A Report on

“Developing best practices for screening resumes in

the recruitment process”
BY
Ankita M Sharma
(22BSOCBL0561)

Hridtech Pvt Ltd.

A Report Submitted in Partial fulfilment of the requirements

of MBA Program of IBS BANGALORE

Distribution list:
Faculty Guide- Prof Aruna Bala
Company Guide- Anuradha Joshi

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 ACKNOWLEDGEMENT

First and foremost, I take this privilege to express my gratitude to

The Hridtech Pvt Ltd, Bangalore for allowing me to undergo an
internship in their company and for the cooperation that enables
me to complete the project report successfully.

I would like to extend my gratitude to the C.E.O of The Hridtech

Pvt Ltd Mr. Sanket Anil Joshi for allowing me to undertake this
project and being my guide until the successful completion of this
project.

I convey my sincere thanks to Dr. Aruna Bala, Assistant

Professor of the Department of Economics, Commerce and
Management, ICFAI Business School, Bangalore for her support,
guidance, advice, and encouragement in completing this project.

Finally, I am thankful to the ICFAI Business School, Bangalore

for providing me with such a great opportunity to explore the
corporate environment practically where I can execute my work
into practice to enhance my knowledge in its field, be it in the
present or the future.

Dated: ANKITA.M.SHARMA
Place: Bangalore

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S.no Chapters Page No.

1 Abstract 4

2 Introduction
TableofOf
theContents
topic 5-6
3 About the Company 7-8
4 Roles and Responsibilities 9
5 Work accomplished 9-10
6 SWOT Analysis 11-12
7 Methodology
8 Findings 14
9 Recommendations 15
10 Conclusion 16
11 References 17

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ABSTRACT

A talent acquisition internship initiative's major goal is to provide

individuals with a realistic opportunity to obtain experience and
exposure in the talent acquisition industry. The goal of the programme
is to provide learners with the information and skills needed to
identify, attract, and retain great talent for an organisation.
Participants will gain an understanding of all steps of the recruitment
process, including candidate sourcing, resume screening,
interviewing, and applicant evaluation, during this internship. Finally,
the programme aims to train interns to be successful recruiters who
can contribute to the organization's success.
The report highlights the best practises for screening resumes during
the recruitment process at Hridtech PVT LTD, a privately held firm in
India that specialises in delivering IT staffing solutions to clients. The
primary goal of the organisation is to provide great services to clients
while keeping the highest levels of professionalism and ethics.
To ensure that individuals are well-suited for employment offered by
its partner companies, the company undertakes preliminary screening
and assessment of their qualifications, experience, and work
preferences. Furthermore, Hridtech Pvt Ltd provides candidates with
assistance and support during the recruitment process. Hridtech Pvt
Ltd uses cold calling as a marketing technique to reach out to
potential candidates for job openings matching their skillset.

The report also cites the expansion of the HR consulting sector in

India as a result of the growing demand for trained employees across
many industries. Traditional methods have given way to a more
modern and strategic strategy that incorporates artificial intelligence
and data analytics. Staffing, talent management, HR outsourcing, and
training and development are just a few of the services provided by
the HR consulting industry.

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INTRODUCTION OF THE TOPIC

Recruiting and selecting people have become time-consuming

operations for businesses. Businesses must adapt to avoid unforeseen
outcomes by incorporating talent acquisition and human resources
into corporate strategy conversations. Most business plans are built
around the personnel of the organisation. The best strategies are
created when a thorough awareness of existing talent is combined
with a clear understanding of the skill required to
advance the strategy.

The current situation does not precisely align with the traditional cold
calling method because potential applicants are actively exploring
other opportunities. Nonetheless, because there is no prior link
between the caller and the candidate, there is some degree of
unfamiliarity or novelty involved. As a result, some of the ideas of
cold calling are being applied to the talent acquisition process in order
to improve its efficacy and precision. To ensure accuracy, the term
"cold calling" will be used to refer to the initial outreach undertaken
by Hridtech PVT. Ltd. to source job applications.

Screening resumes is a critical step in the recruitment process. Best

practises include establishing clear criteria, focusing on relevant
experience, looking for keywords, checking for consistency, paying
attention to formatting, using resume screening software, and being
objective. Establishing clear criteria, focusing on relevant experience,
looking for keywords, checking for consistency, paying attention to
formatting, using resume screening software, and being objective are
all important steps in the screening process.

When screening possible candidates for a position by cold calling, it

is critical to define our ideal candidate, establish a script, be nice and
professional, ask open-ended questions, listen intently, and follow up
swiftly. These recommended practises will assist me in hiring the
finest candidate for the job. However, we must keep in mind that cold

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calling is just one screening strategy that might need to be combined
with others, such as job postings or employee recommendations.

Cold calling assists in gaining insight into candidate needs prior to

moving on with recruiting and selection. Cold calling is one of
Hridtech strategies and first moves, especially on Naukri.com and
Monster. Each candidate is contacted immediately to tell them of the
job posting opportunity and to provide opportunities for them to
further explore their career options. Candidates who identify
themselves must demonstrate their curiosity, passion, and desire to
choose or change careers. However, because not all applicants seek a
job change, we discovered that applicants are afraid of being rejected
during a cold call. Finding a profile for a certain job profile is not the
most challenging step due to a number of factors, including the most
difficult element of the procedure is not gaining a profile for a certain
job profile due to a number of factors such as unwillingness to change
jobs, a poor offer, incorrect data, and so on.

A recruiter can discover an employee's strengths and limitations and

design strategies for their growth and development by regularly
monitoring and recording the performance of all employees inside the
firm. Hridtech uses observation to discover recruiting challenges and
determine the factors that contribute to some recruiters attaining high-
quality results while others do not. Comparative evaluation is a way
of evaluating employees that involves comparing and contrasting the
characteristics and performance of one employee with those of
another.

Pre-employment evaluations, organised interviews, and a candidate

communication plan are all critical screening practises that can help
me recruit better, prevent last-minute dropouts, and increase the hiring
process's overall success. Define employment requirements and job
descriptions, write a job description that represents the position's
expectations, and conduct structured interviews to confirm the
candidate's work experience, abilities, and qualifications. Utilise
technology, such as application tracking systems (ATS) or video
interview platforms, to streamline the screening process and examine
cultural fit to ensure that the candidate is a good fit with the team.

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ABOUT THE COMPANY:

Hridtech Private Limited was founded by Sanket Anil Joshi in July

2021 located at 19/1 Chetana Tower Infantry Road, Shivaji Nagar,
Bangalore, Karnataka, 560036. It is classified as a private limited
company designed uniquely for the HR service, the company caters
to both IT and non-IT sectors, and it is categorized as a non-
governmental organization that deals with consulting activities.

Hridtech Pvt Ltd is a recruitment firm that recruits candidates by

unsolicited calling. To present possible job openings to interested
applicants, the company has partnered with Quess, a vendor who has
direct connections with reputable organisations like as KPMG, HCL
Technologies, and Infosys, among others.

As a young and lively organisation, Hridtech Private Limited seeks to

use technology and creativity to provide tailored recruitment solutions
that meet the demands of clients. The primary goal of the organisation
is to provide great services to clients while maintaining the highest
levels of professionalism and ethical standards.

Cold calling is a marketing method in which the company contacts

potential candidates via phone without prior contact or appointment.
Hridtech Pvt. Ltd. uses this strategy to contact potential job
candidates and give them opportunities that fit their skill set.
The organisation ensures that the candidates are appropriate for the
roles being given by the partner companies by undertaking an initial
screening and review of the individuals' credentials, experience, and
job preferences. Additionally, Hridtech Pvt. Ltd. provides applicants
with guidance and support throughout the employment process.
Hridtech aims to alleviate the supply-demand imbalance in the labour
market by matching the best candidate with the best job. The key to
their success is their ability to tailor their service to the needs of the
customer. Their personnel have expertise in a number of corporate
disciplines.

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The business Hridtech Pvt. Ltd. uses unofficial job sites to find
candidates for its clients. One of the strategies the company does for
talent acquisition is the initial phone call a recruiter has with
candidates to find out if the application is searching for a career
change or any other necessity.
Hridtech helps employers hire full-time employees by locating
applicants who meet the essential technical requirements, soft skills,
relevant experience, location, salary, and other requirements that fit
the job description provided by the organisation. They offer technical
assessments, interviews, terms and conditions for the employer and
the employee, as well as counselling up until the candidate accepts the
position.
In terms of contract staffing, Hridtech offers businesses a variety of
adaptable people to lower total labour costs. According to their staff,
the given applicants will be just as productive as full-time employees.
Hridtech has a knowledgeable payroll administration team, and we
manage their entire payroll process. We offer organised payroll
services that are perfect for SMEs and start-up organisations,
regardless of the size of the company.
Mission
“We aim at achieving the right person for the right need and help
companies zero down on catalysts for taking their business
forward”.

Vision
“We believe in working together with our client’s vision and focus
on engaging in ways that are authentic and meaningful”.

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My roles and responsibilities included:

The following tasks were given to me as part of SIP:

 Thoroughly examine the employment process as it stands and

identify any potential improvement areas.
 Read the job description before making a cold call. Determining
the most acceptable material and keywords to use in accordance
with the needs of the job.
 To find the top applicants for open positions, screen resumes
and applications.
 Create a thorough search plan using a variety of hiring
platforms, such as Naukri.com and Found it.com, for each of the
job categories that the customer selects.
 Utilise an ATS to manage candidate profiles and track their
advancement during the hiring process.
 Data collected is stored in the form of a tracker which is an
excel sheet wherein the details of the candidates are stored.

The work accomplished so far:

 Developed a targeted search strategy to find people who fulfil

the job requirements using a variety of recruiting sources.
 We examined the resumes and applications obtained through
various recruiting channels to find applicants who met the
criteria and had the required education and experience.
 To guarantee that all candidate data was accurate, current, and
easily available, a candidate database for the Application
Tracking System (ATS) was built and kept up-to-date.

 Skills worked on: Cisco ASA, Palo Alto, Citrix, Oracle

Exadata, Project Management, SailPoint developer with Java
combination, IOT full stack, Mainframe Batch Monitoring, DB2
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 UDB Administration, BCP/DR, GRC Pre Sales, SAP MM,
Python, JavaScript etc.
 Clients: HCL Technologies, KPMS, Infosys.

 Location: Pune, Noida, Chennai, Mumbai, Gurgaon,

Trivandrum and Bangalore were the job locations.
 Bands: L2 and L3 bands were present

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SWOT ANALYSIS

Strengths

 Hridtech might succeed in its goal by providing top-notch

products and services and demonstrating his ability to rank
among the best employment agencies in the nation.
 Working from home presents no problems for recruiters because
candidates can get in touch with them whenever they want. Due
to the impact of COVID-19 and the numerous layoffs that are
occurring, people in the current environment need new jobs; this
is favourable for the company as part of business, which
contributed in the expansion of the organisation.
 At Hridtech cold calling is one of the resources and skills we
can use to build a sustainable competitive advantage in the
marketplace.

Weakness

 Finding candidates is quite difficult for recruiters at Hridtech

because there are so few portals.

 Hridtech only utilises Naukri and Found It since Naukri is too

expensive for us to use frequently and Found It only works for
folks who have already received a call.

 People are reluctant to divulge information over the phone for

fear that we would demand payment because they don't have
much faith in the new consultant because it is new.

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 Opportunity

 Due to the fact that so many job searchers use LinkedIn, it was
discovered when Naukri was introduced that LinkedIn could
also be utilised.

 AI is taking over in order for Hridtech to use AI in the position.

 Additionally, given that few individuals are aware of Hridtech,

if they can invest in the business' marketing.

Threats

 Another external factor to take into account in your HR SWOT

analysis is threat. Anything that could hurt your company is a
threat. Threats cannot be ignored, just like opportunities, but you
can choose how you react to them. You may prepare for a larger
range of situations by spotting threats early.

• The market has a lot of competition in the distribution sector.

The majority of consumers will eventually be copied, therefore
reducing the number of applicants won't guarantee the business
that these are the only customers. Numerous consulting firms
get in touch with applicants throughout the day, select prospects
from the same sources, and register these people on the same
portal.

 Why Candidates won't continue with their profiles if recruiters

are unhappy with the job description, which will ultimately have
an effect on the company's productivity.

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METHODOLOGY
In this circumstance, cold calling and secondary research are the
tactics used. The databases foundit.com and naukri.com are also 16
utilised. Utilise the internet to find qualified applicants, then get in
touch with them to explore job prospects with clients (like HCL
Technologies). It is necessary to compile and send the client the best
resumes.
It is my responsibility to implement the aforementioned technique to
compile outstanding resumes that are consistent with the job
description the client has provided.

PRIMARY DATA:
Quess Corp. gives information on the client's company's
requirements. Email is used to communicate both the structure of the
ability tracker and the information the candidate must provide.

SECONDARY DATA:
We use Naukri.com and Foundit, formerly known as Monster, to
discover profiles based on the skills required. The resumes that are
submitted through these websites are filtered according to the client's
criteria, and if the candidate's qualifications match those
requirements, further action is taken. A call is sent to the candidate,
and information is gathered in an Excel document with the specifics
requested by the clients. The compiled Excel data is subsequently
transferred to the third-party provider, Quess Corp. A tracker is
maintained to compare the demographics of applicants who are open
to changing occupations in order to screen applications.

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FINDING
 Keywords are rewarded by applicant tracking systems, but not
qualifications.

 Many resumes show experience incorrectly

 Volume of Resumes
 Quality of hire
 False information on Resume
 Lack of clarity of the skill required by the client
 Unrelated Experience
 Gaps in Employment

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RECOMMEMDATIONS
 Establish clear criteria
 Focus on relevant experiences
 Check for consistency
 Use resume screening software
 Conduct structured interview
 Check references
 Look for keywords

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CONCLUSION

The experience I had in this internship till date has been very good. I
learnt a lot of things, completed every task assigned to me on time,
and would like to continue to learn more and gain more knowledge
till the end of my internship.

I am happy to be part of Hridtech Pvt ltd. Both the guides have always
guided me through every task and clarified my queries whenever I
had at any point of time. I will continue to give my best for the
company and fulfil that is expected from me.

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REFERENCES
https://talentculture.com/hr-still-needs-to-solve-its-resume-problem/
#:~:text=HR%20Still%20Needs%20to%20Solve%20Its%20Resume
%20Problem,...%204%20Looking%20Forward%3A%20Reworking
%20the%20Resume%20
https://hr.economictimes.indiatimes.com/news/hrtech/talent-acquisition-
and-management/7-major-challenges-that-companies-face-while-screening-
resumes/85995923
https://ideal.com/resume-screening/

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