RECRUITMENT PROCESS IN A MEDIA

COMPANY

SUMMER INTERNSHIP REPORT

Submitted By

ANIRUDH SINGH

In partial fulfillment of summer internship for the award of the degree

Of
MASTER’S IN BUSINESS ADMINISTRATION

SESSION (2021-2023)
GRAPHIC ERA (DEEMED TO BE UNIVERSITY)
DEHRADUN
 RECRUITMENT PROCESS IN A MEDIA
COMPANY

SUMMER INTERNSHIP REPORT

In partial fulfillment of summer internship for the award of the degree

of
MASTER’S IN BUSINESS ADMINISTRATION

SESSION (2021-2023)
GRAPHIC ERA (DEEMED TO BE UNIVERSITY)
DEHRADUN

Submitted To Submitted by
PRIYANKA GUPTA ANIRUDH SINGH
Faculty of Management Roll. No - 1402835

2
 DECLARATION

I, the undersigned, hereby declare that the Project Report entitled

“RECRUITMENT PROCESS IN A MEDIA COMPANY” in
Avaleh Enterprises written and submitted by me to the Graphic
Era University, in partial fulfillment of the requirement for the
award of degree of Master’s in Business Administration under
the guidance of “Saurabh Kishan” is my original work and the
conclusions drawn therein are based on the material collected by
myself.

Place: ANIRUDH SINGH

Date:

3
CERTIFICATE BY INTERNAL GUIDE

I have the pleasure in certifying that Mr. Anirudh Singh is a

student of Graphic Era (Deemed to be University) of the Master’s
in Business Administration (MBA). His University Roll No is
1402835

He/ She has completed his Internship/ Field Project titled as “HR
Intern” under my guidance.

I certify that this is his original effort & has not been copied from
any other source. This project has also not been submitted in any
other university for the purpose of award of any Degree.

This project fulfils the requirement of the curriculum prescribed

by Graphic Era (Deemed to be University), Dehradun, for the
said course.

I recommend this Internship/ Field Project for evaluation &

consideration for the award of Degree to the student.

Signature: Name of the Guide:

Signature: Name of the Area Chair/ HOD:

4
Certificate

5
 ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without

meaning a word, and on the other hand one can make a simple
expression of gratitude”

I take the opportunity to express my gratitude to all of them who

in some or other way helped me to accomplish this challenging
project in “RECRUITMENT PROCESS IN A MEDIA
COMPANY”. No amount of written expression is sufficient to
show my deepest sense of gratitude to them.
I am extremely thankful and pay my gratitude to our Mr.
Saurabh Kishan for their valuable guidance and support on
completion of this project in its present form.
I am hereby thankful to Mr. Saurabh Kishan for his everlasting
support and guidance on the ground of which I have acquired a
new field of knowledge.
A special appreciative “Thank You” in accorded to all employees
of “Avaleh Enterprises” for their positive support.
I am also acknowledged with deep sense of reverence, my
gratitude towards my parents and member of my family, who has
always supported me morally as well as economically.
At last, but not the least gratitude goes to all my friends who
directly or indirectly helped me to complete this project report.

6
 LIST OF SYMBOLS

Symbol Name

• Bullet

: Colon

, Comma

. Full stop

% Percentage sign

“” "" Quotation marks

‘’ ''

@ At sign

! Exclamation mark

? Question mark

* Asterisk

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 TABLE OF CONTENTS

Sr. No. Title

1 INTRODUCTION
2 REVIEW OF LITERATURE

3 COMPANY PROFILE

4 RESEARCH METHODOLOGY

5 DATA ANALYSIS AND

INTERPRETATION
6 CONCLUSION, SUGGESTION AND
RECOMMENDATION
7 BIBLIOGRAPHY

8
 EXECUTIVE SUMMARY

• Name of the student – Anirudh Singh

• Registration number of the student – 21261086

• Class/section of the student – MBA-3 (HR)

• Phone/mobile number of the student – 9720908852

• Name of the Interning Organization – “Avaleh

Enterprises”

• Address of the Interning Organization – 440-A 440A, Street

No 14, West Guru Angad Nagar Laxmi Nagar, New Delhi -
110092 India

• Date of Joining (start of internship) – 01 JUNE 2022

• Completion of Internship – 1 AUGUST 2022

9
CHAPTER - I

10
 INTRODUCTION

RECRUITMENT

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring,

and onboarding employees. In other words, it involves everything from the identification of a
staffing need to filling it.

Depending on the size of an organization, recruitment is the responsibility of a range of

workers. Larger organizations may have entire teams of recruiters, while others only a single
recruiter. In small outfits, the hiring manager may be responsible for recruiting. In addition,
many organizations outsource recruiting to outside firms. Companies almost always recruit
candidates for new positions via advertisements, job boards, social media sites, and others.
Many companies utilize recruiting software to source top candidates more effectively and
efficiently. Regardless, recruitment typically works in conjunction with, or as a part of
Human Resources.

Human Resource Management, otherwise known as HRM or HR for short, is the function of
people management within an organization. HR is responsible for facilitating the overall
goals of the organization through effective administration of human capital — focusing on
employees as the company's most important asset.

Recruitment is the first step in building an organization's human capital. At a high level, the
goals are to locate and hire the best candidates, on time, and on budget.

At its core, recruiting is a rather simple concept--it encompasses identifying candidates and
hiring them to fill open positions. However, effective recruiting combines a bit of art with
science. It requires implementing repeatable processes that will lead to reliable results, on the
one hand. On the other, it requires sophistication to think outside the box in order to find your
ideal candidate.

The recruitment process is the value-added HR Process. It is about attracting, interviewing,

and hiring new employees. The perfect recruitment includes the adaption of the new hire. It is
about the definition of the job vacancy, designing the appealing recruitment text and offering
the competitive package to the winning candidate. The recruitment process is managed by the
recruitment strategy. HR should always find the right position on the job market as the
candidates flow smoothly through the organization. The recruitment is not just external; the
internal recruitment has a enormous impact on the performance of the company and increases
the satisfaction of employees. The recruitment is not just the operational HR process.
The definition of the recruitment is not easy, and the whole process can be extremely
complex.

11
The recruitment is the essential part of building the competitive advantage. HR has to
define the needed profiles (skills and competencies). The profile of the ideal candidate has to
be aligned with the corporate culture and corporate values. The profile has to support
enhancing the organizational capability. The recruitment is one of the best opportunities to
enrich the organization, and it is the way to build the learning organization. HR
Recruiter has to be skilled to identify the right profile of the best candidate, and they have to
be promoted to managers as the best hiring option.

The recruitment strategy is a key success factor for the process. It defines the competitive
advantage of the organization on the job market. The company has to choose the right mix of
the recruitment sources, recruitment agencies and recruitment messages. The company has to
choose the target groups, and the underlying analysis has to identify the right ways to reach
them.
The recruitment supports the marketing activities of the organization. The hiring of new
people is a strong communication topic for the social media. HR can start building the
engaged social community around its recruitment activities. All marketing specialists should
focus on the close cooperation with Human Resources. The HR Marketing is a strong topic
for discussions in the company. The HR Marketing can build a strong competitive advantage.
The recruitment is the excellent opportunity for the internal promotions and talent
identification. The HR Recruiter interviews many internal candidates and he or she can pass
information to the career development specialists. The recruitment strategy should align the
recruitment function with the career development specialists. The internal recruitment is not
the isolated process. It should move the best talents of the organization to the challenging job
positions. The internal recruitment needs a strong support from the top management. It can be
a conflicting process and it needs clear rules, and procedures defined by Human Resources.
The recruitment process contains many interactions. It is the most difficult HR process with
the value added for the company. The process involves managers, employees, Human
Resources, recruitment agencies and candidates. All participants have the same goal – filling
the job vacancy and they must cooperate smoothly to reach the overall goal. Many
organizations make a mistake of forgetting the candidate. The candidate makes the final
decision. The company offers the job, but the candidate decides. The recruitment process has
to be measured, and main recruitment KPIs have to set. The unmeasured recruitment process
cannot support the success of HR in the organization.
The recruitment is the most sensitive HR process. The changes on the job market are visible
in the measures almost immediately. The excellent process learns HR Professionals to be
flexible and being innovative. The competition on the job market is tough, and the company
has to be winning the best talents. The recruitment must be smart.

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 RECRUITMENT PROCESS

Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions
are analyzed and described. It includes job specifications and its nature, experience,
qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool of
candidates. The potential candidates should be qualified, experienced with a capability to take
the responsibilities required to achieve the objectives of the organization.

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

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 • 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.

Job Analysis
Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities,
skills, abilities, and work environment of a specific job. These factors help in identifying what
a job demands and what an employee must possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to perform them. Its
purpose is to establish and document the job relatedness of employment procedures such as
selection, training, compensation, and performance appraisal.
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.
Job description is generated for fulfilling the following processes −

• Classification and ranking of jobs

• Placing and orientation of new resources
• Promotions and transfers
• Describing the career path
• Future development of work standards
A job description provides information on the following elements −

• Job Title / Job Identification / Organization Position

• Job Location
• Summary of Job

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 • Job Duties
• Machines, Materials and Equipment
• Process of Supervision
• Working Conditions
• Health Hazards
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 −

• Qualification
• Experiences
• Training and development
• Skills requirements
• Work responsibilities
• Emotional characteristics
• Planning of career
Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining the relative
value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job commands how
much pay. There are several methods such as job grading, job classifications, job ranking,
etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage
negotiations.

Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is prepared
for hiring the resources. After completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy to adopt for recruiting the potential
candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following points −

• Make or buy employees

15
 • Types of recruitment
• Geographical area
• Recruitment sources
The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment
strategy include −

• Setting up a board team

• Analyzing HR strategy
• Collection of available data
• Analyzing the collected data
• Setting the recruitment strategy
Searching the Right Candidates
Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will
be initialized. This process consists of two steps −
• Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.
• Selling − Here, the organization selects the media through which the communication
of vacancies reaches the prospective candidates.
Searching involves attracting the job seekers to the vacancies. The sources are broadly divided
into two categories: Internal Sources and External Sources.

Internal Sources
Internal sources of recruitment refer to hiring employees within the organization through −

• Promotions
• Transfers
• Former Employees
• Internal Advertisements (Job Posting)
• Employee Referrals
• Previous Applicants
External Sources
External sources of recruitment refer to hiring employees outside the organization through −

• Direct Recruitment
• Employment Exchanges
• Employment Agencies
• Advertisements

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 • Professional Associations
• Campus Recruitment
• Word of Mouth
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 −

• Reason for change of job

• Longevity with each organization
• Long gaps in employment
• Job-hopping
• Lack of career progression
Conducting Telephonic or Video Interview
Conducting telephonic or video interviews is the second step of screening candidates. In this
process, after the resumes are screened, the candidates are contacted through phone or video
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 resumes/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 to 10 resumes 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
Evaluation and Control
Evaluation and control is the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a costly

17
process; hence it is important that the performance of the recruitment process is thoroughly
evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled effectively.
These include the following −
• Salaries to the Recruiters
• Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.
• Administrative expenses and Recruitment overheads
• Overtime and Outstanding costs, while the vacancies remain unfilled
• Cost incurred in recruiting suitable candidates for the final selection process
• Time spent by the Management and the Professionals in preparing job description, job
specifications, and conducting interviews.

18
CHAPTER - II

19
 LITERATURE REVIEW
History of Human Resource Management
The History of Human Resource Management is the strategie and coherent approach to
the management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the
business.
The terms "human resource management" and "human resources" (HR) have largely
replaced the term "personnel management" as a description of the processes involved in
managing people in organizations. Human Resource management is evolving rapidly.
Human resource
management is both an academic theory and a business pracuce that addresses the
theoretical
and practical techniques of managing a workforce.
Human resource management has it roots in the late and early 1900's. When there are less
labor then there are more working with machinery. The scientifie management movement
began. This movement was started by Frederick Taylor when he wrote about it a book
titled
"The Prineiples of Scientific Management. The book stated, "The principal object of
management should be to secure the maximum prosperity for the employer, coupled with
the maximum prosperity for each employee." Taylor believed that the management should
use the techniques used by scientist to research and test work skills to improve the
efficiency of the workforce. Also around the same time came the industrial welfare
movement. This was usually a voluntary effort by employers to improve the conditions in
their factories. The effort also extended into the employee's life outside of the work place.
The employer would try to provide assistance to employees to purchase a home, medical
care, or assistance for education. The human relations movement is the major influence of
the modern human resource management. The movement focused on how employees
group behavior and how employee feelings. This movement was influeneed by the
Hawthorne Studies,

Functions of of HRM
• Human resource auditing
• Human resource strategic planning
• Manpower panning
• Recruitment / selection
• Induction
• Orientation
• Training
• Management development

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 • Compensation development
• Performance appraisals
• Performance management
• Career planning / development
• Coaching
• Counseling's
• Staff amenities planning
• Event management
• Succession planning
• Talent management
• Safety management
• Stat communication
• Reward

In sourcing:

Companies recruit the candidates and, employ them, train and develop them and utilize the
human resources of these candidates. This strategy is called In-soureing. Companies formulate
and implement this strategy when the corporate strategy is stable.

Out sourcing:

Some service companies depend for their human resources on such external organization
whose core business is to provide human resources. This strategy is ealled Out-soureing.
Outsourcing strategy is more suitable for both the fast growing and diversifying companies.

To search for talent olobally and not iust within the commury

To design entry pay that competes on quality but not on quantum.

To anticipate and final people for positions that do not exists yet.

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 Selection
Selection process is a decision making process. This step consists a number of activities.
Employee selection is the process of putting right men on the right job.
Recruitment and selection in Avaleh Enterprises:
Recruitment:
Recruitment techniques are the means ormedia by which the management contacts prospective
employees or provides necessary information or exchange of ideas order to stimulate them to
apply for jobs.
1. Direct method:
Under direct recruitment scouting, emplovees contacts, and waiting lists are used. In scouting,
representatives of the organisation are sent to educational and training institutions. These
travelling recruiters exchange information with students, clarify their doubts, simulate them to
apply for jobs conduct campus interviews and short list candidates for further screening.
2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to publicise
vacancies.
3. Third party method:
Various agencies can be used to recruit personnel. Publie employment exchanges,
management consulting firms, professional societies, temporary help societies, trade
unions, labour contractors are the main agencies.
4. Internet recruitment:
Various job sites are now available on the internet. The organisation can create profile on such
sites so that various resumes of applicants can be viewed and matched with the requirements
of the job and as much as applicants can be called because almost 25% of net users in India
search for jobs through internet.

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 JOB PART
I am working there as an intern, so I don't have to handle any core responsibilities. I only look
after the supporting work, like: ID Card Activation, Written exam Coordination. Calling
Interview for Selected Participants, Coordinating Interviews, Coordinate and help new
employees to complete joining procedures, taking written exam ete and main work is updating
the files of existing employees, creates new employee’s files.
Interview Scheduling: Scheduling of interviews on the behalf of the senior HR team on
Zoom, MS Teams and offline mode.
Recruiting: Recruiting potential candidates.
Job Advertising: Advertising jobs on various job portals such as LinkedIn, Naukri.com etc.
Promotion: Promoting products and services on various social media platforms
ID card Activations: To activate ID card. it's necessary to take relevant information from
employees. Like Name, Designation, Division, Signature, Picture etc. And then the complete
forms send to the department.
Update old files: Before all employee’s files based on paper, which creates lots of problems
to maintain because it need lot of space, paper, cabinet to keep, spend time to search and main
problem was it has risk to lost. So now we convert it from paper based to computer based. And
search those papers which are missing and add these.
Creates New Files: At a time more than one people can join in an organization and all of
them have different files which creates by us. Lots of papers we have to accumulate with new
files like joining forms, disclosures forms, declaration forms, gratuity forms, Conflict of
Interest, Medical reports, Pre-employment medical test, CV with Certificates, Job
Advertisement, Manpower Requisition forms, CV shortening criteria, Tabulation Sheets (1
interview, written test), Approval note, Appointment Letter etc.
Written exam Coordination: Coordinate written exam in exam period like guard the
candidates in the time of exam. I any candidates’ eels any kind of problem then solve it by
conducting with the respective officer.

23
 Observation:
• HR Division is very alert for selecting candidates and also the process is very
transparent so that they can choose the best candidates among applicants
• In this process there is no nepotism so there are higher possibilities to be selected
without having any back up.
• When they search for any experienced people they give more concentration on
Previous experienced, Educational background, length of services ete so that they en
select the most suitable experienced people.
• When they select entry level candidates than they concentrate more on pro-activeness,
creativeness, ideas which related with the post.
• Avaleh has CV bank. At the time of Selection process they collect CV form the bank
and give chinch to them.
• In the time of calling the candidates for interview or written exam, if the candidates
missed then the officers try hard to inform them.
• HR selects candidates from a pull of application so that they can choose most suitable
But also the process has some problems like the space for written exam is very small, so
accommodation of all candidates as tough. And the difference between calling candidates and
taking interview is very short so sometimes it creates problems to contact with candidates.
Recommendation:
Working environment is very good in Avaleh. They are very friendly to help each other. Any
one feels pleasure to work with Avaleh. If they take corrective decision beginning of starting
a work then many mistakes ean be solved. For example: there are many rooms are available ir
tow of room is converting into a written exam room or then no problem will be arise. If we
consider two or three problems then the functioning process are very good.

24
CHAPTER - III

25
 COMPANY PROFILE

Experts in 360° creative strategic planning and account management with a single-minded
objective of creating impression. Helps to grow your brand’s digital presence with our
specialized and professional marketing services. From ads and endorsements to product
placements, a team of experts takes care of all the essential services to create a robust
presence of your brand digitally. Our association with leading TV and media agencies in
India and globally ensures sufficient space and efficient visibility of your brand’s products.
Research enables us to create the most appropriate strategy and customized plan for the
assured success of your brand.
Avaleh Enterprises is a leading TV & media agency with a strong presence in India and
worldwide. With expertise in various fields from planning advertisement strategies to shooting
exciting ads and getting celebrity endorsements, Avaleh does it all to create a lasting impact.
Their range of expertise includes PR management, digital content management, creation of
customized content, product placement and import or export assistance etc. Make the best out
of new age technology to achieve new milestones for your brand.
They carefully vet each lawyer in the Up Counsel network and only work with lawyers that
provide high-quality services to their clients. If there is an issue with your lawyer’s work,
however, our team will help connect you with a different lawyer at no additional cost or refund
your payment altogether. Our guarantee provides that you will not have to pay for sub-par
legal work.
With Healthcare Success, you’ll never feel like you’re talking to an entry-level person with a
headset on autopilot. We form true marketing partnerships with healthcare
organizations/healthcare providers, combining data-driven, intelligent marketing solutions
with personalized messaging and strategy optimized for your healthcare marketplace brand.

Avaleh Enterprises ventured into three sectors:

• Media
• Healthcare
• FMCG

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Subsidiaries:
• Avaleh Enterprises: It is a leading trader of makhana, sattu, dry fruits, and Indian
spices.
• Avaleh Healthcare Pvt Ltd: It has become a leading supplier of non-surgical items
like beds, bed covers, towel, aprons, and baby clothes.
• Avaleh Media and Entertainment Pvt Ltd: Experts in 360° creative strategic
planning and account management with a single-minded objective of creating
impression.

Avaleh Enterprises Associates:

• Star Plus
• Zee TV
• Sony TV
• Colors TV
• Aaj Tak
• ABP News
Etc.

Avaleh Enterprises Clients:

• Advon
• Liva
• Leminex
Etc.

Media Services:
• Public Relations (PR)
• Media
• Product Placement
• Advertisement
• Search Engine Marketing (SEM)
• Import Export
• Celebrity Endorsement
• Ad-Shoots

27
 • Social Media Marketing (SMM)
• Digital Presence

Public Relations (PR):

Public relations (PR) is the practice of managing and disseminating information from an
individual or an organization (such as a business, government agency, or a nonprofit
organization) to the public to affect their public perception. Public relations (PR) and publicity
differ in that PR is controlled internally, whereas publicity is not controlled and contributed
by external parties. Public relations may include an organization or individual gaining
exposure to their audiences’ using topics of public interest and news items that do not require
direct payment. The exposure mostly is media-based. This differentiates it from advertising
as a form of marketing communications. Public relations aim to create or obtain coverage for
clients for free, also known as earned media, rather than paying for marketing or advertising
also known as paid media. But in the early 21st century, advertising is also a part of broader
PR activities. An example of good public relations would be generating an article featuring a
PR firm's client, rather than paying for the client to be advertised next to the article. The aim
of public relations is to inform the public, prospective customers, investors, partners,
employees, and other stakeholders, and ultimately persuade them to maintain a positive or
favorable view about the organization, its leadership, products, or political decisions. Public
relations professionals typically work for PR and marketing firms, businesses and companies,
government, and public officials as public information officers and nongovernmental
organizations, and nonprofit organizations. Jobs central to public relations include internal
positions such as public relations coordinator, public relations specialist, public relations
manager, and outside agency positions such as account coordinator, account executive,
account supervisor, and media relations manager. Public relations specialists establish and
maintain relationships with an organization's target audience, the media, relevant trade media,
and other opinion leaders. Common responsibilities include designing communications
campaigns, writing press releases and other content for news, working with the press,
arranging interviews for company spokespeople, writing speeches for company leaders, acting
as an organization's spokesperson, preparing clients for press conferences, media interviews
and speeches, writing website and social media content, managing company reputation (crisis
management), managing internal communications, and marketing activities like brand
awareness and event management. Success in the field of public relations requires a deep
understanding of the interests and concerns of each of the company's many stakeholders. The
public relations professional must know how to effectively address those concerns using the
most powerful tool of the public relations trade, which is publicity.

Media:
In mass communication, media are the communication outlets or tools used to store and
deliver information or data. The term refers to components of the mass media communications
industry, such as print media, publishing, the news media, photography, cinema, broadcasting
(radio and television), digital media, and advertising. The development of early writing and
paper enabling longer-distance communication systems such as mail, including in the Persian
Empire (Chapar Khaneh and Angarium) and Roman Empire, can be interpreted as early forms
of media. Writers such as Howard Rheingold have framed early forms of human

28
communication, such as the Lascaux cave paintings and early writing, as early forms of media.
Another framing of the history of media starts with the Chauvet Cave paintings and continues
with other ways to carry human communication beyond the short range of voice: smoke
signals, trail markers, and sculpture. The Term media in its modern application relating to
communication channels was first used by Canadian communications theorist Marshall
McLuhan, who stated in Counterblast (1954): "The media are not toys; they should not be in
the hands of Mother Goose and Peter Pan executives. They can be entrusted only to new artists
because they are art forms." By the mid-1960s, the term had spread to general use in North
America and the United Kingdom. The phrase mass media was, according to H.L. Mencken,
used as early as 1923 in the United States. The term medium (the singular form of media) is
defined as "one of the means or channels of general communication, information, or
entertainment in society, as newspapers, radio, or television.

Product Placement:
Product placement, also known as embedded marketing, is a marketing technique where
references to specific brands or products are incorporated into another work, such as a film or
television program, with specific promotional intent. Much of this is done by loaning products,
especially when expensive items, such as vehicles, are involved. In 2021, the agreements
between brand owners and films and television programs were worth more than US$20
billion. While references to brands (real or fictional) may be voluntarily incorporated into
works to maintain a feeling of realism or be a subject of commentary, product placement is
the deliberate incorporation of references to a brand or product in exchange for compensation.
Product placements may range from unobtrusive appearances within an environment, to
prominent integration and acknowledgement of the product within the work. Common
categories of products used for placements include automobiles and consumer electronics.
Works produced by vertically integrated companies (such as Sony) may use placements to
promote their other divisions as a form of corporate synergy.
During the 21st century, the use of product placement on television has grown, particularly to
combat the wider use of digital video recorders that can skip traditional commercial breaks,
as well as to engage with younger demographics. Digital editing technology is also being used
to tailor product placement to specific demographics or markets, and in some cases, add
placements to works that did not originally have embedded advertising, or update existing
placements.

Advertisement:
The definition of advertising is an industry used to call the attention of the public to something,
typically a product or service. The definition of advertisement is the means of communication
in which a product, brand or service is promoted to a viewership to attract interest,
engagement, and sales. Advertisements (often shortened to ads or adverts) come in many
forms, from copy to interactive video, and have evolved to become a crucial feature of the app
marketplace.
Advertisements are a guaranteed method of reaching an audience. By creating an engaging
ad, and spending enough to reach your target users, advertisements can have an immediate
impact on business. This effect could be seen in improved trade or boosted brand recognition,

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among many different metrics. An advertising strategy typically includes a KPI to measure
this impact.
In-app advertising can take many forms, including text, banners, push notifications and pre-
or post-roll video ads. Such video adverts are usually around 10-15 seconds long (though they
can vary) and normally showcase the product within that time. Increasingly, advertising is
becoming interactive, providing more engagement for users in the era of scrolling. One such
example is the use of deep linking, a feature which allows advertisers to send users directly to
an install page in a single click. As CTV continues to gain prominence in the advertising
space, we’re seeing creative, interactive methods emerge, including the use of QR codes to
direct users from their TVs to the source of the ad on mobile.
Choosing the right format can be a make-or-break decision in advertising. Let’s look at some
of the most common ad formats in mobile advertising and when they can be particularly
effective.
Banner ads
With banner ads, the aim is to display an image and wait for users to view, click and convert
– making quality graphics and a compelling call to action (CTA) essential components.
Interstitial ads
Interstitial ads offer a full-screen experience. These can be used to avoid ‘banner blindness’,
when users become so accustomed to seeing banner ads that they no longer take notice.
Interstitial ads can also be expandable (known as expandable ads), which start out as regular
banner ads before taking up the whole screen.
Native ads
Native advertising is when ads are designed to match the environment in which they are
placed. For example, when you see a ‘sponsored’ tag attached to a YouTube video, this is
native advertising on that platform.
Video ads
As their name suggests, video ads are advertisements in video format. By their nature, video
ads are a popular advertising method because they can be highly engaging, offering great CTR
(click through rate).
Playable ads
By giving users access to interactive gameplay, playable ads let you try before you buy. This
gives users a limited look at an app, offering highlights that should push users to install.
Because users can gauge their interest before purchasing the app, playable ads can be used to
reduce app uninstall rates.
Since advertising is a financial investment, you want to know that it’s working as intended.
Ad tracking is easy with Adjust; it’s as simple as integrating an SDK and creating an Adjust
tracker URL. After that, our dashboard will show you precisely how well your advertisements
are performing, and which channels and campaigns are driving growth. We can also put you
in sync with any of our hundreds of partners so you can advertise to the best sources at a
budget which is right for you.

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Search Engine Marketing (SEM):
Search engine marketing (SEM) is a form of Internet marketing that involves the promotion
of websites by increasing their visibility in search engine results pages (SERPs) primarily
through paid advertising. SEM may incorporate search engine optimization (SEO), which
adjusts or rewrites website content and site architecture to achieve a higher ranking in search
engine results pages to enhance pay per click (PPC) listings and increase the Call to action
(CTA) on the website.
Search engine marketing is the practice of marketing a business using paid advertisements
that appear on search engine results pages (or SERPs). Advertisers bid on keywords that users
of services such as Google and Bing might enter when looking for certain products or services,
which gives the advertiser the opportunity for their ads to appear alongside results for those
search queries.
These ads, often known by the term pay-per-click ads, come in a variety of formats. Some are
small, text-based ads, whereas others, such as product listing ads (PLAs, also known as
Shopping ads) are more visual, product-based advertisements that allow consumers to see
important information at-a-glance, such as price and reviews.
Search engine marketing’s greatest strength is that it offers advertisers the opportunity to put
their ads in front of motivated customers who are ready to buy at the precise moment they’re
ready to make a purchase. No other advertising medium can do this, which is why search
engine marketing is so effective and such an amazingly powerful way to grow your business.
With an increasing number of consumers researching and shopping for products online, search
engine marketing has become a crucial online marketing strategy for increasing a company’s
reach.
In fact, most new visitors to a website find it by performing a query on a search engine.
In search engine marketing, advertisers only pay for impressions that result in visitors, making
it an efficient way for a company to spend its marketing dollars. As a bonus, each visitor
incrementally improves the website’s rankings in organic search results.
Since consumers enter search queries with the intent of finding information of a commercial
nature, they are in an excellent state of mind to make a purchase, compared to other sites such
as social media where users are not explicitly searching for something.
Search marketing reaches consumers at exactly the right time: when they are open to new
information. Unlike most of the digital advertising, PPC advertising is non-intrusive and does
not interrupt their tasks.
Results are immediate with SEM. It is arguably the fastest way to drive traffic to a website.
Search engines use complicated algorithms to ensure the most relevant results are returned for
each search, including location and other available information.
In paid search advertising, sponsored ads appear at the top of and on the side of search engine
results pages to gain more visibility and prominence than the organic results.
Let’s say that you are a customer looking for a product or service online. You go to a search
engine and type in your search terms (also known as keywords).
In your search results page, you will come across various company ads whose keywords match
the keywords in your search.

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These ads appear in prominent locations on the page – along with the other search listings that
match your keywords. The paid listings are highly relevant to your specific search, making it
likely that you will click on them.
Now let’s take a look at how SEM campaigns work from the marketer’s perspective.
SEM networks are self-serve operations. Once a marketer selects a network, they can get a
campaign up within a short period of time.
When setting up a campaign within an SEM network, the marketer is prompted to:
• Conduct keyword research and select a set of keywords related to their website or
product
• Select a geographic location for the ad to be displayed within
• Create a text-based ad to display in the search results
• Bid on a price they are willing to pay for each click on their ad
Text-only ads are easy to produce. Marketers enter a headline, text for the body of the ad, a
call-to-action and a URL for the hyperlink.
Search engine marketing is considered by many to be the most efficient way to spend
marketing dollars.
Examples of search ad networks
The two primary search networks that SEM professionals target are Google Ads (formerly
Google Adwords) and the Bing Ads.
Google AdWords is actually two networks: Google Search Network and Google Display
Network. The first network consists exclusively of search-related websites owned by Google,
while the second includes properties such as YouTube, Blogger and Gmail. The Bing Ads
allows customers to buy ads on both Yahoo’s network of websites and Bing’s network.
While Google Ads is a much larger network (around 2x the size), the pricing is often lower
on Bing Ads. Marketers may be able to get a better rank for a competitive keyword phrase for
less than they get on Google. And some report that the clickthrough rates are higher as well.

Celebrity Endorsement:
Celebrity branding or celebrity endorsement is a form of advertising campaign or marketing
strategy which uses a celebrity's fame or social status to promote a product, brand, or service,
or to raise awareness about an issue. Marketers use celebrity endorsers in hopes that the
positive image of the celebrity endorser will be passed on to the product's or brand's image.
Non-profit organizations also use celebrities since a celebrity's frequent mass media coverage
reaches a wider audience, thus making celebrities an effective ingredient in fundraising.
The celebrity endorsement is a three-way relationship connecting the star, the product and us,
and the internet has worked to draw all of its participants closer and closer together. We’re all
mingling on the same platforms, our photos pinned to the same timelines. Social media
influencers have narrowed the distinction between celebrities’ claims to fame and their ability
to exploit that through sales: Influencers’ notoriety is itself derived from their facility at
moving product. And as rocketing start-ups made their CEOs famous, traditional stars from
Ryan Reynolds to Rihanna have remade themselves as entrepreneurs. Today’s power move is

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not to land a contract as a celebrity spokesmodel, getting paid to get bossed around by some
company, but to become the corporate boss yourself, seizing credit as a co-founder, co-owner,
or creative director.

Social Media Marketing (SMM):

Social media marketing (SMM) (also known as digital marketing and e-marketing) is the use
of social media—the platforms on which users build social networks and share information—
to build a company's brand, increase sales, and drive website traffic. In addition to providing
companies with a way to engage with existing customers and reach new ones, social media
marketing (SMM) has purpose-built data analytics that allow marketers to track the success
of their efforts and identify even more ways to engage.
Connection: Not only does social media enable businesses to connect with customers in ways
that were previously impossible, but there is also an extraordinary range of avenues to connect
with target audiences—from content platforms (like YouTube) and social sites (like
Facebook) to microblogging services (like Twitter).
Interaction: The dynamic nature of the interaction on social media—whether direct
communication or passive “liking”—enables businesses to leverage free advertising
opportunities from eWOM (electronic word-of-mouth) recommendations between existing
and potential customers. Not only is the positive contagion effect from eWOM a valuable
driver of consumer decisions, but the fact that these interactions happen on the social network
makes them measurable. For example, businesses can measure their “social equity”—a term
for the return on investment (ROI) from their social media marketing (SMM) campaigns.
Customer Data: A well-designed social media marketing (SMM) plan delivers another
invaluable resource to boost marketing outcomes: customer data. Rather than being
overwhelmed by the 3Vs of big data (volume, variety, and velocity), SMM tools have the
capacity not only to extract customer data but also to turn this gold into actionable market
analysis—or even to use the data to crowdsource new strategies.
As platforms like Facebook, Twitter, and Instagram took off, social media transformed not
only the way we connect with one another but also the way businesses are able to influence
consumer behavior from promoting content that drives engagement to extracting
geographic, demographic, and personal information that makes messaging resonate
with users.
SMM Action Plan: The more targeted your social media marketing (SMM) strategy is, the
more effective it will be. Hootsuite, a leading software provider in the social media
management space, recommends the following action plan to build an SMM campaign that
has an execution framework as well as performance metrics:
• Align SMM goals to clear business objectives
• Learn your target customer (age, location, income, job title, industry, interests)
• Conduct a competitive analysis on your competition (successes and failures)
• Audit your current SMM (successes and failures)
• Create a calendar for SMM content delivery
• Create best-in-class content

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 • Track performance and adjust SMM strategy as needed
Customer Relationship Management (CRM): Compared to traditional marketing, social
media marketing has several distinct advantages, including the fact that SMM has two kinds
of interaction that enable targeted customer relationship management (CRM) tools: both
customer-to-customer and firm-to-customer. In other words, while traditional marketing
tracks customer value primarily by capturing purchase activity, SMM can track customer
value both directly (through purchases) and indirectly (through product referrals).
Shareable Content: Businesses can also convert the amplified interconnectedness of SMM
into the creation of "sticky" content, the marketing term for attractive content that engages
customers at first glance, gets them to purchase products, and then makes them want to share
the content. This kind of word-of-mouth advertising not only reaches an otherwise
inaccessible audience, but also carries the implicit endorsement of someone the recipient
knows and trusts—which makes the creation of shareable content one of the most important
ways that social media marketing drives growth.
Earned Media: Social media marketing (SMM) is also the most efficient way for a business
to reap the benefits of another kind of earned media (a term for brand exposure from any
method other than paid advertising): customer-created product reviews and recommendations.
Viral Marketing: Another SMM strategy that relies on the audience to generate the message
is viral marketing, a sales technique that attempts to trigger the rapid spread of word-of-mouth
product information. Once a marketing message is being shared with the general public far
beyond the original target audience, it is considered viral—a very simple and inexpensive way
to promote sales.
Customer Segmentation: Because customer segmentation is much more refined on social
media marketing (SMM) than on traditional marketing channels, companies can ensure they
focus their marketing resources on their exact target audiences.
Tracking Metrics
According to Sprout Social, the most important social media marketing (SMM) metrics to
track are focused on the customer: engagement (likes, comments, shares, clicks); impressions
(how many times a post shows up); reach/virality (how many unique views an SMM post has);
share of voice (how far a brand reaches in the online sphere); referrals (how a user lands on a
site); and conversions (when a user makes a purchase on a site). However, another very
important metric is focused on the business: response rate/time (how often and how fast the
business responds to customer messages).
When a business is trying to determine which metrics to track in the sea of data that social
media generates, the rule is always to align each business goal to a relevant metric. If your
business goal is to grow conversions from an SMM campaign by 15% within three months,
then use a social media analytics tool that measures the effectiveness of your campaign against
that specific target.
Tailored social media marketing (SMM) campaigns that instantly reach a range of target
audiences are clearly advantageous to any business.
But—like any social media content—SMM campaigns can leave a company open to attack.
For example, a viral video claiming that a product causes illness or injury must be addressed
immediately—whether the claim is true or false. Even if a company can set the record straight,
false viral content can make consumers less likely to purchase in the future.

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• Social media marketing (SMM) uses social media and social networks—like
Facebook, Twitter, and Instagram—to market products and services, engage with
existing customers, and reach new ones.
• The power of social media marketing comes from the unparalleled capacity of social
media in three core marketing areas: connection, interaction, and customer data.
• Social media marketing has transformed the way businesses are able to influence
consumer behavior—from promoting content that drives engagement to extracting
personal data that makes messaging resonate with users.
• Because social media today is so ubiquitous, marketing techniques using these
platforms are extremely important for businesses.

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CHAPTER - IV

36
 RESEARCH METHODOLOGY

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.

A careful consideration of study regarding a particular concern or problem using scientific

methods. According to the American sociologist Earl Robert Babbie, “Research is a
systematic inquiry to describe, explain, predict, and control the observed phenomenon.
Research involves inductive and deductive methods.”

Inductive research methods are used to analyze an observed event. Deductive methods are
used to verify the observed event. Inductive approaches are associated with qualitative
research and deductive methods are more commonly associated with quantitative research.

Research method is defined as the tools or instruments used to accomplish the goals and
attributes of a study. Think of the methodology as a systematic process in which the tools or
instruments will be employed. There is no use of a tool if it is not being used efficiently.

Research begins by asking the right questions and choosing an appropriate method to
investigate the problem. After collecting answers to your questions, you can analyze the
findings or observations to draw appropriate conclusions.

When it comes to customers and market studies, the more thorough your questions, the better.
By thoroughly collecting data from customers through surveys and questionnaires, you get
important insights into brand perception and product needs. You can use this data to make
smart decisions about your marketing strategies to position your business effectively.

RESEARCH is a 'careful investigation or inquiry especially through search for new facts in
any branch of knowledge'.

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The project is a systematie presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations.

The data has been collected from both the sources primary and secondary sources

KIND OF RESEARCH

Exploratory Research

This kind of research has the primary objective of development of insights into the problem.
It studies the main area where the problem lies and also tries to evaluate some appropriate
courses of action.

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 RESEARCH DESIGN
A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattem or framework of
the project that stipulates what information is to be collected from which source and be what
procedures.

"A research design is the arrangement of the condition for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure"

Design Decision happen.

1. What is study about?

2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data be found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analysed?

39
CHAPTER – V

40
 DATA ANALYSIS AND INTERPRETATION
Recruitment is a nuanced process that requires extensive research, thorough procedures, and
finesse in order to produce high-quality hires with regularity. With that in mind, here are out
top-three tips for effective recruitment:

• Look internally before externally: there’s a good chance the best candidate for your
position is already working for your organization. Internal candidates are already
familiar with and contributing to your corporate culture and goals. Given their past
success within your organization, it is reasonable to expect they will continue to excel
in a new position.
• Reach out to “passive” candidates: there is a good chance your ideal candidate is not
actively looking for a new job and will not respond to your job board ad. Why?
Because they’re likely already employed elsewhere. After all, why wouldn’t your
competitors also want to employ your ideal candidate? Therefore, effective recruiting
requires you to look outside of your applicant pool for top talent. Encouraging your
staff to attend industry conferences and participate in professional organizations;
developing relationships with local university business schools (or other relevant
departments); searching social media sites (i.e. LinkedIn) for strong resumes from
candidates who might not be actively looking for a new job; and encouraging your
employees to refer people they know or are connected to are all important
mechanisms through which to expand your recruitment network.
• Hire the sure thing: according to two authors and experts, you should hire the person
who is already excelling doing the exact job in your industry. Past success, in other
words, is the best indicator of future success.

At its core, recruiting is a rather simple concept--it encompasses identifying candidates and
hiring them to fill open positions. However, effective recruiting combines a bit of art with
science. It requires implementing repeatable processes that will lead to reliable results, on the
one hand. On the other, it requires sophistication to think outside the box in order to find your
ideal candidate.

1. Identify the hiring need

The hiring process begins by identifying a need within your organization. This need could
vary from filling a vacated position, better managing a team’s workload, or expanding the
reach of organizational tasks. Positions are, in other words, either newly formed or recently
vacated.

2. Devise A Recruitment Plan

Once an organization identifies a hiring need, it should begin recruitment. In the case of
newly formed positions, organizations should clearly identify how the new role aligns with its
goals and business plan. Organizations should also keep relevant internal teams and
employees apprised of the new position at each stage of the hiring process. It’s important that
all those involved in the hiring decision agree to the hiring process, steps, and appropriate
communication channels. Recruitment also includes strategizing how to publicize the new

41
position, both internally and externally; criteria for initial candidate screening; what the
interview process will look like; and who will conduct interviews.

3. Write a job description

The hiring staff should start by generating a job description that includes a prioritized list of
job requirements, special qualifications, desired characteristics, and requisite experience. The
job description should also include information regarding salary and benefits.

4. Advertise the Position

Identifying highly-qualified potential candidates begins internally. Start, therefore, by

notifying current employees of the opening. Advertising the job may stop there, if you are
determined to fill the position internally. If, however, you are interested in external
candidates, you should include this information when you notify internally. External publicity
will likely consist of utilizing a combination of the company’s website and social media
platforms, job posting sites like LinkedIn, job fairs, industry publications and events, local
newspaper advertisements, and word-of-mouth recruitment. Publicity will likely consist of
utilizing a combination of the company’s website and social media platforms and job posting
sites like LinkedIn, industry publications, and local newspaper advertisements.

5. Recruit the Position

Beyond simple job posts, the hiring staff should reach out directly to desirable candidates via
LinkedIn, social media, and job fairs. Active recruitment will help generate applications from
potential candidates who are not actively searching for new jobs but may be perfect for the
available position.

6. Review Applications

Your organization likely already has a mechanism in place to receive applications--via email,
an applicant tracking system (ATS), etc. In many cases, the review process begins with
Human Resource representatives who review the applications and eliminate any candidate
who does not meet the minimum requirements for the position or the company more
generally. In other instances, the hiring team or hiring manager may prefer to review each
application. Once a batch of qualified applications are assembled, the hiring staff should
review the remaining candidates and identify those they want to interview.

7. Phone Interview/Initial Screening

Initial interviews typically begin with phone calls with HR representatives. Phone interviews
determine if applicants possess the requisite qualifications to fill the position and align with
an organization’s culture and values. Phone interviews enable organizations to further pare
down the list of candidates while expending company resources efficiently.

8. Interviews

Depending on the size of the organization and hiring committee, one or several interviews are
scheduled for those remaining candidates. Interviews include:

42
 • Early interviews are typically one-on-one, in-person interviews between the
applicants and the hiring manager. Early interviews conversations typically focus on
applicants’ experience, skills, work history, and availability.
• Additional interviews with management, staff, executives, and other members of the
organization can be either one-on-one or group interviews with the hiring committee.
They may be formal or casual; on-site, off-site, or online via Skype, Google
Hangouts, etc. Additional interviews are more in-depth; for example, in interviews
between a candidate and multiple members of the hiring team interviewer, each
member of the hiring team focuses on a specific topic or aspect of the job to avoid
redundancy and ensure an in-depth conversation about the role and the candidates
qualifications and experience. Note: at this stage, you should also inform the
candidates you elect not to request an interview that the search has moved forward
and they are no longer under consideration.
• Final interviews often include conversations with the company’s senior leadership or
a more in-depth discussion with an interviewer from an earlier stage in the hiring
process. Final interviews are typically extended only to a very small pool of top
candidates.

9. Applicant Assessment

Once the interviews are completed, or during their completion, company’s often assign
applicants one or more standardized tests. These exams measure a wide range of variables,
including personality traits, problem-solving ability, reasoning, reading comprehension,
emotional intelligence, and more.

10. Background Check

Your initial job posting should indicate that all candidates are subject to a background check.
Background checks review candidates’ criminal record, verify employment history and
eligibility, and run credit checks. Some organizations also check social media accounts
(Facebook, Twitter, etc.) to make sure potential employees are likely to represent the
company in a professional manner. Drug testing may also be warranted, depending on the
position.

11. Decision

After conducting background and reference checks, the hiring staff identifies their top choice.
The hiring staff should also select a backup candidate, in case the top choice declines the
offer or negotiations fail to produce a signed offer letter. In the event that no candidates meet
the hiring criteria, the hiring staff should determine whether or not to start the hiring process
over. If so, the hiring staff should discuss whether or not to adjust or alter the hiring process
in order to yield more favorable candidates.

12. Reference Check

Reference checks should verify any pertinent information shared by the candidate about
previous employment--job performance, experience, responsibilities, workplace conduct, etc.
A typical question to ask references is “Would you rehire this person?”

13. Job offer

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Once a top candidate is identified, the organization should extend an initial offer. The offer
letter should include the position’s salary, benefits, paid time off, start date, potential
severance pay, working remotely policy, included company equipment and other terms and
conditions of employment. Negotiations are likely to follow. Therefore, the hiring staff
should determine internally which elements of the offer letter are negotiable, and which are
not. It is typical for terms like salary, flexible work schedule, and working remotely to be
negotiable.

14. Hiring

After negotiations, once the candidate accepts the job offer they are hired. An accepted offer
letter begins a process of filling out and filing paperwork related to employment. Forms and
paperwork might include:

• Form W-4
• Form I-9 and E-Verify
• State Withholding and Registrations
• A checklist with all required paperwork to be completed by new employees
• An organization’s employee handbook

15. Onboarding

Hiring a new employee does not conclude the hiring process. Onboarding your new worker in
a welcoming and professional way will help integrate them in a manner that lays the
groundwork for a long-term productive relationship between them and your company. A
welcome letter is strongly advised. From there, relevant management should reach out to the
employee before their start date to welcome them to the organization. Their work space
should be prepared, cleaned, and equipped with the necessary credentials and equipment
before their first day. If an orientation is part of the onboarding process, make sure your
employee has a clear understanding of the expectations and scheduling of those events.
Lastly, consider assigning your new employee a mentor, which will help them settle in to
their new position and organization, and set them up for long term growth and success.

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CHAPTER – VI

45
 FINDINGS
After the data analysis and interpretation, the findings are:

➢ Recruitment differs from company to company for each category.

➢ The company do utilize internet sites for the recruitment process and for finding the
talent candidate.
➢ It is observed that the company are utilizing the job description in order to make
screening process more efficient.
➢ The recruitment and selection process is decentralized.

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 CONCLUSION
Recruitment as being one of the major topic is required by most of the Organization. Hence
the study helped in understanding the various aspects of recruitment and selection process. In
the Avaleh Enterprises the sources of Recruitment is effective, the internal Selection of the
organization also in an economical means which also reduce costs, only after looking the
efficiency of the existing employee towards the company and his sincerity that employee will
be selected, in Avaleh Enterprises the effective Selection process is adopted in the last 7
years. It can be retained as such. Also the emplovee of Avaleh Enterprises are satisfied with
the Recruitment and Selection Process. Also they are well aware about the various sources
and methods of Recruitment and Selection.

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 RECOMMENDATIONS
The suggestions based on the data analysis, interpretation and findings are as follows-

• Hiring less number of people will facilitate more personal interaction between the

interns and their leader and manager.

• Hiring less number of people will make skimming for permanent people easier.

• The response time towards the applied candidates can be reduced to increase the

satisfaction towards the company’s recruitment and selection.

• The resume skimming and data distribution amongst the employees have to be

done more carefully in order to reduce repetitions of interview with the same

candidates.

• Telephonic interviews tend to give out the personal phone numbers of the interns

during online internship, the medium can be switched to apps like zoom or

google meet to avoid that.

• Personal progress tracking of an intern would help in morale boosting and also

will give rise to improved confidence in the company.

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 BIBLIOGRAPHY
i. K Ashwathapa, (1997) Human Resource and personnel Management,
ii. David A. DeCenzo, Fundamental of Human Resource Management
iii. https://www.jobsoid.com
iv. https://www.questionpro.com
v. https://www.ohrc.on.ca
vi. https://www.jotform.com
vii. https://www.searchco.techtarget.com
viii. https://www.dimagi.com
ix. https://www.smartrecruiters.com
x. https://www.queryz.com
xi. https://www.innovativeadagency.com
xii. https://www.hrhelpboard.com

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