SUMMER INTERSHIP PROJECT

ON
RECRUITMENT AND SELECTION PROCESS AT SINZO
Submitted in partial fulfillment for the requirement of the Award of the degree of
Master
of Business Administration

Submitted By
Khushnuma
ROLL NUMBER: 2107230700032

Under the guidance of

Mr. Krishna Pal Singh Sir

2022-23

MBA PROGRAMME
AKTU UNIVERSITY, LUCKNOW
AXIS INSTITUTE OF PLANNING AND MANAGEMENT
KANPUR

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 DECLARATION

I hereby declare that the project report entitled RECRUITMENT AND SELECTION PROCESS AT
SINZO Submitted in partial fulfillment of the requirements for the degree of MBA in the Department of
Business Management, AKTU University, Lucknow, India, is my original work and not submitted for the
award of any other degree, diploma, fellowship, or any other similar title or prizes

Khushnuma

Place: kanpur
Date:
Reg. No: 2107230700032

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 Examiner’s certification

The project report of Khushnuma RECRUITMENT AND SELECTION PROCESS AT SINZO is

approved and is acceptable in quality and form

Internal Examiner External Examiners

Name: Mr. Krishna Pal Singh Sir Name:
Qualification: Ph.D. Qualification:

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 University Affiliated Institutional Certificate (AIPM)

This is to certify that the project report entitled RECRUITMENT AND SELECTION PROCESS AT
SINZO Submitted in partial fulfillment of the requirements for the degree of in the Department of Business
Management, AKTU University, Lucknow
Khushnuma has worked under my supervision and guidance and that no part of this report
has been submitted for the award of any other degree, Diploma, Fellowship or other similar titles or prizes
and that the work has not been published in any journal or Magazine.

Guide’s Name: Mr. Krishna Pal Singh

Qualification: Ph.D.

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 ACKNOWLEDGEMENT
With immense pleasure I am presenting “RECRUITMENT AND SELECTION PROCESS AT SINZO”
report as a part of the curriculum of ‘Master of Business Administration’. I wish to thank all the people
who gave me unending support.
I express my profound thanks to Director of MBA department Prof. Aftab Alam, and Mr. Krishna Pal
Singh, project guide and all those who have directly and indirectly guided and helped me in preparation of
this project report.
I would like to expand my gratitude to all the staff and my colleagues of Axis Colleges, who provided moral
support and supportive environment and special thanks to my parents who are integral part of the project.

Thanking You

Signature of Student

Khushnuma

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 ABSTRACT
This internship report serves the purpose to record the details of my work at SINZO as Human resource

intern where virtual event has been conducted. It was approximately of one month.

Here I have covered all details related to company and type of work I have done. In this internship report,

I will write and elaborate about the experiences and occurrences which I had encountered and those things

which I had learnt during the entire internship period.

For example, the activities or tasks which I had carried out or involved in as well as those challenges and

limitations which I had faced during this internship.

Besides that, an overview of the company which I had gone through, one months of internship will be

illustrated in this report.

I am able to apply those knowledge and theories which I had learnt during my classes to my daily works.

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 TABLE OF CONTENTS

S. No. CHAPTER

1. Certificate

2. Executive Summary

3. Introduction Of the Organization

4. Objectives of study

5. Research Methodology

6. Data Analysis And Interpretation

7. Finding

8. Conclusion

9. Bibliography

10. Annexure

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CERTIFICATE

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 EXECUTIVE SUMMARY

The Human Resources are the most important assets of an organization. The success or failure of an
organization is largely dependent on the people working therein.
Without positive and creative contributions from people, organizations cannot progress and prosper.
In order to achieve the goals or the activities of an organization, therefore, they need to recruit people
with requisite skills, qualifications and experience.
While doing so, they have to keep the present as well as the future requirements of the organization in
mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of
the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient workforce.”
In order to attract people for the jobs, the organization must communicate the position in such a way that
job seekers respond.
To be cost effective, the recruitment process should attract qualified applicants and provide enough
information for unqualified persons to self-select themselves out.
This project focuses on Procedure adopted for Recruitment and Selection at SINZO.
The project starts with the general introduction to what Recruitment and Selection is all about. Then comes
the Company Profile.
It consists of an introduction about the organization. Here I have stated the history of the organization, its
objectives, products and capabilities of the organization.
The project provides me excellent opportunity to correlate my theoretical learning with the ground realities
of the industry and the market.

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 PROFILE
OF THE
ORGANIZATION

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 INTRODUCTION

Organization Website sinzo.biz

Sinzo industries IT Services

Headquarters Location Nagpur, IN

Sinzo is a one stop IT service company required for you to set your Brand on Internet. Branding,
Advertising & Marketing is what we offer you to boost your Brand Awareness.
Through effective Digital Marketing we can make you stand out from your competition. No things are not
ending here only because we have more at SINZO, Our developers releasing your Stress by offering you
our ultimate services in the frame of Website, Apps and Customize Software.

 Digital Marketing

 Social Media Marketing

 Advertising and Branding

 Graphics and Videos

 Website Development

 App Development

 Software Development

We create and execute an impressive digital marketing plan to help your business grow online and achieve
your marketing goals.
Ensuring client satisfaction is at the heart of what we do here at SINZO Agency due to which we are
considered as one of the best digital marketing agencies in Nagpur.
We promise to make every engagement with us meaningful.
Our offerings include Search Engine Services like Search Engine Optimization (SEO Services) & Paid
Search (Ad Words) / Search Engine Marketing on Google, Yahoo and Bing. We also provide Social Media
Marketing services on major platforms like Facebook, LinkedIn, Twitter, Instagram, YouTube and
WhatsApp. Other services include Email Marketing, Mobile Marketing, Web Services.

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IT consulting services are advisory services that help clients assess different technology strategies and, in
doing so, align their technology strategies with their business or process strategies. These services support
customers’ IT initiatives by providing strategic, architectural, operational and implementation planning.
Strategic planning includes advisory services that help clients assess their IT needs and formulate system
implementation plans. Architecture planning includes advisory services that combine strategic plans and
knowledge of emerging technologies to create the logical design of the system and the supporting
infrastructure to meet customer requirements. Operational assessment/benchmarking include services that
assess the operating efficiency and capacity of a client’s IT environment. Implementation planning includes
services aimed at advising customers on the rollout and testing of new solution deployments.

As a part of SINZO team, I am glad to continue this journey till end My team lead Ms. Siya Pandey very
supportive and motivates each and every person in team. She doesn’t forget to reach us everyday , the one
or the other way she will reach us ,this made many to do the works perfectly .
She have told many positives and negatives that we have, she may like us to correct it. So that if I face any
interview can be successfully completed. As a team lead as a friend she treats all very politely and more
over she used to be calm but all works will be done almost.
The way she approaches makes us to do all the works insisted by her. She devoted her to work towards the
goals and mission of the company and she also promote us to do the same.
The success of a work can be found when we are guided in right path and yes this is made exactly by the
team leader so we can achieve greater heights with her support and guidance .

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How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self interest. Their job is to generate revenue by
making sales. Sales mean selling their service, their ability to find the right candidate, to prospective
employers. In effect they are selling you. This means they will be eager to champion you, their product, to
the employer, likewise they will be keen to ensure that you will accept the position if offered.
Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract position.
Generally for a permanent placement the company receives a proportion of your salary, or a set fee agreed
with the employer. The more you earn the more they stand to make. Knowing this should ease any concerns
you have; in this you are both on the same side. For a contract the consultant will receive a margin of your
rate

Job Profile in SINZO:

 Sourcing resumes through different job portals like Linkedin , Internshala etc.
 Based on the clients requirements screening the resumes and judging the Candidates to meet the
particular requirement.
 Initial phone screening of candidates to judge communications and background.
 Short listing the candidates as per client’s requirements and then scheduling up the
 interviews.
 Regular follow up with the selected candidates to confirm their joining dates, ensuring
 The maximum of them are placed successfully with the respective organization
 Maintaining and updating database of potential, prospective and rejected candidates
 Constantly be in touch with the candidate until he/she joins.
 Co-ordinate with other recruiters to work as a team.
 Maintaining a database of candidates.
 Handling end to end recruitments.

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Functional area of HRM
 Human resource auditing
 Human resource strategic planning
 Human resource planning
 Manpower panning
 Recruitment / selection
 Induction
 Orientation
 Training
 Management development
 Compensation development
 Performance appraisals
 Performance management
 Career planning / development
 Coaching
 Counseling’s
 Staff amenities planning
 Event management
 Succession planning
 Talent management
 Safety management
 Staff communication
 Reward

Responsibility of HR department in large organization Position Job Responsibilities

HR Executive committee, organization planning, HR planning & policy, Organization development

Manager, recruitment& employment Recruiting, Interviewing, Testing, Placement & Termination Manager
compensation & benefits Job analysis and evaluation, surveys, Performance appraisal, compensation
administration, bonus, Profit sharing plans, Employee benefits. Manager, Training &Development
Orientation, Training, Management development, Career Planning & development Manager, Employee
relations EEO relations, contract compliance, staff assistance programs, Employee counselling.

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RECRUITMENT
Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient workforce.” Edwin B. Flippo defined recruitment as “the process
of searching for prospective employees and stimulating them to apply for jobs in the organization.” In
simple words recruitment can be defined as a ‘linking function’-joining together those with jobs to fill and
those seeking jobs.
PURPOSE AND IMPORTANCE
The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically,
the purposes and needs are:
 Determine the present and future requirements of the organization in conjunction with its personnel-
planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly, under
qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
 Begin identifying and preparing potential job applicants who will be appropriate candidates.
 Induct outsiders with a new perspective to lead the company.
 Infuse fresh blood at all levels of the organization.
 Develop an organizational culture that attracts competent people to the company.
 Search for talent globally and not just within the company.
FACTORS AFFECTING RECRUITMENT
The following are the 2 important factors affecting Recruitment: -
1. INTERNAL FACTORS
 Recruiting policy
 Temporary and part-time employees
 Recruitment of local citizens
 Engagement of the company in HRP
 Company’s size
 Cost of recruitment
 Company’s growth and expansion

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 2. EXTERNAL FACTORS
 Supply and Demand factors
 Unemployment Rate
 Labour-market conditions
 Political and legal considerations
 Social factors
 Economic factors
 Technological factors

THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (e.g. salaries, benefits, working condition, etc), the better
applicants weight these factors to arrive at a relative “desirability” index

2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs (e.g. security,
achievement, affiliation)
2) Thus, play to these needs by highlighting job security or opportunities for promotion or collegiality of
work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g. (promptness,
warmth, follow-up calls, sincerity, etc.)
2) Research indicates that more recruiter contact enhances acceptance of offer, also experienced recruiter
(e.g. middle-aged) more successful than young or inexperienced recruiter - may be especially important
when recruiting ethnic minorities, women, etc.

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Policies:
Recruitment policy of any organization is derived from the personnel policy of the same organization.
However, recruitment policy by itself should take into consideration the government’s reservation policy,
policy regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal
sources, social responsibility in absorbing minority sections, women, etc.
Specific issues which may be addressed in Recruitment Policy:

1) Statement : Nondiscrimination (EEO employer) or particular protected class members that may be
sought for different positions (see also Affirmative Action guidelines)
2) Position description: Adherence to job description (& qualifications) in recruitment & selection -
BFOQ’s -bonafide occupational qualifications
3) How to handle special personnel in recruitment/selection: e.g. relatives (nepotism) veterans (any
special advancement toward retirement for military experience?), rehires (special consideration?
vacation days or other prior benefits?), part-time or temporary personnel (special consideration?
benefits?)
4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to recruit,
relocation, expenses, etc.
5) Others:
a. Residency requirement in district?
b. Favors, special considerations related to recruitment? - e.g. get spouse a job?

RECRUITMENT- Relationship with other activities

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Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. Itcan also be performed by line managers.
 Human Resource Management is the organizational function that deals with issues related to people
such as compensation, hiring, performance management, organization development, safety,
wellness, benefits, employee motivation, communication, administration, and training.
 HRM is also a strategic and comprehensive approach to managing people and the workplace culture
and environment. Effective HRM enables employees to contribute effectively and productively to
the overall company direction and the accomplishment of the organization's goals and objectives.
 Human Resource Management is moving away from traditional personnel, administration, and
transactional roles, which are increasingly outsourced. HRM is now expected to add value to the
strategic utilization of employees and that employee programs impact the business in measurable
ways. The new role of HRM involves strategic direction and HRM metrics and measurements to
demonstrate value.
 The Human Resource Management (HRM) function includes a variety of activities, and key among
them is responsibility for human resources -- for deciding what staffing needs you have and whether
to use independent contractors or hire employees to fill these needs, recruiting and training the best
employees, ensuring they are high performers, dealing with performance issues, and ensuring your
personnel and management practices conform to various regulations. Activities also include
managing your approach to employee benefits and compensation, employee records and personnel
policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities
themselves because they can't yet afford part- or full-time help. However, they should always
ensure that employees have -- and are aware of -- personnel policies which conform to current
regulations. These policies are often in the form of employee manuals, which all employees have.
 HRM is widening with every passing day. It covers but is not limited to HR planning, hiring
(recruitment and selection), training and development, payroll management, rewards and
recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can
say that it’s about developing and managing harmonious relationships at workplace and striking a
balance between organizational goals and individual goals

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Methods or Techniques of Recruitment

Direct Method

These include sending recruiters to educational and professional institutions, employees’ contacts with
public and manned exhibits. Most college recruiting is done in co-operation with the placement office of
the college. The placement office usually provides help in attracting students, arranging interviews,
furnishing space and providing student résumés. For managerial, professional and sales personnel, campus
recruiting is an extensive exercise. For this purpose, carefully prepared brochures describing the organizing
and the job it offers are distributed among the students, before the interviewer arrives.

Indirect Method

These methods involve mostly advertising in newspapers, websITES, radio, in trade and professional
journals, technical magazines and brochures. Companies advertise when qualified or experienced personnel
are not available from other sources.

Third Party Method

These include the use of commercial or private employment agencies, state agencies and placement offices
of colleges, recruiting firms, management consulting firms, friends and relatives.

Professional Organizations:

These organizations maintain a pool of human resource for possible employment. These firms are also
called ‘head hunters’, ‘raiders’ and pirates by organizations who lose personnel thought their efforts.
Fundamentally there are two distinct steps of recruitment and each is a comprehensive process in itself.

Preparation

Know your client

Learning about companies is valuable because knowing what a company values will help an agent to assess
the candidates better. Pertinent information about the processes of the company would also help you analyze

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CVs and find the right candidate. This can be done by reading the corporate website or calling the company
for further information or using your own network and find out the ‘work culture’.

This will help one to know about the history of the company, their core values, their clients and processes,
the benefits employees can enjoy and the career growth chart. When one has knowledge about these vital
parameters, it becomes easier to assess a resume based on these parameters. Moreover, when one is
equipped with such vital information about the company and the job profile, it helps to motivate and mould
the suitable but reluctant candidates to attend the interview.

Analyze the Job Description (JD)

A job description is a written record of the duties, responsibilities and requirements of a particular job. It is
concerned with the job itself and not the work. It is a statement describing the job in such terms as “Title,
location, duties, working condition and hazards”. An updated job description is essential for a good
selection interview. It helps one to explain the nature of work to the prospective candidate properly without
any over or under commitment. This also helps to put the candidate, the client company and the agent on
the same platform.

Prepare a Job Specification (JS)

It is a written record of the requirements sought in an individual worker for a given job. In other words, it
refers to a summary of the personal characteristics required for a job. Once the agent knows what the job
is, then he can decide what kind of person he/she would need to do it. Sometimes the job specification is
already prepared and given by the client along with the job description. In such a case, the job of the agent
becomes easier. The job specification is for the benefit of the employees working in Denave. It is ready
reference to check on the requirements that one needs to keep in mind while sourcing for the different
clients. It makes the whole task easier and more convenient.

Implementation

Sourcing: Sourcing is the most of all recruitment activities. It is also difficult being monotonous in nature.
A recruiter needs to be self-motivated to do the job. The sourcing takes place in different levels and in all
the verticals of the industry. The procedures involved are discussed below. Even before sourcing is started,
it is very important to have a clear understanding of the requirement of the client company. The recruiter
must have all knowledge about the company he/she is about to source for. It makes sure that all the questions

20
that a candidate has regarding the profile or the credibility of the company are satisfactorily answered.
Sourcing is defined as the process wherein the recruiter creates a pool of potential candidates to fill up a
position. It is the first step of recruitment. Sourcing involves logging on to a job-portal and doing a search
for the potential candidates. After the search is generated, the most critical part of sourcing starts. Mainly
four steps are involved in Sourcing. They are discussed below:

Analyze the Curriculum Vitae (CV):

Now is the time to scrutinize the candidate’s resume. It is human nature to generally omit the negative
points while creating a resume or to exaggerate the achievements. Though most of the time people are
truthful while forming their resumes, others can hide or not mention things that can portrait a negative
picture of them. A good CV is one which is precise and presentable. It should contain all details of education
and work experience should be arranged in reversed chronological method so as to emphasize on the most
recent one. Analyzing a CV helps in short- listing a candidate.

Match the JD and JS:

When a CV has been analyzed and is considered as a good one, the next step is to match it with the job
description. It is necessary to match it with the profile given by the company. Matching it with the JD gives
an idea if the person will be able to serve well in the position or not. Next it is important to match it with
the job specification. The JS gives the details of the desired skills and the mandatory skills. These are the
criteria for selection.

Shortlist the candidate:

Once the CV has been matched with the job description and matched with the job specification, CV can
shortlisted. Such a candidate is then called in for a face-to-face interview. There is an individual interview
of the recruiter and the candidate. In this interview the candidate answers the questions the recruiter asks to
be sure that the candidate would suit the profile of the job.

Handling the rejected candidates:

It is very important how a recruiter manages the rejected candidates. It is important to make the candidate
where his lacunas are and what can he do about it. In this way not only the recruiter helps the candidate to
correct itself but also helps in creating an association with them which is so very vital in the service industry.

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Interview

Interviews determine if a potential candidate will be a finalist and if he shall suit the job. A lot of things get
clear during an interview. A face to face talk with the candidate ensures that the recruiter evaluates the
candidate on terms of attitude, confidence and communication. The gaps that seem in the resume are also
questioned. The candidate may have an explanation for it. On the other hand if he is lying, then he can be
cross-questioned about this. Some of the objectives of interview are:

 To get an opportunity to judge an applicant’s qualifications and characteristics as a basic for sound
selection and placement.

 To give an applicant essential facts about the job and the company you are recruiting for.

 To establish a rapport.

 To promote goodwill about the company whether interview culminates in employment or not.
 To get a real feel of the candidate.
The nature of the job determines which of these interviews would suit best. All the interviews are not
conducted for all the job profiles. The complexity of the interview depends on the complexity of the job.
The telephonic Interview

It is said that listening intently gives a good idea of what a person want to say and what a person does not
say. The sound, intonations, the varying pressures that a prospective candidate uses while he/she speaks
tells a lot about his/her attitude. This in turn helps the recruiter to judge that if the candidate would be
suitable for the job or not. Unlike the face-to-face interview where the recruiter can read the non-verbal
languages, in a telephonic interview he has to even sharper. Listening to the words used and their tone used
gives immense messages about the candidate.

As a recruiter, one has to be completely prepared before taking a telephonic interview. The following steps
can be kept in mind while taking a telephonic interview:

1) You must keep the CV next to you and make notes while taking the interview.
2) Must prepare a set of questions that would match the JD.
3) To use a call script. This helps in being professional and saves time to in approaching the right
candidate.
4) Do not display any negative emotion during the interview. Not to over or under commit anyone.

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Devise interview questions:

Preparation in advance of an interview is essential if one is to make a successful hire. Critical in the
preparation process is the development of interview questions that elicit tangible facts from all applicants.
Basically, two rules are kept in mind when framing the questions that will indicate whether or not an
applicant meets the requirements you established for the position:

RULE 1: Ask questions that concentrate on the applicant’s past performance – to permit reliable
assumptions about future success.

RULE 2: Ask questions that relate directly to at least one of your listed requirements to maximize the
information you will gain in the time allotted.

General Questions:

 Tell me about yourself

 What do you about the company?
 What are your goals?
 What are your strengths and weakness?
 What has been your most significant contribution in your college/previous organization?
 Why should we hire you?

Specific Questions:

 How would you resolve a conflict in a project team?

 What was experience in previous company?
 From how long you are working there?

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Objectives
Of the
Study

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 OBJECTIVES OF THE STUDY

The main objectives of the study are as follows:

 To understand the process of recruitment

 To know the sources of recruitment at various levels and various jobs

 To critically analyze the functioning of recruitment procedures

 To identify the probable area of improvement to make recruitment procedure more effective

 To know the managerial satisfaction level as well as to know the yield ratio

 To search or headhunt people whose, skill fits into the company’s values

 To know the satisfaction level of employees towards the existing recruitment and selection process.

 To identify the internal and external sources of recruitment and selection.

Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and also

provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:

 To Understand and analyze various HR factors including recruitment procedure at consultant.

 To suggest any measures/recommendations for the improvement of the recruitment procedures

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26
SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal sources and external
sources. Both have their own merits and demerits.
Internal Sources:-
Persons who are already working in an organization constitute the ‘internal sources’. Retrenched
employees, retired employees, dependents of deceased employees may also constitute the internal sources.
Whenever any vacancy arises, someone from within the organization is upgraded, transferred, promoted or
even demoted.
External Sources
External sources lie outside an organization. Here the organization can have the services of: (a) Employees
working in other organizations; (b) Jobs aspirants registered with employment exchanges; (c) Students from
reputed educational institutions; (d) Candidates referred by unions, friends, relatives and existing
employees; (e) Candidates forwarded by search firms and contractors; (f) Candidates responding to the
advertisements, issued by the organization; and (g) Unsolicited applications/ walk-ins.
Merits and Demerits of ‘Recruiting people from ‘within’
Merits Demerits

1) Economical: The cost of recruiting internal 1) Limited Choice: The organization is forced
candidates is minimal. No expenses are to select candidates from a limited pool. It
incurred on advertising. may have to sacrifice quality and settle
down for less qualified candidates.
2) Suitable: The organization can pick the right
candidates having the requisite skills. The 2) Inbreeding: It discourages entry for talented
candidate can choose a right vacancy where people, available outside an organization.
their talents can be fully utilized. Existing employees may fail to behave in
innovative ways and inject necessary
3) Reliable: The organization has the
dynamism to enterprise activities.
knowledge about suitability of a candidate
for a position. ‘Known devils are better than 3) Inefficiency: Promotions based on length of
unknown angels!’ service rather than merit, may prove to be a
blessing for inefficient candidate. They do
4) Satisfying: A policy of preferring people
not work hard and prove their worth.
from within offers regular promotional
avenues for employees. It motivates them to
work hard and earn promotions. They will

27
 work with loyalty commitment and 4) Bone of contention: Recruitment from
enthusiasm. within may lead to infighting among
employees aspiring for limited, higher level
positions in an organization. As years roll
by, the race for premium positions may end
up in a bitter race.

The merits and demerits of recruiting candidates from outside an organization may be stated thus:

MERITS AND DEMERITS OF EXTERNAL SOURCES OF RECRUITMENT

Merits Demerits

Wide Choice: The organization has the freedom Expenses: Hiring costs could go up
to select candidates from a large pool. Persons substantially. Tapping multifarious sources of
with requisite qualifications could be picked up. recruitment is not an easy task either.

Infection of fresh blood: People with special Time consuming: It takes time to advertise,
skills and knowledge could be hired to stir up the screen, to test and test and to select suitable
existing employees and pave the way for employees. Where suitable ones are not
innovative ways of working. available, the process has to be repeated.
Motivational force: It helps in motivating De-motivating: Existing employees who have
internal employees to work hard and compete put in considerable service may resist the
with external candidates while seeking career process of filling up vacancies from outside. The
growth. Such a competitive atmosphere would feeling that their services have not been
help an employee to work to the best of his recognized by the organization, forces then to
abilities. work with less enthusiasm and motivation.
Long term benefits: Talented people could join Uncertainty: There is no guarantee that the
the ranks, new ideas could find meaningful organization, ultimately will be able to hire the
expression, a competitive atmosphere would services of suitable candidates. It may end up
compel people to give out their best and earn hiring someone who does not fit and who may
rewards, etc. not be able to adjust in the new setup.

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METHODS OF RECRUITMENT

1) Internal Methods:
1. Promotions and Transfers
This is a method of filling vacancies from internal resources of the company to achieve optimum utilization
of a staff member's skills and talents. Transfer is the permanent lateral movement of an employee from one
position to another position in the same or another job class assigned to usually same salary range.
Promotion, on the other hand is the permanent movement of a staff member from a position in one job class
to a position in another job class of increased responsibility or complexity of duties and in a higher salary
range.
Job Posting:
Job Posting is an arrangement in which a firm internally posts a list of open positions (with their descriptions
and requirements) so that the existing employees who wish to move to different functional areas may apply.
It is also known as Job bidding. It helps the qualified employees working in the organization to scale new
heights, instead of looking for better perspectives outside. It also helps organization to retain its experienced
and promising employees.
Employee Referral:
It is a recruitment method in which the current employees are encouraged and rewarded for introducing
suitable recruits from among the people they know. The logic behind employee referral is that “it takes one
to know one”. Benefits of this method are as follows:
 Quality Candidates
 Cost savings
 Faster recruitment cycles
 Incentives to current employees
On the other hand it is important for an organization to ensure that nepotism or favoritism does not happen,
and that such aspects do not make inroads into the recruitment process.

29
2) External Methods:
External methods of recruitment are again divided into two categories- Direct External Recruitment and
Indirect External Recruitment methods

DIRECT EXTERNAL RECRUITMENT METHOD

Campus Recruitment
In Campus Recruitment, Companies / Corporate visit some of the most important Technical and
Professional Institutes in an attempt to hire young intelligent and smart students at source. It is common
practice for Institutes today to hire a Placement Officer who coordinates with small, medium and large
sized Companies and helps in streamlining the entire Campus Recruitment procedure.
Benefits of Campus Recruitment
Companies get the opportunity to choose from and select the best talent in a short span of time.
1. Companies end up saving a lot of time and efforts that go in advertising vacancies,
2. screening and eventually selecting applicants for employment
3. College students who are just passing out get the opportunity to present themselves to some of
the best companies within their industry of interest. Landing a job offer while still in college
and joining just after graduating is definitely what all students dream of.
4. On the negative front, campus recruiting means hiring people with little or no work experience.

INDIRECT EXTERNAL RECRUITMENT METHOD

Advertisement
Advertisements are the most common form of external recruitment. They can be found in many places
(local and national newspapers, notice boards, recruitment fairs) and should include some important
information relating to the job (job title, pay package, location, job description, how to apply-either by CV
or application form, etc). Where a business chooses to advertise will depend on the cost of advertising and
the coverage needed i.e. how far away people will consider applying for the job.
Third Party Methods

 Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed and processed whenever
vacancies occur. Walk-ins provide an excellent public relations opportunity because well-treated
applicants are likely to Sinform others. On the other hand, walk-ins show up randomly, and there
may be no match with available openings. This is particularly true for jobs requiring specialized
skills.

30
  Public and private employment agencies: Public and private employment agencies are established
to match job openings with listings of job applicants. These agencies also classify and screen
applicants. Most agencies administer work-sample tests, such as typing exams, to applicants.
 E-Recruiting: There are many methods used for e-recruitment, some of the important methods are
as follows:

a. Job boards: These are the places where the employers post jobs and search for candidates. One of
the disadvantages is, it is generic in nature.
b. Employer websites: These sites can be of the company owned sites, or a site developed by various
employers.
c. Professional websites: These are for specific professions, skills and not general in nature.

 Gate Hiring and Contractors: The concept of gate hiring is to select people who approach on their
own for employment in the organization. This happens mostly in the case of unskilled and semi-
skilled workers. Gate hiring is quite useful and convenient method at the initial stage of the
organization when large number of such people may be required by the organization

DIFFICULTIES IN RECRUIT PROCOCESS

 Talent Acquisition
 Retention of Employees
 Expensive
 Time Constraint
 Budget
 Managing Low attrition rate

CHALLENGES IN RECRUITMENT AND SELECTION

 Talent Shortage
 Attrition rate
 Remoteness of job
 Reservations and govt.policies

31
SELECTION:

Selection is the process of choosing the most suitable person out of all the applicants. It is the process of
matching qualifications of applicants with the job requirement.
The selection of a candidate with the right combination of education, work experience, attitude, and
creativity will not only increase the quality and stability of the workforce, it will also play a large role in
bringing management strategies and planning to fruition.

Features of selection
 Selection is choosing the best out of the recruited persons.
 It is a negative process
 It reduces absenteeism and labour turnover
 It helps in increasing the efficiency and productivity
 It helps in building up of a stable workforce

FACTORS AFFECTING SELECTION

• External environment
 Supply and demand of specific skill
 Unemployment rate
 Legal and political considerations
 Company’s Image
• Internal environment
 Company’s policy
 HRP
 Cost of hiring

32
SELECTION PROCESS

33
HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the Organisation."
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for
the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a specific
vacancy or an anticipated vacancy.
It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an
efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organisation so that the management can select the right candidate for the
right job from this pool. The main objective of the recruitment process is to expedite the selection process.
Recruitment is almost central to any management process and failure in recruitment can create difficulties
for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills.
Inadequate recruitment can lead to labor shortages, or problems in management decision making
and the recruitment process could itself be improved by following management theories.

Need for Recruitment

The need for recruitment may be due to the following reasons / situations
 Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labour
turnover.
 Creation of new vacancies: due to growth, expansion and diversification of business activities of an
enterprise.
 In addition, new vacancies are possible due to job respecification.

34
The recruitment and selection is the major function of the human resource department and recruitment
process is the first step towards creating the competitive strength and the strategic advantage for the
organisations. Recruitment process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time. A general recruitment
process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
 Posts to be filled
 Number of persons
 Duties to be performed
 Qualifications required
 Preparing the job description and person specification.
 Locating and developing the sources of required number and type of employees (Advertising etc).
 Short-listing and identifying the prospective employee with required characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making
Scope of HR Recruitment:

 HR jobs are one of most important tasks in any company or organization.

 To structure the Recruitment policy of company for different categories of employees.
 To analyses the recruitment policy of the organization.
 To compare the Recruitment policy with general policy.
 To provide a systematic recruitment process.
 It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
 It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.
 A recruitment agency provides you with career counseling which renders a crystal clear picture of
what are the possible career options out there for you and which job option suits you the best.

35
Objective of HR :

 To obtain the number and quality of employees that can be selected in order to help the organization to
achieve its goals and objectives.
 Recruitment helps to create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.
 Recruitment acts as a link between the employers and the job seekers and ensures the placement of right
candidate at the right place at the right time.
 Recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated
and flexible human resource that can help achieve its objectives.
 The recruitment process exists as the organization hire new people, who are aligned with the
expectations and they can fit into the organization quickly

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of
an organisation. It is one of the technological tools facilitated by the information management systems to
the HR of organisations. Just like performance management, payroll and other systems, Recruitment
management system helps to contour the recruitment processes and effectively managing the ROI on
recruitment.
The features, functions and major benefits of the recruitment management system are explained below:
 Structure and systematically organize the entire recruitment processes.
 Recruitment management system facilitates faster, unbiased, accurate and reliable processing of
applications from various application.
 Helps to reduce the time-per-hire and cost-per-hire.
 Recruitment management system helps to incorporate and integrate the various links like the
application system on the official website of the company, the unsolicited applications, outsourcing
recruitment, the final decision making to the main recruitment process.
 Recruitment management system maintains an automated active database of the applicants facilitating
the talent management and increasing the efficiency of the recruitment processes.
 Recruitment management system provides and a flexible, automated and interactive interface between
theonline application system, the recruitment department of the company and the job seeker.

36
 Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to
ensure improved ROI.
 Recruitment management system helps to communicate and create healthy relationships with the
candidates through the entire recruitment process.
 The Recruitment Management System (RMS) is an innovative information system tool which helps to
sane the time and costs of the recruiters and improving the recruitment processes.

HR Recruitment Process :

37
1. Client need assessment
 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client
2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills, interest level and
 cultural fit
 Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client
 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation
5. Closure & Follow up
 Negotiate offer acceptance
 Execute Reference check, Compensation & Job Level Discussions
 Coordinate Joining Formalities and on boarding as per predefined date
 Closing review to understand client's level of satisfaction.
HR Telephonic Interview Questions:
Tell me about yourself?
Tell me about your job profile?
How much current CTC, you’re getting in current organization?
How much you’re expecting form new organization?
How the notice period you required if you are selected?
Why did you want to resign from your previous job?

38
HR Challenges in Recruitment :
Recruitment is a function that requires business perspective, expertise, ability to find and match the best
potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate)
and wisdom to align the recruitment processes for the benefit of the organisation.
The HR professionals – handling the recruitment function of the organisation- are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruit the best people or potential
candidate for the organisation.
In the last few years, the job market has undergone some fundamental changes in terms of technologies,
sources of recruitment, competition in the market etc. In an already saturated job market, where the practices
like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges
in one of their most important function- recruitment. They have to face and conquer various challenges to
find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization – The HR professionals are expected and required to keep in tune with the
changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the
process
 Lack of motivation – Recruitment is considered to be a thankless job. Even if the organisation is
achieving results, HR department or professionals are not thanked for recruiting the right employees and
performers.
 Process analysis – The immediacy and speed of the recruitment process are the main concerns of the
HR in recruitment. The process should be flexible, adaptive and responsive to the immediate
requirements. The recruitment process should also be cost effective.
 Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for
the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes
in the market has become a challenge for the recruitment professionals.

39
40
 Research
Methodology

41
 RESEARCH METHODOLOGY

The study will be conducted to achieve the aforesaid objectives including both exploratory and descriptive
in nature and involve personal interviews that will be based on the questionnaire format. A Research
Methodology defines the purpose of the research, how it proceeds, how to measure progress and what
constitute success with respect to the objectives determined for carrying out the research study. There is a
unique methodology that SINZO adopts to render the service.

 The research methodology for the present study has been adopted to reflect these realties and help reach
the logical conclusion in an objective and scientific manner.

TYPE OF RESEARCH

EXPLORATORY RESEARCH
A research design is the specification of methods and procedures for acquiring the information needed to
structure or solve the problem. It is the overall operational pattern or framework of the project that
stimulates what information is to be collected from which source and by what procedure. On the basis of
major purpose of our investigation the EXPLORATORY RESEARCH was found to be most suitable. 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.

DATA COLLECTION

The task of data collection begins after a research problem has been identified and the research design has
been chalked out. While deciding the method of data collection to be used for the study, the researcher
should keep in mind two types of data:
a. Primary data
b. Secondary data
In this research project the data being collected is as follows:
Primary Data:
The survey method is used to collect the primary data in this research as it is the Analytical research to find
out the shortcomings and area of improvements according to the skill required for recruitment team. The

42
data that is collected first hand by someone specifically for the purpose of facilitating the study is known
as primary data. So in this research the data is collected from respondents through QUESTIONNAIRE.

 Primary source of data:

(i). Personal interview

(ii). Questionnaire technique.

QUESTIONNAIRE - Survey among the officials and employees of MONARCH.

PERSONAL INTERVIEWS with the company representatives regarding recruitment and selection
practices in organization.
Secondary Data:
The secondary data is also used in a lesser proportion to find out the name and designation of the employer
who are working with this organization and the company profile. Secondary data refer to information
gathered by someone other than the researcher conducting the current study. Such data can be internal or
external to the organization and accessed through the Internet or perusal of recorded or published
information.
Secondary sources of data provide a lot of information for research and problem solving. Such data are as
we have seen mostly qualitative in nature.
 Secondary source of data :

(i). Company brochure.

(ii). Internet.

(iii). Websites

(iv). Organizational Reports & Records.

(v). Business magazines

(vi). Journals etc

43
 SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random selection. In probability sampling,
each unit is drawn with known probability, or has a nonzero chance of being selected in the sample. Such
samples are usually selected with the help of random numbers. With probability sampling, a measure of
sampling variation can be obtained objectively from the sample itself. Simple Random sampling has been
adopted for this research. Under which we have considered the sampling which has been done for a specific
designated population, because here a small cluster of professionals has been considered out of the total
universe which has been divided in small group like recruitment team & employee.

Cluster sampling

Cluster sampling is a method where the researchers divide the entire population into sections or clusters
representing a population. Clusters are identified and included in a sample based on demographic
parameters like age, sex, location, etc.
This makes it very simple for a survey creator to derive effective inferences from the feedback.
For example, suppose the United States government wishes to evaluate the number of immigrants living in
the Mainland US.
In that case, they can divide it into clusters based on states such as California, Texas, Florida,
Massachusetts, Colorado, Hawaii, etc. This way of conducting a survey will be more effective as the results
will be organized into states and provide insightful immigration data.

Systematic sampling
Researchers use the systematic sampling method to choose the sample members of a population at regular
intervals. It requires selecting a starting point for the sample and sample size that can be repeated at
regular intervals. This type of sampling method has a predefined range; hence, this sampling technique is
the least time-consuming.
For example, a researcher intends to collect a systematic sample of 500 people in a population of 5000.
He/she numbers each element of the population from 1-5000 and will choose every 10th individual to be
a part of the sample (Total population/ Sample Size = 5000/500 = 10).

44
Stratified random sampling:
Stratified random sampling is a method in which the researcher divides the population into smaller groups
that don’t overlap but represent the entire population. While sampling, these groups can be organized, and
then draw a sample from each group separately.
For example, a researcher looking to analyze the characteristics of people belonging to different annual
income divisions will create strata (groups) according to the annual family income.
Eg – less than $20,000, $21,000 – $30,000, $31,000 to $40,000, $41,000 to $50,000, etc. By doing this,
the researcher concludes the characteristics of people belonging to different income groups. Marketers
can analyze which income groups to target and which ones to eliminate to create a roadmap that would
bear fruitful results.

SAMPLE SIZE

Sample size refers to the number of items to be selected from universe to constitute a sample. The sample
size should be optimum as it should fulfill the objective of the research. 40 Nos.- Total manpower strength
is 450 and I have focused upon 10% of total employees of SINZO. (Covering each and every department).

SAMPLE AREA

The sample area refers to the universe to be studied under our research project. The area denotes the place
or the region to be studied and taken into research consideration. Thus, the sample area chosen for this
research project is SINZO, Nagpur.

RESEARCH DESIGN
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.
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 pattern or framework of the project that
stipulates what information is to be collected from which source and be what procedures.

45
Data Analysis
And
Interpretation

46
 DATA ANALYSIS AND INTERPRETATION

The analysis of the data is done as per the survey finding. The data is represented graphically in
percentage. The percentage of the people opinion were analyzed and expressed in the form of charts.

Question 1: What form of interview did you prefer?

other personal interview

video 10% personal telephonic interview
confrencing interview video confrencing
20% 40%
other
telephonic
interview
30%

INTERPRETATION
Most of the 40% manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as
only 20% goes for video conferencing and rest 10% adopt some other means of interviews.

Question 2: What source you adopt to source candidates?

Candidate Referral

15% Advertising
5%
Job Portal
80%

Source: Compiled from questionnaire data

INTERPRETATION
This analysis indicates that most of the respondent i.e.
85% responded for Job Portal,
10% responded for Candidate referral and
5% responded for Advertising

47
Question 3: How many stages are involved in selecting the candidate? / How many Question you are
asking during the Telephonic interview round?

10% 5%

One

Two

45%
Three
40%

Four

INTERPRETATION
Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews
where as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews

Question 4: How do you track the source of candidate?

Data Software
15% 5%

Software Online Data

Online
80%

INTERPRETATION
Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software
to source a candidate.

48
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
No
5%

Yes No

Yes
95%

INTERPRETATION
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.

Question 6: What is the average time spent by executives during recruitment (each candidate)?

Chart Title
70%
60%
50%
40%
30%
20%
10%
0%
1 -5minutes 5-10 minutes 10-15 minutes more than 15 minutes

INTERPRETATION
This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded
for more than 15 mins.

49
Question 7: Do you follow different recruitment process for different grades of employees?

No
5%

Yes No

Yes
95%

INTERPRETATION
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

Question 8: What are the basic questions you ask to the candidate?

Experience (Total /
Relevent)
0% Current / Expected CTC
0%

Notice Period
0%
Current Job Profile
0%
Experience (Total /
Relevent)
Current / Expected CTC

Current Job Profile

Notice Period

All of the Above All of the Above

100%

INTERPRETATION
This analysis indicates that the entire respondent i.e. 100% responded for asking all the
basic questions.

50
Question 9: Do you have any system to calculate cost per recruitment?

Linear ()

160
140
120
100
80 70
60
40 30
20
0
Yes No

INTERPRETATION

This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes

Question 10: Is there any provision for evaluation and control of recruitment process?

Yes
45%

No
55%

Yes No

INTERPRETATION
This analysis indicates that most of the respondent i.e. 55% responded for No and 45%
responded for Yes.

51
Theoretical Framework:

Theories Regarding Recruitment

RECRUITMENT IS TWO WAY STREET:

It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom to recruit
and whom not; As per Behling et al, there are three ways in which a prospective employee makes a decision
to join an organization. Accordingly, the following three theories of recruitment have been evolved:
 Objective factor theory
 Subjective factor theory
 Critical contact theory

These theories can be explained as follows:

Objective Factor Theory
It assumes that the applicants are rational. As per this theory, the choice of organization by a potential
employee depends on objective assessment of tangible factors such as; Pay package, Location, Opportunity
per career growth, Nature of work and Educational opportunities. The employer according to this theory
considers certain factors among others; educational qualification, years of experience and special
qualification/experience.
Subjective Factor Theory
The decision making is dominated by social and psychological factors. The status of the job, reputation of
the organization and other similar factors plays an important role.
According to this theory, compatibility of individual personality with the image of organization is decisive
factor in choosing an organization by individual candidate seeking for employment.
These subjective factors are; Personal compatibility for the position, Competence and Best fit.
Critical Factor Theory
The critical factors observed by the candidate during his interaction with the organization play a vital role
in decision making. Recruiter being in touch with the candidate, promptness of response and similar factors
are important. This theory is more valid with the experienced professionals.
There are instances when a candidate is unable to choose an organization out of alternative based on
Objective and Subjective factor(s) listed above. This is due to many reasons such as limited contact and
insufficient data with regards to the organization or its own inability to analyze and come to ant conclusion.
In such cases, certain critical factors observed by the manager during interview and contact with personnel
of the organization will have profound influence in his decision process.

52
It must be noted that, the theoretical base given above by Behling et al was mostly influenced by the
working condition which existed in developed countries like The United States of America and European
countries. In these countries, vacancies are many and there is scarcity of suitable hands unlike in developing
countries like Cameroon where vacancies are less and hands are more resulting to large scarce
unemployment.
The theoretical base given above cannot be applied in developing countries except in hid paid jobs where
higher skills and better knowledge are the prerequisites. In such cases, candidates have variety of choices
and he is the master of his choice.
In production, servicing and clerical jobs, unemployment is where the number of job seekers far exceeds
the vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call him or her for
employment. In such a case, the potential organization is in a better place to choose the candidates from the
many available.
Hence, the recruitment process should be that of filtering and re-distributing potential candidates not only,
for actual or anticipated organization vacancies but also searching for prospective employee.
From Behling’s review, it could be assessed that workers output will increase due to certain objectives of
motivating them through regular payment. This will help to influence their working conditions thereby
making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for jobs far exceeds the
vacancies that exist. In this case, candidates have little choice to be offered the job in the institution. Though
they possess the knowledge, education, the process should be to filter and re-discover their potentials.
When this happens, right (qualified) employees should be placed in the right positions and as a result, it
will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to determine
whether his output will increase or decrease but it should be assessed from the critical factor observed
during interview and the contact with the personnel of the organization that will influence his productivity
and his decision making

53
 Findings,
Limitation
Suggestions,
Conclusion,

54
 FINDINGS

 According to the Survey, Recruitment differs from company to company for each category.
 According to the Survey, the company do utilize internet sites for the recruitment process and for finding
the talent candidate
 According to survey it is observed that the company are utilizing the job description in order to make
screening process more efficien.

LIMITATION OF THE STUDY

The study is subjected to the following limitations

 The study is based on the data provided by the company statements so, the limitations of the company’s
employees remaining are equally applicable.
 In some cases data is collected from the companies past records

SUGGESTIONS

• Time management is very essential and it should not be ignored at any level of the process.
• Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more which
needs to be reduced.
• Communication, personal and technical skills need to be tested for employees.

55
 CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a person who has
the maximum skills required for the job. After selecting the right person, the company’s main aim is to
place that person at the right job. The main strength of any company is its employees. Effective workers
are the best route to success. For this reason, company's strives to attract and hire the best, and to provide
the best place to work.
Some of the biggest and most constant challenges that plague organization is people related because they
don’t place more emphasis on getting the recruitment process right. If they get the right person in the right
job at the right time, bottom-line and many other business benefits are immediate, tangible and significant.
If they get the wrong person in the wrong job, then productivity, culture and retention rates can all take a
hit in a big way.

SINZO has competent and committed workforce, still there are scope for more improvements. To ensure
that company recruits the right people, it has to identify essential skills and behaviours that applicants
should demonstrate. For each position there should be a job description outlining typical duties and
responsibilities and a person specification defining personal skills and competences. The emphasis should
be on matching the needs of the company to the needs of the applicants. This would minimize employee
turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place, which can be
executed effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and
concise recruitment policy helps ensure a sound recruitment process.

Management should structure and systematically organize the entire recruitment processes. It should Offer
tolls and supports to enhance productivity, solutions and optimizing the recruitment processes to ensure
improved ROI. The Recruitment Management System (RMS) should be such that it helps to save the time
and costs of the HR recruiters in company and improving the recruitment processes.

56
57
 BIBLIOGRAPHY

To make this report I have taken help from:

 Friends and Teachers
 www.google.com
 Research Methodology- C.R. Kothari
 Philip Kotler
 News Paper: Economic Times

58
 QUESTIONNAIRE

Question 1: What form of interview did you prefer? ()

a. Personal interviews
b. telephonic interviews
c. video conferencing
d. Other
Question 2: What source you adopt to source candidates? ()
a. Candidate referral
b. Job portals
c. Advertising
Question 3: How many stages are involved in selecting the candidate? / How many Question you are
asking during the Telephonic interview round? ()
a. 1
b. 3
c. 2
d. 4
e. More
Question 4: How do you track the source of candidate? ()
a. Software
b. Data
c. Online
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ()
a. Yes
b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate)? ()
a. 1mins to 5mins.
b. 5 to 10 mins.
c. 10 to 15mins.
d. More

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Question 7: Do you follow different recruitment process for different grades of employees? ()
a. No
b. Yes
Question 8: What are the basic questions you ask to the candidate? ()
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above
Question 9: Do you have any system to calculate cost per recruitment? ()
a. No
b. Yes, please specify –
Question 10: Is there any provision for evaluation and control of recruitment process? ()
a. Yes
b. No
Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes
b. No

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