1. 1 | P a g e A STUDY ON EFFECTIVENESS OF RECRUITMENT REPORT ON PROJECT Submitted By KHUSHBOO SHAH FOR THE POST GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT Under the guidance of PROFESSOR: S. Banerjee ST. XAVIERS COLLEGE (AUTONOMOUS) JUNE, 2014 ROLL NO. : 11

2. 2 | P a g e DECLARATION I declare the following: That the material contained in this project report is the end result of my own work and that due acknowledgement has been given in the bibliography and references to all sources be they printed, electronic or personal. The word of this term paper is around 4,078 words. I agree to my dissertation being submitted to a plagiarismdetection service, where it will be stored in a database and compared against work submitted from this institution and/or other institutions using this service. In the event that there is a high degree of similarity in content detected, further investigations may lead to disciplinary actions including the cancellation of my degree according to Calcutta University rules and regulations. Unless this dissertation has been confirmed as confidential, I agree to an electronic copy or sections of the project report to be placed on the e-learning portal, if deemed appropriate, to allow future students the opportunity to see examples of past dissertations. I understand that if displayed on the e-learning portal it would be able to print off copies or download. The authorship would remain anonymous. I declare that ethical issues have been considered, evaluated and appropriately addressed in this research.

3. 3 | P a g e ACKNOWLEDGEMENT I would like to thank Rev. Father Felix Raj and Professor Ashish Mitra for giving me the opportunity to gather such a wonderful learning experience. I would also like to thank my project guide at St. Xaviers College, Kolkata, and Professor S. Banerjee for guiding me through my project report. Sir has been generous with his support and guidance and he has presented me with an excellent opportunity to explore and enjoy my analytical and report-writing skills, consequently preparing me for my corporate future. It has been an enjoyable challenge and I look forward to many more such experiences.

4. 4 | P a g e TABLE OF CONTENTS List of Appendices ................. 5 Chapter 1: Introduction......6 Chapter 1.1: Objectives..........7 Chapter 2. Literature Review.............7 Chapter 2.1 What is recruitment...................7 Chapter 2.2: Profile of the organization......15 Chapter 3: Research Methodology......21 Chapter 4: Data Analysis and Interpretation.....22 Chapter 5: Finding......25 Chapter 6: Suggestion....25 Chapter 7: Conclusion....26 Chapter 8: Bibliography....26 Appendix....27

5. 5 | P a g e LIST OF APPENDICES Questionnaire.27 Table number 1 5.29 Table number 6 10..30 Table number 11 1231 Chart 1 & 2...32 Chart 3 & 4...33 Chart 5 & 634 Chart 7 & 8...35 Chart 9 & 10.36 Chart 11 & 12.37

6. 6 | P a g e Chapter 1: Introduction The Human Resources arethe most importantassets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions frompeople, organizations cannotprogress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the futurerequirements of the organization in mind. Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. In order to attract people for the jobs, the organization mustcommunicate the position in such a way that job seekers respond. To be costeffective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. The term HR recruiter may sound redundant, as both human resources managers and recruiters both find job candidates and get them hired, this job is very specific. Recruiters will work fromresumes or by actively soliciting individuals qualified for positions. A recruiters job includes reviewing candidates job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers.

7. 7 | P a g e 1.1 Objectives of the study The main objectives of the study are as follows: i. To understand the process of recruitment. ii. To know the sources of recruitment at various levels and various jobs. iii. To critically analyze the functioning of recruitment procedures. iv. To identify the probablearea of improvement to make recruitment proceduremore effective. vi. To search or headhunt people whose, skillfits into the companys values. Chapter 2: Literature Review 2.1 What is Recruitment? According to Yoder 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 that manpower in adequate numbers to facilitate effective selection of an efficient working force. According to Edwin Flippo, Recruitment is the process of searching for prospectiveemployees and stimulating them to apply for jobs in the organization.

8. 8 | P a g e Every organization has the option of choosing the candidates for its recruitment processes fromtwo kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees fromone department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates fromall the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. Sources of Recruitment

9. 9 | P a g e Need for Recruitment The need for recruitment may be due to the following reasons / situations: Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labor turnover. Creation of new vacancies: due to growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

10. 10 | P a g e Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc.) Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making. Changing role of HR in recruitment Decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager Decides about the right profile of the candidate Decides about the sources of candidates Decides about the measures to be monitored to measure the success of the process A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal. But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The role of HR in Recruitment is very important as HRM is the function to work on the development of the recruitment process and to make the process very competitive on the market. As the job market gets more and more competitive, the clearly defined HR Role in Recruitment will be growing quickly. HRM is not a function to conduct all the interviews today, the main role of Human Resources is to make the recruitment process more attractive and competitive on the job market.

11. 11 | P a g e Objective of HR To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. Recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. The recruitment process exists as the organization hire new people, who are aligned with the expectations and they can fit into the organization quickly. Advantage of Outsourcing Recruitment/Hiring of Consultancy Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps the HR professionals of the organizations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts, time and money on the routine work. Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations. The major advantages of outsourcing performance management are:

12. 12 | P a g e Recruitment Process

13. 13 | P a g e Recruitment Process in Depth 1. Client need assessment Define objectives and specifications Understand clients business and culture Understand the job/position specifications Understand roles and responsibilities of the prospectivecandidate Develop a search plan and review with the client 2. Candidate Identification Identify target sources Extensive organization mapping, research & database search of the profile Providestatus report to client about the available talent pool 3. Candidate assessmentand Presentation Screen and evaluate candidates PersonalInterviews with Candidates wherever possible - assess skills, interest level and cultural fit Discuss theshortlist with the client and send resumes 4. Candidate interview, selection & Presentation of Offer Facilitate interviews with the client

14. 14 | P a g e Obtain feedback Participate in decision making process Provideinputs on candidates desired compensation 5. Closure & Follow up Negotiate offer acceptance Execute Reference check, Compensation & Job Level Discussions Coordinate Joining Formalities and on boarding as per predefined date HR Telephonic Interview Questions Tell me about yourself? Tell me about your job profile? Reason for change? How much currentCTC, youregetting in currentorganization? How much youreexpecting formnew organization? How the notice period you required if you are selected? Why did you wantto resign fromyour previous job?

15. 15 | P a g e Randstad is largest serviceproviderinIndia and Secondlargest inthe world. Itis a global fortune500 Company. Randstad plays a pivotal role in the World of Work. We were founded in 1960 by Frits Goldschmeding. Itis a 16.6 billion global provider of HR services and the second largeststaffing organization in the world. From temporary staffing to permanentplacement to search & selection, HR Solutions and In-house, Randstad holds top positions around the world and has approximately 28,030 corporateemployees working from4,587 branches and in-houselocations in 41 countries. Foundedin 1960 and headquartered in Diemen, the Netherlands. Our mission is to be a world leader in matching demand for and supply of labor and HR services. In doing so, we continue to apply our founding ethos: toknow, toserve, totrust.Webelieve in the value of work as a unifying forcethat shapes society for the better. In India it is headquartered in Chennai. 2.2 PROFILE OF THE ORGANIZATION SERVICES WE OFFER Staffing Search & Selection HR Solutions Professional Staffing

16. 16 | P a g e Leadership Paul van de Kerkhof, Chairman,Randstad India Moorthy K Uppaluri,CEO, RandstadIndia & Sri Lanka Poonam Bajaj, Director, North and East To know We areexperts. We know our clients,their companies,our candidates and our business.In our business its often the details thatcount the most. To serve We succeed through a spiritof excellent service,exceeding the core requirements of our industry. To trust We arerespectful. We valueour relationshipsand treat people well. striving for perfection We always seek to improve and innovate. We are here to delight our clients and candidates in everything we do. This gives us the edge. simultaneous promotion of all interests We see the bigger picture, and take our social responsibility seriously.Our businessmustalways benefitsociety as a whole. Our Values

17. 17 | P a g e Recruitment in Search and Selection in Kolkata Branch Banking, FinancialServices & Insurance (BFSI) Consumer Retail Services (CRS) Information, Communication& Telecom (ICT) Information TechnologyEnabledServices (ITeS) Construction, Property & Engineering (CPE) Success depends largely onthe people youemploy; therefore it also depends onthe people you employ tofind them. Our national network of branch offices allows Randstad to stay informed about local job market conditions. Branch consultants are experts on the work opportunities in their areas and make it their goal to fill open positions with the right candidates. The result is a mutually beneficial appointment where both the client and the talent are confident that they found the best fit. we work with you at every level Since clients needs are constantly changing, we want to make getting the help you need as easy as possible. Thats why wegive three convenient ways to work with us. Verticals Why Randstad?

18. 18 | P a g e Specialization in levels of recruitment: Senior Level Middle Level Junior Level Functional area of recruitment Functional area of recruitment whereRandstad is specialized: Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM- Sales, Branding Manager. Accounts & Finance (All areas) Engineers Civil / Mechanical / Chemical Draftsman /Interior Design Engineer Secretary to CFO / MD / VP Process Trainers / VNA Trainers Project Manager, Sr. Mgr. / Mgr. Production & Planning, DGMOperation, Manager Contract & Planning, Manager Design Commercial Head, Piping Engineer, Manager Quality, Executive Procurement, HR & Admin: Manager HR, Sr.Exe. / Exe. HR. Legal : Manager Legal , Compliance Manager, Company Secretary

19. 19 | P a g e Recruitment Email sent to candidate regarding the same Dear Candidate, This is to bring to your kind notice that we have an opening for the post of Area Sales Manager with one of the leading paint Company Location: Delhi Experience: 5 Years and above Educational Qualification MBA Full time (Compulsory) Essential: Excellent Communication Skill, Positive attitude, passionate, highly motivated, Job Profile: Should have a good idea about channel sales Handling a payroll team currently Responsible for monitoring accessing, improving the channel sales Revenue Job monitoring Handling dealers and distributors in Delhi and surrounding areas. Reporting to Regional Manager North Kindly forward your updated resume in MS Word format mentioning the following: 1. Present CTC 2. Expected CTC 3. Reason for change 4. Notice Period As the requirement is a bit urgent; an early response on this would be highly appreciated. Regards, Khushboo. Shah

20. 20 | P a g e Chapter 3: RESEARCH METHODOLOGY RESEARCH is a careful investigation or inquiry especially through search for new facts in any branch of knowledge. METHODOLOGY OF STUDY: This study contains Primary and Secondary Data. The Primary Data has been collected by the means of a questionnaire filled by 17 employees of Ranstad Ltd, Kolkata Branch and has been analysed using percentage, tables and graphs. The secondary data has been collected from various sources such as the company website and magazine articles. The data has been collected from both the sources primary and secondary sources. DATA COLLECTION Primary Data: Primary data was collected through survey method by distributing questionnaires to employees. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from web sites, going through the records of the organization, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. Tools of Analysis: The data collected from both the sources is analyzed and interpreted in the systematic manner with the help of statistical tool like percentages.

21. 21 | P a g e Chapter 4: DATA ANALYSIS AND INTERPRETATION The analysis of the data is done as per the survey finding. The data is represented graphically in percentage. The percentage of the people opinion were analyzed and expressed in the formof charts. Questions for Data Analysis and Interpretation Question 1: What form of interview do you prefer? Analysis: As per Table 1, Chart 1, according to the survey 59% of prefer face to face interview, 35% prefers telephonic and 6% Video Conferencing. Question 2: Where do you track the source of candidates? Analysis: As per analysis in Table 2, Chart 2, 5% track source of their candidates online, 41% online and 55% from their personal database. Question 3: What source do you adopt to source candidates? Analysis: As per analysis in Table 3, Chart 3, 51% portal is being used, 16% from reference, 16% from existing data base, 8% from Social / Professional networking sites and 9% from advertising to source candidates. Question 4: Do you have any Specialized Bucket for Recruitment?

22. 22 | P a g e Analysis: As per Table 4, Chart 4, out of 17, 16 employees have specialized skill buckets for recruitment apart from one person who is new to the organization and the bucket is yet to be allotted. Question 5: Do you follow different method of recruitment at different grade? Analysis: As per Chart 5, Table 5, 94% of employees follow different methods of recruitment at different grades and 6% do not different methods. Question 6: Number of profiles sent per day? Analysis: As per Chart 6, Table 6, 12% send 2 profiles per day, 35% sends 3 profiles per day, and 12% 4 profiles per day and others (41%) sends more than 4 profiles per day. Question 7: Average time spent to interview one candidate before sending his profile to client? Analysis: As per Table 7, Chart 7, 35% spends 5 minutes of time to interview candidates, 35% spends 5 - 10 minutes and 30% spends more than 10 minutes to interview a candidate before forwarding his / her profile to the client. Question 8: Number of reference generated from one call at the time of Mapping? Analysis: As per Table 8, Chart 8, 18% employees generate 1 reference, 29% generate 2 references, 24% generate 3 references, 18% generate 4 references and 12% generate more than 4 references from one call at the time of mapping. Question 9: Number of mandates received in a week?

23. 23 | P a g e Analysis: As per Table 8, Chart8, 18% employees receive 1 mandate in a week, 34% gets 2 mandates in a week, 24% gets 3 mandates in a week and 24% gets more than 3 mandates in a week on an average to work on. Question 10: Do you take up additional responsibility to do BD when mandates are less? Analysis: As per Table 10, Chart 10, 76% employees take up additional responsibility to do the Business Development in case of less mandates and 24% do not take up any such additional responsibility for Business development. Question 11: Number of new client acquired or leads passed on to BD Team in last 3 months? Analysis: As per Table 11, Chart 11, 23% contributed in acquiring 1 new client, 23% contributed in acquiring 2 new clients, 12% in 3 new clients, 18% in more than 3 new clients and 24% in none of the above. Question 12: Does your organization give you ample opportunity for growth? Analysis: As per Table 12, Chart 12, 88% of employees feel that they can grow in this organization and 12% feels no individual growth in the organization.

24. 24 | P a g e Chapter 5: FINDING 1. According to the Survey recruitmentstyle differs fromcompany to company and from individual to individual. 2. According to the survey thereis high use of portals to sourcecandidates. 3. Recruitment tool is effectively being used. 4. Every recruiter has separatebucket for recruitment which specializes then in the field of recruitment. 5. The recruiters also use differentways of recruitment at different grade to find candidates. 6. There is proper follow up done with the candidates till the time he joins the client. 7. All the relevant information is collected fromthe candidates like years of experience, profile, and reason for change, currentCTC, expected CTC, etc. 8. Recruitment process is fair and transparent. Chapter 6: Suggestion More references can be generated from the candidates in order to avoid dependency on portals. Client acquisition activity can be increased and every one should take up this additional responsibility if the mandate flow is less. Rather than depending on portals for the similar profiles, samecan be saved in personaldatabase or in recruitment tool used by the company.

25. 25 | P a g e Chapter 7: Conclusion Polices adopted by Randstad aretransparentand legal. Recruitment is fair. To some extent a clear picture of the required candidate should be made in order to search for appropriatecandidates. Most of the employees weresatisfied but changes are required according to the changing scenario and changing needs of the clients. Recruitment process has a great impact on the working of the company. Along with fresh blood, new idea enters in the company. Chapter 8: BIBLIOGRAPHY http://recruitment.naukrihub.com/meaning-of-recruitment. http://www.randstad.in/ http://en.wikipedia.org/wiki/Recruitmenthttps C.B Mamoria and S.V. Gankar (2004), PersonalManagementText and Cases. Himalaya Publication. Essentials of HRM and IR - P.Subba Rao. PersonalManagement - C.B.Memoria. Research Methodology -C.R.Kothari.

26. 26 | P a g e APPENDICES QUESTIONNAIRE Name - Age - Gender - Educational Qualification - Profession - Please tick the appropriate options: 1. What form of interview do you prefer? a. Telephonic b. Face to Face c. Video Conferencing d. Other 2. Where do you track the source of your candidates? a. Online b. Software c. Data 3. What source do you adopt to source candidates? a. Portals b. Referencing c. Existing Database d. Social / Professional Networking sites e. Advertising 4. Do you have any specialized bucket for recruitment? a. Yes b. No 5. Do you follow different methods of recruitment at different grades? a. Yes b. No

27. 27 | P a g e 6. Number of profiles sent per day? a. 2 b. 3 c. 4 d. More 7. Average time spent to interview one candidate before sending his profile to the client? a. 5 minutes b. 5 to 10 minutes c. More than 10 minutes 8. Number of mandates received in a week? a. 1 b. 2 c. 3 d. More 9. Number of reference generated from one call at the time of mapping? a. 1 b. 2 c. 3 d. 4 e. More 10. Additional responsibility to do the Business Development if flow of mandates is less? a. Yes b. No 11. Number of new clients acquired or leads passed on to BD in the last 3 months? a. 1 b. 2 c. 3 d. More 12. Does your organization give you ample opportunity for growth? a. Yes b. N

28. 28 | P a g e Table 1: Table 2: Table 3: TABLES: Table 4: Table 5:

29. 29 | P a g e Table 6: Table 7: Table 8: Table 9: Table 10:

30. 30 | P a g e Table 11: Table 12:

31. 31 | P a g e Telephonic (35%) Faceto Face (59%) VC (6%) What form of interview do you prefer? Telephonic (35%) Face to Face (59%) 0 2 4 6 8 10 Software Online Data Software 1 Online 7 Data 9 Where do you track the source of candidates? Software Online Data Chart 1: Charts: Chart 2:

32. 32 | P a g e 51 1616 8 9 0 10 20 30 40 50 60 Portals (51%) Reference (16%) Existing database (16%) Social/ Professional networking sites (8%) Advertising (9%) Yes, 16 No , 1 Do you have any SpecializedBucket for Recruitment Yes (16) No (1) What source do you adopt to source candidates? Chart 3: Chart 4:

33. 33 | P a g e 16 1 Yes (94%) No (6%) 2 profiles (12%) 3 profiles(35%) 4 profiles(12%) more (41%) Number of profiles sent per day? 2 profiles (12%) 3 profiles(35%) 4 profiles(12%) more (41%) Chart 5: Chart 6:

34. 34 | P a g e 5 mins 35% 5 - 10 mins 35% < 10 mins 30% Average time spent to interview one candidate before sending his profile to client? 5 mins 5 mins to 10 mins More then 10 mins (3employees) (5 employees) (4 employees) (3 employees) More (2 employees) Number of references generatedfromone call at the time of mapping? 1 (3employees) 2 (5 employees) 3 (4 employees) 4 (3 employees) More (2 employees) Chart 7: Chart 8:

35. 35 | P a g e 1 mandate 18% 2 mandates 34% 3 mandates 24% More 24% Number of mandates received in a week? 1 mandate 2 mandates 3 mandates More 0 5 10 15 Yes No 13 4 Additional responsibility to do BD when flow of mandates is less? Yes No Chart 9: Chart 10:

36. 36 | P a g e 1 Client 23% 2 Clients 23% 3 Client 12% More Clients 18% None 24% Number of new client acquired or leads passed on to BD Team in last 3 months? 1 Client 2 Clients 3 Clients More Clients None Yes, 88% No, 12% Does your organizationgive you ample opportunityfor growth? Yes No Chart 11: Table 12: