Summer Internship Project Report

On

 “Recruitment process and strategies ” 

Submitted for the partial fulfilment

towards the award of the degree in
Master of Business Administration of Dr.
A.P.J Abdul Kalam Technical University, Lucknow 

Submitted by: Raksha Kumari

ROLL NO-2101330700111

Batch: MBA 2021-23

Under the supervision of

Mrs. Meenu Chaudhary

School of Management

Noida Institute of Engineering and Technology (NIET)

(AN AUTONOMOUS INSTITUTE)
Affiliated to DR. A.P.J. Abdul Kalam Technical University, U.P,
Lucknow , Plot No .19 Knowledge Park II, Greater Noida, Gautam
Buddha Nagar, (UP), India 201306
 CERTIFICATE ISSUED BY ORGANISATION

Aug 1, 2022
Internship Offer with Square Yards Consulting Pvt. Ltd

THIS AGREEMENT is made

BETWEEN

Square Yards Consulting Pvt. Ltd.

A Company incorporated under Companies Act, 1956 in the Republic of India and having its
Registered office B-3/96,
Safdarjung Enclave, New Delhi-110029 (hereinafter called "the Company" which expression
shall include its associated
companies, successors and assigns) of the one part;
AND
Raksha Kumari, D/o. Sh. Raj Kumar R/o. Kali Bari Road ward no 41 Malighat Near Vaishno
Mata Mandir
(Herein after referred to as the “the Employee” which expression shall include its
successors and assigns) of the other part; It is agreed that the Company will employ
Raksha Kumari as HR Intern of the Company on the particulars/ Terms and conditions as
Laid down in the.

Annexure A

To this Agreement appended hereto, and on terms and conditions as enumerated

Hereinafter in this Agreement:

We look forward to you joining us. Please do not hesitate to call us for
any information you may need. Also, please sign the duplicate of this
offer as your acceptance and forward the same to us.

Digitally Signed

Parixit Saxena
Annexure A

You shall be governed by the following terms and condition of service during
your internship with Square Yards, and those may be amended from time to
time.

1. You are being hired as a HR Intern and I would be your Reporting Manager
and Mentor during the internship. As a HR Intern, you would be responsible
for tasks and responsibilities articulated in our internship posted on
Shine.com.
2. Your date of joining is on or before 1st Aug 2022 and the duration of the
internship would be 60 days. During this time, you are expected to devote your
time and efforts solely to Square yards work. You are also required to let your
mentor know about forthcoming events (if there are any) in advance so that
your work can be planned accordingly.

3. You will be working physically in our Noida Sector 03 D-7 Office for the
duration of the internship. There will be catch ups scheduled with your
mentor to discuss work progress and overall internship experience at regular
intervals.
4. All the work that you will produce at or in relation to Square Yards will be the
intellectual property of Square Yards. You are not allowed to store, copy, sell,
share, and distribute it to a third party under any circumstances. Similarly, you
are expected to refrain from talking about your work in public domains (both
online such as blogging, social networking site and offline among your friends,
college etc.) without prior discussion and approval with your mentor.

5. We take data privacy and security very seriously and to maintain

confidentiality of any students, customers, clients, and companies’ data and
contact details that you may get access to during your internship will be your
responsibility. Square Yards operate on zero tolerance principle with regard to
any breach of data security guidelines. At the completion of the internship,
you are expected to hand over all Square Yards work/data stored on your
Personal Computer to your mentor and delete the same from your machine
6. During the appointment period you shall not engage yourselves directly
or indirectly or in any capacity in any other organization (other than
your college). In the event of breach of this condition, this appointment
is liable to be terminated forthwith by the company. In addition, you
shall be liable to pay liquidated damages to the Company of an extent
estimated by the Company.

7. Under normal circumstances either the company or you may terminate

this association by providing a notice of 7 days without assigning any
reason. However, the company may terminate this agreement forth
with under situations of in-disciplinary behaviors.
8. You are expected to conduct yourself with utmost professionalism in
dealing with your mentor, team members, colleagues, clients and
customers and treat everyone with due respect.

9. Square Yards is a India’s largest real-estate proptech platform and we

love people who like to go beyond the normal call of the duty and can
think out of the box. Surprise us with your passion, intelligence,
creativity and hard work – and expect appreciation & rewards to
follow.
10.Expect constant and continuous objective feedback from your
mentor and other team members and we encourage you to ask for
and provide feedback at every possible opportunity. It’s your right to
receive and give feedback – this is the ONLY way we all can
continuously push ourselves to do better.

11.Have fun at what you do and do the right thing – both the
principles are core of what Square Yards stands for and we
expect you to imbibe them in your day-to-day actions and
continuously challenge us if we are falling short of expectations on
either of them.

12.You will be provided a consolidated as stipend of Rs 6,000.All the

office related expenses (phone calls, Internet etc., if any) would be
reimbursed on actual basis. If you leave before one month, Stipend
shall not be paid and if you leave before 3 months, we shall not
provide an internship certificate.
 I have negotiated, agreed, read and understood all the terms and
conditions of this Internship letter as well as Annexure here to and
affix my signature in complete acceptance of the terms of the letter.

Date: 01-08-2022

Signature:

Place: Name:

DECLARATION

I Raksha Kumari hereby declare that project entitled “Recruitment process

and strategies” is a record of original work done by me. The findings and

conclusions of this project report are based on my study and experience,

and are conducted under the guidance of Mrs. Meenu Chaudhary.

I also declare that this project is result of my effort and the report is

submitted in partial fulfillment of the requirements of MBA program of

Noida Institute of Engineering and Technology, Greater Noida and it is not

being submitted to any other institution for award of a degree or any

personal favor. All details stated above and analysis provided in the report

is and hold the best of my knowledge and belief.

 _____

(MBA-3rd SEM.)

Raksha

Kumari

(Signature of the

Student)
 ACKNOWLEDGEMENT

I take this opportunity to thank Ritiz Raj for giving me the opportunity to

work for this project and I would like to express my sincere thanks to

Sunakshi Chauhan who helped, inspired and mentored me and without

their help this project report would not have taken its current shape. Under

their brilliant untiring guidance, I could complete the project being

undertaken on the “______” successfully in time. Their meticulous attention

and invaluable suggestions have helped me in simplifying the problem

involved in the work. I would also like to thank the overwhelming support of

all the people who gave me an opportunity to learn and gain knowledge

about the various aspects of the industry.

I once again express my heartfelt in deftness to all-aforesaid. Any omission

or error in acknowledgment is inadvertent. For such oversights and lapses, I

tender unconditional apology.

TABLE OF CONTENT

1. Introduction of the topic

1.1 Introduction
1.2 Objective of the study
1.3 Need and scope of the study
1.4 Limitations of the study
2. Company profile
2.1 History of the company
3. Research methodology
3.1 Research Design
3.2 Sample size
3.3 Statistical tool used
4. Data analysis and interpretation
4.1 Data Analysis
4.2 Data Interpretation
5. Conclusion
5.1 Findings
5.2 Recommendations
5.3 Learnings in the study
5.4 Managerial Implication of the study
5.5 Societal implication of the study
Bibliography
 Introduction of the topic

As we know that the human resources are the most important asset of an
organization. The success or failure of an organization is largely dependent
on the caliber of the people working therein. Without positive and creative
contributions from people, organizations cannot progress and prosper. In
order to achieve the goal or perform the activities of an organization,
therefore, firstly we need to plan proper manpower planning because it is
the essential process of getting the right number of qualified people into
the right job at the right time so that an organization can meet its
objectives. It is a system of matching the supply of people with openings the
organization expects over a given time frame. After the manpower planning
we need to recruit people with requisite skills, qualifications and experience
to perform the activities of an organization. Therefore,
“Recruitment is a true sales function. A recruiter should uncover the needs
of the applicants and understand why they have those needs and the
recruiter can then show how the organization can specifically satisfy such
need. Recruitment provides a pool of applicants for selection. Selection is
much more than just choosing the best candidate. It is an attempt to strike
a happy balance between what the applicant can and wants to do and what
the organization requires. Various selection tools and techniques are used
to find people with relevant qualifications who are willing to accept the job
offer and give satisfactory service and performance in the long run
 Objective of the study
OBJECTIVES
It is divided in two categories:
Primary Objective: To analyze the effectiveness of recruitment and selection
procedure in Sqaure Yards Consulting Pvt. Ltd.
Secondary Objective: To highlight the recruitment and selection policies of
the companies.

RATIONALE RESEARCH
Square Yards is India’s largest integrated platform for Real Estate &
Mortgages and one of the fastest growing Proptech platform in UAE, Rest of
Middle East, Australia & Canada. Square Yards platform offers an integrated
consumer experience & covers the full real-estate journey from search &
discovery, transactions, home loans, interiors, rentals, property
management and post-sales service – fully integrating buyers to an
extensive network of 500+ partner real estate developers, 150,000+ Agents
and 100+ banks & NBFCs. Square Yards is also building B2B disruptive SaaS
platforms for stakeholders such as Developers, Banks and Agents
Square Yards today rank in the top 20 consumer tech start-ups in India in
terms of GTV (~USD1bn), top 50 in terms of revenue (~USD50mn) and is
amongst the handful of consumer tech start ups in India which are
profitable. Square Yards has achieved a significant scale in just 6 years and is
one of the few Indian start-ups which have successfully expanded globally.
It has direct presence in 20+ cities globally and has more than 5000+
employees across 9 Countries - one of the few Indian startups to have
transitioned successfully to Global landscape, with more than quarter of
revenues coming from the global markets such as Middle East, Australia and
Canada.
With the help of Data Analytics and VR tools, squareyards.com is trying to
disrupt the traditional eco system of marketplaces, with a bet on building
the first MLS in India. At the same time, adjacent B2C platforms such as
Square Capital, Azuro, Interior Company, Props AMC & Prop VR are scaling
up to become category leaders led by significant strategic benefits of
playing the entire value chain

Need and scope of the study

The scope of Recruitment and Selection is very wide and it consists of a

variety of operations. Resources are considered as most important asset to
any organization. Hence, hiring right resources is the most important aspect
of Recruitment. Every company has its own pattern of recruitment as per
their recruitment policies and procedures.
The scope of Recruitment and Selection includes the following operations −
 Dealing with the excess or shortage of resources
 Preparing the Recruitment policy for different categories of
employees
 Analyzing the recruitment policies, processes, and procedures
of the organization
 Identifying the areas, where there could be a scope of
improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective
hiring of resources

Any organization wants it future to be in good and safe hands. Hence, hiring
the right resource is a very important task for any organization.
 Limitations of the study

1. Process consumes a lot of ti me:

Recruitment is a lengthy process, and the recruitment for
stakeholders might take a lot of ti me to find the correct
candidates. A recruitment team isn’t helpful when you want a
candidate to fi ll a vacant positi on immediately.

2. Communicati on gap:
The only way to communicate with the recruitment team is
via emails or telephones. There can be times where the team
doesn’t properly understand what the company wants and
finds a wrong candidate.

On the other hand, the company’s HR department is always

there, so they can proacti vely search according to the
company’s need. They understand the business model in a
bett er way as well.

3. Not practi cal for temporary hires:

Hiring a recruitment team for fi nding candidates for project
work isn’t ideal since the person is only going to work for a
limited ti me. So, you will only have to bear the load of fi nding
employees on a temporary basis.

In such circumstances, the cost of operati on goes higher than

the benefi ts the company gets on by making the hire.

Face to face communication with the candidates applying for the jobs
was not possible at first time as all the interviews were conducted on
the telephone itself.

Sample size was small so the findings cannot be generalized.

Recruiters were reluctant to give sufficient information for the study.

Analysis of data obtained from the questionnaires was done on the

assumption that the respondents gave correct information.
 Company profile

I feel pleasure to present this project report as a part of curriculum of

MBA course. The objective of this internship was to know the intricacy
involved in the recruitment process and how a candidate is on-boarded
i n a company.

For this project, the random respondents are taken in all over India. I had
to screen there resume and CV from Shine.com, Naukri.com, Monster
etc and has to collect information through taking telephonic interview of
the candidates for the open positions.

First Phase of my internship was of Training, in which we were taught in

detail about the end to end recruitment process i.e., Planning, Sources,
Screening, Selecting, and Hiring and send the interview invitation to the
candidate for the interview and mail all the details related to company
and profile.

On bonding: We were being taught how to pitch the candidates for

vacant position in Square Yards’

Second Phase started after the 3 days of the training. Square Yards
assigned me the target of joining i.e., 8 joining in 60 days. Firstly, we
have to screen the CVs of the candidates from the Shine, Naukri and
from many more portals of recruitment. After screening the CV we have
to take a small telephonic interview of them and shortlist their profile if
found suitable for the company and if candidate are interested for
same.

I also attempted to gather more information on basic job functions of

other departments to have better understanding of the relation between
them and the HR department. I successfully completed all the
Assigned duties and handed them over to the senior supervisor at the
end of the internship.
 ABOUT THE COMPANY

Square Yards is India’s largest integrated platform for Real Estate & Mortgages
and one of the fastest growing Proptech platform in UAE, Rest of Middle East,
Australia & Canada. Square Yards platform offers an integrated consumer
experience & covers the full real-estate journey from search & discovery,
transactions, home loans, interiors, rentals, property management and post-
sales service – fully integrating buyers to an extensive network of 500+ partner
real estate developers, 150,000+ Agents and 100+ banks & NBFCs. Square Yards
is also building B2B disruptive SaaS platforms for stakeholders such as
Developers, Banks and Agents

They have a large team of dedicating recruiters, who are just used to recruit the
right candidate for the company on.

They are a team of 5000+ experienced professional. Square Yards today ranks
in the top 20 consumer tech start-ups in India in terms of GTV (~USD1bn), top
50 in terms of revenue (~USD50mn) and is amongst the handful of consumer
tech start ups in India which are profitable. Square Yards has achieved a
significant scale in just 6 years and is one of the few Indian start-ups which
have successfully expanded globally. It has direct presence in 20+ cities globally
and has more than 5000+ employees across 9 Countries - one of the few Indian
startups to have transitioned successfully to Global landscape, with more than
quarter of revenues coming from the global markets such as Middle East,
Australia and Canada. They have first-hand experience, and also aware of the
gaps that exist in hiring and retaining HR. This organization is backed by a rich
proprietary network of professionals who continuously feed CVs into our
unique database. The USP of this database is the fact that several candidates
may not be registered on job search portal or for that matter seeking an
immediate movement. The network also enables them to headhunt efficiently.
With the help of Data Analytics and VR tools, squareyards.com is trying to disrupt the
traditional eco system of marketplaces, with a bet on building the first MLS in India.
At the same time, adjacent B2C platforms such as Square Capital, Azuro, Interior
Company, PropsAMC & PropVR are scaling up to become category leaders led by
significant strategic benefits of playing the entire value chainby a rich proprietary
network of professionals who continuously feed CVs into our unique database. The
USP of this database is the fact that several candidates may not be registered on job
search portals or for that matter seeking an immediate movement. Our network also
enables us to headhunt efficiently.
The candidates are identified and evaluated by us for fitment, by going beyond the
norms of education qualification prerequisites. Our objective is to ensure that the
candidates deliver in the current role and in parallel develop themselves for the next
higher role. The overarching objective is to deliver long term value for the client as
also the candidate. Being a young organization, we demonstrate zeal to service the
client beyond their expectations.
Our proprietary network of professional not only spots and places talent but also
mentors the candidates in their professional journey. This ‘lifeline’ of ‘on tap’ expert
help surely brightens the chances of success for the candidates place by us.
 Mission:

By creating innovative propositions that create value for all stakeholders, to

address the gaps that prevails in the current market space.

Our Strengths: Our Values:

 Practical wisdom emanating from experience  Participative culture

 State of the art technology platform  Transparency in
 Proprietary Network of Professionals dealings
 Unique data base  Integrity of thought
and action
 Respect for individuals
 Long term perspective
Functional Expertise Sectors Serviced

 Sales and Sales  End to end Property

Management selling
 Business  Interior
Development  Mortgages
 Channel  Loans
Development  Etc
 Distribution
Management
 HR Resourcing
 Training and
Mentoring
 Placement:

The team of Square Yards boasts of a combined experience of over 10 years.

They are cognizant of the challenges faced by these industries and offer
solutions to bridge the gaps. Since the company have first-hand experience,
they are also aware of the gaps that exist in hiring and retaining HR. Square
Yards is backed by a rich proprietary network of professionals who
continuously feed CVs into our unique database.

By going beyond the norms of education and qualifications prerequisites, the

candidates are identified and evaluated by us for fitment. The objective is to
ensure that the candidates deliver in the current role and, in parallel, develop
themselves for the next higher role. We demonstrate zeal to service the clients
beyond their expectations, by a young organization.

Business Associate:

Why join Square Yards as a business associate:

• It has become a part of an ever-growing professional network with 5000+

employees.
• Square Yards is India’s largest integrated platform for Real Estate & Mortgages
and one of the fastest growing Proptech platform in UAE,
• Square Yards today ranks in the top 20 consumer tech start-ups in India in
terms of GTV (~USD1bn), top 50 in terms of revenue
• To get paid higher of your performance.
• Large volumes generated by the network to get benefit from
economies of scale.
• Square Yards have achieved a significant scale in just 6 years and is
one of the few Indian start-ups which have successfully expanded
globally.
Our Group Brands:
The working Environment of the Company is really good. All the team leaders and
teamate where supportive.
 a)Mr. Tanuj Shori: Founder & Chief Executive Officer. Tanuj Shori,
founded and manages Square Global comprising of entities under 2
brand names – Square Yards and Square Capital. Prior to this, Tanuj
has had more than 8 years of experience in Capital Markets (Equities).
During his tenure with Standard Chartered Bank, Lehman Brothers
and Nomura; he has tracked the Asia Pacific & US markets. Tanujhas
been a fast achiever throughout, and apart from strong educational
pedigree, he rose to become one of the youngest Executive Directors
in Nomura. He covered host of sectors including banking,
infrastructure, commodities and luxury consumer during his stint, was
te top ranked Asia analyst and has been a well known thought leader
for his disruptive and distinguished views on strategy, growth drivers,
execution in these sectors.

b) Mr. Parixit Saxena: He is the HR Deputy Manager of the Company

Square Yards Noida Branch. He has to lead the team of all HR
executive members in his team and fulfill the targets of vacant
position for his stakeholders. His skills and talents are notable. It was
really an incredible work experience to work under him.

c) Mrs.Srija Nair: She is the Head of the HR department of branch Noida

Square Yards. She is responsible for bringing creative energy and drive
innovation. She has the ability to quickly identify, execute and
prioritize on opportunities that drive revenue growth. Her word of
encouragement, guidance and advice kept me sane chasing deadlines.

d) Sunakshi Chauhan: She is the Senior HR Executive. She manage the on

boarding process of new joiners. She also plan and monitor the
recruitment process and guide juniors.
 Daily Loges

 SCREENING resumes on shine.com and naukari.com and from many more job
portals like (Monster, Hirect, Linkdin,etc)
 Post vacancies on the job portals.
 Contact with the candidates who have applied on the posted vacancies or from
shortlisted ones.
 Shortlist the Resumes which is suitable for the position
 Call candidates for telephonic round Interview.
 Conducted the interview if found right candidate and if they are
agree for the same.
 Send interview invitation to the candidate through mail.
 Once they get selected then collect all the required documents.
 Generate offer letter after completing all the process of documentations.
 Generate candidates joining kit along with Id and password and their employee
codes.

Recruitment Procedure

A. Manpower process

 Manpower Forecasting

1. The overall annual business plan for the company breaks down into plans and
targets for each individual department. Each department calculates their grade
wise manpower requirements based on the staffing norms, and provide
quarterly and monthly manpower requirements to corporate HR.
2. Based on the attrition trends and manpower requirements, all the respective
Head of Departments arrive on the manpower numbers along with Head-HR
and obtain on MD’S approval.
3. The projected requirements for the year must reach Head-HR, latest by the
first week of January every year.
  Manpower Inventory

HR prepares the current manpower status of each department, including an analysis

of the current manpower at each location, grade and skill summary.

 Identifying Manpower Gaps

The existing number of employees and their skill levels compared with the forecasted
requirements to identify qualitative and quantitative gaps. Options for the
redeployment through retaining, transfers, promotions are considered. Where these
options do not exist, options for recruiting from external sources are taken into
account.

 Manpower Plans

On the basis of identified gaps, HR prepares on overall manpower plan which

provides adequate lead time for transfers, retaining, promotions and external hiring.
The plan contains details on:

 Department wise numbers for transfers, retaining and promotions.

 Department wise numbers for external recruitment.
 The final manpower plan prepares. Once completed, it will be put up for
approval by all the department heads and Managing Director.
B. Preparing Job Description and Person Specification

Each position in the organization has detailed job description including the following:

 Description of profile to be handled

 Department/Location/Region
 Reporting relationship-Designation
 Whether the position is budgeted – in case of a new vacancy or replacement-
mention details of last incumbent
 Qualifications- Essential/Desired
 Position in the hierarchy/Organization Structure

C. Raising Manpower Request

The hiring managers raise the manpower request using the following format and to
HODs for their approval using MR form.

Particulars Details

Date of initiation __________

JD Code __________

Position __________

Reporting Relationship (Designation) __________

Location __________

Region __________

Date of closing the position __________

  The manpower request rises through My Single by the hiring managers.
Regional HR managers notify HO-HR and Head-HR while seeking HOD approval.

 Once the vacancy is filled, My Single MRF approval in hard copy along with the
signatures of Head-HR documented in the personnel file for selected
candidates. Head-HR signs the manpower request form once the vacancy is
filled.
 All requests for a new position must be sent to HR in a Manpower Requisition
Form after approval from the HOD, Human Resource manages the process of
recruitment and selection with inputs from the line function.

D. Sources of recruitment

Generally the sources of recruitment are categorized into two parts:

 Internal Recruitment
 External Recruitment
 Internal Recruitment:

The company believes in offering opportunities for growth and carrier

progression to its employees; thus each time a requirement arises, internal
recruitment is a preferred mode. For every vacancy arises below level, an
option of filling the post initially is considered. HR places an advertisement
on the intranet. The advertisement contains the following details:

a. Job Profile
b. Education qualifications, Skills, Experience
c. Last date of receiving Applications
d. Contact person in HR
All applications are screened for the eligibility against pre-determined criteria for the
vacancy. HR prepares a list of eligible applicants and seeks approval from the
respective Reporting Manager and Departmental Head. If approval is given, HR sends
notification to the eligible candidates via email. Applicants who are not found eligible
are also be notified as via email.
 HUMAN RESOURCE PLANNING

“Human Resource” may be thought of as “the total knowledge”, skills, creative

abilities, talents and aptitudes of an organization’s work force, as well as the values,
attitudes and benefits of an individual involved……… It is the sum total of inherent
abilities, acquired knowledge and skills represented by the talent and aptitudes of the
employed persons.” Of all the “Ms” in management (i.e., the management of
materials, machines, methods, money, motive power), the most important is “M” for
men or human resources. It is the most valuable asset of an organization, and not the
money or physical equipment.
Human resources are utilized to the maximum possible extent in order to achieve
individual an organizational goals. An organization’s performance and resulting
productivity are directly proportional to the quantity and quality of its human
resources.
Human resource or manpower planning is “the process by which a management
determines how an organization should move from its current manpower position to
its desired

manpower position. ‘Through planning, a management strives to have the right

number and the right kind of people at the right places, at the right time, to do things
which result in both the organization and the individual receiving the maximum long-
range benefit.
Human resource planning consists of a series of activities, viz.
A. Forecasting future manpower requirements, either in terms of mathematical
projections of trends in the economic environment an development in
industry, or in terms of judgmental estimates based upon the specific future
plans of a company;
 B. Making an inventory of present manpower resources and assessing the extent
to which these resources are employed optimally;
C. Anticipating manpower problems by projecting present resources in the future
and comparing them with the forecast of requirements to determine their
adequacy, both quantitatively and qualitatively; and

D. Planning the necessary program of requirement, selection, training,

development, utilization, transfer, promotion, motivation and compensation to
ensure that future manpower requirements are properly met.

HUMAN RESOURCE PLANNING PROCESS

Human Resource planning fulfills individual, organizational and national goals. The
main purpose is one of matching or fitting employee’s abilities to enterprise
requirements, with an emphasis on future instead of present arrangements.
Thus, Human Resource planning involves forecasting manpower requirement,
preparing manpower inventory to assess the internal supply of manpower,
identification of manpower gap which may be in the form of either surplus or
shortage of manpower, and designing action plans for bridging this gap.
Organizational objectives and plans provide base for manpower planning so that it is
linked with the former.
Organizational Objectives and Plans:
The starting point of any activity in an organization is its objectives which generate
various plans and policies which provide direction for future course of action. Out of
this direction, various subsystems of the organization devise their own plans and
program. Thus, each subsystems plans and program are linked to organizational plans
and policies. To the extent, this linkage is not proper, a subsystem’s contribution to
the achievement organizational objectives is adversely affected. This is true with
manpower planning too. While going through its process, therefore, organizational
policies with regard to effective utilization of human resources should be identified
and incorporated in planning process.

Forecasting Human Resource Requirement:

The first essential ingredient of manpower planning is the forecasting needs for
human resources in an organization over a period of time. Forecasting of
human resource requirements serves the following purposes:

1. To quantify the jobs necessary for producing a given number of goods;

or offering a given amount of service;
2. To determine what staff-mix is desirable in the future;
3. To assess appropriate staffing levels in different parts of the
organization so as to avoid unnecessary cost;
4. To prevent shortages of people where and when they are needed most;
and
5. To monitor compliance with legal requirements with regard to
reservation of jobs.

Preparing Human Resource Inventory:

Inventory is a term which is normally used to counting of tangible objects like raw
materials and finished goods, etc. In the same way, inventory of human resources can
also be prepared. The basic purpose of preparing manpower inventory is to find out
the size and quality of personnel available within the organization to man various
positions. Every organization will have two major sources of supply of manpower:
internal and external.
a). Internal labor supply: A profile of employees in terms of age, sex, education,
training, experience, job level, past performance and future potentials should be kept
ready for use whenever required. Requirements in terms of growth/diversification,
internal movement of employees must also be assessed in advance.
b). External labor supply: When the organization grows rapidly, diversifies into newer
areas of operations (merchant banking, capital market operations, mutual funds, etc.
in case of a bank) or when it is not able to find the people internally to fill the
vacancies, it has to look into outside sources.

Identification of Human Resource Gap:

Human Resource gap is the difference between manpower required at a particular
time and the personnel being available at that particular time. This gap can be
identified on the basis of forecasts for human resource needs and supply. This gap
should be measured in respect of various types of personnel because mere aggregate
quantitative gap would not serve much purpose. This gap may be of two types:
surplus human resources and shortage of human resources. Based on the analysis of
this gap, action plans must be developed to overcome this gap.

Action Plan : Various action plans are devised to bridge human resource gap. If there
is surplus of human resources either because of improper human resource planning
in the past or because of change in organizational plan, such as divestment of
business or closing down some businesses because of various reasons, action plans
may be devised to pruntheir size through layoff, voluntary retirement, etc. If there is
shortage of human resources, action plan may be devised to recruit additional
personnel.
 Statistical tool used

The following graph shows that the growth of recruitment and selection
procedure

The growth of the company in the field of the Recruitment is high because the
all the people now a day’s needs job and the Square yards is planning to triple
its employee and has many vacancies so candidate will get the job easily.

IS TELEPHONIC INTERVIEW SUFFICENT TO JUDGE THE OVERALL CAPABILITIES OF A

CANDIDATE?

Particulars No. of %
respondents
Yes 12 40
No 18 60
Total 30 100

. DURATION OF THE CALL PROCEDURE:

Particulars No. of %
respondents
15 minutes 6 26
Between 15-20 21 61
minutes
More than 20 3 13
minutes
Total 30 100
 13%
26%

61%

15% recruiters conduct telephonic interview for 15 minutes, 61% recruiters conduct
telephonic interview between
15 minutes15-20 minutes
betweenand
15 to 13% recruiters conduct telephonic
20 minutes
more than 20 minutes
interview for more than 20 minutes.

ELIGIBLE CANDIDATES UNDERGO A PANEL INTERVIEW.

If no suitable applicants apply within one week from the date of posting the
advertisement, external recruitment is initiated.

 External Recruitment:

The vacancies can be filled through the following channels:

 Candidates walking in/ sending their CVs directly

 Job Portals
 Campus Recruitment

Hiring team work on each position as per the following:

S. No. Position Lead time for closure

1. Up to Asst. Manager 30 calendar days

2. Managers 45 calendar days

3. Sr. Manager& DGM 45 calendar days

4. GM& Above 60 calendar days

 The team spend 0 -1 week in searching for the right candidate through sources
other than consultants.
 Lead time calculated as follows: Date of receiving come regarding the vacancy-
Date of candidate signing the LOI & committing a joining date after serving the
notice period.

 The lead time is communicated to the HODs/Regional Managers by Head-HR at

the time of communication of the opening to HR.

 Direct CVs/Job Portals/ Samsung Site/Consultants:

The CVs received through consultants, directly received CVs, job portals&
Samsung site is stored in the CV database.

 Campus Recruitments:

Campus recruitment is used for fresh graduates/postgraduates who are taken as

Executive Trainees and Management Trainees or for individuals joining at entry-
level positions in the company.
 If candidate possess less than one year of work experience, he/she treats as a
fresh hire (entry level recruitment).

 Trainee Schemes

 Management Trainees

Depending upon the requirements projected in the manpower plan, the company
recruits Management Trainees from Management Institutes in the country.

 Sourcing of Trainees

Management trainees are sourced from Management Institutes across the country.

The selection criteria for institutes are described below:

 Recruitment days given: The company gives preference to the Institutes

who are willing to give either day 0, 1 or 2
 Campus Specialization: Relevance of courses offered to the company’s
business.
 Campus Relationship: The Company develops close relationships with
targeted campus by hiring large numbers, conducting events, taking
summer trainees, sending senior managers for lectures etc.
 Positioning of Trainees

Selected trainees are positioned at the following grades:

Fresh Graduates: Student with a Masters in Business Administration is placed at the

Management Trainee grades and gets confirmed in level…… After successful
completion of the training period.

Experience: Student with relevant work experience of 1-3 years give weight age but
takes as Management Trainee.
E. Recruitment Process

The recruitment process for the Management trainees is as follows:

 HR initiates the campus recruitment process by sending the company’s

literature to the campus, one month before the proposed date of recruitment.
This contains brochures of the company literature containing information
about the company, the job profile and the remuneration package.
 SIEL representatives to the campus include:

HO HR/Regional HR

Regional Manager/Regional Functional Manager

 Pre-Placement Talks:

HR coordinates with the Placement Cell of short-listed Institutes and schedule Pre-
Placement talks (PPT)

The HR head and Regional Manager inform the Pre-Placement Team. The following
information is carried to the Pre-Placement Talks:

 A Pre Placement (PPT) for 30 minutes, covering Samsung Corporate Video,

Position Profile and growth chart, Increments, GPMS and Company policies,
 Application Blanks,
 Number of job openings

Selection Process

A. Eligibility Criteria:

The following eligibility criterion is used to short list applicants from various Institutes:
  A CGPA of at least 6 out of 10 or its equivalent in the MBA/PGDBM program
 Projects undertaken at the summer trainee/internship level
B. Screening of Application Blanks:

The placement Coordinator/Administrative Offices short list candidates on the basis

of predetermined eligibility criteria and send the list of short listed students to the
company at least one week before the date of campus interviews. HR will then the
application blanks that are received and short list them a second time according to
the eligibility criteria.

C. Selection Criteria:

The candidates qualifying the %/CGPA criteria are considered for the selection
rounds. The weight age for the selection exercises are as under:

S. No. Exercise Weight age (%)

1. Group Discussion 20

2. Psychometric Analysis 30

3. Panel Interview 50

F. Letter Of Intent:

Selected candidates are issued a letter of intent on the spot. Appointment letters are
issued upon joining.
 a) Trainee Scheme

Once selected, all the trainees are provided with an HR brochure that lists the details
of the trainee scheme are outlined below:

 Training Program:

The training period is for six months. The details are given below:

 A three day induction period held for all trainees by the top Management on
the vision, mission and company policies.
 All trainees spend one week in each function for a period of ………….. Weeks.
 Trainees undertake 2 projects in 2 other functions than their specialization.
 A combined test for all the departments and functions it is prepared by
persons nominated in HO by HODs. It is conducted and evaluated by RHR and
sent to HO-HR.
 Detailed feedback session is conducted by HR and sent to HO-HR and
handover to respective departments/branches.

G. Performance Evaluation and Placement:

Upon completion of the training period, all trainees undergo performance evaluation.

 Process:
 Trainees are required to present a report of the projects they have undertaken
to the Department Head at the end of the training period.
 HR schedules a performance interview for every management trainee. The
panel for interview consists of one cross- functional head, Departmental head
and HR Manager.
 The trainee is assessed on the projects completed and a number of parameters
listed in the “Trainee Evaluation Form”.
  The Performance Evaluation Panel recommends a confirmation separation as
per the trainee’s performance. Upon receiving the evaluation and
recommendation, HR issues a confirmation letter to the trainee confirming
him/her at level.

LITERATURE REVIEW

Information Value of Recruitment and Selection

In early recruitment stage, organizations have to make several important

decisions concerning the characteristics of the information they provide. The
medium, the level of accuracy or realism, the amount and nature of the information,
might all affect both pre-hire outcomes (e.g., prospects’ willingness to apply) and
post-hire outcomes (e.g. early turnover).
Realistic job previews (RJPs) are undoubtedly the most well-known recruitment
procedure pertaining to provision of information. Through the use of RJPs, both
favorable and unfavorable information is provided to applicants in order to reduce
post-hire turnover. In the first published account of a RJP experiment more than 40
years ago, (Wits, 1956) lauded the potential usefulness of having potential
employees’ expectations as realistic as possible.
During this research, equivocal accounts of the effectiveness, rationale and related
techniques devised to improve a variety of organizational outcomes (job satisfaction,
performance, job tenure, commitment) have been reported.
Several studies have examined the relationships between the amount of information
provided in recruitment materials and job seekers’ willingness to apply for the job
described (Barber & Roiling, 1993; Gate wood, Gowon, & Lautenschlager, 1993;
Herriot & Roth well, 1981; Mason & Belt, 1986). The results of these studies generally
show that recruitment materials should be informative; that they should address a
range of job and organizational attributes; and that they should provide specific
information about those attributes (Barber, 1998). Based upon detailed information
about job requirements less qualified prospects will lose interest. Qualified prospects,
on the other hand, are more likely to respond to ads when they provide specific
information on what the organization has to offer. However, before strong
conclusions can be drawn, additional replication is needed. More specifically, we
need more studies on the relationships between online advertisements and applicant
attraction. Furthermore, Barber suggested that “it may well be that the positive
relationships between [potential] applicant reactions and information holds only up
to a point: if recruitment materials contain too much information, they may
overwhelm applicants and have a less positive.
Also frequently reported in the recruitment literature is the positive
relationship between applicant attraction and the amount of information provided by
the recruiter during the interview (Harris & Fink, 1987; Linden & Parsons, 1986;
Maurer, Howe, & Lee, 1992; Powell, 1984; Ryes & Miller, 1983; Turban & Dougherty,
1992). Thus, informative recruiters are generally preferred to uninformative ones.
Yet, recruiters are unlikely to present exceptionally large amounts of information
about the organization, since they have to acquire information about the applicant’s
qualifications as well within the limited time available.

Many studies have been conducted to investigate the relationship between

applicants’ perceptions of recruiter traits and behaviors and their perceptions of the
organization itself. There is plenty of evidence indicating that recruiter traits (e.g.,
warmth, empathy, sincerity) and recruiter behaviors (e.g., informative ness, job
knowledge) have a direct influence on applicant attraction (e.g., Harris & Fink, 1987;
Powell, 1991). More recent research, however, suggests that this effect is fully
mediated by applicants’ perceptions of job and organizational attributes (e.g., Turban,
2001; Turban, Floret, & Hendrickson, 1998). As with recruiters, selection procedures
are believed to provide signals about the company’s broader characteristics (e.g.,
efficiency, profitability). It is suggested that virtually all pre-screening and selection
methods convey some sort of information to the applicant (Anderson, 2001;
Anderson & Ostroff, 1997). For instance, selection methods may inform applicants on
job activities, work roles, personnel procedures, and the organizational context,
including its goals values and climate (Anderson & Ostroff, 1997; Iles & Robertson,
1997). Obviously, some selection methods are more informative than others.
Situational interviews, being constructed from critical job-relevant incidents, and
realistic job previews in principle pose candidates with a number of highly relevant
and informative scenarios. Cognitive ability tests and personality tests, on the other
hand, convey less information.
 RESEARCH METHODOLOGY

RESEARCH DESIGN

Every research project conducted scientifically has a specified framework for

controlling the data collected. The framework is called Research Design.
A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure.
1. The objectives are specified with sufficient accuracy to ensure that data collected
is relevant.
2. The data collection methods used is Questionnaires and Structured Interviews.
While designing data collection procedure, it was ensured that the data collected
is unbiased and reliable.
3. The questions are prepared in a clear, understandable, and relevant to the
objective specified to ensure accuracy.
4. The sampling design used is Random Sampling.
Sample Size
To determine the effectiveness of Recruitment and Selection Policy of Samsung, a
sample size of 8 companies was collected. The respondents were basically the HR
managers, members from the recruitment and selection department.
The names of the 8 companies are listed below:
 Path InfoTech
 EXL
 BL International
 Period Consultancy Services Pvt. Ltd
 Sony
 Videocon
 Conclusion
This summer Project has given me immense exposure to learn about different HR
functions. I have learnt a lot and experienced what is the recent HR scenario of HRD
in a large company. For this project I took help of the books and internet that gives
me a good knowledge about different HR functions and policies
Effective recruitment and selection can contribute towards an organization’s success.
During the recruitment process, both internal and external sources of employees
should be considered. This will increase the probability of organizations attracting a
wide range of candidates.
It usually involves developing a recruitment strategy, searching for candidates,
screening applications, and managing and evaluating the process. Ideally, the
recruitment process will attract a lot of qualified applicants who make it through the
screening process and accept positions.
The success of a company can be influenced by effective hiring and selecting
practices. Both internal and external sources of candidates should be taken into
account during the hiring process. This will raise the likelihood that organizations will
draw in a diverse pool of candidates. A thorough recruitment and selection procedure
should also be used. Finding candidates for the open post and encouraging them to
apply is the process of recruitment. The selection process includes choosing the top
applicant from the pool of candidates and making them an offer of employment. Any
company's personnel are key to its success. If an employee is ideal for a position, the
entire company will profit from its exceptional performance. The correct individual
for the right job can be chosen with the aid of recruitment and selection. It aids in
lowering an organization's losses.
 FINDINGS
COMMON MISTAKES MADE BY RECRUITERS:

 Recruiters do not spend enough time talking to the candidates. They must probe a
candidate on the following points:

- Resume-project wise.
- Availability, willingness & commitment.
- Whether they have any offers in hand.
- Whether they have attended any interviews recently and how do they feel about
the same.
- Rate negotiations, should ask for current pay rate & expected pay rate.

 Most of the recruiters do searches but titles-since every client have different
terminology for different roles, so recruiters should spend some time
understanding the requirements first.

 Recruiters do not keep information related to recruitment process handy.

 Violation of time zones while calling.
 RECOMMENDATIONS & SUGGESTIONS

1. They should give more preference on interpersonal and communication skills

of the candidates rather than leadership quality because to become a good
leader communication is must.
2. Organization needs to improve the selection criteria for selection whether it
the post of manager, associate& staff, supervisor etc. They should fix some
parameters to select the candidates for specific position.
3. They should use assessment method and aptitude test to select the candidates
in addition to the already they are conducting.
4. They should conduct Behavioral Interviews to some extent when selecting
candidates. This type of interviews can be used to validly predict future
behavior in dimensions (or competencies) critical to job success.
5. For recruiting managerial/professional, the Internet is the most popular
advertising medium. So, they should use them to attract more candidates.
6. There should be more growth opportunities for the employees to develop
themselves.
7. They need to raise the pay-scale to retain the caliber fresher’s.
8. They should adopt advertisements and job portals to attract the caliber
candidates because it is the best and cheap method.
9. They need to make competency in between can do skills and will do skills.
10.They should give more preference to freshers because in this way the cost will
be reduced.
 TIPS TO BE A SUCCESSFUL RECRUITER: -

 Spend time to understand the requirement

 Pick up right keywords from the requirement for search

 Judge candidate's commitment level learn how to qualify a candidate

 Learn how to qualify a candidate

 Be fast-do not spend unnecessary time on a requirement

 Learn to Multitask

 Have clear understanding of the documentation and contracts

 Develop good listening skills, negotiating skills and analytical skills

 Be patient

 As the interview with the candidates applying for the jobs is conducted on the
telephone only so communication skills play a very major role because the
recruiter is communicating with a person who is from another country.
Therefore, there should be no communication gaps.
 BIBLIOGRAPHY
1. Wits, J. (1956). Job expectancy and survival. Journal of Applied Psychology, 40,
245-247.
2. Barber, A. E. & Roiling, M. V. (1993). Job postings and the decision to interview:
A verbal protocol analysis. Journal of Applied Psychology, 78, 845-856.
3. Harris, M. M. & Fink, L. S. (1987). A field study of applicant reactions to
employment opportunities: Does the recruiter make a difference? Personnel
Psychology, 40, 765-784.
4. Lien, R. C. & Parsons, C. K. (1986). A field study of job applicant interview
perceptions, alternative opportunities, and demographic characteristics.
Personnel Psychology, 39, 109-122.
5. Maurer, S. D., Howe, V., & Lee, T. W. (1992). Organizational recruiting as
marketing management: Personnel Psychology, 45, 807-833.
 QUESTIONNAIRE

Q1) Name of the employee:

Q2) Recruiter code :

Q3) Are job portals the only best source of finding the candidates?

Yes:

No :

Mention, if some other source/sources is/are there: