Anushka

A Report
On
“A detailed study of tech recruitment Process”
By
Anushka Gangawat
MBA III Semester
FMS- Wisdom
Banasthali Vidyapeeth
Growth Maximisers Pvt. Ltd
Submitted To: Submitted To:

Mrs. Neha Saraf Mrs. Tanya Soin
Chief Executive Officer Faculty Mentor
Growth Maximisers Banasthali Vidyapeeth
Session- 2022-2023
Growth Maximisers Private Limited
GSTIN: 06AACCB3131G1Z9|PAN: AACCB3131G | CIN: U93000AS1999PTC005709
Regd. address: 2nd floor, Saraf Building, A.T. Road, Guwahati – 781001, Assam
Corp. address: 3rd floor, Plot 108, Sector 44, Gurugram - 122003, Haryana
Dec 1st, 2022
Anushka Gangawat,
India
Dear Anushka,
Thanks for your hard work & contribution to Growth Maximisers Private Limited. This is to certify that you had
worked with the company during 23rd May 2022 till 30th Nov 2022.
You have been relieved from your duty on 30th Nov 2022 on successful completion of your internship.
We are very happy & satisfied with your performance & extend to you a Pre-Placement-Interview (PPI). Feel free
to reach out to us any time before your college course completion for a full-time opportunity discussion. We thank
you for your contribution and wish you luck in all your future endeavours.
Best regards,
Neha Saraf,
Chief Executive Officer,
Growth Maximisers Private Limited
Mobile: 9654138862, Email: neha@growthmaximisers.com

ACKNOWLEDGEMENT
First and foremost, I would like to express my gratitude towards the Dean of my Institute Mr.
Harsh Purohit and all the faculty members for providing me the opportunity to work in
Growth Maximisers Pvt. Ltd.
Secondly, my earnest thanks to the CEO of my organisation Mrs. Neha Saraf for her guidance
and support throughout the internship period. I wish to show my appreciation towards Head of
the Organization & Faculty Mentor Mrs. Tanya Soin for offering me the required resources
and knowledge to complete this internship.
I would also like to thank family and colleagues, for all their patience and encouragement.
My heartfelt thanks to each individual for all the inspiration.
1
ABSTRACT
Included in this paper is my internship details at Growth Maximisers Pvt. Ltd. undertaken for
the fulfilment of my Master of Business Administration degree from Banasthali Vidyapith. The
internship at Growth Maximisers provided me with the opportunity to enhance my knowledge
of the start-up recruitment process, tech-hiring, and screening of the candidates at PAN-India
level.
2
TABLE OF CONTENTS
Training Certificate 0
Acknowledgement 1
Abstract 2
List of Figures -
3.1 Organogram 19
3.2 3-Step Process 20
1. Introduction 4
1.1 Background 4
1.2 Objective 5
1.3 Scope 5
1.4 Overview of Dissertation 6
2. Daily Logs 7-18
3. Profile of Organisation 19-21
4. The Job at Glance 22
5. Practical Revelation 23
5.1 Section1 23
5.2 Section 2 23
6. Conclusion 24
6.1 Summary 24
6.2 Recommendations 24
3
Chapter 1: Introduction
The Human Resources department is the rising sector in the new period of the commercial
world. Preliminarily, HRM was ignored by big associations but the moment the situation
changed, utmost of the associations are emphasizing on HRM practice. The main reason is, the
association runs by the people or mortal coffers not by the machine. So, it's important to
maintain these mortal Coffers in order to gain long term success in Business. Growth
Maximisers also stresses on the HRM practice. In my internship Report, my main target is to
identify the area of Tech recruitment process in Growth Maximisers.
1.1 Background:
There's no doubt that the world of work is changing. As part of an association also, HRM must
be equipped to deal with the goods of the changing world of work. For them this means
understanding the counter accusations of globalization, technology changes, pool diversity.
Changing skill conditions, nonstop enhancement enterprise contingent pool, decentralized
work spots and hand involvement are the issues for defy. Now it's a big challenge for the HRM
to support the association by furnishing the stylish labor force for the suitable position in the
shortest possible time. Starting with fetching the vacuities and planning for them is a great task
and also opting to attract the suitable campaigners and opting the Stylish person in time is a
challenge.
The cost of the recruitment is significant. So, proper planning and formulating those plans is
the task that bears further focus and enhancement. Equal occasion and sourcing is also a vital
part. Realizing this need we tried to find the difference and parallels between theoretical aspects
with the practical way taken by the company. We took an attempt to demonstrate the point for
further enhancement.
4
1.2 Objectives:
I. To develop a knowledge about the current market as there have been many layoffs globally
II. To identify individuals who will contribute to the organization's goals and the company
culture in a positive manner
III. To identify whether the candidate is suitable for the given position or not.
IV. To choose applicants entirely on the basis of their qualifications and their skills.
V. To enhance the company's reputation by using fair, impartial, and efficient recruiting
procedures.
1.3 Scope:
The report deals with the HRM practice including HRP, recruitment and selection process,
training & development process, compensation operation, hand relation & separation, etc. in
terms of theoretical point of view and the practical use. The study will allow learning about the
HRM issues, significance, ultramodern ways and models used to make it more effective. The
study will help to learn the practical procedures followed by the leading associations. Also the
study will help to separate between the practice and the propositions that direct to realize how
the association can ameliorate their HRM practice & process.
5
1.4 Overview of Dissertation:
During my internship, I gained practical knowledge on how the mortal resource division of an
association operates and coordinates its conditioning to ensure smooth functioning of the
association at all situations by icing the right figures of people available at the right time to do
the right job. Not only that, I've also gained sapience into the working culture of the association
and observed how Growth Maximisers handles its workers with value and commission to
ensure they're motivated to give their stylishness to the association.
Each chapter contains detailed discussion of the Human Resource functions followed by
Organization Profile of Growth Maximisers which principally conveys how effects are done in
the Human Resource Department along with Daily Logs.
The coming part of the design carries out SWOT Analysis that touches upon strengths,
weaknesses, openings and pitfalls to the association followed by findings and recommendation
on critical factors regarding Human Resource Management of Growth Maximisers. Eventually
there's the conclusion followed by references.
___________________________________________________________________________
6
Chapter 2: Daily Logs
Date Work Done
24 May Was trained about the daily roles and responsibilities along
with technical terms explanations.
25 May Screened 4 candidates along with the continuation of the

Training
26 May Screened 10 candidates and the training continued
27 May Screened 12 Candidates along with the training
30 May Talked to 15 candidates and understood their profile
31 May Talked to 15 candidates and screened their profile
1 June Screened 11 candidates and understood their profile.
2 June Screened 18 candidates and understood their profile
4-5 June Weekend
7
11-12 June Weekend
18-19 June Weekend
8
23 Jun Screened 23 candidates and understood their profile
25-26 June Weekend
1 July Screened 21 candidates and understood their profile
2-3 July Weekend
9
9-10 July Weekend
16-17 July Weekend
23-24 July Weekend
10
30-31 July Weekend
1 August Screened 20 candidates and understood their profile
6-7 August Weekend
10 August Rakhi Leave
11
11 August Raksha Bandhan
12 August Rakhi Leave
13-14 August Weekend
15 August Independence Day
18 August Janmashtami
12
1 September Screened 22 candidates and understood their profile
3-4 September Weekend
13
19 September Sick Leave
14
1-2 October Weekend
3 October Screened 19 candidates and understood their profile
5 October Dussehra
8-9 October Weekend
15
15-16 October Weekend
24 October Deepawali
16
1 November Screened 22 candidates and understood their profile
5-6 November Weekend
17
18
Chapter 3: Profile of the Organisation
Growth Maximisers is a head-hunting & management service partner for new-age start-ups
with growth aspirations. The organisation assists them in their journey by offering end-to-end
talent management solutions. It helps companies hire from the premier quality portfolios all
over India.
The company specializes in hiring for both technical and non-technical profiles, across roles
ranging from an Inside Sales Specialist to a Senior Software Engineer. In addition to hiring, it
also specializes in client-servicing and stakeholder management.
ORGANOGRAM
Figure 3.1 Organogram
19
Growth Maximisers further divides itself into 2 major segments:
1. DEMAND TEAM
The demand team consists of the employees working in the Client-facing role, which includes
the Customer-Account Managers and the Scheduling team. Here the managers coordinate with
the concerned POCs and handle the end-to-end process of the profiles including shortlisting,
filtering, scheduling interviews, and the offer discussion stage.
2. SUPPLY TEAM
The supply team consists of the employees collectively working in the sourcing and screening
of profiles. Their Job Description is as follows -
● Sourcing Team - They are responsible in hunting for the profiles at a mass level and
reaching out to those who are looking out for job change, and pitch in the clients’
details. Both passive and active job seekers can be located by sourcing job boards,
social media sites, and other types of networking.
● Screening Team - This team follows the 3-Step process (Figure 3.2) which leads to the
selection of the profiles, which is further approved by the Demand team and is shared
further with the respective clients.
Figure 3.2 - 3-Step process
20
Additionally, the Supply Team also distinctively works for 2 types of recruitment -
● Tech-Recruitment - It involves sourcing and screening the technical talent for IT and
technology-based roles. The candidates are evaluated through their knowledge of tech
jargon and required technical skills. Examples of such roles can be - Backend Software
engineers, Android Developer, Data Scientist, etc.
● Non-Tech Recruitment - It involves headhunting of the non-technical roles which
covers a wide range of departments, like Sales and Marketing, Legal professionals,
Product Designers, Researchers, etc. These roles are focused more on an individual's
communication and analytical thinking rather than their technical knowledge.
SWOT Analysis
Growth Maximisers as a service-based company has been continuously working on its

advancement by overcoming the challenges, and assessing both internal and external factors.
● Strengths -
1. The company is a vendor partner to well-funded startups, which directly fall

under the umbrella of premier VC firms.
2. Internally, the managers have more time to focus on the business, as the
screening and sourcing team is proficient at their KRAs.
● Weaknesses -
1. In the case of roles which are tough to close, the team is required to re-assess
the profiles and coordinate with the demands of POCs.
2. Internally, as a business with a small team, absence of an employee puts a halt
on the company's daily assets.
● Opportunities - Improvement of productivity from the sourcing and screening team.
● Threats - Economic recession, hiring freeze, geographical restraints, Russia-Ukraine

war, job on-lookers fearing start-up culture, etc.
21
Chapter 4: Job at a Glance
At Growth Maximisers my day-to-day work included reaching out to the sourced candidates
and talking to them to understand their profile and check whether it meets the client’s
requirement or not.
At Growth Maximisers, we were not asked to do end-to-end recruitment, rather the work was
distributed in different departments, where sourcing was done by a team and screening by the
other, there was also a demand team that was responsible for conveying us (the supply team)
the requirements given by the client companies for a particular role or opening, there was a
different team for scheduling as well. This allowed the organisation to grow in an efficient and
effective manner. Among sourcing and screening teams also, there was further division of
teams where few team members were to do the tech sourcing and screening and few were asked
to do non-tech sourcing and screening.
The sourcing team used platforms like LinkedIn, Apna, Naukri to reach out to people who are
looking for job changes and opportunities. After getting the leads, the work of the screening
team started.
I was in a screening team where my work was to talk to the candidates for tech job
requirements, given by the clients and assess their profiles. I was supposed to ask them about
their daily roles and responsibilities, their technical stacks, their work experience, their
compensation, the reason why they are looking for a job change etc. After taking their details,
if I found the profile suitable with the given requirements, I was supposed to write
recommendation mails of the candidates that I decided to share ahead, with all the details I took
and share them ahead to the Demand team.
The Demand team then were to go through the profile and the CV of the candidate and was
supposed to make the final decision of whether the profile should be shared ahead to the client
company or not, and on the basis of that, the profiles were shared ahead to the companies.
The daily work was given to all the team members after discussing in the Daily Huddle Meeting
that took place every day at a given time.
___________________________________________________________________________
22
Chapter 5: Practical Revelation
The tech-recruitment process stands redundant without the 3-step screening, followed by
filtering of the quality profiles.
5.1 Section - Practical application of the screening
5.1.1 First Subsection - It includes the process of identifying, interviewing, selecting, and
onboarding employees.
5.1.2 Second Subsection - In the tech-screening, there is a need to identify the right technical
skills and experience range of the profiles, in order to carefully judge the profiles.
5.1.3 Third Subsection - The profiles are further shared to the demand team, in the form of a
well-written recommendation. The shared recommendation should be detailed and sell the
candidate profile to the client.
5.2 Section - Challenges which puts limitations on the quality profiles
5.2.1 First Subsection - The candidates’ salary expectations are not matching the budget of the
company being pitched, even though quality profiles are sourced.
5.2.2 Second Subsection - The candidates’ are not ready to join an early-stage startup as they
look out for a bigger team size.
5.2.3 Third Subsection - The job on-lookers might not join the companies as the interview
procedure ends, due to certain reasons, thus affecting the targets.
5.2.4 Fourth Subsection - The screening calls are also affected by the busy schedules of the
candidates, resulting in affecting the daily targets.
___________________________________________________________________________
23
Chapter 6: Conclusion
5.1 Summary
From the above discussion it can conclude that since human resource operation is a
continuously rehearsing issue it plays a significant part on associations overall performance. If
an association wants to gain full benefit from mortal resource operation it should follow all the
sections of Human Resource Management.
Committed and trustworthy workers are the most significant factors to getting an employer of
choice, it's no surprise that companies and associations face significant challenges in
developing reenergized and engaged workforces. Still, there's an abundance of exploration to
demonstrate that increased hand commitment and trust in leadership can appreciatively impact
the company’s bottom line.
In fact, the true eventuality of an association can only be realized when the productivity
position of all individualities and brigades are completely aligned, committed and amped to
successfully negotiate the pretensions of the association. Therefore, the ideal of every company
should be to ameliorate the desire of Workers to stay in the relationship they've with the
company.
5.2 Recommendations
1. Performance Appraisal -
i) The company should provide holistic learning to the intern rather than training them in a
particular department.
ii) Also, the company can provide the other training and learnings to the employees, which can
help them learn and grow.
2. Employee Relation - The company can focus on building interpersonal relations

amongst the employees, which can strengthen the company core.
3. Availability of essentials - The daily use items should be restocked daily.
___________________________________________________________________________
24

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A Report

Growth Maximisers Pvt. Ltd

Submitted To: Submitted To:

Dec 1st, 2022

Chief Executive Officer,

Growth Maximisers Private Limited

Mobile: 9654138862, Email: neha@growthmaximisers.com

My heartfelt thanks to each individual for all the inspiration.

3.2 3-Step Process 20

1.4 Overview of Dissertation 6

2. Daily Logs 7-18

3. Profile of Organisation 19-21

4. The Job at Glance 22

Date Work Done

25 May Screened 4 candidates along with the continuation of the

26 May Screened 10 candidates and the training continued

27 May Screened 12 Candidates along with the training

30 May Talked to 15 candidates and understood their profile

31 May Talked to 15 candidates and screened their profile

1 June Screened 11 candidates and understood their profile.

2 June Screened 18 candidates and understood their profile

3 June Screened 14 candidates and understood their profile

4-5 June Weekend

6 June Screened 15 candidates and understood their profile

8 June Screened 15 candidates and understood their profile

9 June Screened 18 candidates and understood their profile

10 June Screened 20 candidates and understood their profile

11-12 June Weekend

13 June Screened 16 candidates and understood their profile

14 June Screened 20 candidates and understood their profile

15 June Screened 18 candidates and understood their profile

16 June Screened 20 candidates and understood their profile

17 June Screened 20 candidates and understood their profile

18-19 June Weekend

20 June Screened 20 candidates and understood their profile

21 June Screened 18 candidates and understood their profile

22 June Screened 15 candidates and understood their profile

24 June Screened 22 candidates and understood their profile

25-26 June Weekend

27 June Screened 20 candidates and understood their profile

28 June Screened 23 candidates and understood their profile

29 June Screened 25 candidates and understood their profile

30 June Screened 20 candidates and understood their profile

1 July Screened 21 candidates and understood their profile

2-3 July Weekend

4 July Screened 20 candidates and understood their profile

5 July Screened 21 candidates and understood their profile

6 July Screened 24 candidates and understood their profile

7 July Screened 20 candidates and understood their profile

8 July Screened 21 candidates and understood their profile

11 July Screened 21 candidates and understood their profile

12 July Screened 22 candidates and understood their profile

13 July Screened 20 candidates and understood their profile

14 July Screened 24 candidates and understood their profile

15 July Screened 23 candidates and understood their profile

16-17 July Weekend

18 July Screened 18 candidates and understood their profile

19 July Screened 22 candidates and understood their profile

20 July Screened 21 candidates and understood their profile

21 July Screened 18 candidates and understood their profile

22 July Screened 26 candidates and understood their profile

23-24 July Weekend