Summer Training Report

On
‘Human Resources Recruitment’
EMC (Executive Management Consultant)

Submitted In Partial Fulfilment

Of the Requirement
Of Masters of Business Administration

Corporate Mentor: Submitted By:

Name: Ms. Sanya Kukreja Name of the student: Jyoti
Designation: Consultant Enr No: 04761203922
Organisation: EMC Batch 2022-2024

Submitted To:
Banarsidas Chandiwala Institute of Professional Studies, Dwarka, New Delhi
(Affiliated to Guru Gobind Singh Indraprastha University and approved by AICTE, Ministry of HRD, GOI)
 CERTIFICATE

This is to certify that the project work done on “ Human Resources Recruitment”
Submitted to Guru Gobind Singh Indraprastha University, Delhi by Jyoti in partial
fulfilment of the requirement for the award of degree of Master of Business
Administration, is a bonafide work carried out by him/her under my supervision
and guidance. The work was carried during June 2023 to August 2023 in

“ Executive Management Consultant ”

During the training period his/her behaviour & performance was satisfactory.

Date: Name of the Corporate guide

Designation
 BONAFIDE CERTIFICATE

This is to certify that as per best of my belief the project entitled “ Human Resources

Recruitment” (Title of the Project) is the Bonafied research work carried out by Jyoti (Name

of the Student) , Enrolment no “04761203922” student of MBA, BCIPS, Dwarka, New Delhi

during June – August / Sep 2023, in partial fulfillment of the requirements for the Summer

Training Project of the Degree of Master of Business Administration.

He / She has worked under my guidance.

--------------------
Name
Internal Project Guide
Date:

Counter signed by

-------------

HOD/ Director
Date:
Declaration
I hereby declare that this Summer Training Project Report titled Human Resources

Recruitment submitted by me to Banarsidas Chandiwala Institute of Professional Studies,

Dwarka is a Bonafied work undertaken during the period from June 2023 to August 2023 by

me and has not been submitted to any other University or Institution for the award of any degree

diploma / certificate or published any time before.

(Signature of the Student) Date: 15/09/ 2023

Name: Jyoti
Enroll. No.:04761203922
 ACKNOWLEDGEMENT

It is a matter of pride and privilege for me to have done a summer internship project in “Executive
Management Consultant” and I am sincerely thankful to them for providing this opportunity to me.

I am thankful to “Ms. Sanya Kukreja” for guiding me through this project and continuously encouraging me.
It would not have been possible to complete this project without his / her support.

I am also thankful to all the faculty members of Banarsidas Chandiwala Institute of Professional Studies and
particularly my mentor “Kumari Megha ” for helping me during the project.

I am Thankful to the dean of Banarsidas Chandiwala Institute of Professional Studies, Nagpur “Dr.
Shamsheer Singh”.

Finally, I am grateful to my family and friends for their unending support.

 INDEX

Project Contents: Page No.

i. List of figures & diagrams

1 Executive Summary 8

2 Introduction of the study 9 - 11

3 Company Profile 12 - 22

4 Literature Review 23 - 31

5 Objective & Scope of the study 32 - 33

6 Research Methodology 34 – 37

7 Data Analysis 38 – 49

8 Findings, Conclusion & Suggestions 50 - 51

9 Limitations 52 - 53

10 Webliography & Bibliography 53 - 54

11 Annexure (Questionnaire) 55 - 56
 List of Diagrams

Sr. No.: PARTICULARS Pg. No.

1 Form of Interview 39
2 Source of Candidate 40
3 Telephonic Interview Round 41
4 Track Candidate 42
5 Define Candidate 43
6 Time Spent 44
7 Different Process 44
8 Basic Questions 45
9 Cost Calculating System 46
10 Evaluation and control of Process 47
11 Facility for trainees 47
 Executive Summary

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, organizations cannot progress and 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.

Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient workforce.”

In order to attract people for the 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 resources managers and recruiters both find
job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter's job
includes reviewing candidate's job experiences, negotiating salaries, and placing candidates in agreeable
employment positions. Recruiters typically receive a fee from the hiring employers.
 Chapter 1
Introduction/ Theoretical Background/

Research Problem
Introduction
HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is an operation in companies designed to maximize employee

performance in order to meet the employer's strategic goals and objectives.

HRM focuses on management of people within companies, emphasizing on policies and systems.

In short, HRM is the process of recruiting, selecting employees, providing proper orientation and induction,
imparting proper training and developing skills.

HRM also includes employee assessment like performance appraisal, facilitating proper compensation and
benefits, encouragement, maintaining proper relations with labour and with trade union s, and taking care of
employee safety, welfare and health by complying with labour laws of the state or country concerned.

Human Resource Management (HRM) is a relatively new approach to managing people in any organization.
People are considered the key resource in this approach. it is concerned with the people dimension in
management of an organization. Since an organization is a body of people, their acquisition, development of
skills, motivation for higher levels of attainments, as well as ensuring maintenance of their level of
commitment are all significant activities.

These activities fall in the domain of HRM. Human Resource Management is a process, which consists of
four main activities, namely, acquisition, development, motivation, as well as maintenance of human
resources. Scott, Clothier and Spiegel have defined Human Resource Management as that branch of
management which is responsible on a staff basis for concentrating on those aspects of operations which are
primarily concerned with the relationship of management to employees and employees to employees and with
the development of the individual and the group. Human Resource Management is responsible for
maintaining good human relations in the organization. It is also concerned with development of individuals
and achieving integration of goals of the organization and those of the individuals.
FEATURES OF HUMAN RESOURCE MANAGEMENT

Human Resource Management as a discipline includes the following features –

• It is pervasive in nature, as it is present in all industries.

• It focuses on outcomes and not on rules.

• It helps employees develop and groom their potential completely.

• It motivates employees to give their best to the company.

• It is all about people at work, as individuals as well as in groups.

• It tries to put people on assigned tasks in order to have good production or results

It helps a company achieve its goals in the future by facilitating work for competent and well-motivated
employees.

• It approaches to build and maintain cordial relationship among people working at various levels in the
company.

Basically, we can say that HRM is a multi-disciplinary activity, utilizing knowledge and inputs drawn from
psychology, economics, etc.
 Chapter 2
Company Profile

(with its SWOT Analysis)

Company Profile
EMC (Executive Management Consultant)

Address: Office No.2, A-wing, GN Apt, XXXXX (W), Delhi - 110070 Email ID – hrd@emcxxxxx.in Contact
No: 9223300000 / 022 26520000 Website - www.emcxxxxx.in

About Company

Executive Management Consultant is located at Delhi (India) Assists companies in search of qualified and
experienced professionals across sectors and industries.

We are a prominent executive search & selection company, providing a wide range of recruitment solutions
for various requirements. We are a team of dedicated professionals offering services across India.

Established in 2006 with licenses, EMC is leading Indian and International companies for their middle &
senior management requirements. EMC caters to both domestic placements across India as well as
international locations. We have turnover of 10 lakhs.

Our team of 25 head hunters have extensive previous professional work experience and currently specialize in
different domains across industries and professionally head hunt and source candidates based on specific
client requirements.

“Recruiting at a Speed using the best technology, we believe Time is Money hence sourcing the right
resource in shorts”

Mohammad Shaikh

Director – EMC-Executive Management Consultant

Fact Sheet

Year of Establishment : 2006

Nature of Business : Manufacturer, Service Provider

Major Markets Contact Details Company Name: Contact Person: Contact No.: Address: Web Site: Company
Profile : Indian Subcontinent, East Asia, Middle East and South East Asia

Contact Details

Company Name: EMC- Executive Management

Consultant Contact Person: Mrs. Shaikh
Contact No.: + (91)-9223300000
Address: Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W),
 New Delhi - 110070 (India)
Web Site: http://www.emc.in/

Company Profile

EMC- Executive Management Consultants process driven, recruitment firm that assists organizations in
achieving business objectives through understanding and effectively addressing the "people" issues in their
business. Our focus is on desired outcomes and bottom-line success.

EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic Resourcing.

EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing and Screening of

candidates from & across Industries.

“Our point of difference is that we are a focused, professional, ethical and proactive team!”

Aim & Approach of EMC

Aim

Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the needs and
aspirations of each individual candidate, rather than simply „filling jobs‟, we make sure we understand what
you want first before discussing any relevant career options.

If our clients are looking for full time, part time, permanent or temporary opportunities, our specialist
consultants are on hand to guide you through the options to match you with your ideal job.

Our aim is to offer our clients the best consultancy services in India. This means that we provide clients with
full consultancy service, from identifying the relevant candidate, to closing the position at short span of Time.

Approach

Our Approach towards Client is distinctive. Large amount of support teams, provide clients with the complete
range of fully integrated recruitment solutions from each site. True client partnerships, an advanced internet
development strategy and our focus on placing people are part of what makes us different.

Quality Policy / Processes

Quality Policy
Our consultants go through a stringent pre-qualification phase to ensure that they have the expertise that the
clients require. We select experienced personnel with established professional consulting experience. We put
strong emphasis on Attitude, Communication and Team Player skills and demonstrated ability to stretch
themselves to contribute to the successful completion of projects. We engage in reference checks, drug tests,
and background checks before deploying our manpower to the project.

Our Philosophy Service to the customers and the candidates is our motto. Each employer is important to us
and gets personalized attention, irrespective of size or even volume of business generated. Similarly, every
candidate is treated with warmth and understanding. We make every effort required to find suitable placement
for the jo b seekers. It is essentially this philosophy which has enabled us to attain our present stature.

WHY EMC?
 A perfect mix of Business focus and technology which is backed with a specialized
team of Professional recruiters who are continuously updated with technical training
and high-end support.
 State of the art Infrastructure, well equipped & Air-conditioned work station.
 Capability to source high number of candidates for the Clients, scale up and double
candidates when needed for project works.
 Critical strength to always stand up on efficiency and quality in fulfilling commitments
at the workplace.

Specialization in level of recruitment

EMC handles the below 3 Levels of Recruitment:

 Middle & Senior Level of Management
 Junior & Middle Level of Management
 Junior & Senior Level of Management

Functional Area of Recruitment Specialization

EMC deals with all “IT Non requirements” & below mentioned are some of the Functional area of
recruitment where EMC is specialized:
 Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-
Sales, Branding Manager.
 Accounts & Finance (All areas)
 Draftsman / Interior Design Engineer
 Admin Executive / Front Office Exec
 Project Manager, Sr. Mgr. / Mgr. Production & Planning, DGM Operation, Manager
 Contract & Planning, Manager Design
 GM, VP, AVP – Finance , Financial Analyst, Investor Relation
 HR & Admin: Manager HR, Sr.Exe. / Exe. HR.
 Legal : Manager Legal , Compliance Manager, Company Secretary

How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self-interest. Their job is to generate
revenue by making sales. Sales mean selling their service, their ability to find the right
candidate, to prospective employers. In effect they are selling you. This means they will be
eager to champion you, their product, to the employer, likewise they will be keen to ensure
that you will accept the position if offered.
Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract
position. Generally, for a permanent placement the company receives a proportion of your
salary, or a set fee agreed with the employer. The more you earn the more they stand to make.
Knowing this should ease any concerns you have; in this you are both on the same side. For a
contract the consultant will receive a margin of your rate.

Job Profile in EMC:

 Sourcing resumes through different job portals like Naukri, monster etc.
 Based on the clients’ requirements screening the resumes and judging the Candidates
to meet the particular requirement.
 Initial phone screening of candidates to judge communications and background.
 Short listing the candidates as per client’s requirements and then scheduling up the
interviews.
 Regular follow up with the selected candidates to confirm their joining dates,
ensuring the maximum of them are placed successfully with the respective
organization
 Maintaining and updating database of potential, prospective and rejected candidates
 Constantly be in touch with the candidate until he/she joins.
 Co-ordinate with other recruiters to work as a team.
 Maintaining a database of candidates.
 Handling end to end recruitments.
 Requirements I worked on in EMC

 Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location
of Delhi and Mumbai, for the Quirk India Pvt Ltd
 Sales Manager for the Location of Ahmedabad, for Whirlpool India Pvt Ltd
 Asp.Net for the Location of Noida, for the 3G Services
 Account Analyst of AP for the location of Gurugram ,for Financial Technologies
 Project Co-Ordinator with on mobile Global Ltd.

CLIENTEL

ROLTA NETWORK18 PROCESSWARE ZENTA POLARIES

ADLABS FILMS
 Recruitment Email sent to candidate
From: Lllllll Mmmmm
To:
Sent: Tuesday, 15 May 2012 3:15 PM
Subject: Opening with Quikr.com for Project Co-Ordinator
Dear Candidate,

As per the discussion, I am sending the Company’s profile and Job Description for the
post of Project Co-ordinator with Quikr.com

URL: - http://www.quikr.com/html/about.php

Location: Delhi

Designation: Project Co-Ordinator

Experience: 2+ Years

Essential Qualities: Excellent Communication Skill, Positive attitude, passionate,

highly motivated,
Should come from online, yellow pages, space selling and
should have a good idea about online sales/marketing

Job Responsibility: Responsible for monitoring accessing, improving the ad sales, revenue
monitoring
Able to independently ideate and came out with solution to
client and ad sales team
Monitoring All ad positions, ad campaigning’s, sales etc.
Monitoring their sales / tele sales team.

If this profile suits your candidature, kindly send the updated resume mentioning the
following details:-

1) Total Experience
2) Relevant Exp.
3) Current CTC
4) Expected CTC
5) Notice Period
As the requirement is a bit urgent, an early response on this would be highly appreciated.

Alternatively, if you know someone suitable and available then Please

refer (or) let us know their contact details. We shall check their willingness for this
opportunity. Please, respond at the earliest.

Best regards,

Llll |HR| EMC-Executive Management Consultant

Direct: 9223499000 || llll@emc.in

JD for Position:-

Job Title Project Coordinator

Department India Private Operators - PMO
Qualification B.Tech / BE / MCA / MBA
Experience 1-3years
Role

Project coordinator is a Project Management Office role.

The role requires the person to plan, drive, co-
ordinate and track projects with various internal
stakeholders.
Schedule regular meetings with the action owners for
status tracking.
Update the senior members of the organization on the
status of the projects, highlight Requirements, risks and
gating issues and probable resolutions.
Prepare and analyses the data collected from various
Job Description reports
and present it to the leaders for further analysis and
decision making.
Skills

1) Good Analytical, negotiation and communication skills.

2) Good skills in Excel and ppt. Should have good ability to
analyze data, prepare and present analysis to internal
stakeholders.
3) Ability to plan, drive, co-ordinate and track projects with
various internal stakeholders and report the progress to the
AVP.
4) Should possess good Project management skills. Telecom
Knowledge and System level knowledge preferred.
Location Delhi
 Format of Candidate Interview Schedule details sent to Organization

Hi,
Below mentioned is the interview schedule for AM / Manager HR

Sr. Candidate Interview Interview Contact No Mode Location Position Consultant

No Name Date Time
1 Veena 17th Jul 23 10.00 am 98000000 F2F Delhi AM/Manager EMC
Kashika HR
2 Richa Mehta 17th Jul 23 11.00 am 9833000000 F2F Delhi AM/Manager EMC
HR
2 Ragni Jethi 18th Jul 23 11.00 am 9833900000 F2F Delhi AM/Manager EMC
HR

Weekly Status Report

Date Candidate's Contact No Client Position Applied for Location CV Sent
Name
29-May-12 Soham Raval 97277000000 Quirk SM Ahmedabad CV sent

Tracker sent to Company consists of the following elements:

Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company (candidate is
working with), Yrs. of Experience, Location, Education, Current Designation, Current CTC, Expected
CTC, Position Applied For, Contact No., Profile Sent Date, Line Manager, 1st Level - Resume
Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level – PI, Date, Final Status, Client CTC if
offered.
Form attached along with candidate resume while forwarding to the Client
(i.e., organization)

Executive Management Consultant

Name

Position applied for

Current Company

Current Position

Highest qualification

Total Exp

Relevant Exp

Current CTC

Expected CTC

Notice period

Current Location

Willing to work in Location

Opted for (Y/N)
Reason for Job Change

Why the Client (e.g., Tata/FT)

Why Consultant has shortlisted the CV

 Chapter 3
Literature review and /

or Review of existing literature

Literature review and /or Review of existing literature

Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks
setting and management, performance management, change management and taking care of
exits from the company to round off the activities. This is the traditional definition of HRM
which leads some experts to define it as a modern version of the Personnel Management
function that was used earlier.

We have chosen the term “art and science” as HRM is both the art of managing people
by recourse to creative and innovative approaches; it is a science as well because of the
precision and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through

suitable methods such as training, promotions, transfers and opportunities for career
development. HRD programs create a team of well-trained, efficient and capable managers
and subordinates. Such team constitutes an important asset of an enterprise. One organization
is different from another mainly because of the people (employees) working their in.
According to Peter F. Drucker, "The prosperity, if not the survival of any business depends on
the performance of its managers of tomorrow." The human resource should be nurtured and
used for the benefit of the organization.
 Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. It can also be performed by line managers.
ii.
 Human Resource Management is the organizational function that deals with issues related to
people such as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration, and training

 HRM is also a strategic and comprehensive approach to managing people and the workplace
culture and environment. Effective HRM enables employees to contribute effectively and
productively to the overall company direction and the accomplishment of the organization's goals
and objectives.

 Human Resource Management is moving away from traditional personnel, administration, and
transactional roles, which are increasingly outsourced. HRM is now expected to add value to the
strategic utilization of employees and that employee programs impact the business in measurable
ways. The new role of HRM involves strategic direction and HRM metrics and measurements to
demonstrate value.

Advantages / Importance of HR:

 Meeting manpower needs: Every Organization needs adequate and properly qualified staff for
the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing
and changing human resource needs of an organization.

 Replacement of manpower: The existing manpower in an organization is affected due to various

reasons such as retirement and removal of employees and labor turnover. HRP is needed to
estimate the shortfall in the manpower requirement and also for making suitable arrangements for
the recruitment and appointment of new staff.

 Meeting growing manpower needs: The expansion or modernization programmed may be

undertaken by the enterprise. Manpower planning is needed in order to forecast and meet
additional manpower requirement due to expansion and growth needs through recruitment and
 suitable training programs.

 Meeting challenges of technological environment: HRP is helpful in effective use of

technological progress. To meet the challenge of new technology existing employees, need to be
retrained and new employees may be recruited.

 Coping with change: HRP enables an enterprise to cope with changes in competitive forces,
markets, products, and technology and government regulations. Such changes generate changes
in job content, skill, number and type of personals.

 Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable
resource because an organization makes investments in its manpower either through direct training
or job assignments.

 Adjusting manpower requirements: A situation may develop in; an organization when there
will be surplus staff in one department and shortage of staff in some other department. Transfers
and promotions are made for meeting such situations.

 Recruitment and selection of employees: HRP suggests the type of manpower required in an organization
with necessary details. This facilitates recruitment and selection of suitable personnel for jobs in the
Organization. Introduction of appropriate selection tests and procedures is also possible as per the
manpower requirements.

 Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in

different departments as per the qualifications and also as per the need of different departments.
Surplus or shortage of manpower is avoided and this ensures optimum utilization of available
manpower.

 Training of manpower: HRP is helpful in selection and training activities. It ensures that
adequate numbers of persons are trained to fill up the future vacancies in the Organization.

HR - FUNCTIONS

 Recruitment and Selection Process

 Training and Development
 Induction and Orientation
 Team Management Skills
HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the Organisation."
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist. Usually,
the recruitment process starts when a manger initiates an employee requisition for a specific vacancy
or an anticipated vacancy.
It is the process to discover sources of manpower to meet the requirement of staffing schedule and to
employ effective measures for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organisation so that the management can select the right candidate for
the right job from this pool. The main objective of the recruitment process is to expedite the selection
process.

Need for Recruitment:

The need for recruitment may be due to the following reasons / situations
 Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and
labor turnover.
 Creation of new vacancies: due to growth, expansion and diversification of business activities of
an enterprise.
 In addition, new vacancies are possible due to job specification.

The recruitment and selection are the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from sourcing
the candidates to arranging and conducting the interviews and requires many resources and time. A
general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
 • Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of employees (Advertising
etc.).
 Short-listing and identifying the prospective employee with required characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing

helps the HR professionals of the organisations to concentrate on the strategic functions and
processes of human resource management rather than wasting their efforts, time and money on the
routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide
economies of scale to the large sized organizations.
Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well
as the consultancies that provide the service to the corporate. Apart from increasing their revenues,
outsourcing provides business opportunities to the service providers, enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby increasing their
expertise.

The advantages accruing to the corporate are:

 Turning the management's focus to strategic level processes of HRM
 Accessibility to the expertise of the service providers
 Freedom from red tape and adhering to strict rules and regulations
 Optimal resource utilization
 Structured and fair performance management.
 A satisfied and, hence, highly productive employees
 Value creation, operational flexibility and competitive advantage
Therefore, outsourcing helps both the organizations and the consultancies to grow and perform
better.
 HR Recruitment Process

1. Client need assessment

 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client

2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool

3. Candidate assessment and Presentation

 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural
fit
 Discuss the shortlist with the client and send resumes

4. Candidate interview, selection & Presentation of Offer

 Facilitate interviews with the client
 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation

5. Closure & follow up

 Negotiate offer acceptance
 Execute Reference check, Compensation & Job Level Discussions
 Coordinate Joining Formalities and on boarding as per predefined date
 Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

 Tell me about yourself?
 Tell me about your job profile?
 How much current CTC, you’re getting in current organization?
 How much you’re expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to find and match the
best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the
candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR
professionals – handling the recruitment function of the organization- are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruit the best people or
potential candidate for the organization.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization – The HR professionals are expected and required to keep in tune
with the changing times, i.e., the changes taking place across the globe. HR should maintain the
timeliness of the process
 Lack of motivation – Recruitment is considered to be a thankless job. Even if the organization is
achieving results, HR department or professionals are not thanked for recruiting the right
employees and performers.
 Process analysis – The immediacy and speed of the recruitment process are the main concerns of
the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate
requirements. The recruitment process should also be cost effective.
 Strategic prioritization – The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks
to meet the changes in the market has become a challenge for the recruitment professionals.
 Chapter 4
Objective of the study

And

Scope of the study

Objectives of the study:

The main objectives of the study are as follows:

 To understand the process of recruitment

 To know the sources of recruitment at various levels and various jobs

 To critically analyze the functioning of recruitment procedures

 To identify the probable area of improvement to make recruitment procedure more effective

 To know the managerial satisfaction level as well as to know the yield ratio

 To search or headhunt people whose, skill fits into the company’s values

Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge and experience and also
provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:

 To Understand and analyze various HR factors including recruitment procedure at consultant.

 To suggest any measures/recommendations for the improvement of the recruitment procedures

 Chapter 5

Research Methodology
Research Methodology

“RESEARCH is a careful investigation or inquiry especially through search for new facts in any
branch of knowledge”

Methodology Of Study:
The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations.
The data has been collected from both the sources primary and secondary sources.

Data Collection:

While deciding about the method of data collection used for the study of research should keep
on mind two types of data i.e., primary and secondary, the primary data are those which are
collected a fresh and for the first time, the secondary data on the other hand are those which
have already been collected by someone else.
Therefore, data collection can be broadly classified in to two types.
1. Primary Data
2. Secondary Data

Primary Data:

Primary data was collected through survey method by distributing questionnaires to

employees. The questionnaires were carefully designed by taking into account the parameters
of my study.

Secondary Data:
Data was collected from web sites, going through the records of the organisation, etc. It is the
data which has been collected by individual or someone else for the purpose of other than those
of our particular research study. Or in other words we can say that secondary data is the data
used previously for the analysis and the results are undertaken for the next process.
Kind of Research
The research done by
EXPLORATORY RESEARCH
This kind of research has the primary objective of development of insights into the problem.
It studies the main area where the problem lies and also tries to evaluate some appropriate
courses of action.

Sample Design:
A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 30 employees. The research was taken by necessary steps to avoid
any biased while collecting the data.

Tools of Analysis:
The data collected from both the sources is analyzed and interpreted in the systematic manner
with the help of statistical tool like percentages.

RESEARCH DESIGN:
A research design is the arrangement of the condition for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.

A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or framework of
the project that stipulates what information is to be collected from which source and be what
procedures.

1 What is study about?

2 What is study being made?

3 Where will the study be carried out?

4 What type of data is required?

5 Where can the required data be found?

6 What will be the sample design?

7 Technique of data collection.

8 How will data be analyzed?

 Chapter 6

Data Analysis
Data Analysis
The analysis of the data is done as per the survey finding. The data is represented graphically
in percentage. The percentage of the people opinion were analysed and expressed in the form
of charts.

Question 1: What form of interview did you prefer?

Particulars
No. of Percentage
(Form of Interview)
Personal 12 40%
Telephonic 9 30%
Video Conferencing 6 20%
Other 3 10%
Total 30 100%
Tab 1

Fig 1

Interpretation:

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
whereas only 20% goes for video conferencing and rest 10% adopt some other means of
interviews.
Question 2: What source you adopt to source candidates?

Particulars
No.of Percentage
(Source of Candidate)

Candidate Referral 3 10%

Advertising 2 5%

Job Portal 26 85%

Total 30 100%

Tab 2

Fig 2

Source: Compiled from questionnaire data

Interpretation:

This analysis indicates that most of the respondent i.e., 85% responded for Job Portal, 10%
responded for Candidate referral and 5% responded for Advertising.
 Question 3: How many stages are involved in selecting the candidate? / How many
questions you are asking during the Telephonic interview round?

Particulars
(Telephonic Round No.of Percentage
Interview)
One 2 5%
Two 14 45%
Three 12 40%
Four 3 10%
Total 30 100%
Tab 3

Fig 3

Interpretation:

Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews whereas
only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

Question 4: How do you track the source of candidate?

 Particulars
No.of Percentage
(Track Candidate)

Software 2 5%
Online 24 80%
Data 5 15%
Total 30 100%
Tab 4

Fig 4

Interoperation:
Most of the Executives 80% prefer online, 15% prefer Data whereas only 5% goes for software to source a
candidate.

Question 5: Does the organization clearly define the position objectives, requirements and candidate
specifications in the recruitment process?

Particulars
No.of Percentage
(Define Candidate)

Yes 28 95%

No 2 5%

Total 30 100%
Tab 5
 Fig 5

Interpretation:
This analysis indicates that most of the respondent i.e., 95% responded for Yes and 5%
responded for No.

Question 6: What is the average time spent by executives during recruitment (each
candidate)?

Particulars
No.of Percentage
(Time Spent)

1-5 minutes 18 60%

5-10 minutes 6 20%
10-15 minutes 3 10%

More than 15 minutes 3 10%

Total 30 100%
Tab 6
 Fig 6

Interpretation:

This analysis indicates that most of the respondent i.e., 60% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded
for more than 15 mins.

Question 7: Do you follow different recruitment process for different grades of employees?

Particulars
No.of Percentage
(Different process)

Yes 29 95%

No 2 5%

Total 30 100%
Tab 7

Fig 7
Interpretation:

This analysis indicates that most of the respondent i.e., 95% responded for Yes and 5% responded for No.

Question 8: What are the basic questions you ask to the candidate?

Particulars
No.of Percentage
(Basic Question)

Experience (Total / Relevant) 0 0%

Current / Expected CTC 0 0%
Current Job Profile 0 0%
Notice Period 0 0%
All the above 30 100%

Total 30 100%
Tab 8

Experience (Total / Relevant)

Current / Expected CTC Current
Job Profile

No ce Period

All of the Above

Fig 8

Interpretation:

This analysis indicates that the entire respondent i.e., 100% responded for asking all the
basic questions.
 Question 9: Do you have any system to calculate cost per recruitment?

Particulars
No.of Percentage
(Cost Calculating System)

Yes 9 30%
No 21 70%
Total 30 100%
Tab 9

Fig 9

Interpretation:

This analysis indicates that most of the respondent i.e., 70% responded for No and 30%
responded for Yes.

Question 10: Is there any provision for evaluation and control of recruitment process?

Particulars
(Evaluation and control of No.of Percentage
Process )
Yes 14 45%
No 17 55%
Total 30 100%
Tab 10
 Fig 10

Interpretation:

This analysis indicates that most of the respondent i.e., 55% responded for No and 45%
responded for Yes.

Question 11: Is there any facility for absorbing the trainees in your organization?

Particulars
No.of Percentage
(Facility for trainees )

Yes 21 70%

No 9 30%

Total 30 100%
Tab 11

Fig 11
Interoperation:

This analysis indicates that most of the respondent i.e., 70% responded for Yes and 30% responded for No.

THEORITICAL FRAMEWORK:
THEORIES REGARDING RECRUITMENT IS TWO WAY STREET:
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom to recruit and
whom not;

As per Behling et al, there are three ways in which a prospective employee makes a decision to join an
organization.

Accordingly, the following three theories of recruitment have been evolved:

 Objective factor theory

 Subjective factor theory

 Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of organization by a potential
employee depends on objective assessment of tangible factors such as;

Pay package, Location, Opportunity per career growth, Nature of work and educational opportunities. The
employer according to this theory considers certain factors among others; educational qualification, years of
experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the job, reputation of the
organization and other similar factors plays an important role.

According to this theory, compatibility of individual personality with the image of organization is decisive
factor in choosing an organization by individual candidate seeking for employment. These subjective factors
are; Personal compatibility for the position, Competence and Best fit .
Critical Factor Theory
The critical factors observed by the candidate during his interaction with the organization play a vital role in
decision making. Recruiter being in touch with the candidate, promptness of response and similar factors are
important. This theory is more valid with the experienced professionals.

analyze and come to ant conclusion. In such cases, certain critical factors observed by the manager during
interview and contact with personnel of the organization will have profound influence in his decision process.
 Chapter 7

Findings, Conclusions, Suggestions

 FINDINGS

 According to the Survey, Recruitment differs from company to company for

each category.
 According to the Survey, the company do utilize internet sites for the recruitment
process and for finding the talent candidate
 According to survey it is observed that the company are utilizing the job description
in order to make screening process more efficient

CONCLUSIONS

 Polices adopted by EMC are transparent, legal and scientific.

 Recruitment is fair.
 The recruitment should not be lengthy.
 To some extent a clear picture of the required candidate should be made
in order to search for appropriate candidates.
 Most of the employees were satisfied but changes are required according to
the changing scenario as recruitment process has a great impact on the
working of the company as a fresh blood, new idea enters in the company.

SUGGESTIONS

 Time management is very essential and it should not be ignored at any level
of the process.

 Recruitment policy is satisfactory in EMC but the periodicity of recruitment
is being more which needs to be reduced.
 Communication, personal and technical skills need to be tested for
employees
 Chapter 8
Limitation of the Study
Bibliography, Glossary Annexure
Limitation of the Study
The study is subjected to the following limitations

 The study is based on the data provided by the company statements so, the limitations of the
company’s employees remaining are equally applicable.
 In some cases, data is collected from the companies past records.

Bibliography, Glossary Annexure

BIBLIOGRAPHY

Books

 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases-
Himalaya Publication.

 P.Subba Rao (2023-sixth edition),Essentials of HRM and IR- Himalaya Publication.

 C.B.Memoria (2023-thirty one edition)Personal Management- Himalaya Publication.

 C.R.Kothari.(2004- Second edition),Research Methodology, -New age international Publisher

 P. Subba Rao(2023-Fifth Edition),Personnel and Human Resource Management –Himalaya

Publication
WIBLIOGRAPHY

http://recruitment.naukrihub.com/meaning-of-recruitment.html

http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34

https://www.google.co.in/

http://www.emc.com/

https://in.best-jobs.com/
Annexure

Questionnaire on Recruitment Process

Name
Company’s Name
Designation
Date

Note – Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many
Questions you are asking during the Telephonic interview round? ( )

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )

a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )

a. 1mins to 5mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?

a. No b. Yes ( )

Question 8: What are the basic questions you ask to the candidate? ( )

a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above

Question 9: Do you have any system to calculate cost per recruitment?( )

a. No
b. Yes, please specify –

Question 10: Is there any provision for evaluation and control of recruitment process?

a. Yes b. No ( )

Question 11: Is there any facility for absorbing the trainees in your organization?

a. Yes b. No ( )