A

PROJECT REPORT ON

“TO STUDY RECRUITMENT

PROCESS OF

TALENT SPINNERS”

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

SUBMITTED BY

SAMEER SAYYED

IN PARTIAL FULFILMENT OF

BACHELOR OF BUSINESS ADMINISTRATION

TYBBA SEM- VI (HUMAN RESOURCE SPECIALIZATION)

UNDER THE GUIDANCE

OF

PROF. SHAGUNTHALA DEVI

PRATIBHA COLLEGE OF COMMERCE AND COMPUTER STUDIES,

CHINCHWAD, PUNE-19

ACADEMIC YEAR

2022-2023

1
 Kamala Education Society’s

Pratibha College of Commerce and Computer Studies,

Chinchwad, Pune-411019

CERTIFICATE

This is to certify that Mr. Sameer sayyed of T.Y. B.B.A Roll No. 6958 having specialization in Human
Resource Management has successfully completed his project To study Recruitment process at talent
spinners in the subject of {Recent trends and HR accounting} as per the norms of Savitribai Phule Pune
University under the guidance of Prof.Shagunthala devi for the academic the year 2022-2023.

............................ ............................. ............................

Dr. Babasaheb Sangale Dr. Anamika Ghosh Prof. Shagunthala devi

(Principal) (Program Co-Ordinator) (Project Guide)

Internal examiner External examiner

Date: - / / 2023

Place: - Chinchwad

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 ACKNOWLEDGEMENT

I wish to express my sincere thanks to Pratibha College of Commerce and Computer

Studies, Chinchwad-Pune (Affiliated to Savitribai Phule Pune University - SPPU) for giving
me a chance to be a part of this project and I thank to my subject teacher Prof. Shagunthala
devi .I also thank the library team members for providing access to valuable information,
library books, computer labs and other resources gracefully.

I take this opportunity once again to thank all the supporting stakeholders who are not
mentioned above, but have contributed directly or indirectly to complete this project with
great success.

Sincerely,

Mr. Sameer sayyed

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.

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 INTERNSHIP LETTER

To,

The Principal,

Pratibha College of Commerce and Computer Studies

Chinchwad Pune -19

Subject: Joining as an Intern Recruiter

Respected Madam / Sir,

I am studying in semester VI of T.Y.BBA I am going to join Talent spinners for my sixty

hours’ internship program me for 2 weeks as an Intern Recruiter. I assure that I will follow
all the rules and instruction issued by the internship providing organization. I will be
responsible for my behaviour and performance during the internship period.

Thank you.

Your Obediently,

SAMEER SAYYED

(Name & Signature of Parent) (Name & Signature of the Student)

Date:

5
 LOG SHEET OF WORK PERFORMED DURING INTERNSHIP

Letter Head of the Internship Provider Organization

LOG SHEET OF WORK PERFORMED DURING

INTERNSHIP AS AN
INTERN RECRUITER
AT TALENT SPINNERS, PUNE

Date Time Total Signature Signature of

Hours Details of work done of officer student
From To

24/04/202310.00 AM 6.00 PM 8 Introduction of Company

Introduction of Worker/Staff
Training Documents

25/04/202310.00 AM 6.00 PM 8 Training on Job Boards

Training on Mockup calls

26/04/202310.00 AM 6.00 PM 8 Practicing mockup calls

Creating job descriptions

27/04/202310.00 AM 6.00 PM 8 Practicing mockup calls

Practice on live client
requirements

28/04/202310.00 AM 6.00 PM 8 Creating job descriptions

Souring training

29/04/202310.00 AM 6.00 PM 8 Learning about job boards


Interaction with clients to get
the requisition
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Brief discussion on what the
client is looking for in the
 candidate

01/05/2023 10.00 AM 6.00 PM 8  Handling full life cycle

recruitment of varied
industries.
 Recruiting permanent/contract
candidates for various
industries.

02/05/2023 10.00 AM 6.00 PM 8  Responsible for sourcing, pre-

screening, conducting personal
and technical interviews,
checking references,
negotiating salaries/ pay rates
etc. till closure.

03/05/2023 10.00 AM 6.00 PM 8  Preparation of interviews of the

candidates
 Taking follow-ups with the
interviewer and giving update
to the candidates

04/05/2023 10.00 AM 6.00 PM 8  Contact candidates through

phone calls and e-mails to
determine interest and
availability
 I use to Submit qualified
candidates to open job
requirements

05/05/2023 10.00 AM 6.00 PM 8  Preparation of interviews of the

candidates
 Taking follow-ups with the
interviewer and giving update
to the candidates

This is to certify that Altaf Hussain has satisfactorily completed the internship programme assigned to
him.

Name & Signature of Supervisor Name & signature of manager Name & signature of
section in charge

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 Date

8
 INDEX

Sr No Contents Page No
1 Internship letter

2 Log sheet

3 Introduction to Company

4 Introduction to Topic

5 Objective of the study

6 Research Methodology

7 Suggestions

8 Conclusion

9 Bibliography

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INTRODUCTION TO COMPANY

Talent Spinners providing wide range of recruitment and selection services into
BFSI and IT Sector for Domestic and International market.

A Start up by Team of Industry Highly Experience and Enthusiasts into Human

Resource Services with vision to establish in the field of HR Consulting,
Recruitment, Staffing and Training. Talent Spinners providing wide range of
recruitment and selection services into BFSI and IT Sector for Domestic and
International market

. Our team of hiring professional is dedicated towards leveraging the business

potential of our clients by offering strategic Recruitment and Human Resource
Services. We neatly work as a business collaborates with our Business Clients
to expand their business potential by providing the best HR Solutions of
Recruitment into all Hierarchy positions.

Our Vision and Mission

 To be recognize as a strong contender of Human Resource Industry by

providing the state of the art services into the fields of
 HR Consultation, Legal Compliance & Value Add Services,
 Recruitment & Staffing,
 Training
 Our Commitment
We strongly believe in building a value of trust, honesty and transparency with
our Business Partners to build long-term fruitful business relationship by
adopting flexible approach.

Human Resources with a Basic Difference

Staffing Services

We offer pre-screened ready to start talents into BFSI for short term and long
terms staffing purposes. We have ample of active talent pool from industry
sector to fulfil urgent organization resource needs.
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Quicker Hiring Solutions

Well establish state of art existing hiring tools helps quicker & safer line up to
minimum 80- 90% of exact suited resources in shorter period.

Payroll & Compliances Services

We manage post joining services, payroll processing, compliances related

work, Challan processing, Labour Licenses and Contractual services. HR
Training Get hands on experience on complete end-to-end recruitment process
into BFSI Sector with Top Notch companies from the Industry. Launch yourself
as HR Professional into various BFSI Openings.

INTRODUCTION TO TOPIC

RECRUITMENT INTRODUCTION

Recruitment is the process of having the right person, in the right place, at the right time
and it is crucial to organizational performance. You will find here information on the
recruitment process, recruitment law, policy and methods, online recruitment, costs of
recruitment, recruitment advertising, recruitment agencies, consultants and executive
search, graduate recruitment, competency-based recruitment, application forms,
curriculum vitae, and internal recruitment.

DEFINITION

“Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization. The process of finding and hiring the best-
qualified candidate (from within or outside of an organization) for a job opening, in a
timely and cost-effective manner. The recruitment process includes analyzing the
requirement of a
job,attractingemployeestothatjob,screeningandselectingapplicants,hiring,andintegratingt
henewemployee to the organization.

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A process of finding and attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are submitted. The result
is a pool of applications from which new employees are selected.

PROCESS OF RECRUITMENT

It is the whole process that begins with the identification of the needs of the company
withrespecttothejob&resourcesandendswiththeemployingacandidateinthecompany.Whe
nwe think of the recruitment process, what immediately comes to our minds are the
activities like analysis of the requirement for a particular job, to attract the candidates for
the particular job, screening of the applicants and selecting among them the best
candidate for the required job. Before the organization recruit candidates, they must
properly implement the virtual staffing plans and forecast them to determine how many
people they actually require.

METHODS OF THE RECRUITMENT PROCESS

Forecasting of the employee is based upon two factor either internally or externally . There
are two methods of doing the process of professional recruitment.

Internal Recruitment

 It is done when the company looks

tofillthevacancyfromtheirorganizationorexistingworkforce itself. It is a
cheaper and quicker process to recruit, people are already familiar with
the organization, the company already knows about the strength and
weakness of the candidates.

External Recruitment

 This is the process when a company looks to fill the vacancy from any suitable
application or outside the business. It is done outside the company which brings
new ideas; people have a wider range of experience, longer process, more
expensive, shiftsinpopulation,competition,etc.

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IMPORTANCE OF THE RECRUITMENT PROCESS

 The main reason why the process of recruitment is implemented deeply is to

find the person who is goal-oriented, talented and best suitable for the job role
within
theorganization,andalsowhowillhelpthecompanymovetowardsattainingtheorgani
zationalgoals.Thereissomereasonwhytherequirementprocessissoimportanttothe
companies:

 Toensureproperalignmentofskillsetstoorganizationalgoals.Throughtheprocesso
frefinement, one can make sure that the skill set of the staff or the manpower
of acompanyremainsaligned withitsinitiativegoalsornot.

 To ensure effective and efficient recruiting, which means that the person is
employed for the job full of talent, required skills, and qualified for the job?

 Toensurecompliancewithpoliciesandlaws,onemustadheretothelawsandregulati
onswhenitcomestohumanresourcemanagement.Equalopportunityandnon-
discrimination in the process of hiring are the most major factors which are
really important.

 Todor any of the methods, a company generally have two options:

IN-HOUSE TEAM

 Aknin
houseteamanalysesthejobrole&requirement,prepareaJD,searchforsuitablecandida
tes, be it campus hiring process or through job portal or through reference, then
they scrutinize the applicants, organize the recruitment process & finally shortlist
the right fitfor the job.

OPTIONS FOR RECRUITMENT PROCESS

ExternalAgencyorRecruitmentOutsourcingAgency:

An External Agency or Recruitment Outsourcing Agency, on the other hand, is a third

party which performs the whole recruitment process on behalf of the company & fulfills
the vacant position.
FactorsthatinfluencetheRecruitmentprocess
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Recruitmentismainlyaffectedbyseveralfactorswhichplayabigpartinwhethertheprocessofrec
ruitment will be success ful or not. Some of the important factors areas below:

FACTORS OF RECRUITMENT PROCESS

ToolsoftheRecruitmentprocess
TherearemanytoolsandtechnologieswhichhavebeendevelopedtohelptheHRdepartmentma
ke much more effective use of emerging recruitment or existing recruitment channels.
According to the reports, the mobile career and recruitment websites now account for
20%
to30%oftraffic.Thiscouldevenbehigherfortheorganizationswhoareembracingsocialmediaes
peciallyFacebooksincehalfofthe Facebook superstardom mobile.

Applicant Tracking System(ATS)

 Intoday'scompetitiveworld,ATSistheintegrationplatformwhichcanconnecttoothertoo
lsandservicesusedintheprocessofhiring.Theyhelpustobringmanyrecruitmentfunction
s into a central place thus further streamlines the practices. It is important to
feature i.e., intelligent skills matching is based upon the semantic technology and
thusprovidethebuilt-inreal-timeanalyticstoevaluatewhatchannelsperformthebest.

MOBILE RECRUITING TOOLS

 Research from ComScore says that about 2.8 million job seekers a month already
had crossed the access of job listing from their mobile devices in U.K., with daily
lookingof67%.Instudies,itisfoundthat88%ofpeoplelookforthejobontheirmobilephon
es,with one in three keen to apply using their mobile devices. The mobile recruiting
toolscanbebrokendownintoseveralareas,QRcodes,textalerts,app,andmobile-
optimizedwebsites.

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LOCATION TECHNOLOGY

 The Geolocation is the process to identify the real-world geographic positions of the
person with the help of their mobile phones or desktop devices. It has the potential
to bring recruitment and HR teams much more lose with the right talent. At the
time
ofhiring,whenyouaskthecandidatewhatismostimportanttoyou,theywillalwaysfocuso
nthree main things as salary, job title, and location.

VIDEO INTERVIEWING

 Had increased their use of video conferencing to conduct the interviews as

compared
with2010.Thevideoisthemediumfornewgenerationcandidate,soHRmustbecomemo
reacceptingofitsplaceintheprocessofhiring.Thevideoclipcanbesharedwitheveryonei
n the hiring process. There are no tools which can be used in the process of video
interviewing assure, Tazia, Launchpad, etc.

STEPS INVOLVED IN RECRUITMENT PROCESS

Creating a basic flowchart for recruitment process sometimes helps in tracking full process. Not
every recruitment process is the same, but this is general as it gets. It is an essential
partofanacquisitionfunctionwhichisdefinedastheprocessofcreatingapoolofcandidateswhoareinterest
ed anthozoan then hiringthebestcandidatewellqualified for the job.

There are some of the steps which are involved in the process of recruitment as follows:

IDENTIFY THE NEED FOR HIRING

 This is the process of understanding and identifying the need of requirement from
Recruiting manager about what his/her expectation is to be the vacant seat of the
job. The things which are required to be considered re the education qualification,
the flexibility of the candidate, knowledge, skills, compensation, experience, etc.
Because the changes for the candidate may be good as from their last job, so you
also must look at the candidate perfectly about his/her background.
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PLANNING

 Once you have identified what you need both in terms of hard and soft skills ,now
it is time to put a plan together to find what you need from the candidate. Who all
are involved with the hiring process on the steps that will be taken and the use of
communication channel that you will be using to hire the candidate, you must
always make sure that you get the “buy-in” of everybody who is all you need is
one misstep to blow everything.

SEARCHING

 This is the important stage where the companies are required to be a “hunter,”
not a “gatherer,” as there are many companies who think that professional and
amazing candidate will be going to rain down from the sky into their company to
fill the vacant position of the required job. No, it does not happen. This is why
most of the companieshire“head-
hunters”.Eventhecompanieswithinternalrecruitersorthehiringauthoritiescannotma
tchtheexpertiseconnectionsoftherecruiterwhoworksinthetrenchesoftheindustryda
yafter day.

IDENTIFY VIABLE CANDIDATE

 Findingthedesiredcandidateisnotenough,anybodycanfindthecandidate.But,tofinda
suitable candidate for the job role is much more important. So, the most
important factor, which is also most difficult, is to find them, identify them and
search for them. You must always make sure that the candidate you find fit in your
job role & must be well qualified, talented and challenging enough to face the
competitive world.

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RECRUITING CANDIDATES

 Oncetheviablecandidateisfound,theprocessofrecruitmentcanbegin.Inotherword,ca
ndidates must be sold on not only the opportunity but also on the organization.
This important distinction is missed by some organizations. Top candidates are not
justinterestedingettinganewjob;theyaremoreinterestedingettinganewjobwithagrea
temployer. There could be a chance that they like the job, but do not like the
employer and so might not take the job.

STEPSOFRECRUITINGPROCESS

SCREENING

 Now, you have the batch of viable candidates, most likely the passive candidates
who are curiously interested in the job position. But not every single of them will
be going to take it through the process. The first stage of the screening process is
the telephone interview. The phone screening whittles the list down so that you
can move to the next stage of the process. In this stage, many of the candidates
are refined during the telephonic conversation.

INTERVIEWING

 There are two main aspects of face to face interview. The first one is if the process
is stretched out for too long then the candidate involved loses interest. Another is
theemployermustcommunicatewiththecandidatewheretheyareinprocessandwhatt
heyexpect in the near term or will start looking somewhere else. There are the
two
mostimportantaspects,whichmostofthecompany’sneglectatthetimeofinterviewing.

 Themostdelicatestageoftherecruitingprocessistheofferingstage.Ahiringmanagersho
uld never take for granted whether a candidate is going to accept an offer or not.
If any organization is working with the search consultant, then the hiring manager
of
thatorganizationshouldletthesearchconsultantextendtheoffer.Thisiswhatthecandid
ateexpects and this is what should be done.

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HIRING OF CANDIDATE

 Why should the step of offering and hiring be combined together? This is because
noteveryemploymentofferisaccepted.Ifeveryofferisaccepted,thenyesthiscanbedon
e.If 1 candidate rejects the offer, then the company may extend it to another
candidate, if2 rejects the offer, it can be extended to the 3 one and so on. Once
the candidate does accept the offer of employment, that’s when the official hiring
is successfully done.

ON-BOARDINGTHECANDIDATE

 If you cannot retain the employees, to whom you have hired, then what’s the
point of hiring the best candidate in the marketplace? When we offer onboarding,
then we are talking about more than just new employee paperwork. Many
companies have failed to do that which results in the new employees for their first
day of work only.

1.4 Sources of information 

All the information incorporated in this report has been collected primary
sources as  well as secondary sources. 
Primary sources: 
∙ Interview with assistant manager of administration & HR-In
Charge ∙ Operations manager and some other employees 
∙ Discussion sessions with senior officers as well 
Secondary Sources: 
∙ Alliance Capital Asset Management Ltd Annual Report 
∙ Job description for each employees of Alliance Capital Asset Management
Ltd,  HR Division. 
∙ Performance appraisal format 
∙ Performance appraisal guideline provided by the Human Resources division.

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 OBJECTIVES OF RECRUITMENT

Refine the quality of your candidates

When searching for the ideal candidate for a position, recruiters first look for applicants
whose resumes match the job description they listed. The professional skills, education and
employment experience listed on a resume are important in determining whether a
candidate is a good fit for an available position, but refining candidates even further can
help you ensure you hire the best possible applicant.

Create a pool of qualified candidates

Even if you plan on hiring the first candidate you interview, having a pool of select
candidates adds quality assurance to your hiring process. You may still select the first person
you interviewed, but using their qualifications as a baseline when interviewing other
candidates allows you to make a hiring decision with confidence. If you have multiple
candidates to compare, you can also ask for feedback from colleagues or supervisors when
attempting to select a qualified candidate.

 Find candidates who fit your company's culture

Company culture refers to a shared set of values, practices and goals that members of an
organization share. Effective team managers often consider the independence and preferences of
their team members, how team members treat one another and the workplace environment when
delegating tasks and assigning group work. Recruiters can maintain a productive company culture by
ensuring that a chosen candidate understands their company's culture and wants to actively
participate in it.

 Streamline the recruitment and hiring processes

Creating a detailed strategy for interviewing and hiring candidates makes the entire process
more efficient. When you know exactly what to expect and develop a consistent approach
to hiring candidates, applicants often feel valued and respected. This can help you develop
positive relationships with candidates who may have an interest in future vacancies within
your company.

Encourage leadership development

Candidates are more likely to accept a position if they know there are advancement opportunities
within the company. You can make leadership development a recruitment objective by discussing
career goals with each candidate, explaining the company's structure and letting them know
whether you may have more senior positions available in the future. If you don't believe there are
advancement opportunities available, ensure that the candidate feels comfortable remaining in the
position or solely working in similar job roles.
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Research methodology

REASEARCHDESIGN

Research design is the arrangement of condition for collection and analysis of data in
amannerthataimstocombinerelevancetotheresearchpurposewitheconomyinprocedure,

Their search design is conceptual structure within which research is conducted. It

becomes the blue print for the collection’s measurement and analysis of data. The design
of what the research will do for writing a hypothesis and its operational implications of
the final analysis of the data. In my research design I collected the primary data through
questionnaire and an interview and the secondary data through internet and books
TYPESOF DATA:

Primary data: Are those which are collected freshly and for the first time. Thus happens
to be original to the facts. The primary data in my project collected through
questionnaire prepared on the objective of research.

Secondary data: Are those data which is already been collected by someone else and
which have already been passed through the statistical process. In case of secondary
data, the nature of data collection work is merely that of his historical data. In my
research secondary data was collected through internet.

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SUGGESTIONS

 Recruitment must be done by analyzing the job firstly

which will make it easier and will be beneficial from the
company's point of view

 More emphasis should be given in internet and

advertisement so that more and more candidates apply for
the jobs and it will be easy to find the right employee
among them.

 The recruitment and selection procedure should not be

100 lengthy and

 Company should try to use the internal recruitment

process find because

 it is less cost and acts as a motivational factor to the

employees

 Provide training to employees that they get better

knowledge, skills

 Company shined amend some parts of their HR policies for

better effectiveness

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 CONCLUSION

From the above discussion it can conclude such a way that since human resource
management is a continuously practicing issue so it plays a significant role on organizations
overall performance.

If an organization wants to gain full benefit from human resource management it should
follow all the sections of HRM.

As a small AMC few persons are recruited for its operations and performances. But it will
expand soon or later and then the number of HR employee may not be enough to run the
company.

Committed and trustworthy employees are the most significant factors to becoming a
employer of choice, it is no surprise that companies and organizations face significant
challenges in developing energized and engaged workforces.

However, there is abundance of research to demonstrate that increased employee

commitment and trust in leadership can positively impact the company’s bottom line.

In fact, the true potential of an organization can only be realized when the productivity level
of all individuals and teams are fully aligned, committed and energized to successfully
accomplish the goals of the organization.

Thus, the objective of every company should be to improve the desire of employees to stay
in the relationship they have with the company.

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BIBLIOGRAPHY

http://www.talentspinners.com/

https://www.academia.edu/

https://www.scribd.com/

https://www.projects99.com/

https://www.smartrecruiters.com/

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