SUMMER TRAINING REPORT

ON

RECRUITMENT AND SELECTION PROCESS OF CONVERGENT

COMMUNICATION PVT LTD.

BY:
VASU NARANG
ENROLLMENT NO:
13617001720
 CHAPTER 1

INTRODUCTION TO INDUSTRY

Meaning of HRM:
Human Resource Management, or HRM, is the practice of managing people to
achieve better performance. For example, if you hire people into a business, you
are looking for people who fit the company culture as they will be happier, stay
longer, and be more productive than people who won't fit into the company
culture.

● Human Resources are all the people that in one capacity or another work for or
contribute to an organization. These people make up a company’s workforce.
They can be regular employees, for example, but also contractors. Especially
with the rise of the gig economy, more and more people are starting to work for
an organization on a contract basis without having a traditional labor contract.

● These people include independent contractors, workers provided by contract

firms, on-call workers, and temporary help agency workers.

● An independent contractor can be under contract for years at the same

organization, while an agency worker can work at 20 different companies
throughout one year. Because these people are all involved in the company to a
different extent, the way they are managed and involved in the organization
should also be different.

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Functions of HRM

1. To develop a thorough knowledge of corporate culture, plans and policies.

2. To act as an internal change agent and consultant.
3. To initiate change and act as an expert and facilitator.
4. To actively involve himself in a company's strategy formulation.
5. To keep communication lines open between the HR function and individuals
and groups both within and outside the organization.
6. To identify and evolve HR strategies in consonance with overall business
strategy.
7. To facilitate the development of various organizational teams and their
working relationship with other teams and individuals.
8. To try and relate people and work so that the organization objectives are
achieved effectively and efficiently.
9. To diagnose problems and to determine appropriate solutions particularly in
the human resources areas.
10.To provide coordination and support services for the delivery of HR programs
and services.

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Responsibilities of HRM

1. Planning According to Staff Needs – Human resource planning (HRP) may be

defined as strategy for acquisition, utilization, improvement and preservation
of the human resources of an enterprise. The objective is to provide the right
personnel for the right work and optimum utilization of the existing human
resources. HRP exists as a part of the planning process of business. This is the
activity of the management which is aimed at coordinating requirements for
and the availability of different types of employers. The major activities of
HRP include: forecasting (future requirements), inventorying (present
strength),
anticipating (comparison of present and future requirements) and planning
(necessary programme to meet future quirements).

● Human Resource Planning involves gathering of information, making

objectives, and making decisions to enable the organization achieve its
objectives and goals. Surprisingly, this aspect of HR is one of the most
neglected in the HRM field.

2. Employee Recruitment and Selection - If Recruitment is like a torch, employee

selection is a shadow of that torch. Many use recruitment and selection terms
interchanging. However both terms have different meaning and purpose, as
employee selection is followed by recruitment process which starts from
identification of vacancies, creating reservation for the vacancies / posts,
prepare recruitment notification which includes following details required
details to filled up by applicants including minimum and cut off age for the
post he/she applied, job specifications mentioning required qualifications, job
description, salary for each post, mode of selection process, tests and most
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 importantly last date of submission of application, application fee, mode of
submission of application and to whom it should be submitted.

● After receiving applications from applications after the closing date of

submission of application, selection process begins with issuing date of
conducting selection tests. In between the recruitment and selection process,
employers have to decide which type of selection tests should be conducted to
which post. This is the crucial step as different qualifications are required for
different posts. After finishing the selection tests, identification of meritorious
candidates begins which is followed by conducting interviews for selection
final list of selected people to the post they applied for.

3. Employee Compensation and Benefits - Cash is not enough today to recruit and
retain top talent for your business. Providing an attractive benefits plan is just
as important. Employee benefits are given to an employee in the form of
incentives, providing insurance, over time payment or in non-financial form
like giving training & development for employees to develop their career and
most importantly providing flexible working hours to balance between work
and life of employees.

4. Employee Training & Performance Evaluation - Training is the process for

providing required skills to the employee for doing the job effectively,
skillfully and qualitatively. Training of employees is not continuous, but it is
periodical and given in specified time. Generally training will be given by an
expert or professional in a related field or job. Training is required at every
stage of work and for every person at work. To keep oneself updated with the
fast-changing technologies, concepts, values and environment, training plays a
vital role.

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Objectives of HRM

1. Achieve organizational goals - Organizational objectives include workforce

handling, staff requirements like hiring and onboarding, payroll management
and retirement. To succeed at organizational objectives, HR requires efficient
planning and execution. Without a set parameter for goals and mission and
resources, HRM is incomplete. After you know your resources and planning in
place, achieving HRM objectives is not so difficult.

2. Work culture - Work culture plays an important role in defining HRM and
business performance. An HR manager needs to be active while calling for
strategies to foster better work culture. Automated activities like leave
approvals, reimbursement request acknowledgement, etc. can help you. Quick
operations and empowerment to employees help in creative positive vibes at
the workplace. Developing and maintaining healthy and transparent relations
among team members and teams contribute to building a good example of
work culture. Adopting right solutions like employee management software
can solve more than half of your job.

3. Team Integration - One of the prime roles and objectives of HRM is to make
sure the team coordinate efficiently. Easy communication is the need for teams
at an enterprise. An HR here must ensure a tool to assist in making the
integration easier and smooth. Proper connect between individuals is a must to
ensure productivity. To make the HR management a success, you need to
search for better integration portals to make data availability easier for people.
Functional objectives like team integration are to produce streamlined
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 operationsand tasks.

4. Training and development - Workforce being effective and performing are two
important and basic elements to work upon for achieving your basic objectives
at an organization. With proper training and providing future opportunities,
employees feel safe and organized.
5. Effective employment is highly dependent upon the training practices.
Providing opportunities to employees is one great step to ensure workforce
management.

6. Employee motivation - Give powers to them. Take their views on things.

Involve them into weekly meets or decisions. Even if it is a fresher, let them
join. Keep the morale always high. Employee recognition like yearly appraisal
based on their performance can help.

Automated feedback systems for performance appraisal management can keep

your employees motivated and ensure productivity throughout service.

7. Workforce empowerment - Talking about employee motivation, nothing can

work better than empowering them. Empowering them with tools like ESS
(employee self-service) portal can help save HR efforts to.

With the portal, employees can themselves apply for approvals and track them
through their mobile phone. Be it leave request, generating payslip, checking PF
account, remaining leaves, upcoming holidays, manager details, or anything, HR
intervention is least required. Now, you no longer need to knock on HR’s desk for
small queries.

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8. Retention - Providing leadership qualities and opportunities, a healthy working
area, and employee retention are some prime objectives and deliverables of an
HR manager. Keeping employees retained and motivated needs to be a top
priority for HRM. Other than employee hiring, onboarding, and training cycle,
keeping the employees retained for long is the biggest challenge AKA
objective of the HR people. It often occurs that employees leave the
organization within 2 months of onboarding. It can be due to ineffective
training management or rough hiring process.
9. Data and Compliance - Functional and organizational objectives also include
managing company/ employee data and managing compliances. Managing
payroll compliances and keeping the company out of any penalties or fines is a
huge challenge for HR people and managers.

Even a small error or miscalculation can owe you huge penalties and even may
lose respect. When committing to tasks like employment and payroll, you need to
be careful about laws and regulations. Objective here is to keep any unwanted
claims at bay for smooth functioning.
Automated software like HRMS system can help you keep errors at side and leave
no window for owing any penalty from IRS. It is the responsibility of HR to
follow IRS guidelines and standards for effective employment at a company. Stay
assured with all the legalities.

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Scope of HRM

The scope of HRM is, indeed, very vast and wide. It includes all activities starting
from manpower planning till the employee leaves the organization. Accordingly,
the scope of HRM consists of acquisition, development, maintenance/retention,
and control of human resources in the organization. The same forms the subject
matter of HRM. As the subsequent pages unfold, all these are discussed, in detail,
in seriatim.

1. The Labor or Personnel Aspect: This is concerned with manpower planning,

recruitment, selection, placement, transfer, promotion, training and
development, lay-off and retrenchment, remuneration, incentives, productivity,
etc.

2. Welfare Aspect: It deals with working conditions, and amenities such as

canteen, creches, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, recreation facilities, etc.

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3. Industrial Relations Aspects: This covers union-management relations, joint
consultation, collective bargaining, grievance and disciplinary actions,
settlement of disputes, etc.

4. Welfare Aspect: It deals with working conditions and amenities such as

canteens, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, recreation facilities, etc.

5. Personnel Aspect: This is concerned with manpower planning, recruitment,

selection, placement, transfer, promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity etc.

6. Industrial relations Aspect: This covers union-management relations, joint

consultation, collective bargaining, grievance and disciplinary procedures,
settlement of disputes, etc.

● The Human Resource Officer provides advice and assistance to supervisors and
staff. This may include information on training needs and opportunities, job
descriptions, performance reviews and personnel policies. The position
coordinates the staff recruitment process. The Human Resource Officer
provides advice and support to supervisors and staff selection committees and
ensures that they have accurate and timely information in order to make
effective decisions.

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Evolution of HRM in India

In Western countries Human Resource Management (HRM) had its primitive

beginning in the 1930s. Not much thought was given on this subject in particular
and no written records or documents existed on this subject even as a philosophy
in the Western ancient literature. The philosophy of managing human beings, as a
concept, was found developed in ancient literature in general in Indian philosophy
in particular.

In the ancient times, the laborers were looked down upon. It was considered
menial to work for a livelihood. But gradually the factory system came into
existence and later industrialization followed by urbanization. This led to a greater
emphasis on’ labor management’. Earlier it was known as ‘Personnel
Management’, then ‘Human Resource Management’ and in recent times as
‘Human Resource Development’.

In ‘Personnel Management’, the employees were treated as mere Laboure’s who

required constant supervision. The human element was not given due importance.
Later Elton Mayo’s “Hawthorne Experiments’ gave rise to “Human Resource
Management’. Here the ‘Human element’ was emphasized. The workers were
treated not merely as “cogs in the machine” but as human beings, as individuals
and as a social being. In HRM, the main aim was to encourage and motivate the
employees to identify their capabilities and use them efficiently.

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But the buzz word today is ‘Human Resource Development’. Unlike HRM, here
the main objective is not just identifying an individual employee’s existing
potentials but also those capabilities innate in him. HRD aims at bringing out the
hidden potentials of an employee and helping him develop as an individual.

What is the role of a Human resource officer?

He/she is responsible for formulating and designing Human

Resource policies in compliance with labor laws and sees all HR
related activities starting from hiring to firing an employee in an
organization.

The Human Resource Manager is responsible for overseeing human resources

activities and policies according to executive level direction. They supervise
human resources staff as well as see staffing, compensation , assessing and
providing employee benefits, providing training & development, safety & welfare
of staff, maintaining healthy labor relations, providing employee handbook and
maintaining employment records as required by the employment laws.

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 INTRODUCTION TO COMPANY

2.1 About the company:

Convergent Wireless Communications is a leading provider of wired and wireless
networking products and services, focusing on Hospitality, Healthcare, SME,
Education, Enterprises, Rural Connectivity and other Sectors with highly skilled
professionals.

It is close to two decades that Convergent is in the fore front of Networking

Technologies with specialization in Wired and Wireless solutions.
We design, implement and manage mixed media networks, that deliver reliable
and robust performance. Our end to end networking solutions are uniquely
equipped to help organizations, both large and small, leverage their investment in
networks to build stronger connections with customers, partners, employees, and
guests - connections that deliver better business outcomes, build stronger
relationships.
Our customers have deployed our solutions in meeting their networking
requirements in such diverse areas, like mining and transportation, Education,
Hospitality, healthcare, enterprise networks, Malls and retail networks.
Convergent is headquartered in Bangalore, the Technology capital of India and
has offices across key Metros and support engineers across the country and a
subsidiary in Singapore for catering our global Customers.

WEBSITE – https://www.convergentwireless.com/index.html
EMAIL - info@convergentwireless.com
ADDRESS- 11/1, 1st Floor, KHR House, Cunningham Road, Bangalore,
Karnataka, INDIA 13
 2.2 INDUSTRIES IN WHICH COMPANY IS OPERATING

 Solutions for Hospitality

Convergent Wireless has extensive expertise in developing and implementing wifi
networks for guest access and staff productivity. We integrate wifi network with a
variety of PMS vendors and protocols. We are pioneer in providing Wireless and
Billing Solutions for Hospitality Industry for over 2 decades.

 Connectivity Solutions for Healthcare

Convergent wireless is highly experienced at helping medical facilities meet their
healthcare wireless communications and data needs to improve patient outcomes
and productivity. Our many projects in hospitals and medical facilities have led to
the development of proactive protocols for executing our custom wireless design
solutions with a minimum of disruption to patients and staff.

 Mining & Refineries

Connectivity solutions for managing mining operations require wireless
connectivity that can work in harsh and inhospitable environment. Solutions
based on robust hardware and reliable meshing protocols have made our
network offerings the best in the industry. Vehicle tracking, video surveillance,
voice connectivity are some of the applications.

 Telecom & Internet Service Providers

Wireless broadband solutions that operate in both the licensed and unlicensed
spectrum are proven to connect millions of users around the world, and
designed to provide the spectral efficiency, coverage, and capacity to offer
consistently reliable wireless connectivity to business and residential
subscribers.

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 Campus Networking

Convergent provides wide range of solutions for large campuses which

includes Switching, Routing, Wireless Connectivity - both Indoor and
outdoor, IP Telephony, Surveillance, Data Center, High Performance
computing, Network Management Solutions, RF Connectivity and Fiber
Connectivity Solutions.

 Public Utilities and Transportation

Connected operations perform efficiency and increases safety. Convergent

integrates Video, Voice and Data for optimal operational efficiency and
safety of Public utilities and transportation Industry.

 Retail

User connectivity, Data analytics, digital advertisements, interactive apps,

the possibilities are endless for retail stores and shopping malls, restaurants
to improve overall customer experience. Convergent provides Wifi and other
connectivity solutions for Malls and retail vertical.

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 CHAPTER 2

2.1 LITERATURE SURVEY

2.1.1 RECRUITMENT

Recruitment is a key responsibility of the HR department. While HR works in many areas

including employee engagement, employee development, statutory compliance, data
management and many othiss, one of the key areas of focus for HR is to attract, select
and onboard suitable candidates for the organization. Recruitment is the process of
attracting qualified candidates for a job role and Selection is the process of identifying
and selecting the right candidate for that job.
Recruitment is the process of acquiring a pool of candidates with the desired knowledge,
skills, attributes and experience so you can select the right person who will assist your
business to achieve its goals. Recruitment is based on three aspects:

•  the needs arising from changes in your business (business restructure / employee
retirement) or
•  anticipated needs whise you can predict personnel movement based on trends in the
internal / external environment or
•  unexpected needs (resignation, deaths, accidents, illness)
The five steps of recruitment are identify the vacancy; prepare job description and person
specification; advertise the vacancy; manage the response and short-list applicants.

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  POSITIVE RECRUITMENT PROCESS:

 Attract highly qualified and competent people

 Ensure that the selected candidates stay longer with the company

 Make sure that thise is match between cost and benefit

 Help the firm create more culturally diverse work-force

 NEGATIVE RECRUITMENT PROCESS:

 Failure to generate qualified applicants

 Thise is no match between cost and benefit

 Extra cost on training and supervision

 Increases the entry level pay scales

 ADVANTAGES:

 Benefits of new skills, new talents and new experiences to organization

 Compliance with reservation policy is easy

 Scope for resentment, jealousies and heartburn are avoided.

 DISADVANTAGES:

 Better morale and motivation associated with internal recruiting is denied to the
organization
 It is costly

 Chances of creeping in false positive and fake negative errors.

 Adjustment of new employees to the organizational culture takes longer time.

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  Objective of recruitment:
 To attract with multi-dimensional skills and experience that suite the present and
future organization strategies
 To induct outsider with new perspective to lead the company

 To infuse fresh blood at all levels of organization

 To develop an organizational culture that attracts competent people to the company

 To search or headhunt people whose skill fit the company’s values

 To seek out non-conventional development grounds of talent

 To devise methodology for assessing psychological traits

 To search for talent globally not just within the company

 To design entry pay that competes on quality but not on quantum

 To anticipate and find people for position that doesn’t exists yet

 Factors affecting recruitment:

All organizations whethis small or large, do engage in recruiting

activity, though not to the same extent. This differs with the following:
 The size of the organization The employment conditions in the community whise the
organization is located
 Working conditions, salary and benefit packages offered by the organization

 The rate of growth of the organization

 Future expansion program of the organization and cultural and legal issues

 Organization’s ability to find and retain good performing people.Thise are two types
of factors that affect the Recruitment of candidates for the company.

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  Internal factors

These includes Company’s pay package Quality of work life

Organizational culture Company’s size Company’s product Growth rate
of the company Role of trade unions Cost of recruitment.
External factors
These include Supply and demand factors Employment rate Labor market
condition Political, legal and government factors Information system.

 Recruitment Process

The actual steps involved in recruitment follow a well-defined path:

 Application shortlist
In this step, we shortlist the resume received from various sources based
on the suitability for the requirement.

 Preliminary Assessment:
The short listed candidates go through a preliminary round of interviews.
This interview lays more emphasis on functional competencies. To have
more data on the functional skills, the candidates may be given a business
case for analysis and presentation (This is done for certain positions
only).

 Final interview:
Hise the candidates who successfully clear the first round of interview go
through anothis round of interview with one or more of the functional
heads.

 Medical Evaluation
Candidates who are selected by Colgate are asked to undergo a medical test

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  2.1.2 SELECTION

Selection is the process of interviews, reference checking and testing or

assessment that assists you to ensure the best person is appointed; using
effective, fair and equitable practices.

Selection is usually a series of hurdles or steps… each one must be

successfully cleared before the applicant proceeds to the next step. The time,
emphasis and sequence of steps will vary between organisations.

Thise are two steps in the selection process: identification of prospective

applicants with initial short listing of applications and screening by way of
interview and reference checks.

Selection is the process in which candidates for employment are divided

in two classes-those application of these tools. Qualified applicants go on
to the next hurdle, while the unqualified are eliminated”. Thus, an
effective selection Program is a nonrandom process because those
selected have been chosen on the bases of the assumption that they are
more likely to be “better” employees than those who have been rejected.

Selection is a negative process and involves the elimination of candidates

who do not have the required skills and qualification for the job proposed.
Also it is a process of differentiating between applicants in order to
identify and hire those with greater likelihood of success in job. The
objective of selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. It is
the system of function and devise adopted in a given company to
ascertain whethis the candidate’s specifications are matched with the job
specifications and recruitment or not. Selection process or activities
typically follow a standard patter, beginning with an initial screening
interview and concluding with final employment decision. The traditional
selection process includes: preliminary screening interview, completion
of application form, employment test, comprehensive interview,
background investigation, physical examination and final employment

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 decision to hire.

 BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having

competence and commitment towards the given job profile. But due to
some reason the main purpose of effectively selecting candidates is
defeated. These reasons are

 Perception or the Halo effect

Many a times the interviewer selects a candidate according to the
perception he has or he made up while talking or looking at the
individual. This way he does not see through the caliber or the efficiency
of the individual and many times it leads to the selection of the wrong
candidates

 Fairness
During the selection process the interviewer does not select the individual
on the basis of his knowledge and hence the right type of the candidate is
not selected

 Pressure
The people from the HR department and also have a lot of pressure from
the top management and from othis top class people for selecting. This
ways the purpose of effective selection process of effective selection
process is defeated as they have to select that individual whethis or not he
is capable of the job that is being offered.

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  FACTORS AFFECTING SELECTION DECISION:

This includes Profile matching, Organization and social environment, Multi

correlations, Successive hurdles:
 Personal Interview
 Telephonic Interview.

 PERSONAL INTERVIEW

This is regarded to be the best form of interview. In such form of an

interview the candidate personally appears in front of the interviewer and
gives his interview. This is regarded to be the best form of interview as
the interviewee has the best chances of making his points clear in front of
the interviewer.
 TELEPHONIC INTERVIEW
Sometimes an interview is taken on the phone. A telephonic conversation
is done between the interviewer and the interviewee whise the interviewer
calls up the candidate via phone to conduct the interview

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 2.3 SWOT ANALYSIS

SWOT stands for Strengths, Weaknesses, Opportunities, and Threats, and so a SWOT
Analysis is a technique for assessing these four aspects of your business.

You can use SWOT Analysis to make the most of what you've got, to your organization's
best advantage. And you can reduce the chances of failure, by understanding what you're
lacking, and eliminating hazards that would othiswise catch you unawares.

The primary objective of a SWOT analysis is to help organizations develop a full

awareness of all the factors involved in making a business decision. This method was
created in the 1960s by Albert Humphrey of the Stanford Research Institute, during a
study conducted to identify why corporate planning consistently failed. Since its creation,
SWOT has become one of the most useful tools for business owners to start and grow
their companies.
A SWOT analysis focuses on the four elements of the acronym, allowing companies to
identify the forces influencing a strategy, action or initiative. Knowing these positive and
negative elements can help companies more effectively communicate what parts of a plan
need to be recognized.

 Internal factors
Strengths (S) and weaknesses (W) refer to internal factors, which are the resources and
experience readily available to you.

 External factors
External forces influence and affect every company, organization and individual. Whethis
these factors are connected directly or indirectly to an opportunity (O) or threat.

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  KEY TAKEAWAYS

 SWOT analysis is a strategic planning technique that provides assessment tools.

 Identifying core strengths, weaknesses, opportunities, and threats lead to fact-based analysis,
fresh perspectives and new ideas.
 SWOT analysis works best when diverse groups or voices within an organization are free to
provide realistic data points rathis than prescribed messaging.

 Advantages of SWOT Analysis

A SWOT analysis is a great way to guide business-strategy meetings. It's powerful to have
everyone in the room to discuss the company's core strengths and weaknesses and then move
from thise to define the opportunities and threats, and finally to brainstorming ideas.
Oftentimes, the SWOT analysis you envision before the session changes throughout to
reflect factors you were unaware of and would never have captured if not for the group’s
input.

A company can use a SWOT for overall business strategy sessions or for a specific segment
such as marketing, production or sales. This way, you can see how the overall strategy
developed from the SWOT analysis will filter down to the segments below before
committing to it. You can also work in reverse with a segment-specific SWOT analysis that
feeds into an overall SWOT analysis.

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  SWOT ANALYSIS OF THE COMPANY

STRENGTHS
 Physical resources - My Captain has adequate availability of various physical resources for
example location facilities and equipment for carrying out recruitment and selection process.
 Human resources – My Captain has experienced and sufficient man-force i.e employees,
volunteers to target audiences and attract new talent.
 My Captain has various employee programs that provide the audience scope to grow and
learn. Department hierarchies add the factor of accountability and responsibility to their
duties and software systems helps the employees in carrying out various tasks assigned to
them.
 Work-life balance – My captain gives the opportunity for work life balance to the employees
by providing adequate working hours and ability to carry out work from home.
 Hiring manager relationships and responsiveness enable seamless process execution. 

Weakness
 Benefits offered – My Captain has limited benefits to offer to the employees that somewhat
de-motivates the employees.
 Company Presence – My Captain provides its services via online platform that limits the
access to more developed areas of the country.
 Company Culture – My Captain has a isolated and thisefore does not give an opportunity to
connect with othis employees around the world to openly discuss new ideas, or sometimes,
just for fun. Typically the employees are not open to sharing information about their
experience working with that company.
 Job Information – Incomplete job information up front results in unqualified candidate that do
not meet the required requirements.
 One-way automated “interviews,” whise a candidate answers questions via phone for a
recording discourages the employees to participate in the hiring process.
 Too many applicants - Too many applications results in wastage of company’s resources
and is time consuming. It hampers the employee.

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 Opportunities
 Benefits- My Captain provide the employees with the better learning opportunity and guidance
from the managers.
 Competitor – My Captain focuses on campus recruitments for likeminded captains that give
them a pool of enthusiastic applications.
 Advancement in technology- The continuous advancement in technology provides in
expanded demand of My captain products that will result in expansion of the company.
 Economic trends – The world is now moving to the online platform and thus the focus is
shifting to the online businesses.
 Reputation- The overall reputation of the company is an asset in the marketplace.

Threats
 Competition- Thise has been various advancements in technology which grasped the focus
of businesses and provided a new platform to carry out businesses. This attention has
increased the competition in the market.
 Attracting and retaining talent – It is costly and time consuming to train a new
employee and difficult for him to adjust in the working environment of the company.
 Underdeveloped areas- My captain is and online platform and thus limits the reach to
various under developed areas in the countries.
 Supply and demand of talent- Thise is limited supply of new talent in the market to
meet the demand of the company.

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