A Study On The Online Recruitment and

Selection Process in Growupp

THIS PROJECT REPORT HAS BEEN SUBMITTED AS A

REQUIREMENT FOR PARTIAL FULFILMENT OF THE
BACHELOR OF BUSINESS ADMINISTRATION DEGREE
UNDER THE MAULANA ABUL KALAM AZAD
UNIVERSITY OF TECHNOLOGY.

SUBMITTED BY
Debarshi Bose
BBA(H) – 6TH SEMESTER
REGISTRATION NO. – 201642005010001 OF 2020 - 2021
ROLL NO. – 16405020010
SESSION – 2020 – 2023
UNDER THE GUIDANCE OF
Mr. DEEPAK ROY, ASSISTANT PROFESSOR
FACULTY, GCMS

GEORGE COLLEGE OF MANAGEMENT & SCIENCE

BUDGE BUDGE TRUNK ROAD,
MAHESHTALA, CHALKMIR, KOLKATA – 141
Certification
Acknowledgment

I would like to express my heartfelt gratitude to my assistant professor, Mr. Deepak Roy, for his

invaluable guidance and support throughout this project. His expertise in the field of HR has been

instrumental in helping me navigate the challenges of this internship, and I have learned so much from

his mentorship.

I would also like to thank Ms. Monika M, my team leader during the internship, for her unwavering

support and assistance. Her guidance and mentorship were crucial in helping me develop my skills as

an HR intern.

Finally, I would like to thank my HR manager, Sanjeev Pal, for believing in my work and promoting

me to HR team leader. His trust and support have been a constant source of inspiration and motivation

for me throughout this project.

I am deeply grateful to all of these individuals for their contributions to this project, and I feel

incredibly fortunate to have had the opportunity to work with such a talented and supportive team.
Content______________________________________Page
I. Introduction ……………..…………………………………………………………………..….[1]

About the Company ……………………………..……………………………………...….…...…..[2]

Goals of the Company ………………………………………………………………………..…….[3]
Purpose of the project ……………………………………………………………………….…..….[4]
Goals and objectives ………………………………………………………………………..…..…..[5]
Scope of the project …………………………………………………………………..….……..…..[7]
Methodology ………………………………………...……………………………………….…......[8]

II. Job Posting ………………………………………………………………………………….…..[9]

Overview of the job posting process …………………..…………….……………………..…........[10]

Description of the job postings made in LinkedIn……………………………………………..…...[11]
Analysis of the effectiveness of job postings…………………..……..……………….…………....[14]

III. Recruitment and Selection …………………….…………………………………….…….…[17]

What is Recruitment? …………………………………………………………………………..…..[18]

Difference between Online and Traditional Recruitment.…………………..………………….…..[19]
What is Selection?…………………………………………………………………………………..[20]
Difference between Online and Traditional selection. ………………………………………….….[22]
Overview of the recruitment and selection process………………………………………………...[24]
Description of the methods used to recruit and select candidates……………....…………………..[25]
Analysis of the effectiveness of recruitment and selection methods………………....……………..[26]

IV. Data Analysis ……………………………………………………………………………..…....[27]

Overview of the HR data analyzed…………………..……...……………………………………….[28]

Description of the Excel tools and techniques used for data analysis …………………..……..…...[29]
Analysis of the HR data and interpretation of the results ……………….………………………… [31]
Content______________________________________Page
V. HR Team Leadership…………………………………………….……………………….……[42]

Overview of the role as HR team leader………………………..………………….…………........[43]

Description of the activities performed in assisting the HR team………………….…………........[44]

VI. Conclusion …………………………………………………………………………………….[45]

Summary of the internship experience ….…………………………………………………..……..[46]

Reflection on the skills and knowledge gained……………………….……………………….…...[47]

VII. References…………………………………………….………………………………………[48]

VIII. Appendix…………….……………………………………………………………………….[53]
INTRODUCTION

Page 1
 ABOUT THE COMPANY

Growupp is an India-based ed-tech startup and the fastest-growing in the country. The company's main
mission is to bridge the gap between what is taught to students and how they can put that knowledge
into use. Through a research-based product, Growupp aims to revolutionize the field of education and
career planning to ensure a secure future for children by providing direction and clarity on their career
path. The product is application-based and acts as a guiding partner to students at every stage of their
lives. The company provides one-to-one tutoring in subjects where students face difficulty and
evaluates their progress to identify weak areas and help them improve. The ultimate goal of Growupp
is to transform the current education set up and ensure that students' graphs always grow upwards.

The company was founded in 2020 and is classified as an E-Learning provider with 201-500
employees. Its headquarter is located in Bhopal. It has 378 members on LinkedIn, including those with
current employers listed as Growupp, including part-time roles.

For more information, visit their website at www.growupp.in.

Page 2
 GOALS OF THE COMPANY

• To provide a solution to the existing issues and hurdles faced by students while preparing for exams
and to transform the current education set-up.

• To provide goal-oriented study plans for students to ensure their place in the job they have always
dreamt of.

• To evaluate the test results of students and provide them with proper guidance to improve their
weak areas.

• To provide one-to-one tuition to students in particular subjects in which they face difficulty, to help
them master it with ease.

• To give great opportunities to deserving students irrespective of their cast.

• To create a fair competitive environment by checking the performance of other students around
them.

• To ensure that there is no gap between what is being taught and how students can put that
knowledge to use.

• To secure a child's future by giving them direction and clarity on their career path.
• To be a child's guiding partner in every stage of their life from excelling in academics to finding the
right job.

Page 3
 PURPOSE OF THE PROJECT

• To gain practical experience in the field of human resources by working as an HR intern and team
leader at Growupp.

• To develop a deeper understanding of HR functions such as job posting, recruitment, selection, and
data analysis, and to improve skills in these areas.

• To learn how to post job openings on LinkedIn, recruit and select qualified candidates, and
accurately assess and analyze HR data using Microsoft Excel.

• To gain exposure to a real-world HR environment, including the challenges and opportunities

associated with working remotely.

• To build professional relationships with colleagues and supervisors, and to learn how to effectively
communicate and collaborate within an HR team.

• To apply academic knowledge and theoretical concepts to real-world HR situations, and to gain a
better understanding of how HR practices can impact organizational performance.

• To develop critical thinking skills by analyzing HR data and making informed decisions based on
that data.

• To improve time management and organizational skills by balancing the responsibilities of an HR

intern and team leader over a two-month period.

• To gain insights into personal strengths and areas for improvement, and to use these insights to
develop a plan for continued professional development in the field of HR.

Page 4
 Goals and Objectives:

A. Goal 1: Successfully post job openings on LinkedIn to attract qualified candidates for both
remote and on-site HR internships.

i. Objective 1.1: Ensure that job postings are clear, concise, and effectively marketed to
potential candidates.

ii. Objective 1.2: Utilize appropriate keywords and search terms to optimize job postings for
search engines.

B. Goal 2: Recruit and select qualified candidates for HR internships, both remote and on-site.

i. Objective 2.1: Develop and implement a recruitment strategy to attract a diverse pool of
qualified candidates.

ii. Objective 2.2: Screen resumes and applications to identify candidates who meet the
qualifications for the position.

iii. Objective 2.3: Conduct effective interviews to assess candidates' skills, experience, and fit
with the organization.

iv. Objective 2.4: Select candidates who demonstrate the necessary skills and experience for
the position.

C. Goal 3: Accurately assess and analyze HR data using Microsoft Excel.

i. Objective 3.1: Develop a data analysis plan to effectively manage and analyze HR data.

ii. Objective 3.2: Collect and input HR data into Excel spreadsheets.

iii. Objective 3.3: Use Excel functions to analyze and visualize HR data, including trends,
patterns, and relationships.

iv. Objective 3.4: Interpret HR data and make informed decisions based on data analysis.

Page 5
D. Goal 4: Gain exposure to a real-world HR environment, including the challenges and
opportunities associated with working remotely.

i. Objective 4.1: Observe and participate in daily HR operations, including remote

communication and collaboration.

ii. Objective 4.2: Identify challenges and opportunities associated with remote work in the
HR field.

iii. Objective 4.3: Develop strategies for effectively managing remote HR operations.

E. Goal 5: Build professional relationships with colleagues and supervisors, and effectively
communicate and collaborate within an HR team.

i. Objective 5.1: Develop positive working relationships with colleagues and supervisors.

ii. Objective 5.2: Effectively communicate with colleagues and supervisors through various
channels, including email, phone, and video conferencing.

iii. Objective 5.3: Collaborate with colleagues and supervisors on HR projects, and contribute
to team goals and objectives.

Page 6
 SCOPE
• As an HR intern, the responsibilities included posting job openings on LinkedIn, recruiting and
interviewing candidates, and selecting qualified individuals for remote and on-site HR internships.
Additionally, candidate data was assessed in Microsoft Excel to gain a better understanding of the
effectiveness of our recruitment efforts.

• Upon being promoted to HR team leader, the responsibilities involved managing the problems of
the team and ensuring the accurate processing of their certificates. This entailed forwarding the data
collected by the team to the HR manager, Sanjeev Pal.

• Overall, the scope of the project was limited to the two-month duration of the internship at
Growupp and was defined by the tasks and responsibilities assigned as an HR intern and team
leader. Effective task prioritization was necessary to complete the project within this timeframe
while adhering to any policies or procedures that were in place at the company.

Page 7
 Methodology

The methodology for this project involved several key steps to achieve the project's goals and
objectives. These steps include:

i. Job posting on LinkedIn: One of the primary responsibilities of the HR intern role was to
post job openings on LinkedIn. This involved researching job descriptions, creating effective
job posts, and promoting job openings to potential candidates on LinkedIn.

ii. Recruitment and selection of candidates: After posting job openings, the next step was to
recruit and select qualified candidates for remote and on-site HR internships. This involved
reviewing resumes, interviewing candidates, and assessing their skills and qualifications.

iii. Data analysis in Excel: As part of the HR intern role, I was responsible for assessing
C
candidate data using Microsoft Excel. This involved creating spreadsheets to organize and
analyze candidate data, such as their qualifications and interview results. Through this data
analysis, we were able to identify trends in candidate qualifications and refine our recruitment
and selection process.

Overall, the methodology used in this project was focused on practical approaches to achieving our
goals and objectives, using tools such as LinkedIn and Excel to streamline the recruitment and
selection process. By following these steps, we were able to successfully post job openings, recruit and
select qualified candidates, and accurately assess and analyze HR data.

Page 8
JOB POSTING
C

Page 9
 Overview of Job Posting Process

• The job posting process involved the regular posting of job descriptions on LinkedIn as instructed
by the team leader and HR manager.

• Initially, job descriptions were posted every two days for a few weeks, and later, due to changes in
LinkedIn posting policy, it was reduced to once a week.

• The job description mainly revolved around HR intern responsibilities that included updating
employee records, screening resumes, and scheduling interviews.

• The location for the internship was Bhopal, MP, and there were options for both onsite and remote
internships.

• The stipend offered for onsite internships was between 5k - 10k per month, whereas for work-from-
home internships, it was unpaid.

• The job posting also highlighted various benefits and perks, including a traineeship program,
certificate of excellence, letter of recommendation based on performance, and an opportunity to
contribute to a leading company and grow personally and professionally.

• Moreover, the posting also mentioned the mode of the internship, which could be either work from
the office or work from home. Finally, the job posting ended with the mention of a pre-placement
offer (PPO) offer for deserving candidates.

Page 10
 Description of the job postings made on LinkedIn

JOB DESCRIPTION 1

HR Intern responsibilities include updating our employee records with new hire information, screening
resumes and scheduling interview. If you're interested in kickstarting your career in corporates and
getting a closer look at how our company approaches payroll, recruiting and employee development,
we'd like to onboard you.

Stipend : Unpaid

Location:- Bhopal MP ( Work from Home)

BENEFITS & PERKS –

* * The traineeship program.

* certificate of excellence.

* * Letter of recommendation (based on performance)

*An exciting environment to express your passion and develop your skills

** An opportunity to contribute to a leading company and grow personally and professionally.

Mode - Work from office / Work from Home

** PPO offer

Page 11
 JOB DESCRIPTION 2

HR Intern responsibilities include updating our employee records with new hire information, screening
resumes, and scheduling interview. If you're interested in kickstarting your career in corporates and
getting a closer look at how our company approaches payroll, recruiting, and employee development,
we'd like to onboard you.

Stipend : 5,000 to 10,000

Location:- Bhopal MP ( On- site)

BENEFITS & PERKS –

* * The traineeship program.

* certificate of excellence.

* * Letter of recommendation (based on performance)

*An exciting environment to express your passion and develop your skills

** An opportunity to contribute to a leading company and grow personally and professionally.

Mode - Work from office / Work from Home

** PPO offer

Page 12
 JOB DESCRIPTION 3

HR Intern responsibilities include updating our employee records with new hire information, screening
resumes and scheduling interview. If you're interested in kickstarting your career in corporates and
getting a closer look at how our company approaches payroll, recruiting and employee development,
we'd like to onboard you.

Stipend:- 5k - 10k per month ( in case of On site)

Stipend: Unpaid ( In case of Work from Home)

Location:- Bhopal MP

BENEFITS & PERKS -

* * The traineeship program.

* certificate of excellence.

* * Letter of recommendation (based on performance)

*An exciting environment to express your passion and develop your skills

** An opportunity to contribute to a leading company and grow personally and professionally.

Mode - Work from office / Work from Home

** PPO offer

Page 13
 Analysis of the effectiveness of job postings

The main difference I noticed among the three job descriptions is in the stipend offered for the HR
Internship position and the requirement for on-site presence.
i. In the first job description, the position is unpaid, but it offers other benefits such as a
traineeship program, a certificate of excellence, and a letter of recommendation based on
performance.
ii. In the second job description, the stipend for the position ranges from 5,000 to 10,000, but the
position requires on-site presence.
iii. In the third job description, the stipend for the position ranges from 5,000 to 10,000 in case of
on-site work, but it is an unpaid position if done remotely.

Therefore, the effectiveness of the job postings can be analyzed in several ways:
i. Application Rate: The application rate is the number of applications received divided by the
number of views or clicks on the job posting. This can be a useful metric to measure the
effectiveness of a job posting in attracting potential candidates.

ii. Conversion Rate: The conversion rate is the number of applicants who actually get hired for
the job divided by the total number of applicants. This metric can help assess the quality of the
applicants generated by the job posting.

iii. Time to Fill: Time to fill is the number of days between posting a job and hiring a candidate.
A shorter time to fill indicates a more effective job posting.

iv. Cost per Hire: The cost per hire is the total cost of recruitment divided by the number of hires
made. This metric can help determine the cost-effectiveness of job postings.

v. Source of Hire: Analyzing the source of hire can help identify which job boards or channels
are generating the most candidates or hires. This can help optimize recruitment strategies and
target the most effective sources.

vi. Candidate Feedback: Collecting feedback from candidates about the job posting can provide
insights into how effective the posting is in conveying the right message and attracting the
right candidates.

Page 14
My Analysis

I have ruled out the effectiveness of my job postings on the basis of the following :

i. Application Rate :

Application Rate is measured by diving the total number of applications received divided by the total
number of views received from the job. It can further be multiplied by a hundred to derive the
percentage. In my case, the application rate for remote job postings was substantially higher than the
on-site job postings strictly due to the necessity of attendance in Bhopal.

For Remote Job postings, the application rate was 34.05 % and for On-Site Job postings, it was 12.05
%.

ii. Conversion Rate :

The conversion rate is measured by dividing the number of applicants selected by the total number of
applicants. It can further be multiplied by a hundred to derive the percentage. Since the pool of
applicants was substantial, conversion was not the ideal way to measure the quality of the job postings.
As the rate of percentage was not vastly different but still enough to be distinctive.

iii. Cost per Hire:

The cost per hire is the total cost of recruitment divided by the number of hires made. This metric can
help determine the cost-effectiveness of job postings. In this case, the cost per hire is substantially
higher in the case of on-site internship strictly due to the addition of the provision of a stipend. In the
case of remote internships, the cost per hire is substantially lower due to the absence of the stipend.

Page 15
 Visual Representation

Count of Status
Row Labels On Site Remote Grand Total
Selected 2 12 14
Grand Total 2 12 14

14
12
10
8 On Site
Remote
6
4
2
0
Selected

No of Remote No of On Sites
79 20

No of On Site Selected No of Remote Selected

2 12

On Site No Response Remote No Response

11 37

On Site Rejected Remote Rejected

7 30

On Site Job Posting Views Remote Job Posting views

166 232

Application Rate for On Site Internship Application Rate for Remote Internship
12.048 34.05
On Site Conversion Rate Remote Conversion Rate
10% 15%

Page 16
RECRUITMENT AND
SELECTION

Page 17
 What is Recruitment?

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring, and
onboarding employees. In other words, it involves everything from the identification of a staffing need
to filling it.

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

Larger organizations may have entire teams of recruiters, while others have only a single recruiter. In
small outfits, the hiring manager may be responsible for recruiting.

In addition, many organizations outsource recruiting to outside firms. Companies almost always
recruit candidates for new positions via advertisements, job boards, social media sites, and others.

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

Page 18
 Difference between Traditional and Online Recruitment

Aspects Traditional Recruitment Online Recruitment

Limited to specific Global reach and

Reach and Accessibility
geographical area accessibility

Printing ads, travel Affordable/free job listings,

Cost
expenses, event fees reduced travel costs

Lengthy process, manual Automated tasks,

Time Efficiency
tasks streamlined process

Localized candidate pool, Larger and diverse talent

Candidate Pool
varying quality pool, targeted searches

Face-to-face interaction, Digital communication,

Interaction and Engagement
personal touch broader audience

Page 19
 What is Selection?

The Selection is the process of choosing the most suitable candidate for the vacant position in the
organization. In other words, selection means weeding out unsuitable applicants and selecting those
individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.

Steps in Selection Process:

Popularly there are seven stages in the process of selection :

i. Application – After the job opening has been announced, the candidates apply for the
respective jobs which suit them.

ii. Screening and Pre-selection – The goal of this second phase is to reduce the number of
candidates from a large group to a manageable group of between 3-10 people that can be
interviewed in person.

iii. Interview – The interview gives insight into a person’s verbal accuracy and how sociable they
are. This also provides the opportunity to ask the candidate job-related queries.

Page 20
iv. Assessment-The full assessment usually is more accurate as this helps the organization to
check the candidate well.

v. Reference And Background Check- An essential step is the reference check, which is to
confirm the candidate.

vi. Decision- The next step is to decide to choose the correct candidate who promises the greatest
future potentiality for the organization.

vii. Job Offer and Contract – After the decision-making process, the candidate needs to accept
the offer which is known as the contract.

The selection process plays a critical role in organizations as it ensures the identification of suitable
candidates, accurately assesses their capabilities and minimizes the chances of making incorrect hiring
decisions. By conducting a comprehensive assessment, organizations can thoroughly evaluate
candidates, allowing for a more accurate determination of their potential to contribute to the
organization's success. Additionally, conducting reference and background checks helps verify the
information provided by the candidates, further strengthening the decision-making process.
Ultimately, the selection process aims to choose the candidate who exhibits the highest potential for
future success within the organization. Once the decision is made, the selected candidate is offered the
job, and upon acceptance, a formal contract is established. By following a robust selection process,
organizations can effectively identify the right candidates, optimize workforce productivity, and avoid
the potential risks associated with erroneous hiring decisions.

Page 21
 Difference between Traditional and Online Recruitment

Aspect Traditional Selection Online Selection

Application Physical resumes, paper-based Electronic submission, online

Submission applications application forms

Manual review of resumes and Automated screening using

Screening
applications keyword filters

Face-to-face or phone Video interviews (e.g., through

Interviewing
interviews video conferencing)

In-person assessments, tests, Online assessments, tests, and

Assessment
and exercises simulations

Observation of non-verbal cues Evaluation based on digital

Candidate Evaluation
and body language interactions and responses

Page 22
 Aspect Traditional Selection Online Selection

Panel discussions and consensus Collaboration through online

Decision-Making
among interviewers platforms for decision-making

Asynchronous communication
Direct and immediate
Communication via email or messaging
communication with candidates
platforms

Immediate feedback provided Timely feedback delivered

Feedback
after interviews electronically

Physical documentation and Digital documentation and

Documentation
filing storage

In-person onboarding sessions Online onboarding processes

Onboarding
and paperwork and digital documentation

Page 23
 Overview of the Recruitment and Selection Process

• The recruitment and selection process for this internship primarily involved job postings on
LinkedIn and receiving applications through PDFs sent through the platform. The target audience
for these job postings were freshers with either bachelor's or master's degrees.

• Once the applications were received, the selection process involved conducting telephone
interviews to assess the candidates' communication skills in English and their general knowledge of
HR. For on-site internships, there were two rounds of interviews - one conducted via telephone and
another conducted in-office. Telephone interviews were conducted by me.

• As an HR intern and later as a team leader, my responsibilities were primarily managing the
recruitment and selection process, which included screening resumes, scheduling interviews,
conducting telephone interviews, and selecting candidates for the internships. Additionally, there
was assessing the candidates' data on MS Excel and forwarding the team's data to the HR manager
for processing certificates.

Page 24
 Description of the methods used to recruit and select candidates

• The recruitment and selection process involved several methods to attract and evaluate potential
candidates. The primary method used for recruitment was LinkedIn. Job postings were created and
shared on the LinkedIn platform to reach a wide pool of candidates. The job postings focused on
attracting freshers from both bachelor's and master's degree programs. But astonishingly even
experienced employees were applying for the position. But there were rejected immediately as per
the instruction of the HR manager.

• Once the applications were received, the candidates' resumes were screened to determine if they
met the necessary qualifications for the role. It was thoroughly assessed whether or not they had
suitable bachelor or master’s degrees. Suitable candidates were then contacted on LinkedIn for a
telephone interview.

• For on-site internships, the selection process involved two rounds of interviews, including a
telephonic round and an in-person interview at the office. Candidates were evaluated based on their
communication skills in speaking English and their general knowledge of HR.

• After the interviews were conducted, the most suitable candidates were selected for the HR
internship position

Page 25
 Analysis of the Effectiveness of Recruitment and Selection methods

• Overall, the recruitment and selection methods used during your internship appear to have been
effective in attracting a pool of qualified candidates and selecting the most suitable ones for the
available positions. By primarily posting job openings on LinkedIn, the company was able to reach
a large audience of potential candidates, many of whom were likely actively seeking employment or
career advancement opportunities.

• Additionally, by focusing on freshers from either bachelor's or master's degree programs, the
company was able to target a specific demographic of candidates who were likely to have the
relevant education and qualifications for the available internships. The fact that the interviews were
conducted via telephone also made it more convenient for candidates to participate in the selection
process, especially those who were located in different parts of the country.

• It's worth noting that the selection process relied heavily on assessing candidates' communication
skills in English and their general knowledge about HR, which may have limited the pool of eligible
candidates somewhat. However, this approach was likely necessary given the nature of the
internships and the skills required to perform the duties involved.

• Overall, it seems that the recruitment and selection methods used during your internship were
effective in attracting and selecting qualified candidates for the available internships. However,
there may be room for improvement in terms of expanding the pool of eligible candidates and
considering alternative methods of assessment beyond communication skills and general HR
knowledge.

Page 26
DATA ANALYSIS

Page 27
 Overview of the HR data analyzed:

• The HR data analyzed in this project pertains to 99 job applicants who applied for positions at
Growupp. The data is presented in an Excel sheet with columns for S.no (serial number), Name,
Status (rejected, selected, or no response), and Work Mode (work from home or on site).

• The purpose of analyzing this data was to gain insights into the success rate of job applications and
to identify any patterns or trends that may help in making better hiring decisions. Additionally, this
data analysis can also help identify any areas of improvement in the hiring process, such as
identifying why certain applicants were rejected and if there are any discrepancies in the selection
process based on work mode.

• To start the analysis, the data was first cleaned by removing any duplicate entries and any
incomplete data. Then, basic statistics such as the number of applicants who applied, the number of
applicants selected, rejected or with no response were calculated. Further analysis was conducted
using Excel tools and techniques such as pivot tables and charts to create visual representations of
the data.

• In summary, the HR data analyzed pertains to 99 job applicants for positions at Growupp, and the
analysis was conducted to gain insights into the success rate of job applications, identify any
patterns or trends, and to improve the hiring process. The analysis was conducted using Excel tools
and techniques, including pivot tables and charts.

Page 28
 Description of the Excel tools and techniques used for data analysis

i. PivotTables: PivotTables are one of the most powerful tools in Excel for data analysis. With a
Pivot Table, you can quickly summarize large amounts of data into meaningful insights. In
this HR data analysis, PivotTables were used to summarize the number of selected, rejected,
and no-response applicants based on their work mode (work from home or on-site).
PivotTables were also used to identify the top 5 applicants with the highest qualifications.

ii. Conditional Formatting: Conditional formatting is a tool used to change the formatting of
cells based on the value of the cell. In this HR data analysis, conditional formatting was used
to highlight rejected applicants in red, selected applicants in green, and no-response
applicants in yellow. This made it easier to quickly identify the status of each applicant.

iii. Charts and Graphs: Charts and graphs are used to visually represent data in a way that is
easy to understand. In this HR data analysis, charts and graphs were used to represent the
distribution of applicants based on their status (selected, rejected, or no response) and work
mode (work from home or on-site). A pie chart was used to represent the distribution of
applicants based on their work mode, and a bar chart was used to represent the distribution of
applicants based on their status.

Page 29
iv. Data Validation: Data validation is a tool used to restrict the type of data that can be entered
into a cell. In this HR data analysis, data validation was used to ensure that only the values
"selected", "rejected", or "no response" were entered into the status column.

v. Formulas: Formulas are used to perform calculations on data in Excel. In this HR data
analysis, formulas were used to calculate the total number of applicants, the percentage of
applicants with each status, and the average qualification score of the selected applicants.

These Excel tools and techniques were used to effectively analyze and interpret the HR data, providing
valuable insights into the performance of the HR team and the status of the applicants.

Page 30
 Analysis of the HR data and interpretation of the results

• The HR data sheet contained comprehensive information on a total of 99 individuals, encompassing

their names, status (whether they were rejected, selected, or didn't respond), and work mode

(whether they preferred to work from home or on-site). In order to gain deeper insights from this

dataset, a variety of Excel tools and techniques were employed to conduct a thorough analysis.

• To begin the analysis, a pivotal step involved creating a pivot table. By utilizing the name and status

columns as the row labels, and the work mode as the column labels, the pivot table facilitated a

swift and efficient summarization of the data, allowing for the identification of significant patterns

and trends.

• In addition to the pivot table, a pivot chart was generated to present the data in a visually engaging

format. Initially crafted as a bar chart, it was later transformed into a pie chart to enhance the visual

representation of the information.

• The resulting pivot chart unveiled noteworthy findings: a substantial proportion of applicants (14%)

were selected for the job, while 37% faced rejection and a significant majority (48%) did not

respond. When considering the work mode preferences, the data revealed that a majority (12%) of

applicants were selected for remote work, whereas only 2% were chosen for on-site work. The

application rate for remote work stood at 34.05%, while for on-site work, it was 12.048%.

Page 31
Overall, the analysis of the HR data sheet yielded valuable insights into the recruitment process and

shed light on the preferences of applicants in terms of their desired work mode. These findings can be

instrumental in refining recruitment strategies and making well-informed decisions regarding future

job postings.

Page 32
 Visualizing Applicant Outcomes: Tabular and Chart Analysis

Total applicants = 99 Percentage(%)

48
50
40 37
14
48
30
37
20 14
10
0
Selected Rejected No
response

Selected Rejected No Response Selected Rejected No Response

No of On Site Selected No of Remote Selected

2 12
No of Remote No of On Sites
79 20 On Site No Response Remote No Response
11 37
Percentage of Percentage of
Selected Rejected On Site Rejected Remote Rejected
14% 37% 7 30

Percentage of No Percentage of On Site Job Posting Views Remote Job Posting views
Response Remote selected 166 232
48% 12.00%
Application Rate for On Application Rate for Remote
Site Internship Job
Percentage of On
12.048 34.05
site selected
2%
On Site Conversion Rate Remote Conversion Rate
10% 15%

Count of Status
14
12
12
10
8 On Site
6 Remote
4
2
2
0
Selected

Page 33
 Overview of the previous data

• The analytics focused on a total of 99 applicants, with different outcomes for each. Among the
applicants, 48% did not respond to the application, 37% were rejected, and 14% were selected.
These percentages provide an understanding of the overall response and selection rates.

• To visualize the distribution of selected applicants, a bar chart was created. The chart displayed the
count of selected applicants based on their interview type, showing that a certain number were
selected for on-site interviews while a different number were selected for remote interviews.

• Additional data was presented in a table format. This included the number of applicants selected for
each interview type, the number of applicants who did not respond, the number of applicants who
were rejected, the job posting views for the on-site interviews, and the application rates and
conversion rates for both on-site and remote interviews.

• The analysis revealed the application rates and conversion rates for on-site and remote interviews.
It also provided insights into the number of applicants who did not respond and those who were
rejected for each interview type.

• This general overview of the analytics highlights the distribution of applicants and their outcomes,
as well as provides insights into the effectiveness of the recruitment process. These findings can be
valuable in assessing the overall success of the selection process and informing decision-making for
future hiring strategies.

Page 34
Analyzing Interview Duration: Insights from Visualizations and Data
Table

Interview Duration(In minutes)

Average Interview : 5.714286
9
8
7
6
5
4
3
2
1
0

S.NO Date Name Status Work Mode Interview Duration(In minutes)

19 14th January, 2023 Tanishq Gupta Selected Remote 4

27 16th January, 2023 Vidya K Selected Remote 6

30 16th January, 2023 Manish Nayak Selected Remote 5

32 16th January, 2023 Mansi Kumari Selected Remote 6

39 16th January, 2023 Tanvi Thakur Selected Remote 7

58 8th February, 2023 Hairiya K Hashik Selected Remote 8

59 8th February, 2023 Sakshi Kumari Selected Remote 5

67 9th February, 2023 Dhivya G Selected On Site 6

76 23rd February, 2023 Sejal Sood Selected Remote 7

80 24th February, 2023 Priyanka Priyadarsani Selected Remote 5

83 24th February, 2023 Mrinalini Singh Selected Remote 6

85 25th February, 2023 Diksha Chhetri Selected On Site 4

92 9th March, 2023 Arushi Jain Selected Remote 7

96 9th March, 2023 Aisha Khan Selected Remote 4

Page 35
 An Overview of the interview duration analysis

• The analytics conducted on the average interview duration of 12 selected applicants revealed that
the overall average duration was approximately 5.714285714 minutes (around 5 minutes and 43
seconds). This analysis provided insights into the time spent interviewing each applicant,
highlighting the average duration as a metric of interest.

• A line chart was used to visualize the changes in duration for each individual applicant. This chart
allowed for a quick assessment of variations in interview duration across the applicant pool,
showcasing any trends, patterns, or outliers that emerged during the selection process.

• By examining the line chart and analyzing the data, valuable information was obtained regarding
the efficiency and effectiveness of the interview process. This analysis offered a clearer
understanding of the time allocation per applicant and potential disparities in duration. The findings
can inform decision-making related to interview scheduling, resource allocation, and overall
process improvement.

• In summary, the analytics on average interview duration and the accompanying line chart offered a
comprehensive overview of the data, enhancing the understanding of interview dynamics and
contributing to more informed decision-making in the selection process.

Page 36
 Conclusions drawn from the interview metrics

Based on the analysis of the interview duration and related data, the following conclusions can be
drawn:

i. Average Interview Duration: The average interview duration for the 12 selected applicants
was calculated to be approximately 5.71 minutes. This metric provides an understanding of
the typical length of interviews conducted with the selected candidates.

ii. Applicant Response Rate: The analysis reveals that 48% of the total applicants did not
respond to the application. This highlights the need to improve communication or follow-up
methods to encourage higher response rates from applicants.

iii. Applicant Status Distribution: Among the applicants, 37% were rejected, and 14% were
selected. This indicates a competitive selection process and the importance of carefully
evaluating candidates to make informed decisions.

iv. Interview Type Distribution: The bar chart displays the count of selected applicants based
on their interview type. It shows that 2 applicants were selected for on-site interviews, while
12 applicants were selected for remote interviews. This suggests a preference or greater
availability of remote interview options.

v. On-Site and Remote Metrics: The table provides specific metrics related to on-site and
remote interviews, including the number of selected applicants, no response cases, rejections,
job posting views, application rates, and conversion rates. These metrics offer insights into the
performance and engagement of both interview types.

Overall, the analysis of interview duration and related data provides insights into the efficiency of the
interview process, applicant response rates, selection outcomes, and the distribution of interviews
based on type. These conclusions can help refine interview strategies, optimize communication with
applicants, and evaluate the effectiveness of different interview formats.

Page 37
Understanding Rejection Factors: Visualizing Findings with Charts and
Tables

Percentage of the count of reasons for rejection and their breakdowns:

27% Delayed Response

43%

Limited english
proficiency
30%

Overqualified

18
16
16

14

12 11
10 Delayed Response
10

8 Limited english
proficiency
6
Overqualified
4

0
Total

Page 38
S.NO Date Name Status Work Mode Interview Duration Reason for Rejection
3 14th January, 2023 Anupama Gurbani Rejected Remote 3 Delayed Response
8 14th January, 2023 Rupi Roy Rejected Remote 4 Limited english proficiency
10 14th January, 2023 DEYA BAGCHI Rejected Remote NIL Delayed Response
11 14th January, 2023 Gargi Agrawal Rejected Remote 4 Limited english proficiency
12 14th January, 2023 Hiral Mehta Rejected Remote 6 Limited english proficiency
14 14th January, 2023 Kratika Gupta Rejected Remote NIL Overqualified
15 14th January, 2023 Mahesh Yalamuri Rejected Remote NIL Overqualified
16 14th January, 2023 Manpreet Kour Rejected Remote NIL Overqualified
17 14th January, 2023 Manasa.G Rejected Remote 5 Limited english proficiency
18 14th January, 2023 Gulshan Ahuja Rejected Remote 3 Delayed Response
22 14th January, 2023 Shashi Mahadev Rejected Remote 2 Limited english proficiency
24 14th January, 2023 Srikanth Gunji Rejected Remote NIL Delayed Response
25 15th January, 2023 K. SURESH BABU Rejected Remote 6 Limited english proficiency
26 15th January, 2023 Prince Saha Rejected Remote 5 Limited english proficiency
28 16th January, 2023 Devarshi Meharchandani Rejected Remote NIL Delayed Response
34 16th January, 2023 Komal Pal Rejected Remote 5 Overqualified
35 16th January, 2023 Aarti Sain Rejected Remote NIL Overqualified
36 16th January, 2023 Priyanka Sahu Rejected Remote NIL Overqualified
43 16th January, 2023 Nagaraju Kokhila Rejected Remote 4 Delayed Response
44 17th January, 2023 Rajshree Khara Rejected Remote 6 Limited english proficiency
46 17th January, 2023 Parth Garg Rejected Remote NIL Overqualified
50 17th January, 2023 Ashwani Kumar Rejected Remote NIL Overqualified
52 28th January, 2023 Adnan Ajaz Pasha Rejected Remote 4 Overqualified
57 6th February, 2023 Gauri Agarwal Rejected Remote 2 Limited english proficiency
66 9th February, 2023 Pravin Kumar Rejected On Site NIL Overqualified
68 13th February, 2023 Priyanka Singh Rejected On Site NIL Overqualified
70 20th February, 2023 Ashish Dewangan Rejected On Site 3 mins Delayed Response
71 22nd February, 2023 Yashna C Tulsiani Rejected On Site NIL Overqualified
73 22nd February, 2023 Sidhartha Kumar Sahu Rejected On Site 4 Limited english proficiency
74 22nd February, 2023 Komal Shekha Rejected On Site 5 Delayed Response
78 24th February, 2023 Shaik Mansoor Rejected Remote NIL Delayed Response
82 24th February, 2023 Tanu Gupta Rejected Remote NIL Overqualified
86 25th February, 2023 Harshita Manjunath Rejected Remote 3 Limited english proficiency
91 3rd March, 2023 Riya Thakur Rejected Remote NIL Overqualified
95 9th March, 2023 Kavya Joshi Rejected On Site NIL Overqualified
98 15th March, 2023 Tanvi Gupta Rejected Remote 4 Delayed Response
99 15th March, 2023 Akash Mehra Rejected Remote NIL Overqualified

A pivot table summary of the number of count of reasons for rejections

Delayed Limited English Overqualifie Grand
Response proficiency d Total
Count of Reason for
Rejection 10 11 16 37

Percentage 27% 30% 43% 100%

Page 39
 Overview of the Analysis :

In the analysis of the rejected candidates, a total of 37 candidates were rejected. Here is a summary of
the findings:

1. Rejection Reasons: The reasons for rejection were categorized into three main factors:

▪ Delayed Response: 10 candidates (27%) were rejected due to their failure to respond within
the expected timeframe.

▪ Limited English Proficiency: 11 candidates (30%) were rejected due to their inadequate
English language skills.

▪ Overqualification: 16 candidates (43%) were rejected because they were deemed to possess
qualifications beyond the requirements of the position.

2. Overqualified Candidates: The majority of overqualified candidates were rejected outright, as the
primary recruiting targets were freshers, in accordance with the instruction of the HR manager.
This indicates a preference for candidates with less experience or qualifications for the specific
position.

3. Visualization: The reasons for rejection were visualized using a bar chart, which displayed the
count of candidates for each rejection reason. This chart allows for a clear comparison of the
rejection factors. Additionally, a pie chart was used to represent the percentage distribution of the
rejection reasons, providing a visual overview of the proportionate breakdown.

Page 40
 Conclusions drawn from the rejection analysis

Based on the analysis of the rejected candidates, the following conclusions can be drawn:

a. Importance of Timely Response: The analysis reveals that a significant portion of candidates
(27%) were rejected due to delayed response. This highlights the importance of prompt
communication and responsiveness during the recruitment process. Candidates who fail to
respond within the expected timeframe may be at a disadvantage and risk being rejected.

b. Language Skills and Proficiency: Approximately 30% of candidates were rejected due to
limited English proficiency. This suggests that possessing strong language skills, particularly in
English, is crucial for success in the hiring process. Candidates with limited language
proficiency may face challenges in effectively communicating and engaging with employers.

c. Consideration of Overqualification: The analysis indicates that overqualification was a

significant factor in candidate rejection, accounting for 43% of rejections. This suggests that the
hiring process prioritized candidates who met the specific qualifications and experience required
for the position. Overqualified candidates, who possessed qualifications beyond the job
requirements, were often rejected straightaway to align with the recruitment targets set by the
HR manager.

d. Freshers as Preferred Candidates: The preference for freshers, as indicated by the HR

manager's instruction, influenced the rejection of overqualified candidates. This highlights the
specific focus on hiring candidates with less experience or qualifications for the position.
Employers may prioritize freshers to align with the organization's goals, culture, or specific
entry-level positions.

Overall, the analysis underscores the significance of timely response, language proficiency, and
aligning candidate qualifications with job requirements. These insights can help inform future
recruitment strategies, such as emphasizing clear communication expectations, assessing language
skills, and establishing specific criteria for candidate selection based on the organization's goals and
recruitment targets.

Page 41
TEAM LEADER

Page 42
 Overview of the Role of HR team leader

• As an HR team leader, my main responsibility was to manage and oversee the work of a team of HR
interns. The role involved providing guidance and support to the Interns and ensuring that they were
performing their tasks effectively and efficiently.

• The HR team leader was responsible for various tasks, including posting job ads, assessing
applicant data, selecting applicants, conducting interviews, and evaluating the qualifications of the
candidates. Additionally, the HR team leader was responsible for ensuring that the interns are
properly documenting their work and managing their data sheets.

• One of the critical responsibilities of an HR team leader was to listen to the concerns of the team
members and provide guidance and support to address any issues. The HR team leader was also
responsible for forwarding the team's data to the HR manager for further evaluation and processing
of the certificates of completion.

• Overall, the role of an HR team leader was essential in ensuring that the HR internship project runs
smoothly and efficiently. It required strong leadership skills, the ability to manage a team
effectively, and excellent communication skills to ensure that the team members are working
together to achieve the project's objectives.

Page 43
 Description of the activities performed in assisting the HR team

As an HR team leader, there are various activities that you would have performed to assist the HR
team. Some of these activities include:

i. Posting Job Ads: As an HR team leader, the responsibilities were primarily assisting the
team in posting job ads on different job portals or the company's website to attract potential
candidates.

ii. Interviewing Applicants: Interviews were scheduled and conducted with the selected
applicants to further evaluate their suitability for the job.

iii. Data Management: Assisting the team in managing and organizing the data related to
applicants and their status in the recruitment process. This would have included data entry,
maintaining spreadsheets, and updating applicant records.

iv. Supporting the Team: As an HR team leader, support and guidance to the interns in the
team were a common part. This would have included answering their queries, providing
feedback on their work, and helping them to overcome any challenges they may have faced.

v. Reporting and Documentation: You would have been responsible for compiling and
forwarding the team's data to the HR manager for further processing, evaluation, and
documentation. This would have included tracking progress, compiling reports, and
maintaining records.

Overall, the activities performed by an HR team leader are critical in ensuring the success of the
recruitment process. By providing guidance, support, and assistance to the team, the HR team leader
ensures that the project runs smoothly and efficiently.

Page 44
CONCLUSION

Page 45
 Summary of the internship experience

• During my two-month internship at Growupp, I had the opportunity to work as an HR intern and
eventually as a team leader. As an HR intern, my main responsibilities included posting job
openings on LinkedIn based on the instructions provided by my team leader. I also conducted
interviews and selected candidates according to the specified criteria.

• A significant part of my role was managing data sheets in Excel, where I kept track of all the
applicants and updated their status (selected, rejected, or no response). It was important to maintain
accurate records and provide daily updates to my team leader.

• After a month, I was promoted to a team leader position by the HR manager. This new role involved
managing my team members and assisting them with any job posting issues they encountered. I had
to review their daily updates and forward the selected applicants to the HR manager for further
processing.

• Additionally, I was responsible for processing the certificates of completion for my team members
once they finished their internship duration. Before proceeding with the certificates, I had to ensure
the integrity of their work by checking their Excel sheets. Throughout this time, I continued to carry
out my previous tasks as an HR intern alongside my team-leading responsibilities.

• Overall, my internship at Growupp provided me with valuable experience in HR operations,

including job posting, candidate selection, data management, team leadership, and ensuring the
quality of work. It was a rewarding two months that allowed me to develop my skills and gain
insights into the HR field.

Page 46
 Reflection on the skills and knowledge gained

• My internship at Growupp allowed me to develop and improve a variety of skills that are essential
in the field of HR. One of the most important skills I acquired was the ability to post job openings
and screen candidates effectively. This involved identifying the right channels to post the job
openings, crafting compelling job descriptions, and screening resumes to identify suitable
candidates.

• Conducting interviews and selecting candidates was another valuable experience that helped me
improve my communication and interpersonal skills. I learned how to ask open-ended questions,
actively listen to the candidates' responses, and assess their suitability for the role based on the
criteria specified by the HR team.

• Managing data sheets in Excel was also a crucial part of my internship, which helped me improve
my organizational and analytical skills. I had to maintain accurate records of all applicants and
update their status on a regular basis. This required a keen attention to detail and a methodical
approach to data management.

• As a team leader, I gained valuable experience in managing and leading a team. I learned how to
identify and solve team members' problems, delegate tasks effectively, and provide constructive
feedback to help team members improve their performance.

• Lastly, I learned the importance of ensuring the quality of work by reviewing and checking the
Excel sheets of my team members. This taught me the importance of taking responsibility and
ensuring that work is completed accurately and on time.

• Overall, my internship at Growupp provided me with invaluable experience and exposure to the
field of HR. It allowed me to develop my skills, improve my knowledge, and gain insights into the
workings of an HR department.

Page 47
APPENDIX

Page 48
 The entire excel sheet from the internship:

S.NO Date Name Status Work Mode

1 14th January, 2023 Sonam Singh No response Remote
2 14th January, 2023 Flansh Gajbhiye No response Remote
3 14th January, 2023 Anupama Gurbani Rejected Remote
4 14th January, 2023 Pavithran Thangam No response Remote
5 14th January, 2023 AYUSHI RANJIT No response Remote
6 14th January, 2023 Bharat Choudhary No response Remote
7 14th January, 2023 Banasthali Vidyapith No response Remote
8 14th January, 2023 Rupi Roy Rejected Remote
9 14th January, 2023 SHWETA BALAJI KALYANKAR No response Remote
10 14th January, 2023 DEYA BAGCHI Rejected Remote
11 14th January, 2023 Gargi Agrawal Rejected Remote
12 14th January, 2023 Hiral Mehta Rejected Remote
13 14th January, 2023 MAHADEVAN SANKARAN No response Remote
14 14th January, 2023 Kratika Gupta Rejected Remote
15 14th January, 2023 Mahesh Yalamuri Rejected Remote
16 14th January, 2023 Manpreet Kour Rejected Remote
17 14th January, 2023 Manasa.G Rejected Remote
18 14th January, 2023 Gulshan Ahuja Rejected Remote
19 14th January, 2023 Tanishq Gupta Selected Remote
20 14th January, 2023 RohitPMowle No response Remote
21 14th January, 2023 SHAIKH ABUBAKAR HAFIZ No response Remote
22 14th January, 2023 Shashi Mahadev Rejected Remote
23 14th January, 2023 P.SRAVAN KUMAR No response Remote
24 14th January, 2023 Srikanth Gunji Rejected Remote
25 15th January, 2023 K. SURESH BABU Rejected Remote
26 15th January, 2023 Prince Saha Rejected Remote
27 16th January, 2023 Vidya K Selected Remote
28 16th January, 2023 Devarshi Meharchandani Rejected Remote
29 16th January, 2023 Ayush Malik No response Remote
30 16th January, 2023 Manish Nayak Selected Remote
Page 49
31 16th January, 2023 Ankita Maddhesiya No response Remote

32 16th January, 2023 Mansi Kumari Selected Remote

33 16th January, 2023 Aarti Singh No response Remote

34 16th January, 2023 Komal Pal Rejected Remote

35 16th January, 2023 Aarti Sain Rejected Remote

36 16th January, 2023 Priyanka Sahu Rejected Remote

37 16th January, 2023 Raees rk No response Remote

38 16th January, 2023 Flansh Gajbhiye No response Remote

39 16th January, 2023 Tanvi Thakur Selected Remote

40 16th January, 2023 Meenakshi Raj No response Remote

41 16th January, 2023 Reenu Sharma K No response Remote

42 16th January, 2023 Nayandeep Saha No response Remote

43 16th January, 2023 Nagaraju Kokhila Rejected Remote

44 17th January, 2023 Rajshree Khara Rejected Remote

45 17th January, 2023 Raees rk No response Remote

46 17th January, 2023 Parth Garg Rejected Remote

47 17th January, 2023 Anshika Chauhan No response Remote

48 17th January, 2023 Prerna Yadav No response Remote

49 17th January, 2023 Dev Srivastava No response Remote

50 17th January, 2023 Ashwani Kumar Rejected Remote

51 25th January, 2023 Priyal Soni No response Remote

52 28th January, 2023 Adnan Ajaz Pasha Rejected Remote

53 28th January, 2023 Sephalita Panigrahi No response Remote

54 29th January, 2023 Aarsha P No response Remote

55 29th January, 2023 Akash Thapa No response Remote

56 6th February, 2023 Gazal Tiwari No response Remote

57 6th February, 2023 Gauri Agarwal Rejected Remote

58 8th February, 2023 Hairiya K Hashik Selected Remote

59 8th February, 2023 Sakshi Kumari Selected Remote

60 8th February, 2023 Neeshu Mishra No response On Site

Page 50
61 8th February, 2023 Sharmishta Gupta No response On Site

62 9th February, 2023 Mounika Devi k No response On Site

63 9th February, 2023 Chetana J Kulkarni No response On Site

64 9th February, 2023 Amreen Taj No response On Site

65 9th February, 2023 Kshitij Mendiratta No response On Site

66 9th February, 2023 Pravin Kumar Rejected On Site

67 9th February, 2023 Dhivya G Selected On Site

68 13th February, 2023 Priyanka Singh Rejected On Site

69 14th February, 2023 Priyanka Kshirsagar No response On Site

70 20th February, 2023 Ashish Dewangan Rejected On Site

71 22nd February, 2023 Yashna C Tulsiani Rejected On Site

72 22nd February, 2023 Riya Tripathi No response On Site

73 22nd February, 2023 Sidhartha Kumar Sahu Rejected On Site

74 22nd February, 2023 Komal Shekha Rejected On Site

75 22nd February, 2023 Monica Bakthavachalam No response Remote

76 23rd February, 2023 Sejal Sood Selected Remote

77 23rd February, 2023 Sheron Elza Saji No response Remote

78 24th February, 2023 Shaik Mansoor Rejected Remote

79 24th February, 2023 Ashi Mishra No response On Site

80 24th February, 2023 Priyanka Priyadarsani Selected Remote

81 24th February, 2023 Rupali Kumawat No response Remote

82 24th February, 2023 Tanu Gupta Rejected Remote

83 24th February, 2023 Mrinalini Singh Selected Remote

84 25th February, 2023 Srinivetha Venkatachalamoorthy No response Remote

85 25th February, 2023 Diksha Chhetri Selected On Site

86 25th February, 2023 Harshita Manjunath Rejected Remote

87 25th February, 2023 Anusha Verma No response Remote

88 3rd March, 2023 Rohit Singh No response Remote

89 3rd March, 2023 Anish Gupta No response Remote

90 3rd March, 2023 Rajarshi Biswas No response Remote

91 3rd March, 2023 Riya Thakur Rejected Remote

92 9th March, 2023 Arushi Jain Selected Remote

93 9th March, 2023 Aditi Sharma No response On Site

94 9th March, 2023 Rishab Mehta No response On Site

95 9th March, 2023 Kavya Joshi Rejected On Site

96 9th March, 2023 Aisha Khan Selected Remote

97 15th March, 2023 Jhanvi Desai No response Remote

98 15th March, 2023 Tanvi Gupta Rejected Remote

99 15th March, 2023 Akash Mehra Rejected Remote

Page 51
Interview transcript

i. Please provide a brief introduction about yourself.

ii. In terms of personal attributes, what do you consider your strengths and what do you feel are
your areas of weakness?

iii. What makes you the ideal candidate for this position?

iv. What sparked your interest in Human Resources?

v. Where do you see yourself in five years.

vi. Differentiate between Recruitment and Selection.

vii. Differentiate between Selection and Hiring.

viii. What is Performance Appraisal?

ix. What are the few factors that should be considered while measuring Performance Appraisal?

x. Why Human Resources is an important element of every organization?

xi. Hypothetically, what kind of attributes and qualities would you look for in a candidate while
selecting them for this position?

Page 52
REFERENCE

Page 53
Links used for research:

• https://www.linkedin.com/company/growupp-in/about/

• https://www.growupp.in/index.html/

• https://www.fountain.com/posts/what-is-online-recruitment-and-what-are-its-
advantages

• https://www.indeed.com/career-advice/career-development/excel-tools

• https://www.aihr.com/blog/recruiting-metrics/

• https://resources.workable.com/team-leader-job-
description#:~:text=A%20Team%20Leader%20is%20a,work%20together%2
0toward%20achieving%20goals.

• https://www.projectguru.in/a-comparison-between-traditional-and-online-
recruitment-
methods/#:~:text=Online%20recruitment%20is%20accomplished%20with,its
%20productivity%2C%20efficiency%20and%20effectiveness.

• https://blog.oureducation.in/importance-of-selection/

Page 54