Report of Summer Training Conducted at Axis Consultants

Submitted in partial fulfillment of the requirements for the award of the degree of

Bachelor of Business Administration (BBA)

To

Guru Gobind Singh Indraprastha University, Delhi

Guide Name: Submitted By:

Ms. Manisha Kaushal Arora Lavish Khurana

Enrollment No.

70119101720

Gitarattan International Business School

New Delhi-110085

Batch 2022-20

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 Certificate

I, LAVISH KHURANA, Enrollment No.07119101720 certify that the Summer Training

Report (Paper Code BBA-311) entitled "Axis Consultants." is done by me and it is an
authentic work carried out by me at Axis Consultants. The matter embodied in this Report
has not been submitted earlier for the award of any degree or diploma to the best of my
knowledge and belief.

Signature of the Student

Date:

Certified that the Summer Training Report (Paper Code BBA-311) entitled" Human Resource
at Axis Consultants." done by Mr. Lavish Khurana Enrollment No. 07119101720 is completed
under my guidance.

Signature of the Guide

Date:

Ms. Manisha Kaushal Arora

Assistant Professor

Countersigned

Director/Summer Training Coordinator

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3
 Acknowledgement

First, I would like to thank Ms. Manisha Kaushal Arora my supervisor, for providing me
with invaluable guidance in preparation of this internship report.

Without her help and support, I could never have finished this report. I am very much thankful
to the Human Resource Department of Business Solutions. They provided me with much
needed iand other required assistance in order to prepare this report.

I also wish to thank and give the due respect to my family and friends for their cordial support
and help they offered throughout the process of preparing the whole report. Especially I want
to thank those people who were our batchmates. They gave their valuable time and suggestion.
I want to thank to all these persons.

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 TABLE OF CONTENTS
Topic Page No

Certificate 2

Certificate 3

Acknowledgement 4

Executive Summary 6

Chapter I: Introduction 7

Chapter II: Environmental Analysis 15

Chapter III: Data presentation & Analysis 24

Chapter IV: Conclusions & Limitations 37

ANNEXURE 38

References/ Bibliography 41

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 Executive Summary

The Project report titled “Human Resource Recruitment” is in relation to an internship program
done as a Human Resource Recruitment Intern at Axis Consultants.

Axis Consultants is a BPO HR Consultancy, involved in the activities of recruitment process.

Internship at Axis Consultants helped get a great exposure to the industry. After going through a
few weeks of Internship, which was my first-hand experience how the consultancy industry
functions, taught me a lot.

The internship was focussed towards building my understanding of human resource recruitment,
connecting with people with various backgrounds and helping them find a suitable job role,
ensuring benefits for the client as well as the candidate looking for. job, closer understanding
towards being into the recruitment consultancy industry.

The primary goal of the internship was to get real-time insight into the working of the
organization. Recruitment basically means the process of posting vacancies whenever there is a
requirement to invite applications from as many eligible candidates as possible. It includes the
entire process right from identifying the vacancies to selecting the candidates. It occupies a
pivotal role in an organizational setup. Without effective recruitment, it's not possible for any
organization to hire the talent pool which helps in its proper functioning. Over the past three
decades, its importance has grown by and large.

The objectives of Human Resource Department are Human Resource Planning, Recruitment and
Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention and
proper planning and implementation.

The major accomplishment for me during the period of my internship was to recruit candidates
and to learn more about the recruitment process and how it is processed for BPO industry in the
consultancy, who happens to be our major client.

Axis Consultants has aggressively expanded its network which is intrinsic to their strategic plans.
Consequently, they are opening outdoors to more applicants and employers each year with a
broader range of excellent available positions to fill and a healthier base of candidates to place in
jobs.

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 CHAPTER – 1

INTRODUCTION

1.1 GENERAL INTRODUCTION

A Recruitment Consultancy firm is a firm that provides placements or jobs to the

individuals in a specific or varied industry. The primary purpose of such a firm is to provide
jobs to the candidates according to their preferences & requirements.

Consultancy firms, in essence, are hired for a variety of purposes starting from something
to be as straight forward as researching a new market to as sensitive as providing
outplacement services for the HR department. Their expertise in the chosen field not only
makes them suitable but also due to exposure to other clients and similar problems in the
same industry aware of best practices as well as probable solutions.

The Human Resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the calibre of the people working therein.
Without positive and creative contributions from people, an organization cannot progress &
prosper. In order to achieve the goals or the activities of an organization, therefore, they
need to recruit people with requisite skills, qualifications, and experience. While doing so,
they have to keep the present as well as the future requirements of the organization in mind.

In order to attract people for jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self – select
themselves out.

The term “HR recruiter” may sound redundant, as both , human resource managers ad
recruiters both find candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively solicitating individuals qualified for
positions. As recruiter’s job include reviewing candidate’s job experiences, negotiating
salaries, and placing candidates in agreeable employment positions.
Recruiters typically receive a fee from the hiring employers.

The ultimate aim is to understand the root of the problem and provide a solution that is both cost
and time effective and performance enhancing. The management consultancy industry has seen

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 rapid growth and development since the 1980s with more than 20% growth rates and today this
sector has expanded a lot more.

Recruitment industry strives to provide a candidate to a client for a price. Agencies are paid only
if they deliver a candidate that successfully stays with the client beyond an agreed probationary
period usually 1 or 3 months. Over time, HR Consultancies gained favour among Human
Resource management: not only did Consultancy reduce overhead costs from their budgets but it
also helped improve the company's competitive advantage in the labour market. As labour
markets became more and more competitive, Consultancy became more of an acceptable option.

Benefits of HR Consultancy include reduced recruiter costs, no infrastructure costs, improved

productivity, reduced recruiter costs and reduced time to hire.

1.2 OBJECTIVE OF THE STUDY

Primary Objective

To understand the Recruitment & Selection process at the Consultancy

Secondary Objectives

 To understand and analyse the challenges faced by a recruiter

 To have a broad overview of how the payment method works in such an industry.
 To learn the usage of Online Job Portals

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1.3 COMPANY PROFILE

1.3.1About the Company

COMPANY NAME Axis Consultants

ADDRESS C-127, 2nd Floor, Naraina Industrial

Area
Phase 1, New Delhi, Delhi 110028

OWNER Mrs. Pooja & Mr. Manish

CONTACT : 88268 91644

WEBSITE https://www.axisconsultant.com

Axis Consultants is a major indigenous Manpower company and Placement Agency organized to
provide manpower technical and non-technical consultancy services to various IT & Non-IT firms

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(International & Domestic) in Hardware, Software, and Telecommunications. It is managed by highly
qualified professional Manpower specialist consultants with years of training and experience in India.

Their philosophy is to be a win-win or no deal kind of company. When their clients are successful,
they are successful. Their team comprises of professionals with around more than 6 years of rich
experience in the corporate sector and given an opportunity they can assure to provide most stable and
best skill set in the sector.

Axis Consultants located in Nariana Vihar, New Delhi, assists companies in search of qualified and
experienced professionals across sector and industries. They are a prominent executive search and
selection company, providing a wide range of recruitment solutions for various requirements.

The name, ‘Axis Consultants’, is based on three entities that are vital to the recruitment process
"employ, employer, and employee". The organizational team is having extensive prior work
experience and currently, specialize in different domains across industries and professionally hunt and
source candidates based on specific client requirements.

Axis Consultants thrives with their belief and utmost acceptance of the quote: “Great things never
come from comfort zones” and works everyday towards new and better ways to operate.

1.4 FACT SHEET

Year of establishment: August 2008

Nature of business: Recruitment for BPO industry (International and Domestic) for both, Voice
and Non-Voice process.
Major markets: Delhi, Gurgaon and Noida.

1.4.1 MISSION

There’s nothing like a mission to excite and unite people in a common goal. At Axis consultants,
their mission is simple; they want to be the world’s best at helping employers achieve success
through people.
At each step of the relationship with their clients and candidates, they deliver value, advice and
an expert point of view.

To accomplish this, they rely on six core principles that guide their business strategy,
behaviour and relationships.

1) No ego – Leave your ego at the door, be genuine and take a personal approach.

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 2) Get it right – They work to find the right candidate at the right time with the right skills and
the right personality to make the placement perfect.

3) Lead by example – Do what is right by people, your actions are what count.

4) Loyalty – They value loyal customers and loyal candidates and most of all loyal employees.
They want to work with their clients for years & years & years.

5) Achieving goals- Axis recruitment supports candidates, clients and employees to achieve
their personal goals. Supporting people to achieve their goals is why they are in business.

6) Have fun! – Be in the moment, smile at challenges and have fun! That’s when you do your
best.

1.4.2 DATA BANK

The Organization has a fairly large data bank comprising of candidates from various profiles,
including Accounts, Customer Support, Technical, Content Moderation, etc. Their data bank
consists of candidates from different locations like Delhi, NCR, Lucknow, Hyderabad, etc. In my
tenure there, I notices, they could even supply with rare skills and experience from their data
bank.

1.4.3 QUALITY POLICY

The Organization aims to provide top quality services to their clients, and their ensure that their
recruiters go through a well-focused interview process to see if they fit expertise &
professionalism required. They put strong emphasis on keeping transparency with their
employees, clients, and candidates, further, they focus on attitude, communication and team
playing skills and demonstrate ability to stretch themselves to contribute to successful
completion of projects.

1.4.4 FUNCTIONAL AREA OF RECRUITMENT SPECIALIZATION

The Organization deals with a various non-IT recruitments and below mentioned are some
functional areas of recruitment that Axis Consultants specializes in.
 Customer Support
 Sales
 Accounts & Finance
 Front office
 Project Management

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1.4.5 CLIENTS OF AXIS CONSULTANTS

Currently, they deal with the BPO industry and IT-enables services mainly for voice, non-voice,
and blended process for International as well as Domestic processes.

Some of their clients for the BPO industry are –

 Financial Services Company (FIS)

 Inter Globe Technologies (IGT)
 Globiva
 Jindal Intellicom Limited
 Concentrix
 Converges
 Sitel
 Fare portal
 NIIT
 Wipro
 Person iv
 Falcon force
 Tele Performance
 IBM

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1.5 HOW DO THEY GET PAID?

Recruitment / Job Consultants are mostly paid on per hire basis from their clients, subjected to
clauses.

Agreements signed with the clients contain all details with respect to the amount per candidate,
which usually varies from profile to profile. Profiles which do not have a lot specifications are
usually low paying while profiles with high degree of specific requirements have a higher amount.

Another factor that affects their pay is the attrition of the candidates. Most BPOs have a minimum
working duration of 90 days, i.e. if the candidate leaves within 90 months of joining, the
consultant has to either provide with a replacement or they have an option to not take the fee
forthesaidemployee.
Most consultants prefer to let go off the fee than providing a replacement as it is more cost
effective.

1.5.1 HOW DO THEY PAY THEIR RECRUITERS?

The Organization usually works with 2 modules:

1.Per hire basis: As the name suggest, in this mode, the recruiters / employees get paid on per hire
basis on their candidates (selected & working in the concerned organisation for a specified time
period), with the fee amount set as per the profile.

2.Salary basis: In this module, there is a fixed salary which is promised upon a certain target achieved,
with the benefit of bonus with every additional candidate (selected & working in the concerned
organisation for a specified time period)

3.Apart from the above, recruiters who want to work on freelance basis are also given the liberty to do
so and get their commission as per a per hire basis.

1.6 MY INTERNSHIP PROFILE IN AXIS CONSULTANTS :

I primarily joined the organisation as an HR recruiter and performed the following roles:

 Understanding the client’s requirements

 Sourcing resumes through different online job portals like Naukri.com, monster.com, shine.com, etc.

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 Screening resumes based on client requirements and judging candidates to meet the same.

 Initial telephonic screening to judge them better in parameters like communication, resume gaps,
background, etc.

 Shortlisting candidates & scheduling their interviews for further rounds.

 Briefing the candidates, helping them prepare & give an overview of what to expect in the upcoming
rounds.

 Regular follow ups with the selected candidates to confirm their joining dates, and documentation.

 Maintaining & updating database on regular basis to keep a track of the successfully placed
candidates, in-process candidates, prospective candidates, and rejected ones along with their reasons of
rejection for future references.

 Constant touch with client representatives to ensure the quality of candidates is as per the required
standards.

 Constant touch with candidates to ensure they join the organisation and are satisfied with it.

 Handling end – to – end recruitments.

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 CHAPTER – 2

Environmental Analysis

2.1 SWOT ANALYSIS

SWOT stands for Strengths, Weaknesses, Opportunities and Threats. This tool utilizes data to
provide a realistic overview of the market and competitiveness. It is a business analysis tool that
is used for strategic planning. It can be used at any time to gain insight into the current state of
business. It is important for consulting firms to maintain a read on the market and other factors
that may impact business. The fortunate thing about a SWOT analysis is that anyone can easily
use this tool. Consulting firms provide professional services to businesses. There is a lot of
competition among consulting firms to secure and maintain clients, and many factors that lead a
client to select one consulting firm over another. As such, it is helpful for consulting firms to
regularly assess the marketplace and their competitiveness in the market. It can provide a
snapshot of current conditions for business.

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 STRENGTHS WEAKNESS
Excellent Reputation Slow Processes

High Safety Standards Small Client List

Quality Work. Limited Services

Strong Compliance Account Management

Effective Candidate Screening Communication

Loyal Customers Stakeholder Management

TABLE NO 2.1: Strengths and Weakness of Axis Consultants

OPPORTUNITIES THREATS
New Technology Changing Laws

Government Contracts Larger Competitors.

Certifications. Less Demand in Certain Industries

New Industries Competitors

Training. Changing Regulations

Employee Development. Supplier Bankruptcy

TABLE 2.2 Opportunities and Threats of Axis Consultants

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2.3 Analysis of Axis Consultants based on Michael Porter’s 5 Forces Model

Porter’s Five Forces Analysis

Consultants usually follow a mix of few steps to arrive at a Consulting Methodology . In every
methodology the first step involves, defining the problem the client has presented before us. Deep
analysis of the case and to come up with questions to be analyzed in further steps.

Second comes, the task of structuring the problem because as consultants, one of our key
responsibilities is communicating with clients in a clear, simple and logical manner. Frameworks
help structure our analysis and answers in this way. One of such framework is Porter’s 5 Forces
Model.
Porter’s Model is a tool to understand the client’s micro-environment by assessing
the competition an organization faces. It encourages organizations to look at the wider industry
context, both today and into the future. This model identifies and analyzes five competitive
forces that shape every industry. Porter’s model can be applied to any aspect or department of the
economy to understand the level of competition within the industry and enhance a company’s long-
term profitability.

The Five Forces model is named after Harvard Business School professor, Michael E. Porter and
was first published in Harvard Business Review in 1979 and also published in Michael Porter’s
book, “Competitive Strategy: Techniques for Analyzing Industries and Competitors” in 1980.

Porter’s five forces are:

1. Threat of new entrants

2. Bargaining power of suppliers
3. Bargaining power of buyers
4. Threat of substitutes
5. Intensity of competitive rivalry

1) Threat of new entrants:

How easy is it for new business to set up shop?

The easier it is to get into the market, the weaker the company’s position will be as the new
entrants in an industry bring new capacity and the desire to gain market share. The seriousness of
the threat depends on the barriers to enter a certain industry. Examples of barriers to entry are the
need for economies of scale, high customer loyalty for existing brands, large capital requirements
(e.g. large investments in marketing or R&D), the need for cumulative experience, government
policies, and limited access to distribution channels.

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 An industry with the company would be able to charge higher prices and negotiate better terms
strong barriers to entry is ideal for existing companies within that industry since.

2) Bargaining power of suppliers:

How much power do suppliers have?

This force analyses how easily can suppliers for the company change prices of their inputs and if
needed can the company can easily switch suppliers. So basically, it explains how much power and
control a company’s supplier (also known as the market of inputs) has over the potential to raise its
prices or to reduce the quality of purchased goods or services, which in turn would lower an
industry’s profitability potential. The fewer the concentration of suppliers and the availability of
substitute suppliers the more power they have.
As a result, the supplier has more power and can drive up input costs and push for other advantages
in trade. On the other hand, the companies gain when there are a multitude of suppliers or there
exists low switching costs between rival suppliers.

3) Bargaining power of buyers:

How much power do customers have?

The next factor addresses the ability of customers to go to competitors or otherwise force the firm
to reduce their prices in some ways. The size of a company’s customer base can impact the
company’s freedom to influence pricing and quality. It is calculated by ascertaining how many
buyers or customers a company has, how significant each customer is, and how much it would cost
a company to find new customers or markets for its output. A smaller and more powerful customer
base means that each customer has more power to negotiate for lower prices and better deals.
Whereas, if company that has many independent customers, this will have an easier time charging
higher prices to increase profitability. Companies can take measures to reduce buyer power by for
example implementing loyalty programs or by differentiating their products and services.

4) Threat of substitutes:
How likely are customers to switch to an alternative?

The more substitutes available, the less power the firm has to increase their prices. When close
substitutes are available, customers will have the option to forgo buying a company’s product,
and a company’s power can be weakened. When a substitution for a company’s product or
service that is currently on the market appears, it can be potentially damaging.
It is crucial the company to ensure their product or service maintains demand among customers in
such cases. That way, even if a substitute appears at some point, customers will trust the quality
of their product or service regardless. If the product or service substitution includes many similar

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 features at a much lower price, buyers may be tempted to use an alternative. This is why it’s so
important to understand your customer base from the grass root level.

5) Intensity of competitive rivalry:

How many firms compete and how much is the market growing?

This last force of the Porter’s Five Forces examines the intensity of the current competition in the
marketplace. It is determined by identifying the number of existing competitors and what each
competitor is capable of doing. A good indicator of competitive rivalry is the concentration ratio of
an industry. The lower this ration, the more intense rivalry will probably be and in such
circumstances, competitors are likely to actively engage in advertising and price wars, which can
hurt a business’s bottom line. In addition, rivalry will be more intense when barriers to exit are
high, forcing companies to remain in the industry even though profit margins are declining.
Conversely, when competitive rivalry is low, a company has greater power to charge higher prices
and set the terms of deals to achieve higher sales and profits. Cost leadership and product
differentiation can be effective strategies for helping to alleviate the risks that your client may face
in a highly competitive industry.

Figure No: 2.4: External Environment

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2.4. What is PESTLE?

A PESTLE analysis studies the key external factors (Political, Economic, Sociological,
Technological, Legal and Environmental) that influence an organization. It can be used in a
range of different scenarios and can guide people professionals and senior managers in strategic
decision-making.

Well, there are hundreds of articles on the internet on this topic, but a lot of them are written in a
language that is hard to understand. In simple terms, a PESTEL analysis helps companies
analyze the external factors that could affect their business.

As the great physicist Albert Einstein said: "You don't really understand something unless you
can explain it to your grandmother.” So, we have made things very easy to understand for you.

In this article, we will discuss the PESTEL analysis with examples and also include a PESTEL
analysis template at the end for your reference.

When exactly should you use PESTEL analysis?

So, now we understand that PESTEL analysis helps us analyze external factors that could affect
our business, but when exactly would we need to do this? Let us look at a few examples of when
it would benefit our business to analyze the external factors affecting us:

As a consultant you support a global retail company. The company has stores in 15 different
countries and has over 4000 locations. Sales have been falling, and you are tasked with
understanding why this is happening and how to rectify the problem. To do this, you must
understand the rapidly changing global retail market in order to pinpoint what is causing the fall
in sales. To structure your analysis on the external environment, you can use the PESTEL
framework, which will help you identify areas for internal improvement.
As a consultant you support a company to launch new innovative business, and you therefore
assess the overall opportunity and understand the relevant market drivers. The PESTEL analysis
will help you to go through the key elements of the external environment that influence the
business.
You have been brought as a consultant to make a decision, to which country a company should
expand. PESTEL analysis will help you understand the external factors within each location
which would influence how successful this new launch will be, as it will help you to identify
where the company could expect the highest ROI for expansion. It will also prevent unconscious
assumptions made about each market, as it will allow you to create an objective view of each

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 location.
Now, as you have a better idea, when the PESTEL analysis may help you let’s dive into the
framework itself.

A Brief Introduction to All the Factors of the PESTEL Analysis

Let us start with a quick description of each of the factors of this framework.

P stands for Political: This factor is about how the government affects about how you do business.
This refers to political stability, tax regulations imposed by the government, trade restrictions, etc.

E stands for Economic: This includes the stability of the economy, recession/economic boom, the
purchasing power of customers, employment rate, etc. In short, if the economy is booming, it’s
good for business, and if it’s not, well, then businesses may face challenges.

S stands for Sociological: This is about population size, demographics, lifestyle, the culture of a
target market, etc. This factor helps us dig deeper into the customer psyche and understand their
needs, desires, pain points, and attitudes.

T stands for Technological: This refers to the technological changes that may affect businesses.
These changes include innovation, automation, technological awareness among customers, etc.
The second E stands for Environmental: This factor has everything to do with mother nature. How
the business affects the environment and how environmental changes affect the business are
included within this factor.

L stands for Legal: This includes all the laws that apply to businesses, such as minimum wage,
work health and safety, employment rights, consumer rights laws, legislation regarding gender and
racial equality in the workplace, etc.

Political

Remember Brexit? It’s the term that is used to define the United Kingdom's separation from the
European Union. This was purely political event from every aspect. But, it has changed how UK
does business with the rest of the EU. Businesses are facing manpower issues and there have been
massive disruptions in the flow of goods between the markets. They were previously united but
are now separated due to the decisions of politicians.

Economic

Let’s discuss the recession that occurred in 2008 in the United States and western Europe.
Basically, borrowers with poor credit received loans and failed to pay them. This resulted in a
recession, and a substantial decrease in the net worth of many American households. A lot of people

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 were scared to spend money and this affected businesses throughout the regions where this
recession hit.

Sociological

We’re going to take Starbucks as an example here, and out of the many elements that are included
in the sociological factor, such as population size, wealth distribution, religious beliefs, etc., we’ll
focus on the cultural norms and values in this example.

So, what happened with Starbucks? Well, it didn't get much success in Australia. In 2008, Starbucks
had to close down nearly 70% of its stores in this country, leaving only 23 open. Why? Because
they failed to understand the Australian coffee culture. Australians love to sit in a cafe and have a
social time and Starbucks’s buy-and-go attitude didn’t appeal to them. Also, Starbucks assumed that
Australians would like the same sugary drinks that sell in America, but they were wrong here, too.

Technological

Back in the day, one had to order food through telephone calls and actually wait at the takeaway
outlet. Nowadays, you can order food using an app and have it delivered to your doorstep. This
technology was a game-changer during the pandemic. The businesses that didn’t enable customers
to order and pay online suffered due to lockdowns. However, if they had adopted this new
technology, their business could have remained relatively unaffected despite all the chaos in the
market.

Environmental

Climate is a great example of an environmental factor that can impact businesses. For instance, a
drought may affect the production of crops which could decrease the supply and increase the
demand. Another example could be the climate of Scandinavian countries. Because the weather in
these countries gets really cold and the sunlight is scarce during the winter months, the demand for
products like heaters, winter clothes, and Vitamin D supplements is high during certain periods.

Legal
Not following the law can prove to be costly in business. For example, in certain industries, such as
construction, a company has the legal obligation to ensure the safety of all its workers. This could
include providing quality helmets and new protective gear. Even though it can increase the costs to
run the business, it may save someone’s life and the business itself.

And that’s the end of the examples. Now, as promised, here is the PESTEL analysis template,
which is available to download for free when you are enrolled in our External Analysis Frameworks
on Consult port Academy, our learning platform dedicated to everything related to consulting.

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HOW TO IMPLEMENT PESTLE?

Now that you understand what PESTLE analysis is and stands for, the next step is to think about
how to implement it into your day-to-day software development. As a technology partner in
software management, we appreciate how these many factors can play a role in the success or
failure of your business.

To maximize your analysis, you have to go beyond the surface. Learning how to do PESTLE
analysis is just a fraction of the job. Not only should you gather the data that PESTLE provides
you with, but you should also work tirelessly to implement it into your software project. That can
be a challenge, of course.

CONCLUSION.
Information truly is currency.

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 CHAPTER – 3

DATA PRESENTATION AND ANALYSIS

A. Data Collection

3.1.1 Pricing

Price is the amount that consumers will be willing to pay for a product. Marketers must link the
price to the product's real and perceived value, while also considering supply costs, seasonal
discounts, competitors' prices, and retail mark up. In some cases, business decision-makers may
raise the price of a product to give it the appearance of luxury or exclusivity. Or, they may lower the
price so more consumers will try it. Marketers also need to determine when and if discounting is
appropriate. A discount can draw in more customers, but it can also give the impression that the
product is less desirable than it was UNIQLO, headquartered in Japan, is a global manufacturer of
casual wear. Like its competitors Gap and Zara, UNIQLO creates low- priced, fashion-forward
garments for younger buyers. What makes UNIQLO unique is that its products are innovative and
high-quality. It accomplishes this by purchasing fabric in large volumes, continually seeking the
highest-quality and lowest-cost materials in the world. The company also directly negotiates with its
manufacturers and has built strategic partnerships with innovative Japanese manufacturers.
UNIQLO also outsources its production to partner factories. That gives it the flexibility to change
production partners as its needs change. Finally, the company employs a team of skilled textile
artisans that it sends to its partner factories all over the world for quality control. Production
managers visit factories once a week to resolve quality problems.

3.1.2 Product
Creating a marketing campaign starts with an understanding of the product itself. Who needs it,
and why? What does it do that no competitor's product can do? Perhaps it's a new thing altogether
and is so compelling in its design or function that consumers will have to have it when they see it.
The job of the marketer is to define the product and its qualities and introduce it to the consumer.
Defining the product also is key to its distribution. Marketers need to understand the life cycle of
a product, and business executives need to have a plan for dealing with products at every stage of

24
 the life cycle. The type of product also dictates in part how much it will cost, where it should be
placed, and how it should be promoted.

3.1.3 Place

Place is the consideration of where the product should be available, in brick-and-mortar stores and
online, and how it will be displayed.

The decision is key: The makers of a luxury cosmetic product would want to be displayed in
Sephora and Neiman Marcus, not in Walmart or Family Dollar. The goal of business executives is
always to get their products in front of the consumers who are the most likely to buy them.

That means placing a product only in certain stores and getting it displayed to the best advantage.

The term placement also refers to advertising the product in the right media to get the attention of
consumers.

3.1.4 Promotion

The goal of promotion is to communicate to consumers that they need this product and that it is
priced appropriately. Promotion encompasses advertising, public relations, and the overall media
strategy for introducing a product.

Marketers tend to tie promotion and placement elements together to reach their core audiences.
For example, In the digital age, the "place" and "promotion" factors are as much online as
offline. Specifically, where a product appears on a company's web page or social media, as well
as which types of search functions will trigger targeted ads for the product.

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3.2.1 Human Resource Vision and Strategy

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3.2.2 Recruitment

Recruitment process in HCIL aims to search and hire suitable candidate to fill vacancies. Any
position with HCIL, which becomes vacant, will be filled, on competition of a Resource
Requisition Form (RRF) by the concerned department function head.

Recruitment process in HCIL helps to increase the success rate of selection process by
decreasing the no. of visits qualified or overqualified job applicants and preparing potential job
applicants who will be appropriate for the job.

Finally, it helps in increasing organization and individual effectiveness of various recruiting

techniques and for all types of job applicants.

There are two methods of Recruitment in HCIL. They are as follows.

Internal:

HCIL adopts various ways for internal recruitment such as online portal, walk-in interview,
employee referrals, etc.

Online Portal: In this recruitment is done using Naukri.com Times and Monster.

Walk-in-Interview: Recruitment is done through Job postings and Direct walk ins.

Employee References: Recruitment is done through exiting employees.

Internal Job Posting: If the organization has any vacancy for a job, they inform the candidates,
are they interested, or do they have any reference.

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B) External

HCIL adopts various ways for external recruitment such as advertisement and campusrecruitment.

Advertisement: Recruitment is done through newspaper like Times of India.

Campus Recruitment: Recruitment is done from IILM Institute, Accurate Management, JIMS,
Bhartiya Vidyapeeth.

3.2.3 Selection
The basic purpose of the selection process is to choose the right type of candidates to manvarious
positions in the organization.

Eligibility Criteria:
The following eligibility criterion is used to short list applicants from various Institutes:

A CGPA of at least 6 out of 10 or its equivalent in the MBA/PGDBM program Projects undertaken at
the summer trainee/internship Level.

Screening of Application Blanks:

The placement Coordinator/Administrative Offices short list candidates based on predetermined
eligibility criteria and send the list of short-listed students to the company at least one week
before the date of campus interviews. HR will then the application blanks that are received and
short list them a second time according to the eligibility criteria.

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A. Selection Criteria:
The candidates qualifying the %/CGPA criteria are considered for the selection rounds. The
weightage for the selection exercises are as under:

S. No. Weightage% Exercise

1. 20 Group Discussion

2. 30 Psychometric Analysis

3. 50 Panel Interview

a. Letter of Intent:
Selected candidates are issued a letter of intent on the spot. Appointment letters are issued upon
joining.

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

Travel:
Management Trainees are provided with AC class Train Fare from home to the company.
Conveyance expenses such as travel (taxi) from the Railway station to the place of posting etc. are
provided.

 Accommodation:
Trainees are provided with shared accommodation. Guest House is provided for one month for
outstation candidates.

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Training Program:

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

A three-day induction period held for all trainees by the top Management on the vision, mission
and company policies.

All trainees spend one week in each function for a period of ...................... Weeks.

A combined test for all the departments and functions it is prepared by persons nominated in HO by
HODs. It is conducted and evaluated by RHR and sent to HO-HR.Detailed feedback session is
conducted by HR and sent to HO-HR and handover to respective departments/branches.

Performance Evaluation and Placement:

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

Trainees are required to present a report of the projects they have undertaken to the Department Head
at the end of the training period.

HR schedules a performance interview for every management trainee. The panel for interview
consists of one cross- functional head, Departmental head and HR Manager.

The trainee is assessed on the projects completed and several parameters listed in the ―Trainee
Evaluation Form‖.

The Performance Evaluation Panel recommends a confirmation separation as per the trainee’s
performance. Upon receiving the evaluation and recommendation, HR issues a confirmation letter to
the trainee confirming him/her at level.

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 The research was done to understand everything from the point of view of the consultancy and HR
recruiters. Hence, the questionnaire was made from the point of view of the recruiters.

1. It can be inferred from the chart below that 50% of the respondents prefer Video
Conferencing interviews, while 31.3% prefer face-to-face interviews in an offline mode, while only
18.8% prefer Telephonic interviews.
However, since the recruiters of HR Agencies & consultants create a talent pool instead of selections,
they usually do not get to take Video Conference Interviews, hence, have to make do with
Telephonic Interviews.
Furthermore, due to the current situations of Covid-19, online modes of interviews have become
more popular and safer than traditional offline face – to- face interviews.

2. It can be inferred from the 2nd question, that generally, recruiters ask at least 5 questions during the
first round screening to understand whether or not the candidate would be suitable to be taken
forward.
In my personal experience working with the organisation, I realised that the more questions the
recruiter ask the candidates during the first round of interview, the better the outcomes are as the
recruiters understand the candidate better and can find the right fit for them.

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3. The following graph helps us to infer that Online Job portals and candidate references are the most
common sources that help recruiters find potential candidates.
Online job portals allow the recruiters to find a large variety of candidates with the click of a button.
The talent pool creation becomes easier and faster as a lot of data is available with a very good
variety in term of composition. It is also noticed that candidate references is another common source
of recruitment for the recruiters. Such a source is extremely useful in cases where the skills required
are unique.

4. The pie-chart below clearly shows that at AXIS CONSULTANTS all profiles are very well defined
in terms of requirements of job profiles and its specifications.
It is vital for any organisation to provide well defined job profiles and specifications so that the
sourcing can have a well-defined path, and there is no room left for ambiguity as it results in an
unfavourable pool of candidates that ultimately lead to a wastage of resources and time

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5. From the chart below, it can be inferred that on an average, recruiters spend around 3-5minutes on
candidates to find them a suitable opportunity.
In my experience with the company, I observed that it average time taken for the assessment of the
candidate & finding the right fit for them had many factors affecting it. For example, a candidate with
clarity of the kind of job role they’re looking for makes it easier for the recruiter to find a suitable role
for them. In cases where the recruiter is experienced, the time taken for them to understand and make
the right combination of candidate & role is less as their experiences allows them to make better
judgements in shorter time durations.

6. It can be inferred that there is a difference in the recruitment process in different profiles / grade
levels of jobs’ as almost 75% of the population certainly believes in the said statement.
The process differs with the profile/grade differs as the requirement for each role is different and so
are the testing parameters.
For example, the testing parameters for a technical role would have more technical tests, and not
much emphasis would be given to their verbal proficiency. On the other hand, for the role of
customer support (voice) candidates would be tested more on their communication proficiency than
technical.

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7. It can be inferred that there are facilities for trainees to be absorbed in Axis Consultants as 62.5% of
the respondents believe so, while 25% believe that this facility does exist but is completely
dependent of a lot of factors, while 12.5% deny that any such facility exists.

8. It can be inferred from the pie-chart below that 63.5% of the employees at Axis Consultants are able
to understand the diverse profiles available and contribute their share of work, however, 37.5% get
confused due to the diverse number of profiles going on.
Working in a recruitment consulting firm includes understanding different job profiles & working on
them simultaneously which come with its challenges. However, over time with dedication it becomes
easier to work with multiple profiles together.

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9. Inference can be drawn from this question that Axis Consultants has an effective and efficient way of
maintaining the data tracker of candidates as 87.5% of the respondents have a satisfactory outlook
towards it.

10. According to the chart below, it can be inferred that most recruiters (68.8%) prefer to have the right
qualification over communication skills, they’re ready to compromise with interpersonal skills but
won’t be able to compromise on the qualification necessary. On the other hand, 31.3% respondents
believe that communication skills should be preferred over the right qualifications.

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From the survey conducted and the experience gained from the internship, the following points can be
inferred, keeping in mind the sample size, point of view, and questions:

1. The Recruitment & selection process differs from company to company

Even if companies are hiring for the same role, they have different parameters and steps to assess
candidates. Come companies prefer to take proctored tests first and then go forward with HR
Executive interaction while some prefer the reverse. It all comes down to the resources available with
the company and the number of applicants they receive on a daily basis that have to be assessed.
2. Majority of the recruiters prefer online mode to conduct interviews.
Over time, with the advancement of technology, a trend towards online forms of assessment was
taking over. Furthermore, due to the changed in the external environment, after covid-19, maximum
recruiter prefer either telephonic calls or online video conferencing.
However, as a recruiter’s role is majorly to take a first round assessment and create a pool of
applicants, telephonic mode is more feasible than video conferencing.
However, a few recruiters still do prefer offline modes as it has a better human touch to it like the pre-
covid era.
3. Recruiters on an average ask 5 or more than 5 questions in the first round of screening to aptly
judge whether the candidate is suitable for a particular profile or not.
The time taken is inversely proportional to the experience of the recruiter, the complexity of the
profile, and the profile of the candidate.
4. The recruiters are up-to-date with technology as they use online job portals as their main source of
finding the talent pool along with using candidate references. They also exploit social media in the
right way as they are successfully able to source for candidates from there as well.
5. It has been observed, if the organisation is able to define the job role & all specifications related to
it clearly, the recruiters are able to contribute their share of work without getting confused, no
matter how diverse or large (in number) the profiles are.
6. A recruiter on an average spends around 3 to 5 minutes on every candidate to help them find the
right job profile.
7. It has been witnessed that in the organisation, the information tracking system used is quiet
effective.

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 CHAPTER- 4

CONCLUSIONS & LIMITATIONS

4.1. CONLUSION

At this moment, I can conclude that I have gained a lot of knowledge with respect to being a
recruiter in a consultancy firm, how it functions from the inside and how candidates are placed
though consultancies. They consultancy industry currently represents a highly competitive
environment, playing an important role in placements for individuals. They have to operate in an
highly regulated environment; the degree of regulation to a significant extend depends on the job
description provided by the clients.

In conclusion, it can be said that with rapid growth in the industry, HRs today are required to keep
up with the pressure of the job market, emerging trends and changes in technologies need to be
adapted in order to be able to find the talent pool in an effective way. Furthermore, as a
consultancy recruiter, one must understand the needs of the candidates as well as of the hiring
company to ensure the best match possible and maximum client & candidate satisfaction.

4.2. LIMITATIONS

The study is subjected to the following limitations:

 The main limitation of the study was collection of the information as the firm has been opened
few years back and it is a small firm that may be the reason to have less data.

 The study is based on the data provided by the company, so the limitations of the company are
equally applicable.

 Limited to BPO Industry only.

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ANNEXURE

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 REFERENCES / BIBLIOGRAPHY

Books:

 Dessler and Varkkey, Human Resource management, 15th Edition, Pearson

 John R. Common,, “The Distribution of Wealth”, 1893

 K.K.Chaudhri (2001) – A Relook to the Workplace(HR), 12th, Sultan & Son Publishers

 C.R.Kothari, Research Methodology, New Age International (P) Ltd., Second Revised Edition: 2004

 Edwin B. Flippo, Principles of Personnel Management, 1984

Websites:

 www.axisconsultant.com

 www.psychometricinstitute.com

 www.wikihow.com/Start-a-Recruiting-Agency

 www.recruitment.com

 https://www.aiuniv.edu/blog/2016/march/7-skills-every-hr-job-recruiter-needs

 https://www.talentlyft.com/en/blog/article/230/pros-and-cons-of-using-recruitment-
agencies

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