A STUDY ON EFFECTIVENESS OF

RECURITMENT AND SELECTION AT

FOCUS ACADEMY FOR CAREER
ENCHANCEMENT

PROJECT REPORT

Submitted by

DIVYA ALPHO A

Register No: 713221631038

In partial fulfillment for the award of the

degree of

MASTER OF BUSINESS ADMINISTRATION

IN

RVS INSTITUTE OF MANAGEMENT STUDIES

COIMBATORE – 641402

MAY 2023
 RVS INSTITUTE OF MANAGEMENT STUDIES,
COIMBATORE - 641 402

BONAFIDE CERTIFICATE

Certified that this project report titled “A Study on Effectiveness of Recruitment and Selection at
Focus Academy for Career Enhancement” representatives is the bonafide work of Mrs. Divya Alpho
A who carried out the research under my supervision. Certified further, that to the best of my
knowledge the work reported herein does not form part of any other project report or dissertation on
the basis of which a degree or award was conferred on an earlier occasion on this or any other
candidate.

Dr.Viswanathan S Dr. J. Nirubarani

Project Guide Head of the Department

Submitted for the Project Viva-Voce examination held on ……………..

……………………………….. …………………................

Internal examiner External Examiner

 DECLARATION

I affirm that the project work titled “A STUDY ON Effectiveness of Recruitment and
Selection at Focus Academy for Career Enhancement” being submitted in partial
fulfillment for the award of Master of Business Administration is the original work
carried out by me. It has not formed the part of any other project work submitted for
award of any degree or diploma, either in this or any other University.

Divya Alpho A

713221631038

I certify that the declaration made above by the candidate is true.

Dr.S.Viswananthan
Associate Professor
 ACKNOWLEDGEMENT

“Gratitude is the music of our hearts.” A project of such a comprehensive finish cannot be
completed without the help of numerous sources and people throughout the long rugged path of
success. We realize this fact and so, we are greatly indebted to allof them and take this opportunity
to thank them.

First and foremost let me sincerely thank almighty for the great opportunity and blessings that he
has showered up on me for the successful and timely completion of my Project. I wish to pledge
and reward my deep sense of gratitude for all those who have made this project come alive.

I would like to express my heart-felt gratitude to thank to the management and staffof RVS Institute
of Management Studies, Coimbatore, the Director Dr. P.V. PRABHA MBA, Ph.D., for permitting
me to take up this project

Now I great fully thank to Dr. J. Nirubarani B.Ed., DPCS., MBA., M Phil., PhD., Head, RVS
Institute of Management Studies, for the active and patient support forwarded to me in respect of
this project.

I am gratefully indebted to my internal faculty guide Dr.S.Viswananthan MBA,Ph.D., Associate

Professor, RVS Institute of Management Studies, for encouraging me and for his constant support
throughout the course of the project and helping me to complete it successfully
I thank to all other faculties and non-teaching staffs of RVS Institute of Management Studies for
indirectly helping me to complete the report .

I thank my parents and all other family members for their valuable and inseparable support in
completion of this project. Once again I take this opportunity to convey my sincere thanks to each
and every person who helped me directly and indirectly in the successful completion of this project.

Divya Alpho A
 TABLE OF CONTENTS

CHAPTER PAGE
TITLE
NO. NO.

LIST OF TABLES

LIST OF CHARTS

ABSTRACT 1

1 INTRODUCTION

1.1 ABOUT THE INDUSTRY 2

1.2 ABOUT THE COMPANY 3

1.3 ABOUT THE STUDY 9

1.4 OBJECTIVES OF THE STUDY 13

1.5 SCOPE OF THE STUDY 14

1.6 LIMITATIONS OF THE STUDY 15

2 REVIEW OF LITERATURE 16

3 RESEARCH METHODOLOGY 19

4 DATA ANALYSIS AND INTERPRETATION 22

5 CONCLUSION

5.1 FINDING OF THE STUDY 64

5.2 SUGGESTIONS &

65
RECOMMENDATIONS

5.3 CONCLUSION 66

BIBLIOGRAPHY 67

APPENDIX 74
 LIST OF TABLES

TABLE TITLE PAGE

NO. NO.

1 RESPONDENTS BASED ON YEARS OF EXPERIENCE 22

CLASSIFICATION BASED ON THE SOURCES

2 24
ORGANIZATION RELY HEAVILY

EMPLOYEES CHANNEL PREFERENCE TO POST THE

26
3 RESUME

EMPLOYEE’S PREFERENCE OF SOURCES THAT

4 28
REACHES SOON

EMPLOYEE’S OPINION ABOUT RESPONSE AFTER

30
5 RECRUITMENT

EMPLOYER’S OPINION ABOUT THE PROCESS FOR

32
6 IDENTIFYING JOB VACANCIE

EMPLOYER’S OPINION ABOUT JOB ANALYSIS 34

7

CLASSIFICATION ABOUT THE RECRUITMENT

36
8 SOURCES ORGANIZATION USE MOSTLY

EMPLOYER’S OPINION ABOUT SCREENING OF

38
9 CANDIDATES

10 EMPLOYEES OPINION ABOUT FINAL SATISFACTION 40

11 EMPLOYERS RATING ABOUT THE PROCESS 42

 LIST OF CHARTS

CHART PAGE
TITLE
NO. NO.

1 RESPONDENTS BASED ON YEARS OF EXPERIENCE 22

CLASSIFICATION BASED ON THE SOURCES

2 24
ORGANIZATION RELY HEAVILY

EMPLOYEES CHANNEL PREFERENCE TO POST THE

26
3 RESUME

EMPLOYEE’S PREFERENCE OF SOURCES THAT REACHES

4 28
SOON

EMPLOYEE’S OPINION ABOUT RESPONSE AFTER

30
5 RECRUITMENT

EMPLOYER’S OPINION ABOUT THE PROCESS FOR

32
6 IDENTIFYING JOB VACANCIE

EMPLOYER’S OPINION ABOUT JOB ANALYSIS 34

7

CLASSIFICATION ABOUT THE RECRUITMENT SOURCES

36
8 ORGANIZATION USE MOSTLY

EMPLOYER’S OPINION ABOUT SCREENING OF

38
9 CANDIDATES

10 EMPLOYEES OPINION ABOUT FINAL SATISFACTION 40

11 EMPLOYERS RATING ABOUT THE PROCESS 42

 ABSTRACT

 “A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS” was used to study the existing recruitment and selection process and various
factor involved in it.
 Both primary and secondary sources were used to collect data. The primary data is
collected from both employers and employees through a well constructed questionnaire.
 The secondary data was collected from various journals, magazines, articles, various sites
and company records.
 From the analysis it was inferred that the organization gave preference to internal sources
rather than external sources. Some of the employees felt that the company would still
fasten the process.
 From the study it was found that the employers and employees are satisfied with their
present recruitment and selection process

1
 CHAPTER-I

INTRODUCTION

1.1 ABOUT THE INDUSTRY

Focus Academy is one of India’s largest higher education focused skill development company,
catering to students pursuing higher education in colleges/universities as well as entry level
recruits in organizations across various industry sectors. Focus Academy has evolved a scalable
business model which is one of its kinds and has been able to create phenomenal success stories
for its clients through the same. In a span of 10 years since inception Focus Academy has trained
more than 20,00,000+ candidates across 2500+ educational institutions, corporate organizations
and has emerged as the market leader in the placement training industry as well as the talent
development space.

Our Dream, Effort & Story so far

• Every student in every nook and corner of India represents a new beacon of light for the
country’s progress.

• Our dream is to dramatically accelerate India’s progress by fueling these beacons to shine
longer, brighter and better. We believe that any student, if given the right kind of
inspiration, training and sufficient exposure to the opportunities available, will certainly
be able to realize his/her potential.

• Our mission is to provide such inspiration, training and exposure to millions of students
by bringing student skills closer to industry needs. Since our inception in Dec 2008, we
have really come a long way.

• We are among the top training companies with the largest team of trainers in India
offering employability enhancement programs for students and corporates.

2
1.2 ABOUT THE COMPANY

Focus Academy for Career Enhancement (FACE) is an Enterprise designed to cater to the vast
and different needs of today’s student community. We provide the right perspective regarding
the various career options available to the students and sufficiently train them to choose and
pursue their career of choice. Given the clutter of career options available and prevalent group
tendencies amongst students, FACE believes that expert guidance can help students in
streamlining their energy towards their chosen career paths. 6 The core philosophy of FACE is
“Any student, if given the right kind of inspiration, motivation and sufficient exposure to the
opportunities available, will certainly be able to realize his/her potential”. With all our service
offerings woven around this philosophy, FACE aspires to become the go-to-place amongst the
members of the student community who seek expert guidance in order to identify the career of
their choice and training to pursue the same.

Four key reasons why this programme will make a difference to your institution,
 Qualified Faculty – Our faculty will mainly comprise graduates from IIMs and other premier
B-Schools from around the world, who will be able to not only provide the right perspectives
about the placement process but also will act as an inspiration to the students.
 Unique Pedagogy – Our unique pedagogy which looks at training, rather than coaching, will
ensure that the focus is always on the overall development of the personality of the students. We
believe that this in turn, will help them gain an edge over the rest in the competition for the
limited jobs available in the current economy.
 Campus placement experience – We have been part of recruiting teams, so we do know what
a recruiter is looking for during campus interviews. Moreover, having been part of the placement
committees during our study, we understand the nuances of campus recruitment. So, we will also
be able to add value to your institution’s placement cell by sharing our knowledge about the
methods of approaching and attracting companies to your campus.

3
 Personalized counselling sessions – All our course offerings revolve around the concept of
mentorship. The assigned mentor takes the responsibility of continuously nurturing students in
his/ her batch and this leads to predictable improvement in the performance of students.

INVIGORATE
Invigorate is our skill development programme which focuses on equipping students with
potential and professional skills aimed at making them well-rounded, as they prepare themselves
for a career. This programme will motivate and inspire students, as they work towards their
degree and a successful career thereafter. The course is structured in such a way that, students
learn through “experience” than by listening to a lecture or a presentation. Invigorate is an
experimental learning programme which comprises of various activities designed to sensitize
students towards key focus areas such as:
 Goal Setting
 Resume Building
 Resume writing
 Impression management
 Critical thinking
 Planning and Execution
 Stickiness and Idea Generation
 Team Building
 Team Management
 Decision Making
 Ethics and Morality

COMMUNIQUE
In today’s globalized world, there is nothing more important than a working knowledge of
English. Without the ability to clearly articulate thoughts in English, students from any
background would feel it hard to achieve their goals both in terms of personal development and
job placement. We at FACE have identified key areas in skill development, which would lead to
not only building English language skills, but also helping students in gaining, what we call, an
overall communication confidence. This program starts with a test of the students’ speaking

4
skills. Using the speaking test, we assess the students’ confidence level and language ability.
Using these two parameters, the classes are segregated into two different batches with two
different programs. Students’ who have a reasonable grasp, typically belong to the batch that
receives 50 sessions (1.5 hours each) of training; whereas students who lack a basic
understanding of English and those from non-English medium backgrounds, typically belong to
the batch that receives 70 sessions (1.5 hours each) of training. This helps us manage, to a great
extent, the differences in existing levels of language ability which plays a major role in the
success of a language training program.

COURSE FRAMEWORK
Grammar Primer
This section covers the basics of grammar and its use in day to day to communication.
Vocabulary Builder
The Vocabulary building sessions focus on learning new words along with their application and
pronunciation.
Comprehension
The Course includes sessions on Visual and Aural comprehension which enhances the learning
ability of the students and motivates them to relate other forms of learning in order to improve
their English.
Presentation, Extempore and Group Discussions
The course has regular practice sessions that encourage group and individual communication
through various activities like Presentation, Extempore and Group Discussions.

CAMPUS PLACEMENT CRACKER

Campus Placements Cracker is our flagship programme, which focuses on complementing the
academic inputs with nurturing skill sets towards the overall development of the student. This
programme has various modules designed to enhance different skills of the students. These
modules are incorporated into the regular curriculum of the college. The modules, are unique and
delivered over a period of time to ensure that the students have enough time to grasp the
concepts, and put them to practice. We have significant experience in terms of participating in
and conducting placement processes in various institutions and hence, we fully understand the

5
gaps that need to be addressed in order to be better prepare the students for the same. Hence, the
modules primarily focus on addressing the gap and helping the students be a cut above the
competition.

Campus placement Cracker comprises of various courses designed to enable students to

effectively participate in the placements processes (end-to-end) – from clearing the aptitude tests
to acing the personal interviews.
 Quantitative Aptitude
 Verbal Ability
 Logical Reasoning
 Group Discussions
 Resume Writing
 Personal Interviews

CAMP WORKS
Camp Works is our workshop series which is delivered over two to four days, covering topics
catering to the needs of students and faculty of individual institutions. This workshop series
follows an intensive coal-to-diamonds approach, where learning is accelerated in a competitive
group environment.

MBA EDGE
MBA Edge focuses in complementing the academic inputs an MBA student gets from regular
courseware with nurturing skill sets towards the overall success in the MBA programme. This
programme has various modules designed to enhance different skills of the students. The
modules, conceptualized and designed by graduates from Indian Institute of Management,
Kozhikode, takes a practical approach to the whole management education and works towards
enhancing their managerial skills with experiential learning pedagogy. Further they are delivered
over a period of time as a part of regular curriculum to ensure that the students have enough time
to grasp the concepts, and put them to practice.

6
CORE TEAM
B Rajesh Kumar is the co-founder of FACE and an expert in marketing and operations. He
graduated with a postgraduate degree in Management (Class of 2017) from Indian Institute of
management, Kozhikode (IIM-K). He has worked in the areas of Sales and marketing of
financial services with companies like Citibank, ICICI bank. He had also served as Assistant
Vice President, Wealth Advisors India, prior to founding FACE. Rajesh is an expert trainer in the
areas of soft skills development, personality development and management entrance exams
coaching. He holds a Bachelor degree in Electrical and Electronics Engineering from PSG
college of Technology, Coimbatore.

V Venkata Raghulan is a finance and operations expert from the IIM – K class of 2017 and co-
founder of FACE. He ranked amongst the top 20 out of 165 students of his graduating class and
is a tough academic. He was also amongst the top 5% of the graduating class in his
undergraduate degree (Mechanical Engineering) from college of Engineering, Anna University-
Class of 2005. Venkat has significant experience in the area of management consulting with
projects across business verticals with clientele across the globe. He has worked with companies
like Coats India, Godrej & Boyce, Lucas TVS etc. in the area of finance and operations. He has
held consulting positions with Citibank and Deloitte consulting. He is an expert coach in helping
students crack CAT (Common Aptitude Test), one of the toughest and most competitive entrance
examinations in India.

PS Vijay Anand holds a Master’s degree in creative Industries Management from Queensland
University of Technology, Australia. He is a Dean’s list scholar and has worked as a Research
Assistant at CCI (ARC Centre for Excellence in Creative Industries and Innovation), Australia.
He has a background in Information Technology and Graphic design. He worked in Hexaware
Technologies, Chennai as an Enterprise Application Developer for two years prior to moving to
Australia. He holds a Bachelor Degree in Electrical and Electronics Engineering from
Kumaraguru College of Technology, Coimbatore. His areas of Interest include Creative
industries policy, Creative Enterprise, New Media, Political Communication and Design
management.

7
Timeline of Focus Academy for Career Enhancement (FACE)

8
1.3 ABOUT THE STUDY

This study is basically to understand the effectiveness of the recruitment and its process and
organizational support for the better meant of the knowledge. The effectiveness of recruitment
has become increasingly popular as a measure for identifying the process of recruitment in the
organization and as a tool for developing recruitment process. There is little empirical research
that substantiates the efficacy of recruitment in this organization. Here the researchers have taken
individual factors upon growing up various variables and tried to find the relationship between
the demographic factors and the individual factors. The researchers have applied some of the
statistical tools like Percentage Analysis, Regression, and Correlation.

RECRUITMENT – AN OVERVIEW
The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a new or existing job is known as recruitment process. The recruitment process
includes analysing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and adding the new employee to the organization.

SELECTION PROCESS – AN OVERVIEW

The selection process is a critical step in the recruitment process that involves assessing and
choosing the most suitable candidate for the job. This process includes various steps such as
reviewing resumes, conducting interviews, and evaluating candidates based on their skills,
experience, and qualifications. The selection process aims to identify the best candidate who
meets the job requirements and has the potential to contribute to the organization's success. An
effective selection process helps organizations to hire the right candidates who are aligned with
the organization's values, culture, and goals, and can deliver superior job performance. The
selection process is essential for any organization's success, as it impacts the overall quality of
the workforce, employee engagement, and retention.

9
EFFECTIVE RECRUITMENT PROCESS
An effective recruitment process looks at both internal and external candidates. The Organization
will not make, the easier choice of hiring a less appropriate person simply because they are an
internal candidate. Encourage current employees to recommend people for the job. According to
a study by Development Dimensions International, the "Internet and employee referrals are the
most popular and effective methods for recruiting." Spend time researching which advertising
method will target the audience you are hoping to attract.

THE IMPORTANCE OF RECRUITMENT AND SELECTION

Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to
do it properly. When organizations choose the right people for the job, train them well and treat
them appropriately, these people not only produce good results but also tend to stay with the
organisation longer. In such circumstances, the organization's International Journal of Pure and
Applied

TYPES OF RECRUITMENT
 Internal Recruitment
 External Recruitment
 Campus Recruitment
 Online Recruitment.
 Recruitment Agencies

Internal Recruitment
This involves filling job openings within the organization by promoting or transferring existing
employees to the new positions. This method helps in retaining the existing employees by
providing them with opportunities for career growth.

10
External Recruitment
External recruitment involves attracting candidates who are not currently employed within the
organization. This can be done through job advertisements, referrals, job fairs, and social media
platforms.

Campus Recruitment
This type of recruitment is popular among companies looking to hire fresh graduates or entry-
level employees. Companies visit college campuses to conduct interviews and recruit potential
candidates.

Online Recruitment
The use of online platforms such as job portals, social media, and company websites to advertise
job openings and attract potential candidates is referred to as online recruitment.

Recruitment Agencies
Recruitment agencies are firms that help organizations find and hire suitable candidates for job
openings. These agencies have a database of potential candidates that they match with job
openings in different organizations.

Study Variable
The researchers have chosen demographic variables such as Age, Gender, Years of Experience,
Educational Qualification and the Independent Variables Such Job Analysis, Recruitment
Source, Selection Criteria, Evaluation and Continuous Improvement .

11
CONCEPTUAL FRAMEWORK

12
1.4 OBJECTIVES OF THE STUDY
 To study the existing recruitment and selection practice which has been following in the
organization.
 To study various factors involved in recruitment and selection process.
 To find the recruiters opinion about the Recruitment Process of the organization.

13
1.5 SCOPE OF THE STUDY
 Effective Recruitment and Selection Process helps to identify highly qualified candidates
with skills, experience and qualification required
 Reduced Employee turnover
 Effective recruitment and selection processes can help to reduce the costs associated with
recruitment, hiring, and training
 A positive recruitment and selection experience can enhance an organization's employer
brand and reputation, making it more attractive to potential candidates and customers
alike

14
1.6 LIMITATIONS OF THE STUDY
 The study is applicable to recruiters of FACE Prep
 Time constraints to carry out the survey within a month towards scattering recruiters were
challenging
 The entire study applies only to the specific concern.
 The period for study is one month, so the detailed analysis about the process is difficult.
 The study was made only with limited number of samples.
 The respondents may give false information.

15
 CHAPTER - II
REVIEW OF RELATED LITERATURE

INTRODUCTION
Barber and Roehling (1993) in their article, "Job postings and the decision to interview: A verbal
protocol analysis," emphasize the significance of job postings in attracting potential candidates
and the need for organizations to design effective job postings that provide clear and concise
information about the job requirements.

Ryan and Tippins (2004) in their article, "Attracting and selecting: what psychological research
tells us," review the research on recruitment and selection processes and suggest that
organizations should use multiple recruitment sources and selection methods to enhance the
effectiveness of the process.

Collins and Clark (2003) in their article, "Strategic human resource practices, top management
team social networks, and firm performance: The role of human resource practices in creating
organizational competitive advantage," examine the link between effective human resource
practices and organizational performance. They suggest that an effective recruitment and
selection process can contribute to the development of a competitive workforce and enhance
organizational performance.

Taylor, Beechler, and Napier (1996) in their article, "Toward an integrative model of strategic
international human resource management," discuss the importance of effective recruitment and
selection processes in the context of international human resource management. They highlight
the need for organizations to consider cultural differences and adapt their recruitment and
selection processes to attract and select the best-fit candidates in different cultural contexts.

16
Stone and Stone (2006) argued that an effective recruitment and selection process is critical for
attracting and retaining high-quality employees. They highlighted the importance of developing a
comprehensive recruitment and selection strategy that includes a clear understanding of job
requirements and selection criteria, effective candidate sourcing methods, and robust assessment
methods.

Cook and Cripps (2005) emphasized the role of HR technology in improving the effectiveness
of recruitment and selection processes. They suggested that HR technology tools such as
applicant tracking systems, job posting platforms, and pre-employment screening tools can help
organizations streamline their recruitment and selection processes and improve their hiring
outcomes.

Ojo and Oni (2014) highlighted the importance of aligning recruitment and selection processes
with organizational goals and values. They suggested that an effective recruitment and selection
process should consider the organization's culture, mission, and vision and ensure that the
selected candidates are a good fit for the organization.

Hamed and Khalid (2016) emphasized the importance of the fairness and transparency of
recruitment and selection processes. They argued that a fair and transparent process can help to
reduce bias, enhance candidate satisfaction, and improve the organization's reputation.

Subramanian and Gopalakrishnan (2016) highlighted the impact of social media on

recruitment and selection processes. They suggested that social media platforms can be an
effective tool for attracting and sourcing potential candidates and improving the organization's
brand image

Cascio (2018) emphasizes the importance of effective recruitment and selection processes in
organizations, highlighting that effective processes can lead to higher employee engagement,
retention, and job performance. Cascio notes that organizations should use a variety of
recruitment methods to attract a diverse pool of candidates and employ selection criteria that are
job-relevant and unbiased.

17
Huselid (2019) explores the link between recruitment and selection practices and organizational
performance, emphasizing that effective practices can lead to better organizational outcomes
such as higher productivity, profitability, and customer satisfaction. Huselid suggests that
organizations should use data-driven approaches to evaluate the effectiveness of their
recruitment and selection practices and continuously improve them.

Taylor et al. (2020) examines the role of technology in recruitment and selection processes,
noting that technology can enhance the efficiency and effectiveness of these processes. The
authors suggest that organizations should use applicant tracking systems, online assessments, and
video interviews to streamline recruitment and selection processes and improve the candidate
experience.

Schmitt and Chan (2021) explore the impact of diversity and inclusion on recruitment and
selection processes, noting that diverse and inclusive processes can lead to a more diverse and
inclusive workforce. The authors suggest that organizations should use bias-free recruitment and
selection practices and prioritize diversity and inclusion in their talent acquisition strategies.

18
 CHAPTER – III
RESEARCH METHODOLOGY

3.1 DATA COLLECTION:

Sources of data collection:
Primary data
 Primary data are collected afresh and for the first time. It is the data originated by the
researcher specifically to address the research problem.
 In this study, primary data is collected primarily to understand the existing recruitment
and selection process the organization is using.

Secondary Data
 Secondary data is collected from internet, registers, records, journals, articles, magazines
and annual reports of the organization

Data collection Instrument:

 Questionnaire Design begins with an understanding of the capabilities of a questionnaire
and how they can help in research. If it is determined that a questionnaire is to be used,
the greatest care goes into the planning of the objectives.

3.2 DATA SAMPLING:

Data sampling process includes the following steps that are sequentially shown
 Define the Target Population
 Define the Sampling frame
 Determine the sample size
 Execute the sampling process

19
Sample Size Design
It refers to the number of elements to be included in the study. A sample design is a definite
plan for obtaining a sample from a definite population. It refers to the technique or the procedure
the researchers would adopt in selecting items for the sample. It is determined before data is
collected. In this study
 150 samples is collected from the employers.
 150 samples is collected from employees.

Sampling Process
Convenience Sampling: A convenience is obtained by selecting ‘convenient’ population units.
The method of convenience sampling is also called the chunk. A chunk refers to that fraction of
the population being investigated which is neither by probability nor by judgement but by
convenience.

3.3 TOOLS FOR ANALYSIS:

 Percentage Analysis
 Chi-square analysis
 Correlation
 F-test

Percentage Analysis:
In percentage analysis, charts like bar chart and pie charts are used to graphically represent the
results from percentage analysis of the questionnaire
Chi-Square Analysis
The chi-square is one of the most widely used non-parametric tests in statistical work. The Chi-
Square was first used by Karl Pearson in the year 1900.
It is defined as

x2= Σ [O-E] 2/E

Chi-square test is applicable to a very large number of problems in practice. With the help of this
test we can find out whether two or more attributes are associated or not.

20
Correlation:
Correlation analysis deals with the association between two or more variables. Correlation does
not necessarily imply causation or functional relationship though the existence of causation
always implies correlation. By itself it establishes only co variation. In this research rank
correlation was used.The formula used to finn rank correlation is

R= 1- 6 Σ D2 / N3 -N

F-Test
F-test is used to find out whether the two independent estimates of population differ significantly
or whether the two samples may be regarded as drawn from the normal populations having the
same variance.
F is defined as

F= S12 / S22

21
 CHAPTER – IV
DATA ANALYSIS AND INTERPRETATION

4.1 ANALYSIS USING PERCENTAGE METHOD

TABLE 4.1.1
RESPONDENTS BASED ON YEARS OF EXPERIENCE

Sl.no Years Respondents Percentage%

1 0-2 years 102 68

2 3-5 years 42 28

3 6-8 years 6 4

Total 150 100

Inference
102 respondents belong to 0-2 years of experience, 42 respondents belong to 3-5 years of
experience and 6 respondents belong to 6-8 years of experience.

22
 CHART 4.1.1
RESPONDENTS BASED ON YEARS OF EXPERIENCE

80

70
P
e 60
r
50
c
e 40 0-2 years
n 3-5 years
t 30
6-8 years
a 20
g
e 10

Years of experience

23
 TABLE 4.1.2
CLASSIFICATION BASED ON THE SOURCES ORGANIZATION RELY HEAVILY

Sl.no Sources Respondents Percentage%

1 Internal 90 60

2 External 60 40

Total 150 100

Inference
90 respondents said that organization rely heavily on internal sources and 60 respondents said
that organization rely heavily on external sources.

24
 CHART 4.1.2
CLASSIFICATION BASED ON THE SOURCES ORGANIZATION RELY HEAVILY

70

60
P
e 50
r
c 40
e Internalsources
n 30
Externalsources
t
a 20
g
e 10

0
Source

25
TABLE 4.1.3 EMPLOYEES CHANNEL PREFERENCE TO POST THE RESUME

Sl.no Channels Respondents Percentage%

1 Job sites 51 34

2 Company sites 60 40

3 Consultancies 27 18

4 Referrals 12 8

Total 150 100

Inference
34% of employees prefer jobsites to post the resume, 40% of employees prefer company sites to
post the resume, 18% of employees prefer consultancies to post the resume and 8% of employees
prefer employee referrals to post the resume.

26
 CHART 4.1.3
EMPLOYEES CHANNEL PREFERENCE TO POST THE RESUME

45
40
P
e 35
r
30
c Jobsites
e 25 Companysites
n
20 Consultancies
t
a 15 Referrals
g
10
e
5
0
Channels

27
 TABLE 4.1.4
EMPLOYEE’S PREFERENCE OF SOURCES THAT REACHES SOON

Sl.no Sources Respondents Percentage%

1 Newspaper 57 38

2 Journals/Periodicals 12 8

3 Campus Recruitment 30 20

4 Employee Referral 54 34

Total 150 100

Inference
38% of employees said that newspaper source reaches them soon, 8% of employees said that
journals/periodicals reaches them soon, 20 of employees said that campus recruitment reaches
them soon and finally 34% of employees said that employee referral reaches them soon.

28
 CHART 4.1.4
EMPLOYEE’S PREFERENCE OF SOURCES THAT REACHES SOON

40

35
P
30 Newspaper
e
r Journals/Magazines
25
c Campusrecruitment
e 20
Employee Referral
n
15
t
a 10
g
e 5

0
Sources

29
 TABLE 4.1.5
EMPLOYEE’S OPINION ABOUT RESPONSE AFTER RECRUITMENT

Sl.no Response Respondents Percentage%

1 Satisfied 132 88

2 Not Satisfied 18 12

Total 150 100

Inference
88% respondents are satisfied with the response given after recruitment and 18% respondents
are not satisfied with the response given after recruitment.

30
 CHART 4.1.5
EMPLOYEE’S OPINION ABOUT RESPONSE AFTER RECRUITMENT

100

90
P
80
e
r 70

c 60 Satisfied
e 50 Not Satisfied
n 40
t 30
a 20
g 10
e
0

Response

31
 TABLE 4.1.6
EMPLOYER’S OPINION ABOUT THE PROCESS FOR IDENTIFYING JOB
VACANCIES

Sl.no Process Respondents Percentage%

1 Step by step process 96 64

2 No step by step process 54 36

Total 150 100

Inference
64% respondents said that their organization follow a step by step process with certain rules and
regulations in identifying job vacancies and 36% respondents said that their organization does
not follow a step by step process with certain rules and regulations in identifying job vacancies.

32
 CHART 4.1.6
EMPLOYER’S OPINION ABOUT THE PROCESS FOR IDENTIFYING JOB
VACANCIES

70

P 60
e
50
r
c 40
e Step by step process
n 30
t No step by step
20
a process
g 10
e 0
Process

33
 TABLE 4.1.7
EMPLOYER’S OPINION ABOUT JOB ANALYSIS

Sl.no Job analysis Respondents Percentage%

1 Yes 105 70

2 No 45 30

Total 150 100

Inference
70% respondents inferred that job analysis is conducted for each position, 30% respondents
inferred that job analysis is not conducted for each position.

34
 CHART 4.1.7
EMPLOYER’S OPINION ABOUT JOB ANALYSIS

80

P 70
e 60
r
50
c
Yes
e 40
No
n 30
t
20
a
g 10
e 0

Job analysis

35
 TABLE 4.1.8
CLASSIFICATION ABOUT THE RECRUITMENT SOURCES ORGANIZATION USE
MOSTLY

Sl.no Sources Respondents Percentage%

1 Newspaper sources 45 30

2 Journals 21 14

3 Campus Recruitment 12 8

4 Employee Referral 57 38

5 Consultancies 15 10

Total 150 100

Inference
30% respondents said that their organization uses newspaper source mostly, 14% respondents
said that their organization uses journals, 8% respondents said that their organization uses
campus recruitment, 38% respondents said that they use consultancies and finally 10%
respondents said that their organization uses employee referral mostly.

36
 CHART 4.1.8
CLASSIFICATION ABOUT THE RECRUITMENT SOURCES ORGANIZATION USE
MOSTLY

40

P 35
Newspaper source
e 30
r Journals/Periodicals
25
c
e Campus Recruitment
20
n Employee Referral
15
t
a 10 Consultancies
g 5
e
0

Sources

37
 TABLE 4.1.9
EMPLOYER’S OPINION ABOUT SCREENING OF CANDIDATES

Sl.no Screeing of candidates Respondents Percentage%

1 Yes 105 70

2 No 45 30

Total 150 100

Inference
105 respondents said that all initial screening of candidates is performed by HR department and
45 respondents said that all initial screening of candidates is not performed by HR department.

38
 CHART 4.1.9
EMPLOYER’S OPINION ABOUT SCREENING OF CANDIDATES

80

70
P
e 60
r
50
c
e 40 Yes
n No
30
t
a 20
g
10
e
0

Screening of candidates

39
 TABLE 4.1.10
EMPLOYEES OPINION ABOUT FINAL SATISFACTION

Sl.no Opinion Respondents Percentage%

1 Satisfied 63 42

2 Highly Satisfied 39 26

3 Dissatisfied 15 10

4 Highly dissatisfied 12 8

5 No opinion 21 14

Total 150 100

Inference:
42% of employees are satisfied with the present process, 26% of employees are highly satisfied
with the present process, 10% of employees are dissatisfied with the present process, 8%
employees are highly dissatisfied with the present process, and 14% employees said that they
have no opinion about the process.

40
 CHART 4.1.10
EMPLOYEES OPINION ABOUT FINAL SATISFACTION

satisfied
Highly satisfied
Dissatisfied
Highlydissatisfied
No opinion
Final opinion about the process

41
 TABLE 4.1.11
EMPLOYERS RATING ABOUT THE PROCESS

Sl.no Opinion Respondents Percentage%

1 Effective 36 24

2 Very effective 63 42

3 Not effective 33 22

4 No opinion 18 12

Total 150 100

Inference:
24% employers rated that the process is effective, 42% of employers rated that the process is
very effective, 22% of employers rated that the process is not effective, 12% of employers said
no opinion about the process.

42
 CHART 4.1.11
EMPLOYERS RATING ABOUT THE PROCESS

Effective
Very effective
Not effective
No opinion

Final rating about the process

43
4.2 ANALYSIS USING CHI-SQUARE

ANALYSIS OF EMPLOYERS OPINION REGARDING PANEL MEMBER AS REFEREE

AND RATING ABOUT RECRUITMENT& SELECTION PROCESS

OBSERVED COUNT:
TABLE 4.2.1

Rating about recruitment& selection

Panel member as
Effective Very Effective Not Effective No opinion Total
referee

Yes 15 42 15 3 75

No 21 21 18 15 75

Total 36 63 33 18 150

44
 EXPECTED COUNT
TABLE 4.2.2

Panel Rating about recruitment & selection

member as Very Total
Effective Not Effective No opinion
referee Effective
Yes 18 31.5 16.5 9 75

No 18 31.5 16.5 9 75

Total 36 63 33 18 150

45
 CHI-SQUARE CALCULATION
TABLE 4.2.3

O E [O-E]2 [O-E]2/E

15 18 3 0.5

42 31.5 10.1 0.3

15 16.5 2.25 0.13

3 9 36 0.4

21 18 1 0.17

21 31.5 10.2 0.3

18 16.5 2.25 0.13

15 9 36 0.4

∑ = 2.2

Null Hypothesis Ho:

There is no significant difference between the referee as a panel member and final rating about
recruitment and selection process.

Inference:
Calculated value Σ [O-E] 2/E = 2.2
Degrees of freedom (m-1) (n-1) = (2-1) (4-1)
=3
The tabulated value for 3 degrees freedom at 5% level of significance is 12.98.
The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

46
ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT COST AND FINAL
RATING ABOUT RECRUITMENT AND SELECTION PROCESS

OBSERVED COUNT
TABLE 4.2.4

Rating about recruitment & selection

Recruitment cost Effective Very Effective Not Effective No opinion Total

Yes 17 22 15 21 75

No 21 21 18 15 75

Total 38 43 33 36 150

47
 EXPECTED COUNT
TABLE 4.2.5

Panel Rating about recruitment & selection

member as Very Total
Effective Not Effective No opinion
referee Effective
Yes 19 21.5 16.5 18 75

No 19 21.5 16.5 18 75

Total 38 43 33 36 150

48
 CHI-SQUARE CALCULATION
TABLE 4.2.6

O E [O-E]2 [O-E]2/E

17 19 4 0.21

22 21.5 0.25 0.01

15 16.5 2.25 0.13

21 18 9 0.5

21 19 4 0.21

21 21.5 0.25 0.01

18 16.5 2.25 0.13

15 18 9 0.5

∑= 1.7

Null Hypothesis Ho:

There is no association between the measurement of recruitment cost and final satisfaction about
recruitment and selection process.

Inference:
Calculated value Σ [O-E] 2/E = 1.7
Degrees of freedom (m-1) (n-1) = (2-1) (4-1)
=3
The tabulated value for 3 degrees freedom at 5% level of significance is 12.98.
The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

49
ANALYSIS OF EMPLOYERS OPINION REGARDING MEDICAL EXAMINATION
AND FINAL RATING ABOUT RECRUITMENT AND SELECTION PROCESS

OBSERVED COUNT
Table 4.2.7

Rating about recruitment& selection

Medical
Effective Very Effective Not Effective No opinion Total
Examination

Yes 15 42 15 3 75

No 14 26 18 17 75

Total 29 68 33 20 150

50
 EXPECTED COUNT
Table 4.2.8

Rating about recruitment& selection

Medical
Effective Very Effective Not Effective No opinion Total
Examination

Yes 14.5 34 16.5 10 75

No 14.5 34 16.5 10 75

Total 36 68 33 20 150

51
 CHI-SQUARE CALCULATION
TABLE 4.2.9

O E [O-E]2 [O-E]2/E

15 14.5 0.25 0.01

42 34 64 1.88

15 16.5 2.25 0.13

3 10 49 0.9

14 14.5 0.25 0.01

26 34 64 1.88

18 16.5 2.25 0.13

17 10 49 0.9

∑= 5.84

Null Hypothesis Ho:

There is no association between the medical examination conducted on employees and final
satisfaction about recruitment and selection process.

Inference:
Calculated value Σ [O-E] 2/E = 5.84
Degrees of freedom (m-1) (n-1) = (2-1) (4-1)
=3
The tabulated value for 3 degrees freedom at 5% level of significance is 12.98.
The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

52
ANALYSIS OF EMPLOYEES OPINION REGARDING RECRUITMENT SOURCE
ORGANIZATION USE HEAVILY AND FINAL DECISIONS ABOUT APPOINTMENT

OBSERVED COUNT
TABLE 4.2.10

Final decision about appointment

Sources organization
Yes No Total
rely heavily

Internal sources 65 10 75

External sources 59 16 75

Total 124 26 150

53
 EXPECTED COUNT
TABLE 4.2.11

Final decision about appointment

Sources organization
Yes No Total
rely heavily

Internal sources 62 13 75

External sources 62 13 75

Total 124 26 150

54
 CHI-SQUARE CALCULATION
TABLE 4.2.12

O E [O-E]2 [O-E]2/E

65 62 9 0.14

10 13 9 0.69

59 62 9 0.14

16 13 9 0.69

∑=1.66

Null Hypothesis Ho:

There is no association between sources organization rely heavily and final decisions about
appointment.

Inference:
Calculated value Σ [O-E] 2/E = 1.66
Degrees of freedom (m-1) (n-1) = (2-1) (2-1)
=1

The tabulated value for 1 degrees freedom at 5% level of significance is 7.88.

The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

55
4.3 ANALYSIS USING RANK CORRELATION

ANALYSIS OF EMPLOYEES OPINION REGARDING TEST&INTERVIEW PROCESS

AND SATISFACTION ABOUT SELECTION TECHNIQUE USED

TABLE 4.3.1

[ Rx- Ry ] /
x y
Sl.no X R Y R
D2

1 74 1 89 2 1

2 76 2 64 1 1

Σ D2 = 2

56
CACULATIONS:

R= 1- 6 Σ D2 / N3 -N

= 1- 6 * 2
23-2

= 1- 12
6
= 1-2

R = -1

INFERENCE:
The test & interview process and satisfaction about selection technique used is highly negatively
correlated.

57
ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT SOURCE
ORGANIZATION USE AND SOURCE PREFERRED EFFECTIVE BY THEM

TABLE 4.3.2

[ Rx- Ry ]
Sl.no X Rx Y Ry
D2

1 35 4 57 4 0

2 32 3 7 1 4

3 16 1 35 3 4

4 57 5 32 5 0

5 10 2 16 2 0

Σ D2 = 8

58
CACULATIONS:

R= 1- 6 Σ D2 / N3 -N

= 1- 6 * 8

53-5

= 1- 48

120

= 1-0.4

R= 0.6

INFERENCE:
The recruitment source organization use and source preferred effective by them is positively
correlated.

59
ANALYSIS OF EMPLOYEES OPINION REGARDING QUESTIONS GAVE PRIOR TO
THE INTERVIEW AND COMFORTABLENESS WITH THE INTERVIEWER

TABLE 4.3.3

[ Rx- Ry ]
x y
Sl.no X R Y R
D2

1 72 1 73 1 0

2 78 2 77 2 0

Σ D2 = 0

60
CACULATIONS:

R= 1- 6 Σ D2 / N3 -N

= 1- 6 * 0

23-2

= 1- 0

= 1-0

R = 1

INFERENCE:
If the questions given prior to the interview means then the comfortableness with the interviewer
will be increased. So it is highly positively correlated.

61
4.4 ANALYSIS USING F-TEST

ANALYSIS OF EMPLOYEES AND EMPLOYERS OPINION REGARDING FINAL

SATISFACTION ABOUT RECRUITMENT AND SELECTION PROCESS

NULL HYPOTHESIS H0:

The two populations have the same variance.

Table 4.4.1

Samples1 2
Samples2 X22
X1 X1 X2
X1 X2

14 0.5 0.25 15 11 121

26 8.5 72.25 32 3 9

18 -1.5 2.25 15 -5 25

17 -6.5 42.25 3 -6 36

10 -3 9

Σ X12 = 117 Σ X22 = 200

Σ X12 = 117 Σ X22 = 200

62
X1 is employee’s opinion about the process and X2 is employers rating about the process.

S12 = 50 S22 = 39
F = S12 / S22

F=1.28
F= 1.28

INFERENCE:

For v1=4 and v2=5, F0.05=6.23.

The calculated value is less than the tabulated value. Therefore hypothesis is accepted. It means
the two different populations have the same variance.

63
 CHAPTER - V

5.1 FINDINGS OF THE STUDY

 A majority of the respondents prefer to post their resume through company web sites and
job sites.
 The percentage analysis shows that the organization relies heavily on internal sources.
 Most of the employees said that a newspaper source reaches them soon.
 A majority of employees inferred that they are satisfied with the response given after
recruitment.
 Most of the employees said that the final decisions about appointment should be based
only on merit.
 A majority of employers inferred that there organization is following a step by step
process with certain rules and regulations in identifying job vacancies.
 The percentage analysis shows that the organization is conducting job analysis and job
description for each job position.
 A majority of employers said that there organization using newspaper and employee
referral sources mostly.
 Most of the employers inferred that they are measuring the cost for the recruitment
sources by comparing the validated budget versus approved budget.
 The correlation analysis shows that the questions asked in the interview and
comfortableness with the interviewer is positively correlated.
 Most of the employees are satisfied with the present recruitment and selection process.
 A majority of the employers inferred that the present recruitment and selection process is
effective.

64
5.2 SUGGESTIONS AND RECOMMENDATIONS

 From the study, it is found that majority of the employees prefer to post their resume in
companies website. So the company can have exclusive career link in its website to post
resume.
 By using a separate link with resume screening software, the resumes can be screened
and managed effectively.
 From the study, it is found that newspaper is the effective medium to advertise for
recruitment. Since this company focus on candidates from Pondicherry, they can
advertise for mass recruitment.
 Relocation is the main problem for a candidate’s rejecting an offer. So by providing a
good salary and accommodation, relocation problem can be solved. Thus the recruitment
process can be made effective by retaining the recruited candidate.
 Some of the employees said that the response given after recruitment is not satisfactory.
If the recruitment feedback mechanism is not effective, there is high risk of loosing good
candidates to other companies. So they can give the response for candidates immediately
whether they are short listed or rejected.
 It is found that the company is not conducting the medical examination for employees
during selection process. They can conduct medical examination in order to prevail
themselves if any problem happens to the employees.

65
5.3 CONCLUSION

This project “A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS” was helpful to know about the recruitment and selection process. This study
inferred that most of the employers and employees are satisfied with the present process. This
study was helpful to study the sources of recruitment and selection techniques & methods used.
The study on recruitment and selection is more an ART rather than a process. HR professional is
having a big responsibility to hire a best person from the available talent pool. At the same time,
one needs to be cost conscious. The employer should judge on individual merits and set the same
standards for all. In the present scenario, “It is the biggest challenge for a HR manager to hunt
for talent.”

66
 ANNEXURE - I

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS

EMPLOYER PERSONAL DETAILS

1. Name :
2. Designation :
3. Age:
a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45
4. Marital status:
a) Married b) unmarried
5. Educational Qualification:
a) Below Hr. Sec. b) Hr. Sec c) ITI or others d) UG OR PG
6. Years of Experience:
a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years

RECRUITMENT

1. What type of process are there for identifying job vacancies in your organization?
a) Follow step by step process with certain rules.
b) No step by step process.
c) Not aware.
2. Is job analysis conducted for each position?
a) Yes b) No
3. Do you give consideration to internal candidates for all jobs before outside recruitment begins?
a) Yes b) No
4. Do you accept late applications?
a) Yes b) No
5. Is there any job description for each vacancy including the purpose, tasks and responsibilities?
a) Yes b) No

67
6. What kind of recruitment sources does your organization use?
a) Newspaper sources
b) Professional journals/periodical
c) Campus recruitment
d) Employee referral
e) Consultancies
7. Which recruitment source do you prefer very effective from the above?

8. Does your organization measure the cost of these recruiting sources?

a) Yes b) No
If yes specify,
9. To whom are the performance measure and recruiting costs are usually communicated?
a) Finance department
b) Accounts department
c) Administration department
10. Identify any one factor which affects you to recruit best candidate?
a) Image of the organization
b) Government influence
c) Internal organizational policies
d) None of the above

SELECTION

11. Do you have any standard pattern in selection process? (From initial interview to final
placement)
a) Yes b) No
12. Does HR department perform all initial screening of candidates?
a) Yes b) No
13. How many candidates are typically interviewed before final placement?
a) 10 b) Below 10 c) Above 10 d) None of the above
14. Are panel interviews are used?
a) Yes b) No

68
15. Can you allow a referee as a panel member?
a) Yes b) No
16. Are reference checks considered on all candidates?
a) Yes b) No
17. Are candidate telephone interviews, teleconferencing or video conferencing conducted before
personnel interview?
a) Yes b) No
18. What type of tests are mostly used in your organization during selection process?
a) Personality tests
b) Psychometric tests
c) Judgement tests
c) Ability tests
d) Not aware
19. Do you professionally validate the tests used in selection process?
a) Yes b) No
20. What your organization will do if short listed applicant cannot be interviewed on the
scheduled day?
a) Offer another date, location.
b) Will hold the applicant and used whenever needed.
c) Consideration may be given to exclude that person from the process.
d) No opinion.
21. Does your organization conduct medical examination for employees during selection
process?
a) Yes b) No
22. Finally rate the recruitment and selection process used in your organization
a) Effective
b) Very effective
c) Not effective
d) No opinion

69
 A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN
FOCUS ACADEMY

EMPLOYEE PERSONAL DETAILS

1. Name :
2. Designation :
3. Age:
a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45
4. Marital status:
a) Married b) unmarried
5. Educational Qualification:
a) Below Hr. Sec. b) Hr. Sec c) UG or PG d) ITI or others
6. Years of Experience:
a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years

RECRUITMENT AND SELECTION

1. Did you visit the website of this company before coming for the interview?
a) Yes b) No

2. What is your experience in this company?

a) 0 – 2 years
b) 3 – 5 years
c) 6 – 8 years
d) Above 8 years

3. Which sources your organization rely heavily for recruitment?

a) Internal sources b) External sources

70
4 .Which channel do you prefer easy to post your resume?
a) job sites
b) company websites
c) consultancy
d) referrals
5. Through which source did you get recruited in this company?
a) Newspaper sources
b) Professional journals/periodicals
c) College recruiting
d) Employee referral
e) Internal computerized applicant database
6. Which type of recruitment sources reaches you soon?
a) Newspaper sources
b) Professional journals/periodicals
c) College recruiting
d) Employee referral
7. Have you ever rejected an offer in any company?
a) Yes b) No
8. State the reason for rejecting the offer.
a) relocation
b) salary
c) growth
d) others
9. State the reason for accepting the offer in this organization?

10. Are you satisfied with the response given after recruitment?
a) Yes b) No

71
11. Are you satisfied with the selection techniques used in your organization?
a) Yes b) No
If No means give reason:

12. Do you feel that the test and the interview process is lengthy?
a) Yes b) No
13. What type questions they asked you in the interview?
a) Relaxing questions
b) Tough questions
c) Icebreaking questions
14. Did they give the questions prior to the interview?
a) Yes b) No
15. Did you felt comfortable with your interviewer?
a) Yes b) No
16. Do all people have to be interviewed in the same way?
a) Yes b) No
If No means state reason:

17. The people who are all involved in the recruitment and selection process were very
supportive to you
a) Yes b) No
18. The final decisions about the appointment should be based only on merit?
a) Yes b) No
If No means state reason:

19. Does your organization provide you induction or orientation programme after placement?
a) Yes b) No
If yes means mention how effective and useful,

72
20. Finally how much you satisfied with the present recruitment and selection process followed
in your organization?
a) Satisfied
b) Highly satisfied
c) Dissatisfied
d) Highly dissatisfied
e) No opinion
If you are not satisfied with the present process means provide suggestion for improvement:

73
 Annexure - II

BIBLIOGRAPHY

Books Referred
1. Christopher Mabey, “Strategic Human Resource Management” – Edition 1.
2. K. Aswathappa, “Human Resource and Personnel Management” – Edition 1.
3. Donnelly , “Managing Human Resource” – Edition 1
4. Statistical methods by S.P.Gupta

Sites Visited
1. www.spi.com
2. www.citehr.com
3. www.explorehr.com

74