COMMERCE PROJECT

NAME – PALAK KHAJANCHI

CLASS – 12 C

SESSION – 2023-2024

SUBJECT – COMMERCE

UNIQUE ID –

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EXTERNAL EXAMINER CERTIFICATE

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 PREFACE

I have come to learn a lot about the recruitment and the selection
processes in various companies by studying for this project. And thus,
this project throws light upon recruitment and selection processes.
It is the primary duty of the personnel department to search for
prospective employees and encourage them to apply for jobs in the
organization. This is the process called recruitment. Effective
recruitment is a process of getting the right kind of people to apply for
the vacancies in an organization. The aim of the effective recruitment
program is to attract the best people for the job and aid the recruiter
by making a wide choice available.

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 TOPIC

RECRUITMENT AND SELECTION

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 ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to my teacher as

well as our principal who gave me the golden opportunity to do this
wonderful project on the topic (Recruitment and selection), which
also helped me in doing a lot of Research and I came to know about
so many new things I am thankful to them.
Secondly, I would also like to thank my parents and friends who
helped me a lot in finalizing this project within the limited time frame.

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 INTRODUCTION

Recruitment is understood as the process of searching for and

obtaining applicants for jobs, from whom the right people can be
selected. The recruitment industry has five main types of agencies:
employment agencies, recruitment websites and job search engines,
"head-hunters" for executive and professional recruitment, niche
agencies which specialize in a particular area of staffing and in-house
recruitment. The stages in recruitment include sourcing candidates by
advertising or other methods, and screening and selecting potential
candidates using tests or interviews. It is the 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 applicants from which new
employees are selected. Though, theoretically, recruitment process is
said to end with the receipt of applicants, in practice the activity
extends to the screening of applicants to eliminate those who are not
qualified for the job.

Selection is the process of picking or choosing the right candidate,

who is most suitable for a vacant job position in an organization. In
other words, selection can also be explained as the process of
interviewing the candidates and evaluating their qualities, which are
required for a specific job and then choosing the suitable candidate for
the position.
The selection of the right applicant for a vacant position will be an
asset to the organization, which will help the organization in reaching
its objectives.

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 NEED FOR RECRUITMENT AND
SELECTION

IT ENSURES TRANSPARENCY IN THE HIRING PROCESS

A recruitment and selection policy ensures that all the procedures
related to hiring and selection are performed transparently, and all the
members involved (the hiring manager, HR, etc.) are following the
recruitment process with having complete confidence over the end-
result. Moreover, being transparent also means that candidates are
always informed about the status of their application and informed if
they are awarded a job.

IT PAVES THE WAY FOR MERIT-BASED HIRES

An effective recruitment and selection policy ensures that the overall
recruitment process is being conducted in a fair and legitimate
manner. It makes sure that discriminatory behavior is avoided at any
stage of the overall recruitment process – a candidate should never be
discriminated against based on his gender, race, age, religion, or
nationality. A fair and authentic policy allows a candidate to take legal
action if they feel they’re being discriminated against any factor.
Moreover, every job application should be treated in a confidential
manner.

IT PROVIDES CONSISTENCY
A recruitment and selection process that is not consistent gives
inconsistent results. Thus, consistency is another reason for having an
effective recruitment and selection policy. Organizations should make
sure not to set different selection criteria for each candidate as it will
then not be possible to determine the effectiveness of everyone. To
achieve consistency, a standardized process should be followed.
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Instead, it will be more beneficial if organizations apply pre-
determined criteria at all stages of the recruitment process as it will
eliminate the risks of bias and discrimination. Also, companies should
conduct reference checks prior to making any appointment with the
candidate and should be performed in a consistent manner.

IT LENDS CREDIBILITY TO AN ORGANIZATION

Another reason for having a set recruitment and selection policy is to
show that an organization is credible enough to apply. Today, there are
several job vacancies that are not genuine, and many candidates get
trapped in the hands of fake companies. Hence, to gain reliability, a
company should follow specific application procedures that will make
the candidates feel confident for the position they are applying for.

IT HELPS WRITE AN APPROPRIATE JOB DESCRIPTION

Having a good recruitment and selection policy is essential because it
assists the organization in writing an accurate job description. An
appropriate job description is an integral part of the overall
recruitment process as it clearly describes what primary and
secondary tasks will be performed along with the core competencies
for a particular role.

An effective recruitment and selection policy not only fulfills the

requirements of a job but also ensures that an organization will
continue to maintain its commitment to providing equal opportunity
to employees. Adherence to such a policy will let you hire the best
possible candidates for your organization.

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 OBJECTIVES

The main objective of recruitment and selection is obvious: to hire the

most qualified candidate to fill an available position. Additional
objectives include:
1) Creating a large talent pool of candidates to ensure the
organization can hire the best employee.
2) Finding people who will fit in with the company culture and
contribute to the organization's goals.
3) Reducing the likelihood that a candidate will leave after a brief
time by finding the right employee for the position the first time
around.
4) Meeting the organization's diversity and social commitments by
selecting candidates based solely on their merits and the way
they fit in with the company values, goals, and culture.
5) Improving the company's reputation through fair, unbiased, and
effective hiring practices. Expediting the future recruitment and
selection process and reducing costs by gathering a large pool of
talented candidates who may be interested in future vacancies.
6) Improving and streamlining the recruitment and selection
process, including expediting future job analyses for similar
positions.
7) Evaluating the effectiveness of different recruiting and sourcing
techniques and sources for job applicants.
Beyond the main objectives of the overall process, each step of
recruitment and selection has its own objectives, which is why the
overall process can be so time-consuming. For example, the main
objective of the job analysis is to understand what tasks the vacancy
encompasses, which is necessary to create a list of specifications or
ideal qualifications for the new employee. To better understand the
full scope of objectives for the recruitment and selection process, it's
beneficial to look at the objectives for each individual step.

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 LIMITATIONS

1. Relinquishing Control
It may happen that you need to relinquish your control regarding
various aspects of business operations. Now you have “other
individuals” who make the hiring decisions even for the top-level
management. It may happen that the recruitment team may hire a
potentially good employee, but he may fail to get accustomed to the
company culture.

2. Time, Money, and Effort

For any startup or small business, you need time, money and
strenuous efforts to build a dedicated recruitment team. You have to
expand your team along with your business and that is again an
additional cost. That’s a major reason why most of the small
businesses prefer to have the complete hiring process outsourced.

3. Time-consuming
Inevitably, recruitment is a time-consuming activity. For a single job-
post, it may take up to a month to fill the vacant position. Even if
there is an urgent opening, the recruitment team can’t do anything to
fill that position immediately. Most of the recruiters are busy in
resume sifting for shortlisting ideal candidates for interviews. This
hardly leaves quality time for the recruiters to understand the
candidate and his needs as well.

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4. Lack of Coordination
It may happen that no two recruiters come to terms. This adversely
affects the quality of hire. If more than two recruiters are involved in
any recruiting activity, there are chances that there is a lack of
communication and coordination. The exact status of the candidature
gets lost, and no one can track the candidate’s progress.

5. Deteriorating Quality of Hire

As there is a lot of manual work involved such as reverting to
candidates, sending notifications, scheduling interviews, formatting
resumes, etc., the recruiters aren’t left with a good amount of time for
the interviews. Moreover, there is an increased risk of bad candidate
experience consequently affecting the employer’s brand.

The limitations of a dedicated recruitment team dominate more than

its benefits. Here is where an applicant tracking system comes to play.
Not only does it automate the time-consuming recruitment tasks but
improves the candidate as well as the application experience.

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 LITERATURE REVIEW

definitions of recruitment provided by several authors:

Gary Dessler: "Recruitment is the process of attracting individuals on
a timely basis, in sufficient numbers, and with appropriate
qualifications, to apply for jobs with an organization."
Michael Armstrong: "Recruitment is the process of finding and
attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are
submitted."
Edwin B. Flippo: "Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the
organization."
John M. Ivancevich: "Recruitment is the process of locating and
encouraging potential applicants to apply for existing or anticipated
job openings."

definitions of selection provided by several authors:

Gary Dessler: "Selection is the process of choosing individuals with
the necessary qualifications to fill existing or projected job openings."
Michael Armstrong: "Selection is the process of choosing from a
group of applicants the individual or individuals who best meet the
selection criteria for the position available."
Edwin B. Flippo: "Selection is the process of differentiating between
applicants in order to identify and hire those with a greater likelihood
of success in a job."
Wayne F. Cascio: "Selection involves gathering and evaluating
information about job applicants to determine who should be offered
employment."
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In India, the laws and regulations pertaining to selection and
recruitment primarily fall under the following acts:

The Constitution of India: The Indian Constitution provides the

fundamental rights and principles that ensure equality and prohibit
discrimination in matters of employment. Article 16 guarantees equal
opportunity for all citizens in public employment.

The Equal Opportunity for Employment Act, 1997: This act prohibits
discrimination in employment on the grounds of religion, race, caste,
sex, or place of birth. It ensures equal opportunity and treatment
during the recruitment and selection process.

The Industrial Employment (Standing Orders) Act, 1946: This act

requires employers to define the conditions of employment, including
the selection criteria, in a standing order that must be made available
to employees. It provides guidelines for recruitment, classification of
workers, and termination procedures.

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 CONCEPTUAL FRAMEWORK

RELIANCE INDUSTRIES
Reliance Industries Limited is an Indian multinational conglomerate,
headquartered in Mumbai. Its businesses include energy,
petrochemicals, natural gas, retail, telecommunications, mass media,
and textiles. Reliance is the largest public company in India by market
capitalization and revenue, and the 100th largest company worldwide.
It is India's largest private taxpayer and largest exporter, accounting
for 7% of India's total merchandise exports. The company has
relatively little free cash flow and high corporate debt.

The company is ranked 100th on the Fortune Global 500 list of the
world's biggest corporations as of 2022. Reliance is India's largest
exporter, accounting for 7% of India's total merchandise exports.
Reliance is responsible for almost 5% of the Government of India's
total revenue from customs and excise duty. It is also the highest
income taxpayer in the private sector in India. The company has
relatively little free cash flow and high corporate debt.
Reliance Commercial Corporation was set up in 1958 by Dhirubhai
Ambani as a small venture firm trading commodity, especially spices
and polyester yarn. In 1965, the partnership ended and Dhirubhai
continued the polyester business of the firm. In 1966, Reliance Textile
Industries Pvt. Ltd. was incorporated in Maharashtra. It established
synthetic fabrics mill in the same year at Naroda in Gujarat. On 8
May 1973, it became Reliance Industries Limited. In 1975, the
company expanded its business into textiles, with "Vimal" becoming
its major brand in later years.

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RECRUITMENT AND SELECTION PROCESS OF RELIANCE

The candidates who have got a minimum 60% aggregate over all
eight semesters are eligible for the recruitment of Reliance Company.
Candidate type required: Engineers (graduates/postgraduates) of
Chemical / Mechanical / Electrical / Instrumentation / Civil /
Production / Industrial Engineering.

The Reliance Recruitment Process is divided into three categories

namely:
1. Aptitude Test
Aptitude round is the first round used in Reliance Recruitment
Process. Aptitude tests are a standout amongst the most ordinarily
utilized evaluations in estimating competitors' appropriateness for a
job. This most ordinarily utilized arrangement of intellectual tests
incorporates unique/theoretical thinking, verbal thinking, and
numerical thinking.

2. Technical Written Test

Candidates who have passed the first round, i.e. aptitude written test
are only eligible for the second stage i.e. technical round. Core
companies conduct specialized tests as a piece of their determination
strategy. These Reliance Recruitment Process tests incorporate
specialized inquiries on specific areas of the engineering
specialization, for example, electronics, mechanical, civil, finance
(MBA), accounting, and so forth. These tests measure your
specialized abilities and subject learning. People with a firm
establishment in the essentials of their subjects perform well on these
tests.

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3. Technical and HR Interview
A technical interview normally includes questions that are explicit to
the job you have applied for. Personal interviews of Reliance
Recruitment process are commonly used to evaluate contender for
specialized job positions, (for example, occupations in IT,
Engineering and Science), as opposed to for general alumni plans.

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TATA STEEL
Tata Steel Limited is an Indian multinational steel-making company,
based in Jamshedpur, Jharkhand and headquartered in Mumbai,
Maharashtra. It is a part of the Tata Group.
Formerly known as Tata Iron and Steel Company Limited (TISCO),
Tata Steel is among the top steel producing companies in the world
with an annual crude steel capacity of 34 million tonnes. It is one of
the world's most geographically diversified steel producers, with
operations and commercial presence across the world. The group
(excluding SEA operations) recorded a consolidated turnover of
US$19.7 billion in the financial year ending 31 March 2020. It is the
second largest steel company in India (measured by domestic
production) with an annual capacity of 13 million tonnes after Steel
Authority of India Ltd. (SAIL). TATA Steel, along with SAIL and
Jindal Steel and Power, are the only 3 Indian steel companies that
have captive iron-ore mines, which gives the three companies price
advantages.
Tata Iron and Steel Company (TISCO) was founded by Jamsetji
Nusserwanji Tata and established by Sir Dorabji Tata on 26 August
1907. TISCO started pig iron production in 1911 and began producing
steel in 1912 as a branch of Jamsetji's Tata Group. The first steel
ingot was manufactured on 16 February 1912. During the First World
War (1914–1918), the company made rapid progress.
. TCIL is now Tata Tinplate and holds 70% market share in India. By
1939, it operated the largest steel plant in the British Empire. The
company launched a major modernisation and expansion program in
1951. Later, in 1958, the program was upgraded to 2 million metric
tonnes per annum (MTPA) project. By 1970, the company employed
around 40,000 people at Jamshedpur, and a further 20,000 in the
neighbouring coal mines.
In November 2021, Tata Steel was the most profitable company in the
Tata Group

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RECRUITMENT AND ELECTION PROCESS OF TATA STEEL
Company conducts recruitment process every year to select new
candidates. The selection process of the company consists of 4
rounds. These rounds are as follows:
Short listing based on percentage or CGPA aggregate in graduation.
1) Written Exam
2) Technical Interview
3) HR Interview
4) Academic Criteria:
Must be B. Tech /B. E (MME, Mechanical, EEE, Chemical,
Production)
60% and above or more than 6.5 CPGA aggregate in graduation
degree. Education gap of not more than one year.
Pattern of Written Exam:
SECTION NO. OF QUESTIONS
Aptitude 30
Technical 90
Total 120

There is negative marking of 0.25 in the paper.

Aptitude
It covers the questions from quantitative and logical reasoning
sections. This section contains questions from the topic like number
series, coding decoding, blood relations, directions, syllogisms. It also
contains questions from number series, time and distance, profit and
loss, time and work, probability, etc. The level of this section is easy.

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Technical
This section covers questions from different subjects from specific
domain of engineering. The level of this section is tough.
Overall, the level of the paper is moderate to difficult. Only those
candidates who clear the written exam will qualify for the next round.

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 ANALYSIS AND INTERPRRETATION OF
THE PROCEDURES

The recruitment and selection process in both Reliance Industries and

Tata Steel are very similar both the companies have a 3 to 4 round for
the process which includes written tests based on aptitude and
technical knowledge and both the companies require good educational
background.
The tests for tata steel covers the questions from quantitative and
logical reasoning sections. This section contains questions from the
topic like number series, coding decoding, blood relations, directions,
syllogisms. It also contains questions from number series, time and
distance, profit and loss, time and work, probability, etc. The level of
this section is easy.
On the other hand, the aptitude test for reliance industries covers most
ordinarily utilized arrangement of intellectual tests incorporates
unique/theoretical thinking, verbal thinking, and numerical thinking.
Both the companies require and aggregate of 60% aggregate in the
semester exams.
The total number of questions for Reliance industries is 60 whereas
the total number of questions for Tata steel is 120.
Both the companies deduct 0.25 marks for each wrong answer.
Overall both the companies have a similar process and have their own
rules and syllabus and aim to employ the most deserving candidate.

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 SUGGESSTIONS AND RECOMMENDATIONS

After completing my research on this project, I have come to a

conclusion that recruitment and selection process are very important
these are what makes the topmost companies reach where they are
today. Before starting a recruitment and selection process, job
descriptions should be defined for each role in the organization. Each
job description should include the skills and education required to
perform each role successfully, as well as a detailed list of
responsibilities. Job descriptions allow employees to understand their
roles and responsibilities and provide a tool for hiring personnel to
use when choosing the most qualified candidates based on the
requirements of the job. Policies and procedures should be defined
and adhered to for the recruiting and selection process and should
ensure that everyone in the organization adheres to local, state, and
federal regulations. Policies should provide a list of guiding principles
for hiring personnel to follow, and procedures should provide the
required steps for recruitment and selection. If a small business has a
human resource department, company policies and procedures should
address this department's oversight of the hiring process.
The interviewers should be chosen wisely as they have the most
important part in the whole process. There should be no biases. hiring
managers and supervisors should be trained regarding the
requirements of the process. Training should include not only what
steps are required to recruit and select employees, but how to
interview candidates appropriately and effectively. Include applicable
laws and regulations, as well as the organization's goals during
training.

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 CONCLUSION

I would like to conclude this project by saying that recruitment and

selection plays a very important role in a company’s working. An
effective recruitment and selection process reduces turnover, we also
get much better results in our recruitment process if we advertise
specific criteria that are relevant to the job. Include all necessary skills
and include a list of desired skills that are not necessary but that
would enhance the candidate's chances. If we fail to do this, we might
end up with a low-quality pool of candidates and wind up with limited
choices to fill the open position. When we choose a candidate based
upon the qualifications demonstrated in the resume, the interview,
employment history and background check, we will land the best fit
for the position. Based on our decisions about a specific candidate
upon specific evidence rather than any gut instincts. If we hire people
who can do the job instead of people we merely like, we will have
higher productivity and quality in our products or services.
The recruitment and selection process are the time we not only
identify a candidate who has the experience and aptitude to do the job
that we are looking to fill, but also to find someone who shares and
endorses our company’s core values. The candidate will need to fit in
well within our company’s culture. The selection and recruitment
process should provide our company with an employee who adapts
and works well with others in our business. Failure to recruit and
select for the long term can result in high turnover.

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 WEBLIOGRAPHY

https://www.tutorialspoint.com/recruitment_and_selection/what_is_selection.htm

https://www.scribd.com/document/36499523/Preface#

https://www.yoh.com/blog/5-reasons-every-organization-needs-a-recruitment-and-selection-policy

https://bizfluent.com/list-6706885-recruitment-selection-objectives.html

https://recruiteze.com/infographic-the-benefits-and-limitations-of-a-dedicated-recruitment-team/

https://en.wikipedia.org/wiki/Reliance_Industries

https://www.faceprep.in/reliance/reliance-recruitment-process/

https://en.wikipedia.org/wiki/Tata_Steel

https://cpt.hitbullseye.com/Tata-Steel/Tata-Steel-Test-Pattern.php

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INTERNAL EXAMINERS CERTIFICATE

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