not have sufficient
finances.

37
 ▪ Decency demands that the rejected applicants be informed about their non-selection.
Their applicants may be preserved for future use, if any. It needs no emphasis that
the applications of selected candidates must also be preserved for the future
references

ESSENTIALS OF A GOOD SELECTION PRACTICE

Detailed job descriptions and job specifications prepared in advance and endorsed by
personnel and line management
Trained the selectors
Determine aids to be used for selection process
Check competence of recruitment consultants before retention
Involve line managers at all stages
Attempt to validate the procedure
Help the appointed candidate to succeed by training and management development

Advantages of Selection
A good selection process offers the following advantages−

● It is cost-effective and reduces a lot of time and effort.

38
 ● It helps avoid any biasing while recruiting the right candidate.

● It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.

● It provides a guideline to evaluate the candidates further through strict verification and
reference-checking.

● It helps in comparing the different candidates in terms of their capabilities, knowledge,

skills, experience, work attitude, etc.

A good selection process helps in selecting the best candidate for the requirement of a vacant
position in an organization.

BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having competence and commitment
towards the given job profile. But due to some reason the main purpose of effectively selecting
candidates is defeated. These reasons are:

1: Perception or the Halo effect: Many a times the interviewer selects a candidate
according to the perception he has or he made up while talking or looking at the
individual. This way he does not see through the efficiency of the individual and many
times it leads to the selection of the wrong candidates.
2: Fairness: During the selection process the interviewer does not select the individual
on the basis of his knowledge and hence the right type of the candidates is not selected.
3: Pressure: The people from the HR department and also have a lot of pressure from
the top management and from other top class people for selecting the candidates they
want. This ways the purpose of effective selection process of effective selection process
is defeated as they have to select that individual whether or not he is capable of the job
that is being offered.
Few points which states why we need a recruitment and selection policy

The primary aim of a recruitment and selection policy is to ensure a transparent and fair hiring
process that can assist the HR personnel to select the right candidate on the basis of merit and
relevance with the job.

Recruiting the right people carries supreme importance for the continuation of the success of an
organization. Which is why we’ve rounded up a list of reasons that will further convince you to
establish a recruitment and selection policy for your organization.
39
It Ensures Transparency In The Hiring Process:

A recruitment and selection policy ensures that all the procedures related to hiring and selection
are performed transparently, and all the members involved (the hiring manager, HR, etc.) are
following the recruitment process with having complete confidence over the end-result.
Moreover, being transparent also means that candidates are always informed about the status of
their application and informed if they are awarded a job.

It Paves The Way For Merit-Based Hires:

An effective recruitment and selection policy ensures that the overall recruitment process is
being conducted in a fair and legitimate manner. It makes sure that discriminatory behavior is
avoided at any stage of the overall recruitment process – a candidate should never be
discriminated on the basis of his gender, race, age, religion, or nationality. A fair and authentic
policy allows a candidate to take legal action if they feel they’re being discriminated against any
factor. Moreover, every job application should be should be treated in a confidential manner.

It Provides Consistency:

A recruitment and selection process that is not consistent gives inconsistent results. Thus,
consistency is another reason for having an effective recruitment and selection policy.
Organizations should make sure not to set different selection criteria for each candidate as it
will then not be possible to determine the effectiveness of each individual. To achieve
consistency, a standardized process should be followed. Instead, it will be more beneficial if
organizations apply pre-determined criteria at all stages of the recruitment process as it will
eliminate the risks of blandness and discrimination. Also, companies should conduct reference
checks prior to making any appointment with the candidate and should be performed in a
consistent manner.

It Lends Credibility to an Organization:

Another reason for having a set recruitment and selection policy is to show that an organization
is credible enough for applying. Today, there are several job vacancies that are not genuine and
many candidates get trapped into the hands of fake companies. Hence, for gaining reliability, a
company should follow specific application procedures that will make the candidates feel
confident for the position they are applying.

It Helps Write An Appropriate Job Description:

40
Having a good recruitment and selection policy is essential because it assists the organization in
writing an accurate job description. An appropriate job description is an integral part of the
overall recruitment process as it clearly describes what primary and secondary tasks will be
performed along with the core competencies for a particular role.

An effective recruitment and selection policy not only fulfills the requirements of a job but also
ensures that an organization will continue to maintain its commitment to providing equal
opportunity to employees. Adherence to such a policy will let you hire the best possible
candidates for your organization

Difference between Recruitment and Selection

Basis Recruitment Selection

Meaning It is an activity of establishing contact It is a process of picking up more

between employers and applicants. competent and suitable employees.

Objective It encourages large number of It attempts at rejecting unsuitable

Candidates for a job. candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross over Many hurdles have to be crossed.
many hurdles.

Approach It is a positive 2approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Less time is required. More time is required.

Consuming

41
Trends in Recruitment & Selection Industry
For better development of an organization it is necessary to involve new trends that will help an
organization to grow. The another reason for trends adoption can be a stable in competitive
market. there are various reason are exist given by various researchers, few trends are given as
under:

Trends in Recruitments:
* Recruitment Process Outsourcing
* Poaching /Riding 
* Online or E - Recruitment
* Campus Recruitment 
* Referral recruitment
* Summer Internship 
* Contract Recruitment 
* Temporary Recruitment

Recruitment Process Outsorcing :

The recruitment is one of the leading functions that organization outsourced. External service
providers are conducting all or parts of clients' recruitment services. This practice is very
common today and widely accepted in the Industry. This practice will help the organisation in
reducing time and costs in recruitment. Recruitment Process Outsourcing is a form of
business process outsourcing (BPO) where an employer transfers all or part of its recruitment
processes to an external service provider. An RPO provider can provide its own or may assume
the company's staff, technology, methodologies and reporting. In all cases, RPO differs greatly
from providers such as staffing companies and contingent/retained search providers in that it
assumes ownership of the design and management of the recruitment process and the
responsibility of results.
Head Hunting and Poaching:

Head Hunting means you attract the employ of your choice from competitors by the way
offering lucrative packages for beginning the work for your organization .Poaching means
intended to offer job who are already working with another organization and which is

42
 known. Indian retail and software sector are facing this serious brunt of poaching today.
This is very common in BFI sector for gaining immediate advantages. Various implication
presents in this process cracking of relationship and offering unrealistic salary for
immediate gain.

E recruitment:

Internet has created revolution in recruitment and selection process. Career with us or

Job@organisation is common button on Companies website .Today aspirants having global

mindset and information on opening are available online with placement consultant website,

companies website, city line websites and other portal. Organization are collecting database

whole of the year through this and excersing this to its level best. This will help in time and

money cost for the companies and for aspirants it is easier to access it on 24/7.

The E-Recruitment, also called as Online Recruitment, is the process of hiring the potential

candidates for the vacant job positions, using the electronic resources, particularly the internet.

Summer Internship Programme: This programme bridges the gap between concepts
reinforced in class room and real corporate and environmental situation. Corporate having
opportunity to evaluate students for long term perspectives. Internship programme is undertaken
in the discipline concerned. 

Summer internships are usually eight to twelve weeks long and follow the school semesters.

Depending on when the student gets out of school, a summer internship usually starts in May or
June and continues through August. The most common timeframe for summer internships is to
begin right after Memorial Day and to run through the end of the first week of August

Referral recruitment:

OK4KO refer the people for job with your esteemed organization. This is very common
term in starnet fx; in fact, this is the process of recognizing the employee's loyalty and
Values. This means organization need valuable employees like you. 

Campus Recruitment: campus recruitment is the systems where various organizations visit the
college campuses to recruit bright youngsters to work for them. The various selection processes
tend to remain the same for most of the companies. The selection occurs through 3 main steps,  

43
(I) Aptitude test, 
(ii) Group discussion (GD) and, 
(iii) Personal Interview.

Hiring great candidates is a pretty hard job. Recruiters try to dip into their employee's social
network by having them refer candidates they know.

Contract Recruitment:

In this kind of recruitment two basic points to be considered, first abilities to match a job
requirement and the specialized skill and professionalism of contractors.

Communication is critical throughout the process- Contracts, Insurance, accommodation

and expenses all need to organize efficiently and professionally.

Temporary Recruitment:

A Flexible work forces that can respond to your ever changing business demand .This is
recognized by quick, efficient and provide strong level of fit between the requirement of
companies and matching skill, attitude and behavior of candidates. This is one of the most
noticeable effects of downsizing epidemic and labor shortage of past two decades has been
dramatic rise in the use of temporary employees. Today ,JUST IN TIME, can be formed
staffing all types of jobs in the organization including, professional, technical and higher
executive position.

44
Chapter3

45
Objectives of the study
Research objectives in Asiana Times Pvt ltd are to recruit and select the skilled employees. On
the basis of studies by the different authors recruitment and selection is the very important
aspect. In today's time every organization do recruitment and selection process to fill the
vacancy in the organization. Organizations exist to achieve certain goals through people who
are acquired through recruitment and selection. Some research objectives of the recruitment
selection are given below:-

1.To study the selection procedure followed :-

▪ Preliminary interview
It is necessary to have the preliminary interview to evaluate whether the
candidate is physically or mentally fit for job or not. Those candidate who comes
out to be successful in this will go forward to the next step.

▪ Telephonic Interview
It is said that listening intently gives a good idea of what a person want to say
and what a person does not say. The sound, intonations, the varying pressures
that a prospective candidate uses while he/she speaks tells a lot about his/her
attitude. This in turn helps the recruiter to judge that if the candidate would be
suitable for job or not. I personally think that this is a good technique to judge
one's attitude while speaking

▪ Group Discussion
It Broaden the outlook of the participants through cross-fertilization and
exposure to new and different experiences and ideas and enrich their
understanding of the issues under discussion. It is best to evaluate their skills in
interpersonal communication and in expressing their views in a clear manner. It
is the valuable means of obtaining feedback for the training team on verbal
skills, motivation level and personal traits of the participants and characteristics
of the group

▪ Selection test
It is necessary to have the tests as to measure the candidate’s ability and skill. By
focusing on this company can easily identify the candidate's knowledge and
aptitude ability which is very important in every job.

46
2. While doing recruitment company follows direct method recruitment as it reduces
additional cost and the result comes out to be one of the best.
Company mainly uses direct method of recruitment as it reduce the cost of the company
and company prefers the recruiters. Organization find suitable candidates to be
promoted to fill up the higher posts by sending the recruiter to the conventions,
seminars, setting up exhibits at fairs and using mobile office to go to the desired centre’s
are some other methods used to establish direct contact with the job seekers.

3. To search or headhunt people whose skill fits into the company's values.
4. To find the best fit for the organization, the company uses the best method of
recruitment i.e., direct method of recruitment.
5. To analyze the satisfactory level of the employees about Recruitment and Selection
process of Asiana Times

47
 Chapter4

Research Methodology
This chapter explains the projects methodology adopted by researcher. Descriptive type of
research has been carried out in this research. This research provides data about the
population or universe being studied. It can only describe the ‘who, what, when, where, and
how’ therefore, descriptive research is used when the objective is to provide a systematic

48
 descriptive that is a factual and accurate as possible. It provides the number of times
something occurs. Or frequently, lends itself to statistical calculation.

The chapter is organized as follows; research design, sources of data, population and
sampling, research instrument (data collection technique), administration of instrument and
analysis of data.

Research Design:

The research was based on assessing recruitment and selection practices Asiana PVT ltd.
The design was a descriptive study which used both quantitative and qualitative tools to
recruitment and selection practices adopted by Asiana Pvt Ltd. The study was based on the
use of questionnaires. These approaches were used because they were satisfactory tools for
collecting data for the sample population to investigate the topic under study. A research
design is the specification of methods and procedure for acquiring the information needed
to structure or solve the problem. It is the overall operational pattern or framework of the
project that simulated what information is to be collected from which sources and by what
procedure. On the basis of major purpose of our investigation the descriptive research was
found to be most suitable. This kind of research has a primary objective of development of
insight into the problem. It studies the main area where the problem lies and also tries to
evaluate some appropriate courses of actions. This study is based on descriptive in nature;
the research design used for the study of recruitment procedure is quantitative in nature.

The research was done on the basis of questionnaire, where the numbers of questions were

Data Collection Method:

Both primary and secondary source of data were used in conducting the research.

1) Primary Sources

In getting primary data there are several approaches available to gathering data. In order to
human resource department of the company. The method used in collecting the primary data
was questionnaire.

● Questionnaires

The purpose of using questionnaire was to identify and assess the effectiveness of the
recruitment and selection practices of the Asina Times Company. A set of questionnaire
was prepared with open – ended as well as close ended questions.

49
 2) Secondary Sources:

The study also made use of secondary data in collecting information. The sources of the
secondary data include such as company website, books.

Population:

Asiana Times was selected for the study .The population of the study consisted of
employees from the various departments of the company and this included human resource
department, account department, and other different project departments Health, etc

Sample Size:

Sample size is 25-30

Statistical software used:

● MS Excel

AREA OF STUDY

This is done with the primary objective of ascertaining the recruitment and selection process.

SAMPLING

The sample includes all the HR recruiters of Asiana Times .

The respondents are basically HR recruiters and employees for whom a questionnaire has
been prepared.

The sampling technique that has been used is simple and random basis.

50
 Chapter 5

Data Analysis & Interpretation

The data collected through the questionnaire are analyzed to know about the respondents
opinions about various particulars asked in the questionnaire. The data collected from the

51
 questionnaire was entered into spread sheet and the data has been interpreted. The
questionnaire comprises of fourteen questions with subparts for eac

S.N
o. Options Number

1 Strongly agree 13

2 Moderately agree 15

3 Disagree 2

4 Can't say 0

Q1. Principle of right man on the right job is strictly followed/a detailed job-analysis is
done prior recruitment?

a) Strongly agree
b) Moderately agree
c) Disagree
d) can’t say

52
Job analysis

Interpretation:

Job Analysis is the process of studying and collecting information relating to the operations and
responsibilities of a specific job. The immediate products of this analysis are job descriptions
and job specifications. Recruitment needs to be preceded by job analysis. The objective of
employee hiring is to match the right people with the right jobs. The objective is too difficult to
achieve without having adequate job information. Responding to detail job analysis prior
recruitment, 45 % employees say that the principle of right man on the right job is strictly
followed prior to recruitment. Job Analysis is useful for overall management of all personnel
activities. In present scenario company should focus on job analysis as around 5% employees
believes that detailed job analysis is not being done prior recruitment which in future affects
performance of new recruit.

S.N
o Method Percentage

1 Direct recruitment 65

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 2 Indirect recruitment 32

3 Third party 3

Q2: Which method do you mostly prefer for recruitment and

selection preferred way of recruitment?

▪ Direct
▪ Indirect
▪ Third Party

Method of recruitment

32%

65%

3%%

54
Interpretation

The above pie chart shows that about 65% of the mangers go for direct recruitment and
selection process and 32% go for indirect and only 3 % go for third party recruitment way.

Q3: Which are the most important parameter on which candidates are evaluated (give
ratings out of 10)?

S.No Options Number

1 Intelligence 6

2 Aptitude 6

3 Skills 7

4 Experienced 11

Parameters

55
Interpretation

Responding to this question, 37% weightage is given to experience first then second most
weighted parameter is skills then process knowledge and aptitude and lastly attainments are
considered.

Above analysis represents that employees believe that experience and skills are mostly
preferred parameter for evaluating candidates

Q4. Which sources of recruitment is relied upon when immediate requirement arises?

S. No Options Number

1 Internal 18

2 External 9

3 Both 3

Source of recruitment

56
Interpretation

Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. Responding to recruitment source question,
almost all the employees tell that internal sources are relied upon when there is any immediate
manpower requirement in company. Analysis clearly represents that 60% say that internal
sources are better to be opted for immediate opening in organization as company can have
sufficient knowledge about the candidate and it is less costly.

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Q5: What type of interview is taken while selection?

S.No Options Number

1 Patterned 22

2 Stress 3

3 Depth 5

4 Others 0

Type of Interview

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Interpretation

The PATTERNED INTERVIEW format has, a structure to it. There is a set of pre-
determined questions that will be asked from each candidate for a position. The STRESS
INTERVIEW is the interview in which the interviewers try to 'discomfort' the candidates in
various ways and observe how they react to various difficult situations. An IN-DEPTH
INTERVIEW is a qualitative research technique that allows person to person discussion. It
can lead to increased insight into people'sthoughts, feelings, and behavior on important
issues. This type of interview is often unstructured. Responding to the type of interview 73%
employees think that patterned interviews are generally taken. 17% employees have the
opinion that depth interviews are often used. Rest believes that stress or any other type of
interview is being taken.

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 Q6. Is Induction as well as a training program conducted after joining of employees?

S.No Options Number

1 Yes 28

2 No 2

Training Program

Interpretation:

Induction is planned introduction of employees to their jobs, their co-workers and the
organization. Almost all the employees admit that induction as well as training program is
conducted after joining of employees. It is healthy sign for any organization.7% employees
tell that no orientation programme is conducted in company for new joinees.

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Q7. Which external source of recruitment is followed by the company and
givenmore priority?

S.No Options Number

1 Advertisement 13

2 Online job portals 0

3 Consultancy 1

4 Employment exchange 1

External sources of recruitment

Interpretation
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External Sources of recruitment lie outside the organization87% employees think that
Advertisement source is given more priority and 7% employees tell that consultancy is
preferred .

Q8. Which internal source of recruitment is followed by the company and given more
priority?

S.No Options Number

1 Internal promotion 22

2 Employee referral 0

3 Transfer 2

4 Job posting 6

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Interpretation

Internal Recruitment seeks applicants for positions from those who are currently employed.
Responding to above asked question, 73% employees tell that company prefers internal
promotion as internal source of recruitments. And rest 20% say that Job posting is
preferred. Majority of employees actually thinks that internal promotion is given priority
and followed by company as internal source of recruitment.

Q9. What is the weightage given to the following (out of 100%)?

S.No Options Number

1 Written test 55

2 Group discussion 15

3 Final Interview 30

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Interpretation

Responding to this question, maximum weightage is given to Written Test. Group Discussion
is given the least weightage among the three available options.

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Q10. Do you think the present selection process is feasible for selecting the employees?

S.No Options Number

1 Strongly agree 12

2 Moderately agree 16

3 Disagree 2

4 Can't say 0

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Interpretation

Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment. Responding to selection process, 7% employees
think that the present selection process is not feasible for selecting the employees. 40%
employees believe that there exists a feasible and adaptable selection procedure in company

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Chapter 6

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Findings
1. The major challenges faced by HR managers in recruitment of personnel are , Lack of
motivation, Process analysis and Strategic prioritization.

2. It is found that latest recruitment trend i Industry are outsourcing of recruitment

process, poaching/raiding and e-recruitment

3. It is found that a majority of Asiana Times company has preferred both internal and
external sources for recruiting the candidate for the job. The major external sources of
recruitment for Asiana Times companies are Press Advertisement, Educational
Institutions, Placement agencies, E-recruitment and internal sources are
throughTransfer , Promotion and Upgrading.

5. It found that the majority of the company is following the common format for their
selection process. The main stages in the selection process of Asiana Times consist of
Screening Interview, Selection Test, Selection Interview, and Hiring Decision.

6. The interview process of Asiana Times has three stages; Technical Interview,
Management Review and HR interview. Once the candidate clears all the three stages he
is prompted to complete his online application form for offer generation.

7. In the Asiana Times selection process consists of Initial Screening is done on the
basis of applicants and applications. A preliminary interview is conducted so as to select
the suitable candidate who can go through further stages of interviews Job seekers are
invited back after they have passed the first initial interview. Middle or senior
management generally conducts the second interview, together or separately. Finally
background check are taken up before the final decision is taken. After all these

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processes follow up is done, i.e. the selected person is induced and placed in the right
job.

8. Asiana Times recruits fresh professionals from the educational institutions such as
best B school and regional management colleges . Instead, Asiana Times attempts to
find out whether the person being interviewed has excellent learning capabilities and has
shown consistent desire for learning. The fresh graduates being interviewed for a job
should have consistently above average academic performance. Asiana Times also put
greater emphasis to assess their analytical and logical thinking capabilities through case
problems. Further, the company also looks for creating a match between existing
organizational culture and the values of the person being interviewed.

12. The main sources of recruitment for Starfing are database, employee reference,
consultant, E-group’s etc. HR Executive use to validate resumes which are sourced and
interview people who are validated. While searching for fresher two tools are
predominantly used, 1. Starfing 2.Campus for hiring finance and sales person. .
Starfing conduct different type of selection tests for different categories of jobs for
manager –.

14. Selection of candidates is done through multilevel interviews by line manager, Head
HR. On selection roll out the offer made, conduct a medical test, and reference check is
done.

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70
 Chapter 7

LIMITATIONS OF THE STUDY

1. The findings of the study are subjected to bias and prejudice of the respondents as
Employees by and large are reluctant in expressing their feelings/thoughts in the
Questionnaire and tend to be biased.

2. Area of the study is confined to the employees by online mode.

3. Time factor can be considered as a main limitation.
4. The findings of the study are solely based on the information provided by the
respondents.
5. The accuracy of findings is limited by the accuracy of statistical tools used for analysis.
6. Findings of the research may change due to area, demography, age condition of economy
etc.

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7. The student had no prior exposure to the Corporate environment, its work culture, work
ethics etc. To that extent, understanding its dynamics in a limited period, was difficult. This
reflected on obtaining data/information from the Organization for the purpose of this study.

8.The Organization is reluctant to openly share data/information and tend to keep sensitive
data/information confidential which is understandable.

9. Some personnel in the Organization, irrespective of their seniority, cannot pay adequate
attention to the requests of such studies given the constraints of time and the work pressures
prevalent in the Industry today.

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 Chapter 8

Conclusion
Recruitment and selection methods are very important concerning selecting the right
candidate for a job. Google has some of the most creative and innovative ways of recruiting
new employees. They post their job openings on their company website but also use other
outlets such as social media and job search engines. However, Google is not looking for a
specific education or a certain amount of experience. They want an employee who will fit in
with the company’s culture. They use personal attributes in their hiring process to find
candidates that will be the leaders of the company. It is an unconventional approach, but for
the type of business Google is, they need to find creative ways to find the most creative
people. By using the concept map, Google can streamline their process to ensure they are
doing everything they can to find the employees who make the right fit for their company.

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The employees of any organization are its life blood, without doubt. With the dawn of this
realization upon the present day business organizations ,there appears to be a major shift
towards human resource management .In fact, the employees of today are encouraged to
participate in the major decisions and thus play a vital role in the management of the firm.
This study focus on selected Human Resource Practices in Certified level companies from
this study there is a similarity in performing selected Human Resource practices. The biggest
challenges faced by Asiana Times are employee retention and acquisition of talent
workforce. Under present market forces and strict competition, the software companies are
forced to be competitive, software companies must seek ways to become more efficient,
productive flexible and innovative under constant pressure to improve results. The traditional
ways of gaining competitive advantage have to be supplemented with organizational
capability i.e. the firm ability to manage people Organizational capability to relate to hiring
and retaining competent employees and developing competencies through effective human
resource management practices .Indeed sustainable competitive advantage. High performance
work practices provide a number of important sources of enhanced organizational
performance. HR systems have important, practical impacts on the survival and financial
performance of firms and on the productivity and quality of work life of the people in them.

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 Chapter 9

Recommendations
From the study it is realized that recruitment and selection is of great importance to
every organization, though an integral part of human resource planning and
development, it application and operation and challenges makes its practice quite
difficult. These recommendations are therefore made to help make these practices
more effective.

● All applicants must be treated fairly; issues of favoritism should be avoided while
giving the chance to all. Employee referrals though a good idea should be minimized
to cater for a certain number of people rather than a whole scale opportunity. That

75
 gives room to favoritism and at times employment of individuals who might not
contribute meaningfully to organizational output.
● New trends should be involved in recruitment & selection process, this will help in
effective success.
● Need to focus more on developing individuals and assign more responsibilities.

This presents the summary of the study and survey done in relation to the Recruitment and
Selection in Asiana Times pvt Ltd.. The conclusion is drawn from the study and survey of
the company regarding the Recruitment and Selection process carried out there.

The recruitment process Asiana Times pvt Ltd .to some extent is not done objectively and
therefore lot of bias hampers the future of the employees. That is why the search or headhunt
of people should be of those whose skill fits into the company's values.

Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements
and should job profile so that main objective of selecting the candidate could be achieved.

The focus of recruitment and selection is to match the capabilities of prospective candidates
against the demands and rewards inherent in a given job. For this reason, top performing
companies devote considerable resources and energy to creating high quality selection
systems. Recruitment and selection process are important practices for human resource
management, and are crucial in affecting organizational success. The quality of new recruits
depends upon an organization's recruitment practices, and that the relative effectiveness of
the selection phase is inherently dependent upon the caliber of candidates attracted. From the
analysis, recruitment and selection is of prime importance to Asiana Times Pvt Ltd. in order
to get the best of employees, however, it faces lots of challenges in its quest to recruit its
workforce. The issue of employee referrals seems to place unfair advantage over others, as
more often than not, they are favored compared to those who use a different channel. From
the analysis it was realized that, more employee referrals are employed than those who apply
in directly or through the agencies.

SUGGESTIONS

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● Time management is very essential and it should not be ignored at any level of the
process.
● The recruitment and selection through placement agencies as the last resort and is
utilized only when need.
● The recruitment and selection procedure should not to lengthy and time consuming.

● Manpower requirement for each department in the company is identified well

in advance.
● The candidates called for interview should be allotted timings and it should not
overlap with each other.

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 Chapter 10

Annexure
Bibliography
Websites:-

https://asianatimes.com

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www.wikipedia.com
www.bigiterview.com

www.Google.com

Books:-

Recruitment and Selection: A Competency Approach Developing Factors-

Gareth Roberts

Recruiting, Interviewing, Selecting and Orienting New Employees- Diane

Arthur

Recruitment and selection : hiring the right person –Myrna L. Gusdorf

Questionnaire
Q1.Principle of right man on the right job is strictly followed a detailed job –analysis is done
prior recruitment ?

S.No. Options Number

1 Strongly agree 13

2 Moderately agree 15

3 Disagree 2

4 Can't say 0

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Q2. Which method do you mostly prefer for recruitment and
selection preferred way of recruitment?

S.N
o Method Percentage

1 Direct recruitment 65

2 Indirect recruitment 32

3 Third party 3

Q3: Which are the parameters on which candidates are evaluated (give ratings out of 10)?

S.No Options Number

1 Intelligence 6

2 Aptitude 6

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 3 Skills 7

4 Experienced 11

Q4: Which source of recruitment is relied upon when immediate requirement arises?

S. No Options Number

1 Internal 18

2 External 9

3 Both 3

Q5: What type of interview is taken while selection?

S.No Options Number

1 Patterned 22

2 Stress 3

3 Depth 5

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 4 Others 0

Q6. Is Induction as well as a training program conducted after joining of employees?

S.No Options Number

1 Yes 28

2 No 2

Q7. Which external source of recruitment is followed by the company and given
more priority?

S.No Options Number

1 Advertisement 13

2 Online job portals 0

3 Consultancy 1

4 Employment exchange 1

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Q8. Which internal source of recruitment is followed by the company and given
more priority?

S.No Options Number

1 Internal promotion 22

2 Employee referral 0

3 Transfer 2

4 Job posting 6

Q9. What is the weightage given to the following (out of 100%)?

S.No Options Number

1 Written test 55

2 Group discussion 15

3 Final Interview 30

Q10. Do you think the present selection process is feasible for selecting the employees?

S.No Options Number

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1 Strongly agree 12

2 Moderately agree 16

3 Disagree 2

4 Can't say 0

84