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A PROJECT
ON
RECRUITMENT AND SELECTIONRECRUITMENT AND SELECTION
ININ
HYDERABADHYDERABAD
SUBMITTED BY
K.NIRMALA JYOTHIK.NIRMALA JYOTHIM.B.A. (HR)
UNDER THE GUIDANCE OF
Mr. R. RAMANJAN REDDY
In partial fulfillment of
MASTER OF BUSINESS ADMINISTRATION
PADALA RAMA REDDI COLLEGE OF COMMERCE AND MANAGEMENT
NARSINGI,HYDERABAD
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DECLARATION
I hereby declare that this Project Report titled RECRUITMENT AND
SELECTION IN EDIFICE IT SOLUTIONS submitted by me to the Department of
Business Management, O.U., Hyderabad, is a bonafide work undertaken by me and it is not
submitted to any other University or Institution for the award of any degree diploma /
certificate or published any time before.
Name and Address of the Student Signature of the student
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CERTIFICATION
This is to certify that the Project Report title RECRUITMENT AND SELECTION
IN EDIFICE IT SOLUTIONS submitted in partial fulfillment for the award of MBA
Programme of Department of Business Management, O.U. Hyderabad, was carried out by
K.NIRMALAJYOTHI under my guidance. This has not been submitted to any other
University or Institution for the award of any degree/diploma/certificate.
Name and address of the Guide Signature of the Guide
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ACKNOWLEDGEMENT
I express my deep sense of gratitude to my manager Human Resources for
providing me an opportunity to do project work in EDIFICE IT
SOLUTIONS
I am grateful to Mr. PADALA SRINIVAS REDDY, Principal, PADALA
RAMI REDDY COLLEGE OF COMMERCE AND MANAGEMENT for
his encouragement in this academic pursuit.
I am greatly indebted to MR.R.RAMANJAN REDDY Internal Guide, PRR
COLLEGE OF COLLEGE AND MANAGEMENT, for his valuable
guidance and encouragement throughout the project.
I would also like to take this opportunity to thank all the people to extend
their immense help to complete my project work.
(K.NIRMALA JYOTHI)
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CONTENTS
CHAPTERS NAME OF TOPIC PAGE NO
1 INTRODUCTION 6-10
2 RESEARCH METHODOLOGY 11-13
3 COMPANY PROFILE 14-29
4 LITERATURE REVIEW 29-50
5 RECRUITMENT AND SELECTION ATEDIFICE IT SOLUTIONS
51-53
6 DATA ANALYSIS AND
DATA INTERPRETATION
54-65
7 FINDINGS ,SUGGESTIONS AND
CONCLUSIONS
66-69
ANNEXURES
QUESTIONNAIRE
BIBLIOGRAPHY
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CHAPTER-I
INTRODUCTION
Recruitment & Selection:
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Recruitment is the set of activities takes place in an organization to attract job candidates
possessing the appropriate characteristics to help the organization reach its objectives. It
involves seeking and attracting a pool of people from where suitable qualified candidates
can be chosen for vacancy. The basic purpose is to collect a group of potentially qualified
people. Selection is the process of finding out the most suitable candidates for the suitable
job. After identifying the sources of manpower, searching for prospective employees and
stimulating them to apply for jobs in the organization, the management has to perform the
function of selecting the right employees at the right time and at the right post.
Recruitment refers to the process of screening, and selecting qualified people for a job at a
group. While generalist managers or administrators can undertake some components of
organization or firm, or for a vacancy in a volunteer-based organization or community therecruitment process, mid- and large-size organizations and companies often retain
professional recruiters or outsource some of the process to recruitment agencies. External
recruitment is the process of attracting and selecting employees from outside the
organization.
The recruitment industry has four main types of agencies: employment agencies,
recruitment websites and job search engines, "headhunters" for executive and professional
recruitment, and in-house recruitment. The stages in recruitment include sourcing
candidates by advertising or other methods, and screening and selecting potential
candidates using tests or interviews.
Recruitment Vs Selection
Both recruitment and selection are the two phases of the employment process. The
differences between the two are:
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1. Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organisation WHEREAS selection
involves the series of steps by which the candidates are screened for choosing the
most suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to
enable the selection of best candidates for the organisation, by attracting more and
more employees to apply in the organisation WHEREAS the basic purpose of
selection process is to choose the right candidate to fill the various positions in the
organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to
apply WHEREAS selection is a negative process as it involves rejection of the
unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human resources
WHEREAS selection is concerned with selecting the most suitable candidate
through various interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS
selection results in a contract of service between the employer and the selected
employee.
OBJECTIVES OF THE STUDY:
The objectives of the project study include :
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To know the various sources of recruitment and their availability at EDIFICE IT
SOLUTIONS.
To obtain the feed back of the employees about the recruitment and selection
procedures followed in the company.
To review the recruitment process and to make improvements to the forthcoming
recruitment programs at EDIFICE IT SOLUTIONS.
To find out the effectiveness of the selection procedure at EDIFICE IT
SOLUTIONS.
To know various methods of selection procedures by EDIFICE IT SOLUTIONS.
To suggest measures accordingly.
SCOPE OF THE STUDY
The scope of the study includes the following aspects of recruitment and selection
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The feed back of an employee.
Proper utilization of human resource planning.
Effectiveness of recruitment process and techniques.
The selection procedure is effective or not.
Cost effectiveness.
LIMITATIONS
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The superior may not dedicate much time to fill up the questionnaire which results
in not so authentic data or information.
The employees may not reveal the secrets of the company.
As the questionnaire is restricted to only 12 questions, the study could not cover
the other aspects of the topic
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CHAPTER-II
RESEARCH METHODOLOGY
METHODOLOGY
The recruitment and selection process followed in Edifice IT Solutions is comparatively
well defined. Most of the candidates are recruited through Employee Reference and
Consultancy. Candidates selected are given a probationary period. The suggestions drawn
through the project study are like before posing the candidates to personal interviews, tests
like aptitude, achievement, situational, interest, group discussion and personality
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development interview should be conducted. This helps the company in retaining
employees for long time.
Overall manpower planning in Edifice IT Solutions is conducted
systematically and selection procedure is done through experts. This makes the company to
lower the employee turnover at the same time developing the selected candidates for future
organizational goals.
SOURCE OF INFORMATION:
Source of data is both primarily and secondary data were gathered and utilized for
the study of recruitment and selection. To elicit the primary data for proposed study a well,
designed questionnaire is used for independence. The statements cover the aspects
recruitment and selection and associated issues. Personal interviews are taken with
respondents to strength the information.
DATA ANSLYSIS:
The recruitment and selection data are analyzed using basic parametric techniques
such as percentages and average etc., wherever they are required.
SAMPLE SIZE: The well structured questionnaires with a sample size of 100 employees
are taken for the purpose of study of recruitment and selection process in organization.
The sample was selected randomly.
SOURCES OF DATA:
1. Primary data
2. Secondary data
3. Analysis of data
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Primary data is collected in order to avoid any mistakes due to transcription
which may arise when collected through secondary sources. The data is
collected by questionnaire method.
Secondary data is collected from the companies reports, manuals and
brochures. Through company records,books, HR reports etc.
SAMPLING PROCEDURE:
The sampling method used was random sampling. The sampling method was used
because of lack of time and lack of knowledge about the universe. The sample size wasfixed to 100 respondents; the sampling procedure is response form.
STATISTICAL TOOLS USED: PIE CHART:
PERCENTAGE ANALYSIS:
In this research, various percentages are identified in the analysis and they are presented
pictorially by way of bar diagrams and pie charts in order to have a better quality.
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CHAPTER- III
COMPANY PROFILE
Edifice IT Solutions is a consulting and outsourcing company with clear vision. With a
team of highly experienced professionals, providing consulting services, education &
training services, project management support and staffing services to diverse industry
sectors. It includes management consulting, competency development & training on project
& process management, tools & technology solutions and on-site & off-site services.
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Because ours is a primarily outsourcing company having access to a large pool of IT
professionals, we provide a cost-effective way of completing projects on time and budget.
Be it an individual product or service or outsourcing an entire IT department, Edifice has
people who can help.
Building products and providing leading edge software development services to small and
medium business that are expanding or transitioning is our specialty. Our team of
outsourcing technical experts will help in delivering innovative IT solutions to help meet
your companys goals at a greater value.
Being a primary user of Microsoft technologies, we specialize in developing web based
applications for qualitative and effective usage. We also provide application maintenance
and support for your developed product in this rapidly changing technology environment.
Edifice IT Solutions is an exciting and rapidly growing IT consulting firm. We are always
on the look out for talented professionals who are seeking a dynamic career in professional
services. If you are a skilled software engineer who can combine in-depth IT expertise with
strong industry background and have relevant experience in one or more of the following
areas, we'd love to hear from you. Edifice offers a challenging work atmosphere for
continual learning and growth. With a culture focused on technical excellence, we look for
self-motivated software engineers who love their profession and consider the challenges of
work its own reward. With remuneration that matches any in the industry, we try to make it
a fun and rewarding place to work.
EIS(Edifice IT Solutions) understanding business domains that create new avenues for the
innovative application of IT solutions is one of the vital strengths the team at Edifice
Technologies strives to continually increase. Combining this deepest understanding of
various technologies, Edifice Technologies delivers a range of services that are innovative
in design, way they are developed and way they perform - enabling its clients not only in
achieving the intended benefits out of the application developed but also in utilizing the
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developed application as a source continually generating sustainable advantages.
EIS was founded by professionals with years of experience in software engineering,
Training, management and consulting.
EIS intelligence maturity as well as the capability of continuous process improvement is a
key to meeting clients' requirements within the shortest possible time frame. Also,
Edifices talented pool of software engineers and high technology infrastructure at the
development center are providing substantial support in providing timely services to the
global client. As a result the clients are able to get the maximum cost advantage since
Edifice's development practices are focused on maximizing performance of various stages
of software development lifecycle to directly arrive at a favorable cost structure for the
client.
EIS offer comprehensive, end-to-end software solutions and services. Its services
encompass a broad technology spectrum, catering to leading international companies
across the globe
.
SERVICES:
OFFSHORE & OUTSOURCING:
Edifice IT Solutions is an offshore software development company that offers
programming, design, and consulting services to a wide range of industries and business
areas. Working with you continuously, we are able to execute a project from a mere
concept to the final, polished solution. Our highest quality services are driven by the
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customer's comfort, cost benefits, schedule and budget targets, and confidentiality and
security issues.
EIS has a list of distinguished clients and Edifice is committed to establish and maintain
long \ standing partnerships with the clients, where they obtain professionally crafted
products and services on par with global industry standards.
Many of our clients have progressed in achieving their goal easily and successfully with
Edifice as their technology partner. We actively promote Project Management culture,
methodology and best practices worldwide.
You would agree that managing project has become very crucial in this competitive
business scenario. And managing scope of the projects within time, cost and quality
constraints is the challenge.
Our philosophy is to utilize knowledge to provide value-addition to our clients. Our team
provides solutions & services to clients with a globally accepted methodologies, tools &
techniques based on extensive industry experience.
We play an important role in the making difference in our clients projects & operations by
our active participation. We help organizations to align their strategic objectives with day-
to-day operations by streamlining management processes, optimizing teams productivity
and effective application of tools & techniques
BUSINESS CONSULTING:
Edifice IT Solutions strategic business consulting services focus on enhancing
business performance of its clients by streamlining processes, reducing
organizational risk and leveraging the global sourcing / outsourcing organizational
model. We have worked with clients in a wide range of industries to help them
leverage the strengths of IT to optimize their business performance and produce
value driven results. We specialize in helping organizations grow their businesses
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and their bottom line. Optima's services deliver a solution designed to meet our
clients business and technology needs.
Our expertise is focused on:
Optimizing applications and workload where we help our clients align
applications to business strategy, prioritize critical work requests and plan internal
resources
Improving productivity where we help our clients redesign processes to work
more efficiently, and design and institutionalize metrics for process improvements
Ensuring effective outsourcing where we help our clients assess outsourcing
suitability of applications and infrastructure, design governance structure to manage
relationship issues in global outsourcing and manage organizational change
involved in an outsourcing initiative
Process improvement & implementation We implement diagnostics to identify
process improvement opportunities and work extensively with our clients to
implement changes in their business process.
Managing operational risk We facilitate design and development of processes
and architecture to support improved operational risk management
Outsourcing consulting and health check To assist outsourcing decisions we
develop cost analysis, risk analysis, business case and transition options.
Change management and re-organization The design and management of the
organization and HR transition programs are reworked to incorporate outsourcing
requirements.
Managing / governing offshore resources We analyze and design an effective
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program management office, identify skills, capabilities, roles, and responsibilities
that are essential elements in managing offshore resources and policy.
PROJECT MANAGEMENT:
Project management is the discipline of organizing and managing resources in such a way
that these resources deliver all the work required to complete a project within defined
scope, time, and cost constraints. A project is a temporary and one-time endeavor
undertaken to create a unique product or service. This property of being a temporary andone-time undertaking contrasts with processes, or operations, which are permanent or semi-
permanent ongoing functional work to create the same product or service over-and-over
again. The management of these two systems is often very different and requires varying
technical skills and philosophy, hence requiring the development of project management.
The first challenge of project management is ensuring that a project is delivered within the
defined constraints. The second, more ambitious, challenge is the optimized allocation and
integration of the inputs needed to meet those pre-defined objectives. The project,
therefore, is a carefully selected set of activities chosen to use resources (time, money,
people, materials, energy, space, provisions, communication, quality, risk, etc.) to meet the
pre-defined objectives.
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Project control systems:
Project control is that element of a project that keeps it on-track, on-time, and within
budget. Project control begins early in the project with planning and ends late in the project
with post-implementation review, having a thorough involvement of each step in the
process. Each project should be assessed for the appropriate level of control needed; too
much control is too time consuming, too little control is too costly. Clarifying the cost to
the business if the control is not implemented in terms of errors, fixes, and additional audit
fees.
Control systems are needed for cost, risk, quality, communication, time, change,
procurement, and human resources. In addition, auditors should consider how important the
projects are to the financial statements, how reliant the stakeholders are on controls, and
how many controls existing. Auditors should review the development process and
procedures how they are implemented. The process of development and the quality of the
final product may also be assessed if needed or requested. A business may want the
auditing firm to be involved throughout the process to catch problems earlier on so that
they can be fixed more easily. An auditor can serve as a controls consultant as part of the
development team or as an independent auditor as part of an audit.
Businesses sometimes use formal systems development processes. These help assure that
systems are developed successfully. A formal process is more effective in creating strong
controls, and auditors should review this process to confirm that it is well designed and is
followed in practice. A good formal systems development plan outlines:
- A strategy to align development with the organizations broader objectives
- Standards for new systems
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- Project management policies for timing and budgeting
- Procedures describing the process
CORE COMPETENCY:
Staffing Services
In today's business environment, Information Technology is progressing at a lightening
speed. Businesses need trained, ready-to-go IT consultants and project managers to meet
their immediate business objectives. Success depends on having the right people and the
right team to get the job done. Staff Augmentation is the answer when you wish to
maximize control and manage your own project, but need experienced professionals to
follow your Lead. Keeping our consultants ahead of the technology curve is the
cornerstone of our methodology. The utilization of various training methods, certification
programs, and development seminars assure the excellence of our consultants. Edifice IT
Solutionsprovides System Architects, Project Managers, Project Leaders, and
Programmers and functional consultants in the areas of:
Web Technologies
ERP
Databases
Data Warehousing
Staffing Process
Edifice IT Solutions 10-step fulfillment process is the culmination of experience in the IT
talent industry.
Permanent staffing
Edifice is a skilled and knowledgeable recruiter of Executive talent.
Edifice has the ability to understand the uniqueness of a position and devise the appropriate
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recruitment strategy. This includes trying out fresh ideas, out-of-the-box thinking and
flexibility to Edifice follows a methodical process in its Executive search practice. Based
on the given brief, Edifice IT Solutions conducts a search for top-notch candidates from
its rich database, pre-screens him/her, sets up interviews and continues the process till the
client organization finds the right individual. This option includes a Service Level
Agreement with the replacement guarantee, if the selected candidate does not match up to
expectations.
Edifice IT Solutions has evolved with the changing needs of the industry, globally and
locally; and has built solid and far-reaching relationships with clients and candidates. The
firm has built name recognition and a reputation for its grasp of cultural factors, changing
demographics and professional environments.
The preeminent stringent practice adopted to recruit candidates for our clients
encompasses:
Executive Search
Campus Selection Research Mapping
Generic Resourcing
Temporary staffing:
Edifice has proven expertise, innovation, flexibility and access to resource to meet an
organization's temporary staffing needs. Over time, Edifice IT Solutions has successfully
developed its business and service portfolio to adjust to the changing needs of its clients.
Edifices temporary Staffing practice and is suitable for organizations who need additional
and dedicated resources for immediate project requirements. Temporary assignments can
last a few days, weeks or months and generally cover up for vacations, maternity leave,
sick leave and seasonal or peak loads. Edifice IT Solutions has the resources and
infrastructure to mobilize a single person or an entire workforce based on the client's need,
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and deliver to their expectations.
Edifice IT Solutions has a wide selection of temporary workers experienced across a range
of disciplines. The client is assured of the best choice of employees available on flexible
terms of short, medium or long-term employment. Edifice does not compromise on the
quality of the temporary employees or the responsiveness to the client.
Edifice also offers advice and consultancy in planning your short term, specific project or
seasonal staffing requirements.
EXPERTISE:
Edifice IT Solutions has spent years refining the process of identifying and attracting the
most experienced and knowledgeable technical resources the market has to offer. Our
extensive recruiting process has enabled VTech to assemble a talent pool of thousands of
consultants
we focus on filling our talent pool with technical resources in the following areas:
System Development
Database Administrator
Information Architect
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Mainframe Programmer
Programmer/Analyst
Quality Assurance
Software Architect
Software Engineer
Software Tester
Web Developer Project and IT Leadership
Business Analyst
Program Manager
Project Manager
Solution Architect
System Analyst
Technical Writer IT Support
Desktop Support
Helpdesk Support
LAN /WAN Administrator
Network Engineer
Security Specialist
INDUSTRIES WITH EXPERIENCE:
Leveraging our vast domain knowledge and in-depth technology expertise, Edifice offers
solutions designed to meet the specific needs of industries worldwide.
Edifice IT Solutions specializes in developing strategic Software solutions for diverse
industries and businesses, to enable them to gain a competitive edge and maximize their
Return on Investment (ROI). We architect enterprise-wide technology solutions that arehigh performing, robust, reliable and meet the emerging challenges of both large and small
organizations.
Using our standard model and a combination of Onsite, Offsite and Offshore resources, we
provide cost-effective solutions and help organizations increase the returns on their IT
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budgets.
Edifice IT Solutions address a range of industries, including, but not limited to, the
following:
Banking
Computer Software
Financial Services
Healthcare
Insurance
Logistics
Pharmaceuticals
Public Utilities
Publishing
Telecom
APPLICATION DEVELOPMENT AND MAINTENANCE:
Our Custom application development, offer your company an opportunity to develop a
competitive advantage by using technology in a more productive or effective way than your
competitors. It does not have to be expensive. These solutions can become an efficient
method for both industry leaders and small companies to reduce expenses and retain a
competitive advantage.
We provide total flexibility in terms ofCustom application development - the process is
essentially "Client Driven". It is important to remember that a well-designed database
should provide the end product that is tailored to meet both your professional and practical
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business needs and therefore serve its intended purpose.
The Custom application development process normally includes, but is not limited to:
Comprehensive and detailed analysis of the business needs,
Preparation of design specifications
Initial design concept
Programming
Testing/Validation
Client support (Training & support material provided)
Ongoing development and maintenance
Industry Profile:
Human Resources (HR) and recruitment are increasingly viewed as distinct industries with
related areas of work. Both are growing considerably and have seen significant changes
over the past ten years. These changes have helped HR to shed its common previous image
as a welfare or administrative role, and it is now widely recognized as a key function in
driving business forward and influencing business strategy.
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As companies become more aware of the value and importance of their HR functions and
the need to recruit and retain the best workforce, more organizations are employing
graduates with key skills into HR roles, although this remains a popular and competitive
sector.
Recruitment roles may be based either in-house, managing the recruitment needs of an
organisation, or in a consultancy, handling recruitment for a range of different clients.
Executive recruitment consultancies typically operate in specialist areas sourcing
candidates for senior appointments.
They often approach individuals directly rather than advertising openly - hence the term
headhunting, which is sometimes used to describe the role. Recruitment is a large and
growing business and recruitment consultancies are becoming an increasingly significant
source of graduate employment.
What kind of work can I do?
Employee relations (handling employee rights, contracts and complaints)
Employment legislation
Recruitment and selection
Performance appraisal
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Compensation, including pay and benefits
Consultancy
Health and safety
Training and development
Whats it like working in this sector?
Human resources
Salaries vary considerably depending upon location, industry sector and level of seniority.
Basic salary levels range from an average 22,000 for junior HR officers to 70,000 for
HR directors. Pay may also be affected by your specialist; for example, compensation andbenefits roles are the highest paid, with salaries as much as 20% above the average salary
for a senior Most HR professionals have contracted hours of 35-37.5, but only a third
actually works as few hours as this, and half work up to eight hours more per week. Of HR
directors, 90% typically work 40 hours a week or more.
Recruitment
On average, recruiters earn a basic salary of 26,000, but this is an industry where
commission plays a big part in salary, raising the average on-target earnings (OTE) to
36,000 and, in some cases, leading to double the basic salary, or even more. As with HR,
salaries in recruitment vary considerably according to your role and the sector in which you
work.
Specialist headhunters in lucrative sectors can earn up to 70,000 OTE. Recruiters in the ITsector can expect to earn the highest total salaries and the finance sector pays the second
highest. The lowest total salaries for recruiters are paid in the healthcare sector (figures
obtained from
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Recruitment consultants often work long hours, contacting clients at the end of their
working day.
How big is this sector?
HR and recruitment is a large sector that spans numerous industries. The Chartered
Institute of Personnel and Development (CIPD) is the professional body for HR and their
current membership stands at 127,000. Of these, 44% are employed in the private sector
(services), 35% in the public sector, 13% in the private sector (manufacturing) and 6% in
the voluntary/not-for-profit sector (Annual Report, CIPD 2007).
The professional body representing the recruitment industry, the Recruitment and
Employment Confederation (REC), reports that over 97,000 individuals are employed in
recruitment roles (Annual Turnover Survey, REC, 2006).
CHAPTER IV
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LITERATURE REVIEW Recruitment
and selection
HUMAN RESOURCE PLANNING
Human resource planning is a process by which an organisation should move from its
current manpower position to its desired manpower position. Through planning,
management strives to have the right number and right kind of people at the right places at
the right time, doing things which result in both the organisation and the individual
receiving maximum long-run benefit.
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Human Resource Planning is the efficient utilization of organizational resources-Human,
capital and technological with the continual estimation of future requirements and the
development of systematic strategies designed toward goal accomplishment.
The process of determining manpower requirements and the means for meeting those
requirements in order to carry out the integrated plan of the organizations
----Coleman
Human resource planning is an integrated approach to performing the planning aspects of
the personnel function in order to have a sufficient supply of adequately developed and
motivational people to perform duties and tasks required to meet organizational objectives
and satisfy the individual needs and goals of organization members.
----Leon C.Megginson
OBJECTIVES
The important objectives of human resource planning in an organisation are:-
To recruit and retain the human resource required quantity and quality.
To foresee the employee turnover and make the arrangements for minimizing
turnover and filling up of consequent vacancies.
To meet the needs of the programmes of expansion ,diversification etc.,
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To foresee the impact of technology on work, existing employees and future human
resource requirements.
To improve the standards, skill, knowledge, ability, discipline, etc.
To assess the shortage of human resources and take measures accordingly.
To maintain congenial industrial relations by maintaining optimum level and
structure of human resources
To minimise imbalances caused due to non-availability of human resources of right
kind, right number in right time and at right place.
To make the best use of its human resources
To estimate the cost of human resources
RECRUITMENT AND SELECTION
MEANING AND DEFINITION
Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people are hired, even the best plans, organisation charts
and control systems would not do much.
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A person unknown, living somewhere comes to a working unit through this recruitment
and selection process provided he is interested in working. Where recruitment reduces the
number of persons applied for the post due to limited vacancies, selection gives a way to be
into the organization and training the after cup taste. Once the person gets into it he gets a
golden goose i.e., a life time security. However the applicant attitude pays him a lot.
Stringent rules and regulations are applicable in this process of recruitment and selection.
Recruitment is a process to discover the sources of manpower to meet the requirements of
the staffing schedule and to employ effective measures for attracting the manpower in
adequate numbers to facilitate effective selection of an efficient workforce
-------Yoder
The process of searching for prospective employees and stimulating them to apply for
jobs in the organization,
-----Edwin B.Flippo
SUB SYSTEMS OF RECRUITMENT
There are four subsystems in recruitment which can be divided into further subsystems.
Finding out and developing the sources where the required number and kind of
employees are are/will be available.
Developing suitable techniques to attract the desirable candidates.
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Employing the techniques to attract candidates, and
Stimulating as many candidates as possible and making them to apply them for job
irrespective of number of candidates in order to increase selection ratio.
COMPLEXITY OF THE FUNCTION OF RECRUITMENT
The activity of recruitment i.e., searching for prospective employees is affected by many
factors like,
Organizational policy regarding filling up of certain percentage of vacancies by internal
candidates
Local candidates (sons of soil)
Influence of trade unions.
Government regulations regarding reservations of certain number of vacancies to
candidates based on community/region/caste/sex .and Influence of recommendations,
nepotism etc.
The other activity of recruitment is consequently affected by the internal factors such
as
Working conditions
Promotional opportunities
Salary levels, type and extent of benefits
Other personnel policies and practices
Image of the organization, and
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Ability and skill of the management to stimulate the candidates
It is also affected by external factors like
Personal policies and practices of various organizations regarding working
conditions, salary, benefits, promotional opportunities, employee relation etc.
Career opportunities in other organizations: and
Government regulations.
However, the degree of complexity of recruitment function can be minimized by
formulating sound policies.
RECRUITMENT POLICIES
Recruitment policy of any organization is derived from personnel policy of the
same organisation. Recruitment policy y itself should take into consideration the
governments personnel policies of the other organization regarding merit, internal
sources, social responsibility in absorbing minority sections, women etc
Recruitment policy should commit itself to the organizations personnel policy like
enriching the organizations human resources or serving the community by
absorbing the worker sections and disadvantaged people of the society, motivating
the employees through the internal promotions, improving the employee loyalty to
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the organization by absorbing the retrenched or laid off employees or
casual/temporary employees or dependants of present/former employees etc.,
The following factors should be taken into consideration in formulating recruitment
policy. They are;
Government policies
Personnel policies of other compete ting organizations
Organizations personnel policies
Recruitment sources
Recruitment costs
Selection criteria and preference etc.
SOURCES OF RECRUITMENT
Sources are those where prospective employees are available like employment exchanges.
When a person is needed to fill a vacant organization position, this individual may come
from inside or outside the company. Some companies prefer to recruit from within, since
this aids employee morale, loyalty and motivation. Other companies prefer to recruit
externally to prevent inbreeding and to encourage new ways of thinking.
INTERNAL SOURCES
Internal sources include;
Present permanent Employees organizations consider the candidates from internal source
for higher level jobs due to:Availability of most suitable candidates for jobs relatively or equally to the external
sources.
To meet the trade unions demand
To the policy of the organization to motivate the present employees.
Present temporary or casual employees:
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Organisation find this sources to fill the vacancies relatively at lower level owing to the
availability of suitable candidates or trade union pressures or in order to motivate them in
their present jobs.
Retrenched or retired employees:
The organization takes the candidates for employment from the retrenched due to
obligation, trade union pressure. Some times the organizations prefer to re-employ their
retired employees as a token of their loyalty to the organization or to postpone some inter
personal conflicts for promotion etc.
Dependents or deceased, disabled, retired and present employees:
Some organizations, in an attempt to show loyalty, provide employment to the dependents
of deceased, disabled and present employees. Such organizations find this source as an
effective source of recruitment.
External Sources:
Organizations have at their disposal a wide range of external sources for recruiting
personnel. External recruiting is often needed in organizations that are growing rapidly, or
that have a large demand for technical, skilled, or managerial employees. External source
provide a larger pool of talent, and they prove to be cheaper, especially when dealing with
technical or skilled personnel who need not be offered any training in the organization, in
the long run.
External source include
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Educational and training institutes: different types of organizations like industries, business
firms, service organizations can get experienced candidates of different types from various
educational institutions like colleges and universities imparting education in science,
commerce, arts, engineering and technology, agriculture, medicine, management studies,
etc., and trained candidates in different disciplines like vocational, engineering, medicine
from training institutions like vocational training institutes of state government in various
states, national industrial training institute for engineers etc., all these provide facilities for
campus recruitment and selection.
Private employment agencies/consultants: public employment agencies are consultants like
ABC consultant in India perform the recruitment functions on behalf of a client company
by charging fee.
Public employment exchanges: the government setup public employment exchanges in the
country to provide
Information about vacancies to the candidates and to help the organizations to find out
suitable candidates.
Professional organizations: professional organizations or associations maintain complete
bio data of their members and provide the same to various organizations on requisition they
also act as an exchange between the members and recruiting firms in the exchanging
information, Clarifying doubts etc., Organizations find this source more useful to recruit
the experienced and professional employees like executives managers and engineers.
Data banks: the management can collect the bio-data of the candidates from different
sources like employment exchange, educational training institutes, candidates etc., and feed
those in the computer can get the particulars as and when it needs to recruit.
Casual applicants : depending upon the image of the organization .its prompt response,
participation of the organization in the local activities, level of unemployment, candidates
apply casually apply casually for jobs through mail or handover the applications in
personnel department.
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Similar organizations: Generally, experienced candidates are available in organizations
producing similar products or are engaged in similar business. The management can get
most suitable candidates from this source.
Trade unions: Generally, unemployed or under employed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting a
suitable employment due to the latters intimacy with management. The trade union leaders
are aware of this fact and in order to satisfy the trade union leaders, management enquires
trade unions for suitable candidates.
Online recruitment: it has been one of the dominant sources where in various websites
provide the various opportunities and vacancies in different companies. The candidates can
directly apply for the jobs online and also the companies can get the data bases of the
candidates through the internet.
Agency types
The recruitment industry has four main types of agencies. Their recruiters aim to channel
candidates into the hiring organizations application process. As a general rule, the agencies
are paid by the companies, not the candidates.
Traditional Agency
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Also known as a employment agencies, recruitment agencies have historically had a
physical location. A candidate visits a local branch for a short interview and an assessment
before being taken onto the agencys books. Recruitment consultants then work to match
their pool of candidates to their clients' open positions. Suitable candidates are short-listed
and put forward for an interview with potential employers on a temporary ("temp") or
permanent ("perm") basis.
Compensation to agencies takes several forms, the most popular:
A contingency fee paid by the company when a recommended candidate accepts a
job with the client company (typically 20%-30% based and calculated of the
candidates first-year base salary), which usually has some form of guarantee (30-90
days standard), should the candidate fail to perform and is terminated within a set
period of time (refundable fully or prorated)
An advance payment that serves as a retainer, also paid by the company, non-
refundable paid in full depending on outcome and success (e.g. 30% up front, 30%
in 90 days and the remainder once a search is completed). This form of
compensation is generally reserved for high level executive search/headhunters
Hourly Compensation for temporary workers and projects. A pre-negotiated hourly
fee, in which the agency is paid and pays the applicant as a consultant for services
as a third party. Many contracts allow a consultant to transition to a full-time status
upon completion of a certain number of hours with or without a conversion fee.
Headhunters
A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often
when normal recruitment efforts have failed. Headhunters are generally considered more
aggressive than in-house recruiters or may have preexisting industry experience and
contacts. They may use advanced sales techniques, such as initially posing as clients to
gather employee contacts, as well as visiting candidate offices. They may also purchase
expensive lists of names and job titles, but more often will generate their own lists. They
may prepare a candidate for the interview, help negotiate the salary, and conduct closure to
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the search. They are frequently members in good standing of industry trade groups and
associations. Headhunters will often attend trade shows and other meetings nationally or
even internationally that may be attended by potential candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate
placements (sometimes more than 30% of the candidates annual compensation). Due to
their higher costs, headhunters are usually employed to fill senior management and
executive level roles. Headhunters are also used to recruit very specialized individuals; for
example, in some fields, such as emerging scientific research areas, there may only be a
handful of top-level professionals who are active in the field. In this case, since there are so
few qualified candidates, it makes more sense to directly recruit them one-by-one, rather
than advertise internationally for candidates. While in-house recruiters tend to attractcandidates for specific jobs, headhunters will both attract candidates and actively seek them
out as well. To do so, they may network, cultivate relationships with various companies,
maintain large databases, purchase company directories or candidate lists, and cold call
prospective recruits.
In-House Recruitment
Largeremployers tend to undertake their own in-house recruitment, using theirhuman
resources department. In addition to coordinating with the agencies mentioned above, in-
house recruiters may advertise job vacancies on their own websites, coordinate internalemployee referrals, work with external associations, trade groups and/or focus on campus
graduate recruitment. Alternatively a large employer may choose to outsource all or some
of their recruitment process (recruitment process outsourcing).
[edit] Passive Candidate Research Firms / Sourcing Firms
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These firms provide competitive passive candidate intelligence to support company's
recruiting efforts. Normally they will generate varying degrees of candidate information
from those people currently engaged in the position a company is looking to fill. These
firms usually charge a per hour fee or by candidate lead. Many times this uncovers names
that cannot be found with other methods and will allow internal recruiters the ability to
focus their efforts solely on recruiting.
In simple terms,
Recruitment is the process of attracting qualified
Applicants for a specific job. The process begins when
Applications are brought in and ends when the same is
Finished. The result is a pool of applicants, from where
The appropriate candidate can be selected.
SELECTION
Selection is the process of finding out most suitable candidate to the jobs. After identifying
the sources of manpower, searching for prospective employees and stimulating them to
apply for jobs in an organization, the management has to perform the function of selecting
the right employees at the right time. The obvious guiding policy in selection is the
intention to choose the best qualified and suitable candidate for each unfilled spot. The
objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates.
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JOB ANALYSIS: job analysis is the basis for selecting the right candidate. Every
organization should finalize the job analysis, job description, job specification and
employee specification before proceeding to the next step of selection.
RECRUITMENT: recruitment refers to the process of searching for prospective
employees and stimulating them to apply for jobs in an organization. Recruitment is the
basis for the remaining techniques of the selection and the later varies depending upon the
former.
APPLICATION FORM: application form is also known as application blank. The
technique of application blank is traditional and widely accepted for securing information
from the prospective candidates. It can also be used as a device to screen the candidates at
the preliminary level. Many companies formulate their own style of application forms
depending upon the requirement of information based on the size of the company, nature of
business activities, type and the level of the job etc., they also formulate different
application forms for different jobs, at different levels, so as to solicit the required
information for each job.
WRITTEN EXAMINATION: the organisation have to conduct return examination for
the qualified candidates after they are screened on the basis of the application blanks so as
to measure the candidates attitude towards the job, to measure the candidates aptitude,
reasoning, knowledge and English language.
PRELIMINARY INTERVIEW: preliminary interview is to solicit necessary information
for the prospective applicants and not to asses the applicants suitability to the job. The
information thus provided by the candidate may be related to the job or personal
specification, regarding education, experience, salary expected, physical requirement etc.
preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates. If a candidate satisfies the job requirements regarding most of the areas, that
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candidate may be selected for the further process. Preliminary interviews are short and
known as stand-up interviews or seizing up of the applicants or screening interviews.
Certain required amount of care is to be taken to ensure that the desirable workers are not
eliminated. This interview is also useful to provide the basic information about the
company to the candidate.
GROUP DISCUSSSION: The technique of group discussion is used in order to secure the
further information regarding the suitability of the candidate for the job. Group discussion
is a method where groups of the successful applicants are brought around the conference
table and are asked to discuss either a case study or a subject matter. The candidate in a
group is required to analyze, discuss, find alternative solutions and select the sound
solution. A selection panel thus observe the candidates in the areas of initiating the
discussion, explaining the problem, soliciting unrevealing information basing on the given
information and using common sense, keenly observing the discussion of others, clarifying
controversial issues, influencing others, speaking effectively, concealing and mediating
arguments among the participants and summarizing or concluding aptly. The selection
panel, basing on its observation, judges the candidates skill and ability and ranks them
according to their merit. In some cases, the selection panel may also ask the candidate to
write the summary of the group discussion in order to know the candidates writing ability
as well.
TESTS: The objective of the tests is to solicit further information to asses the
employee suitability to the job. Some of the important tests are;
Intelligent test
Aptitude test
Achievement test
Interest test and personality test
Situational test
Judgment test
Projective test
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FINAL INTERVIEW: this is the most essential step in the process of selection. The
interviewer matches the information obtained about the candidate through various means to
the job requirements and to the information obtained through his own observation during
interview.
Some of the types of interviews are:
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
MEDICAL EXAMINATION: certain jobs require certain physical qualities like clear
vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone
etc. medical examination reveals whether or not a candidate possesses these qualities.
REFERENCE CHECKS: After completion of the final interview and medical
examination, the personnel department will engage in checking references. Candidates are
required to give the names of reference in their applications forms. These references may
be from the individuals who are familiar with the candidates academic achievements or
from the applicants previous employer, who is well versed with the applicants job
performance, a some times from co-workers.
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FINAL DECISION BY LINE MANAGER: The line manager concerned has to make
the final decision whether to select or reject a candidate after soliciting the required
information through different techniques.
EMPLOYMENT: After taking the final decision, the organization has to intimate the
decision to the decision to the successful as well as unsuccessful candidates. The
organization sends the appointment orders to the successful candidates, either immediately
or after sometime, depending upon its time schedule. The organization communicates the
conditions of employment to the successful candidates along with appointment order.
Organizations prepare contracts of employment and the organization and the candidates
enter into the contract. Then the candidate is employed by the organization by receiving
the joining report from the candidate formally. After this stage, the candidate becomes the
employee of the organization. The management places the new employee, referably on
probation, before placing him on the right job.
STEPS IN SCIENTIFIC SELECTION PROCESS
RECEIVING APPLICATIONS
SCREENING OF APPLICATIONS
EMPLOYMENT TESTS
REJECTION OF UNSUITABLE CANDIDATES
INTERVIEW
REFERENCE CHECKING
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MEDICAL EXAMINATION
FINAL SELECTION
SELECTION TESTS
The most vital technique of selection which gained significance in recent years is testing.
Employment-tests help the management in evaluating the candidates suitability to the job.
These tests are also called psychological tests because psychologists have contributed a lot
in developing these tests. Employment tests is an instrument designed to measure the
nature and degree of ones psychological potentialities, based on psychological factors,
essential to perform a given job efficiently.
The purpose of these tests is to help in judging the ability of a candidate in a given job-
situation. The tests help in ranking candidates and are valuable in determining subsequent
success on the job.
Thus tests are useful in selection, placement, promotions, performance appraisal and
potential appraisals.
TESTING CONCEPTS INCLUDE:
JOB ANALYSIS: Job analysis provides basic information about the type of the
candidate needed by the organization. Job specification and job requirements provide
information about the demands made by a job on the incumbent, whereas employee
specification gives the information about the characteristics, qualities, behavior of the
employee needed to perform a job successfully.
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RELIABILITY: After identifying the tests, the administrator of test should ensure the
reliability of test/instrument. Reliability of a test refers to the level of consistency of score
or results obtained throughout a series of measurements.
VALIDITY: Any selection device should aim at finding out whether a candidate
possessed the skills or talents required by a particular job or not.
TYPES OF TESTS
Tests are classified into five types.
1. Aptitude tests
Intelligence tests
Mechanical aptitude
Clerical aptitude tests
Psychomotor tests
2. Achievement tests
Job knowledge tests
Work sample tests
3. Situational tests
Group discussion
In basket
4. Interest tests
5. Personality tests
Objective tests
Projective tests
SELECTION INTERVIEWING
Interview is defined as a conversation or verbal interaction, normally between two people,
for a particular purpose. The most widely and popularly used selection technique is
interview. Almost all the organizations adopt interview technique. It measures all relevant
traits, factors and integrates all necessary information, about the candidates, collected
through various means as its scope is wider than any other selection technique.
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OBJECTIVES:
The objectives of interview are:
To collect accurate and essential information about the candidates.
To provide the candidates with the facts of the job and the organizations.
To establish a rapport with the prospective employees.
To sell the company at a premium to the candidates.
To judge and evaluate the suitability of the candidate to the job, basing on job and
organizational requirements.
To see the inner view and feeling of the candidates.
TYPES OF INTERVIEWS
Employment interviews for selecting a most suitable candidate for a job.
Appraisal interviews for appraising the performance of a subordinate by superior.
Sales interviews for convincing a customer by a salesman.
Counseling interviews for counseling the employees regarding their family,
Personal and career problems by the personnel manager.
Discussing and enquiring about the grievance or a disciplinary case (grievance
interview/ disciplinary interview).
Collection of data and information for a research study (data collection interview).
PLACEMENTPlacement is the determination of the job to which an accepted candidate is to be assigned
and his assignment to that job. When once the candidate reports for duty, the organization
has to place him initially in that job, for which he is selected. Immediately the candidate
will be trained in various related jobs during the period of probation of training or trial.
The organization, generally, decides the final placement after the initial training is over, on
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the basis of candidates aptitude and performance during the training/probation period.
Probation period generally ranges between six months and two years. If the performance is
not satisfactory, the organization may extend the probation or ask the candidate to quit the
job. If the employees performance during the probation period is satisfactory, his services
will be regularized and he will be placed permanently on a job.
INDUCTION
Induction means introducing the employee who is designated as a probationer to the job,
job location, surroundings, organization, organizational surroundings, and various
employees is the final step of employment process.
CHAPTER-V
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Recruitment Process of Edifice
IT Solutions
GENERAL POLICY
Recruitment shall be resorted to only in such cases where suitable personnel are not
available with in the organization to fill a vacancy/new position.
Recruitment shall be through advertisements in media / placement agencies / campus
recruitment / Employee Reference / jobsites or internet / walk-in
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Those who have not completed 18 years of age shall not be considered for training or
employment in any category.
SOURCES OF RECRUITMENT
The different sources of recruitment at Apollo Health Street are :
Consultancies
Educational institutions
Jobsites or internet
Reference scheme
Media
Job Rotation
JOB ROTATION- The organization will look for a capable person for a particular
position internally. For the employee it is a change in the job or job rotation.
EDUCATIONAL INSTITUTIONS- Edifice IT solutions also recruit efficient candidates
from colleges/universities.
CONSULTANCIES- Edifice IT solutions dont miss the efficient candidates from
consultants. As we know, consultancies are major source of supplying the efficient people.
By this Edifice IT solution saves time and recruit best human.
Job Sites and Internet job sites like monster.com, naukri.com, and employment .com
provide a good assistance for the organization to get the list of candidates who are
Eligible for the vacant post. Edifice IT Solutions has its own web site where the interested
candidates can submit their resume online.
EMPLOYEE REFERENCE- Employee reference is recommended as one of the best
sources of recruitment. Edifice IT Solutions considers personal reference and the right
candidate will be recruited.
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MEDIA- Edifice IT Solutions also gives advertises the vacancies through newspapers
which is a part of media. News paper helps the candidates to walk-in directly without any
reference.
edifice recruiting sources consultancies
educational
institutions
jobsites/interne
t
reference
media
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CHAPTER-VI
DATA ANALYSIS
&
DATA INTERPRETATION
1. How did you come to know about Edifice IT Solutions?
1) Employee reference
2) walk-in interview
3) website4) newspaper
5) Consultancy.
CATEGORY RESPONDENTS PERENTAGE
1 30 30
2 10 10
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3 5 5
4 5 5
5 50 50
TOTAL 100 100
30%
10%
5%
5%
50%
1
2
3
4
5
INTERPRETATION
Here we have to consider that major candidates are coming through consultancies.
2. Were you explained about the number of rounds to be conducted in the selectionprocess?
1) yes
2) no
CATEGORY RESPONDENTS PERENTAGE
1 30 30
2 70 70
TOTAL 100 100
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70%
2
30%
1
2
Interpretation
Most of the people were informed about the number of rounds in selection process
3. What do you prefer in the selection process?
1) Group discussion
2) Role play
3) Written examination
4) Face to face interview
5) Telephonic interview
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CATEGORY RESPONDENTS PERENTAGE
1 10 10
2 5 5
3 10 10
4 50 50
5 25 25TOTAL 100 100
10%
5%
10%
50%
25%
1
2
3
4
5
INTERPRETATION
Most candidates prefer face-to-face interview which is the current selection process at
Edifice IT Solutions.
4. How much time is taken for the interview process?
1) Less than 2 hours
2) 2-6 hours
3) 6-8 hours
4) More than a day
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CATEGORY RESPONDENTS PERENTAGE
1 0 0
2 10 10
3 20 204 70 70
TOTAL 100 100
0% 10%
20%
70%
1
2
3
4
INTERPRETATION
Edifice IT Solutions takes more than a day to complete the whole interview process for a
candidate.
5. How much time is given to you to join the organization?
1) Immediate spot interviews
2) 1-2 weeks
3) 2-4 weeks
4) more than one month
CATEGORY RESPONDENTS PERENTAGE
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1 25 25
2 50 50
3 15 15
4 10 10
TOTAL 100 100
25%
15%
10%
50%
1
2
3
4
INTERPRETATION
Here we have to consider that candidates have to join within 2 weeks.
6. What is the motive behind choosing the job at Edifice IT Solutions?
1) Financial support
2) Knowledge gaining
3) Skill enhancement
4) Career growth
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CATEGORY RESPONDENTS PERENTAGE
1 20 20
2 10 103 20 20
4 50 50
TOTAL 30 100
20%
10%
20%
50%
1
2
3
4
Interpretation
Most of the candidates choose Edifice IT Solutions for career growth
7. Do you agree candidates with more experience should be given preference regardless
to merit level?
1) strongly disagree
2) disagree
3) neither agree nor disagree
4) agree
5) strongly agree
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CATEGORY RESPONDENTS PERENTAGE
1 5 5
2 2 2
3 10 10
4 30 30
5 50 50TOTAL 30 100
5%2%
10%
30%
53%
1
2
3
4
5
Interpretation
Candidates with more experience should be given preference
8. Are you satisfied by the way the vacancies are advertised by the HR DEPARTMENT?
1) Yes2) No
CATEGORY RESPONDENTS PERENTAGE
1 22 22
2 78 78
TOTAL 100 100
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78%
22%
1
2
Interpretation:
Most of the people are satisfied with the way the vacancies were advertised.
9. Do you think Edifice IT Solutions spends too much in term of time and cost for the
Recruitment process?
1) Strongly disagree
2) Disagree
3) Neither agrees nor disagrees
4) Agree
5) Strongly agree
CATEGORY RESPONDENTS PERENTAGE
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1 20 20
2 10 10
3 10 10
4 25 25
5 35 35
TOTAL 100 100
20%
10%
10%
25%
35%1
2
3
4
5
Interpretation:
Many of the employees feel that Edifice IT Solutions spends too much of time and cost for
recruitment
10. Does the selection process at Edifice IT Solutions bring in the right candidate for the
right job?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagree
4) Agree
5) Strongly agree
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CATEGORY RESPONDENTS PERENTAGE
1 5 5
2 10 10
3 10 10
4 40 40
5 35 35TOTAL 100 100
5%10%
10%
40%
35%1
2
3
4
5
Interpretation:
Most people feel that Edifice IT Solutions bring in right candidates through recruitment
process.
11. How did you feel when you were facing the interview at Edifice IT Solutions?
1) Confident
2) Tensed
3) Stress
4) Relaxed
CATEGORY RESPONDENTS PERENTAGE
1 30 30
2 20 20
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3 10 10
4 40 40
TOTAL 100 100
30%
20%10%
40%1
2
3
4
Interpretation:
Most of the candidates felt relaxed during their interview.
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CHAPTER-VII
FINDINGS
1. Most of the recruitment at Edifice IT Solutions is done through consultancy,
followed by employee referrals.
2. The candidates are informed about the number of rounds in the selection process.
3. Most of the candidates prefer face to face interview.
4. Edifice IT Solutions takes more than a day to complete the interview process.
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5. Most employees feel that the candidates with more experience should be given
reference regardless to merit level.
6. It is found that Edifice IT Solutions, the cost of recruitment process is high
7. It is found that the interview process is conducted in an open climate and helps
them to express themselves freely.
8. It is found that the selection process of Edifice IT Solutions is effective in getting
the right candidate.
SUGGESTIONS:
1. It would be more effective for Edifice IT Solutions to choose as Employee Referral
process for recruitment rather than consultancies as it would help them to reduce
the cost.
2. It was felt that there is a shortage of recruitment personnel as the candidates had to
wait for long time to finish the initial rounds.
3. It is advised that Edifice IT Solutions has to increase the recruitment personnel or
manage the selection process effectively.
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4. The recruitment and selection time for a candidate can be reduced when the internal
recruitments are conducted in lieu with the client interviews.
5. It was found that the Management Information System of Edifice IT Solutions is
not effective as the candidates themselves had to call back to confirm their status of
appointment.
6. Data bases of passed out graduates can be considered as a source of effective
recruitment strategy for any immediate requirement.
CONCLUSIONS
1. At Edifice IT Solutions most of the recruitment is done through consultancies
which in turn leads to high HR cost
2. Candidates are satisfied by the way the present selection process is conducted most
of the candidates choose for face to face interview which is the current selection
process at Edifice IT Solutions
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3. At Edifice IT Solutions the delay in the interview process is mainly due to the client
round where the recruiter needs to line the candidate for an interview based on the
clients availability.
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QUESTIONNAIRE
1. How did you come to know about Edifice IT Solutions?
1) Employee reference
2) walk-in interview3) website
4) newspaper
5) Consultancy.
2. Were you explained about the number of rounds to be conducted in the selection
process?1) Yes
2) No
3. What do you prefer in the selection process?
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1) Group discussion
2) Role play
3) Written examination
4) Face to face interview
5) Telephonic interview
4. How much time is taken for the interview process?
1) Less than 2 hours
2) 2-6 hours
3) 6-8 hours
4) More than a day
5. How much time is given to you to join the organization?
1) Immediate spot interviews
2) 1-2 weeks
3) 2-4 weeks
4) more than one month
6. What is the motive behind choosing the job at Edifice IT Solutions?
1) financial support
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2) Knowledge gaining
3) Skill enhancement
4) Career growth
7. Do you agree candidates with more experience should be given preference regardless
to merit level?
1) Strongly disagree
2) Disagree
3) Neither agrees nor disagrees
4) Agree
5) Strongly agree
8. Are you satisfied by the way the vacancies are advertised by the HR DEPARTMENT?
1) Yes
2) No
9. Do you think Edifice IT Solutions spends too much in term of time and cost for the
recruitment process?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagree
4) Agree
5) Strongly agree
10. Does the selection process at Edifice IT Solutions bring in the right candidate for the
right job?
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1) Strongly disagree
2) Disagree
3) Neither agrees nor disagrees
4) Agree
5) Strongly agree
11. How did you feel when you were facing the interview at Edifice IT Solutions?
1) Confident
2) Tensed
3) Stress
4) Relaxed
12. Any suggestions for improving the current recruitment and selection process?
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BIBILOGRAPHY
BOOKS
1. Employee Selection, Lilly M Berry, Thomson Publications.
2. Human Resource Planning, Dipak Kumar Bhattacharyya.
3. High performance hiring by Robert w. Wendover.
JOURNALS: edifice IT solutions Personnel manual. Recruitment and selection forms of
edifice IT solutions.
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INTERNET
http://www.recruitment and selection.com/intro.htm
www.edifice itsolutions.com
www.humanresource.com
http://www.edifice/http://www.humanresource.com/http://www.edifice/http://www.humanresource.com/