MBA SUMMER INTERNSHIP REPORT

ON

RECRUITMENT AND SELECTION

AT HINDUSTAN TIMES MEDIA LTD. (104 FEVER FM)

Submitted in Partial fulfillment of the requirement for the award of the Degree of Master of Business Administration.

Name of the Candidate : Tarika Gupta

Reg. No. : 09P35H0050

Name of the Specialization : Human Resource

Partner Institution :IBMR Business School

Under the guidance of

Ms. Shikha Bhatia

( Senior Faculty HR)

Centre for Participatory and Online ProgrammesBharathiar UniversityCoimbatore – 641 046

DECLARATION

I hereby declare that this project work titled RECRUITMENT AND SELECTION is a record of

Original work done by me under the guidance of Puja Sharma, HR Manager, HTML, Delhi and

that this project work has not formed the basis for the award of any Degree/Diploma/Associate

ship/Fellowship or similar title to any candidate of any University.

Signature of the candidate

Name:

Result:

Course with Specialization:

Date:

Counter signed by

Signature of the Guide

(With seal)

ACKNOWLEDGEMENT

I owe a great many thanks to many people who helped and supported me during this project.

First and foremost, I would like to thank my supervisor, Ms. Puja Sharma (HR Manager) who found

time in a very tight schedule to give me HR related tasks, monitor my performance and give her

valuable guidance and advice time to time during the internship. Her passion for HR has really inspired

me. I am also deeply grateful for her advice, encouragement and patience throughout the internship.

Without her patience, support and direction this report would not have been valuable.

I would like to thank Ms. Natasha Bhalla ( Assistant HR Manager) for her backing, attention,

encouragement and valuable time. I am very much benefited from her professional and personal advice.

Most importantly I would like thank my mentor and guide Ms. Shikha Bhatia (Faculty HR) for guiding

and steering me through the difficulties faced by me in the preparation of my project report.

And I am sincerely indebted to all my teachers and friends whose unending support and help was

throughout with me for making this project,

I am truly grateful to all of them.

.

EXECUTIVE SUMMARY

Success of every business enterprise depends on its human resource. Finding the right man for the job

and developing him into a valuable resource is an indispensable requirement of every organization.

Proper recruitment helps the line managers to work most effectively in accomplishing the primary

objective of the enterprise. In order to harness the human energies in the service or organizational goals,

every HR manager is expected to pay proper attention to recruitment and selection activities in an

organization. Thus, personnel functions, recruitment and selection, when carried out properly, would

enable the organization to hire and retain the services of the best brains in the market. The world's best

companies have established their strength with their people. The employees identify themselves with the

company they are working for. This also helps in building up their spirit, morale and e spirit-de-cops

which becomes strength of the company

There are certain ways that are to be followed by every organization, which ensures that it has right

number and kind of people, at the right place and right time, so that organization can achieve its planned

objective. The project covers introduction of Recruitment and Selection, Purpose and Importance of

Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to

make the Recruitment Process more effective. It also includes the challenges faced by HR in recruitment

process and the recent trends in recruitment process

CONTENTS

Chapter 1. INTRODUCTION TO HINDUSTAN TIMES MEDIA LTD. 1-7

1.1 Introduction……………………………………………………………………………………1

1.2 History ………………………………………………………………………………………...4

1.3 Values…………………………………………………………………………………………5

1.4 Vision………………………………………………………………………………………….6

1.5 Partners………………………………………………………………………………………..6

Chapter 2. INTRODUCTION TO RADIO INDUSTRY 8-30

2.1 Radio Industry…………………………………………………………………………………9

2.2 104 Fever FM………………………………………………………………………………10

2.3 Organizational Structure of 104 Fever FM…………………………………………………..11

Chapter 3. RECRUITMENT 21-30

3.1 Introduction and Meaning……………………………………………………………………22

3.2 Objectives of Recruitment…………………………………………………………………...23

3.3 Methods of Recruitment/…………………………………………………………………….24

3.4 Sources of Recruitment………………………………………………………………………26

3.5 Factors Affecting Recruitment……………………………………………………………….29

3.6 Philosophies Of Recruitment………………………………………………………………...30

3.7 Factors necessary for Recruitment Policy……………………………………………………30

Chapter 4. SELECTION 41-44

4.1 Introduction and Meaning…………………………………………………………………....42

4.2 Barriers to Selection………………………………………………………………………….43

4.3 Essential of Selection………………………………………………………………………...44

4.4 Factors Affecting Selection…………………………………………………………………..44

Chapter 5. RECRUITMENT AND SELECTION PROCESS AT 104 FEVER

45-52

5.1 Steps involved in process……………………………………………………..46

Chapter 6. RESEARCH METHODOLOGY, ANNALYSIS, INTERPRETATION

& SUGGESTIONS 53-64

6.1 Introduction…………………………………………………………………………………54

6.2 Analysis and Interpretation………………………………………………………................55

6.3 Suggestion and Recommendation ………………………………………………................65

6.4 Learnings & Experiences………………………………………………………… ……....67

6.5 Conclusion………………………………………………………………………………….68

BIBLIOGRAPHY …………………………………………………………………………….69

ANNEXURES …………………………………………………………………………………70.

CHAPTER 1

INTRODUCTION

TO

HINDUSTAN TIMES MEDIA LTD

INTRODUCTION TO HINDUSTAN TIMES MEDIA LTd.

HT Media found its beginning in 1924 when its flagship newspaper, Hindustan Times was inaugurated

by Mahatma Gandhi. HT Media (BSE, NSE) has today grown to become one of India's largest media

companies.

Produced by an editorial team known for its quality, innovation and integrity, Hindustan Times (English

newspaper) and Hindustan (Hindi newspaper through a subsidiary Hindustan Media Ventures Limited),

have a combined daily readership base of 12.7 million  (based on round 2 of Indian Readership Survey

2009) to their credit. Both dailies enjoy a strong brand recognition among readers as well as advertisers.

To cater to the large readership base, HT Media operates 19 printing facilities across India with an

installed capacity of 1.5 million copies per hour.

In addition to Hindustan Times, HT Media also publishes a national business newspaper, Mint. Mint is a

one-of-its-kind newspaper in the sense that the company has an exclusive agreement with the Wall

Street Journal to publish Journal-branded news and information in India. Mint is today the second-

largest business newspaper in India with presence in the key markets of Delhi, Mumbai, Chennai,

Bengaluru, Chandigarh, Pune, Kolkata and now Ahmedabad too.

HT Media has also made its foray into electronic media. Diversifying its ambit of operations, the

company in a consulting partnership with Virgin Radio, has launched the FM radio channel - Fever 104.

Currently available in Delhi, Mumbai, Bengaluru and Kolkata, Fever 104 has established a strong

presence as being one of the most vibrant channels on air. In a short span, the channel's rise has been

meteoric considering its position in Mumbai and Bengaluru at No. 1 and in Delhi as the No. 2 station on

the popularity charts.

Internet businesses of HT Media incorporated under Firefly e-ventures, operate leading web

portals Hindustantimes.com and livemint.com in the general and business news categories respectively.

The company's job portal Shine.com which has received high appreciation from consumers and industry

for its innovative design and usability crossed 5 million registrations. Desimartini.com - a social

networking site is growing phenomenally. The company has recently launched an

education portal www.HTCampus.com aimed at students passing out of school and college to help them

to take the right decision about their higher education.

HT Media reported FY 2010 total annual revenue grew by 5% to reach Rs. 1,454 crore. The

circulation revenue posted a robust growth of 19% on account of improved cover price realisation and

increased circulation. The advertisement revenue recorded a modest growth of 1%. Reflecting an

increased acceptance amongst advertisers, the advertising volumes increased by 17%. Radio vertical

outscored others by posting a healthy revenue growth of 52%, taking its revenue to Rs. 43 crore. Riding

on the improved ad volumes and realisations, the Radio business turned EBITDA positive in the fourth

quarter of FY 10.

HISTORY OF HINDUSTAN TIMES MEDIA LTD.

September 26, 1924

The Father of the Nation Mahatma Gandhi inaugurated the Hindustan Times newspaper.

1927

Hindustan Times, was reborn as Hindustan Times Ltd., a limited liability company.

1936

The hindi daily Hindustan was launched..

1937

Devdas Gandhi was appointed the Managing Editor of the newspaper.

1942

The Hindustan Times was one of the newspapers that stopped publishing the n for four and a half

months as it refused to accept the British imposition of censorship on all newspapers.

1947

The year India gained its freedom, was also the year Hindustan Times attained the status of being the

dominant newspaper in Delhi.

1960

The hindi literary magazine Kadambini was launched.

1964

The group started actively targeting the youth of India and launched the Nandan magazine.

1999

The Hindustan Times celebrated its platinum anniversary.

2000

With a focus on localization, five new editions for Calcutta, Bhopal, Ranchi, Chandigarh and Jaipur

were launched.

2003

The media business was de-merged and incorporated under HT Media Ltd.

2004

HT Media Ltd was listed as a public company and attracted external funding.

2005

Hindustan Times successfully entered the Mumbai market with a refreshingly new product and content

mix.

2006

Fever 104 FM is launched, in technical collaboration with the Virgin Group.Hindustan was relaunched

re-establishing the company's prominent presence in the regional news space.

2007

Mint, the business paper in partnership with the Wall Street Journal was launched in Delhi and Mumbai.

2008

Firefly e-Ventures, an HT Media Company launched its first portal for job

seekers, Shine.com; and a social networking website Desimartini.com

 VALUES

HT Media – A rich heritage to live up to! Organizational values are the foundation stones on which the

organization’s image is built. These help the company realize its organizational goals and in turn

transform lives. These values are intended to infuse an infectious energy, professionalism and a sense of

true empowerment to the workplace.

The solid edifice on which HT Media stands tall today was built on high ideals and values. The

company has its roots in the independence movement in the first half of the twentieth century, a cause to

empower the nation. We are adaptive to the changing times, while remaining steadfast to the values

rooted in our culture.

Our values drive us towards our goals of expansion, diversification and excellence. These values define

our philosophy of operations, guide our important decisions and determine our commitment and

achievement.

 The values personified by HT Media are:

Courage

To encourage the ability that meets opposition with skill, competence and fortitude.

Responsibility

Be accountable for results in line with the company’s objectives, strategies and values.

Empowerment

Support our people and give them the freedom to perform and to provide our readers with

information to influence their environment.

Continuous Self Renewal

Determination to constantly re-examine and re-invent ourselves for further innovation and

creativity.

People Centric

People are our greatest asset. We invest in them expect a lot and know that the rest will follow.

VISION

HT Media strives to be a visionary organization and not an organization with a vision. In our endeavour

to have a shared understanding, alignment and commitment, we have derived our company’s vision that

sets the course and empowers people to take action.

PARTNERS

Our path to success has leapt several steps more with successful alliances from the best across the globe.

These partnerships have helped us gain the best practices and technologies used by the industry leaders

and raise our benchmark to the global standards. We would continue to keep our commitment to our

consumers with the best technologies, innovations, products etc from around the world.

Burda

Red Match

Virgin

Velti

The Wall street journal 

CHAPTER2

INTRODUCTION

TO

RADIO INDUSTRY

INTRODUCTION TO RADIO INDUSTRY

Radio has made a comeback in the lifestyles of Indians. Radio has the reputation of being the oldest and

the cheapest medium of entertainment in India. The radio industry has been completely reshaped by the

various private players that entered the sector after the government allowed foreign investment into the

segment and opened the licenses to the private players.

Current size: Rs 300 crore

Projected size by 2010: Rs 1,200 crore

CAGR: 32%

The Indian government has already given 338 licenses for FM radio channels in 91 big and small towns

and cities. The current size of the radio market is India is Rs 300 crores and is expected to achieve the

highest growth rate of 32 per cent in coming years. The quality of the sound and the music has improved

significantly with the emergence and use of satellite radio. The audience profile has also shifted to the

high-income group. Local advertising, lower amount of money spent by the companies to advertise on

radio is an added attractiveness for the players. All India Radio (AIR) - the national service provider

owned and operated by the Ministry of Information and Broadcasting under the Government of India - is

the largest player in the industry.

INTRODUCTION TO 104 FEVER FM

Fever 104 FM, a private radio station from HT Media Ltd, is present in the most vibrant and important

markets of India including Delhi(Since October 2006)-the national capital, Mumbai(since January

2007)-the financial nucleus, Bangalore(Since March 2007)-the technology hub and Kolkata(January

2008)-the cultural capital. Fever 104 FM has pioneered format programming in India by offering the

latest contemporary regional, national and international hits. The station stays true to its core brand

promise of “It’s all about the music” with the best quality and maximum quantity of music on-air

through its signature property of 40 minutes of non-stop music. Fever 104 has also been a trendsetter in

organizing successful listener-focused promotions. While Fever 104 FM caters to 18-34 SEC A/B

audience, its primary target audience is the 18-24 year old young adult, who is typically a college-goer

or a young professional. Fever 104 FM has established itself as a discerning, witty, innovative radio

station which seeks to bond with its listeners, through both its on and off-air tone and content. Fever 104

has also been involved in exciting and innovative concepts like Fever Jam, Music Election and the Fever

104 Concert with A.R. Rahman, thus well and truly positioning Fever 104 as the brand that’s all about

the music. Along with Fever 104 FM, HT Media also owns Hindustan Times, Mint (newspaper), and

social networking site, Desimartini.

ORGANIZATIONAL STRUCTURE AT 104 FEVER

104 Fever FM, has a broad organizational structure, with Delhi as its Head Quarter and other centres

at Mumabai, Kolkata and Bangalore.

The Organisational Structure of all the centres are as follow:

S.Keerthivasan(Business Head

Fever 104 FM)

Puja Sharma (Business Head

Events & Head HR)

Anas Wajid(National Sales Head)

Trupti Vasudev(National Marketing

Head)

Darius Sunawale

(Sales Creative)

Gaurav Sharma(Programme

Director)Station Head

KolkataNeeraj S

MumbaiKiran Murthi

BangaloreKarthi N

Delhi Neeraj C

S.Keerthivasan(Business Head )

Simona Honda(Financial Controller)

Sandeep Chopra(Assistant Manager-

Finance)

Prabhash Aggarwal(Senior Manager-

Finance)

Rajinder Sharma(Assistant Manager-Finance)

Vimal Singh(Senior Account Executive)

Finance Department

Human Resource Department

Puja Sharma(Head HR)

TBH

Natasha Bhalla(Senior Executive HR)

Traffic

Anas Abdul Wajid(National Sales Head)

Harpreet Singh(GM Commercial)

Balraj Thakur(Senior Manager)

Santosh Kumar(Assistant Manager)

Deepak Katiyar(Senior Executive)

Rajiv Verma(Executive)

Ashutosh Kumawat(Manager Traffic)

DARIUS SUNAWALA(Sales Creative Head)

DELHI MUMBAI BANGALORE KOLKATA

Adheesh Verma(Creative Supervisor)Abhishek Duggal

(Sr Copywriter)Mateen Panna(Sr Copywriter)Prashanth Belagatti

(Copywriter)Prasenjit Mukherjee

(Copywriter)

Sales Creative

Puja Sharma(Business Head-Events &

Head HR (Radio)

Abhinav Sharma(Head-Events)

S.Keerthivasan(Business Head-104)

Anand Bhardwaj(Business Head-New

Media Initiatives)

Niranjan Prakash(Planning & Intelligence)

Vivek Sethi(Activation Head-South)

Jayaram P Nair(Activation Head-West)

Rishabh Ratnu(AGM)

Abha Kidwail(Sr.Manager-Events)

Vishruti Tickoo(Sr.Manager-Events)

Sonam Gupta(Executive Trainee)

Mukul Chhatwal(Manager-Events)

Simrit Johal(Executive)

Gagan Singh(Manager-Graphic Design)

Himani Verma(Sr.Manager-Creative)

Rahul V Singh(Executive-Events)

Vijay Pereira(Senior Exec.-Events)

Events

Neeraj ChaturvediCOO - North & East

Trupti Vasudev(National Marketing Head)

Rajat Uppal (Sr.Manager)

Nidhi Jagtiani(AM - Research)

Mktg HeadMumbai(TBH)

Mktg HeadDelhi(TBH)

B’lore(Station Head Doubles Up)

Kolkata(Station Head Doubles Up)

Client Promotions

(TBH)

Station Promotions

(TBH)

Himani Kanitkar(Exec.Mktg) Shreemoyee

(Sr.Exec.)

Station + ClientsPromotions(TBH)

Sudeep Das(Exec.Mktg)

Vigyeta (Sr.Manager)

Abhishek N(Exec.Trainee)

Client Promotions

(TBH)

Aanchal(Sr.Mngr)

Divya Babbar(Exec.Mktg)

Marketing

DELHI

Programming Department

Vinay Manek(Prog. Head – N & E)

PRESENTERCREATIVE

SUPERVISORPRODUCTION

ENGINEERPRODUCERS

Paran Thakur

Tuhinanshu Chaturvedi

Darpan Sharma

Rhicha Vyas

Shruti Rekhi(Sr Producer)

Suhas Jotwani(Producer)

Roma Joshi(Jr Producer)

Rajat Kataria(Sr Prod Engg)

Anirban Saha(Prod Engg)

Mohit Dogra(Jr Prod Engg)

Manmeet Gumber

MUSIC MANAGER

Aoneha Tagore

Nikhil Bajaj(Corporate Sales

Head-North)

Gulshan Saraswat(Manager)

TBH Gunjan Verma(Deputy Manager)

UrvashiSharma(AssistantManager)Mansi Bhardwaj

(Senior Executive)

Syed Faiz(Assistant Manager)Shyamashree Das

(Executive Trainee)Lipika Roy

(Executive Trainee)Swati Singh

(Executive Trainee)

Sales - Corporate

Akhilesh Kumar(Sales Coordinator)

Anas Wajid(National Sales Head)

Saurabh Mishra(Regional Sales Head)

Gaurav Jugran(Retail Sales Head - North)

Rajita Sharma(Manager - Sales)

Maaz Amir Rizvi(Assistant Manager)

Praveen Arora(Manager -Sales)

Vishal Mathur(Deputy Manager)

Jitender Gupta(Sr Exec. Sales)

Kanchan(Sales Associate)

Tanuja Singh(Executive Trainee)

TBH(AM - Sales)

Vasundhara(Executive Trainee)

Kakali B(Manager)

Deepesh(Assistant Manager)

Ahmad(Sales Associate)

Sales - Retail

MUMBAI

Rajesh Mehar (Prog. Head)

PRESENTER PRODUCERS PRODUCTIONENGINEER

MUSIC MANAGER

Rishi Kapoor

Karan Rathore

Yachna Sharma

Siddharth Sahai

Merrill Sequeria(Sr Prod Engg)

Noel D’Silva(Prod Engg)

Harssh A Singh

Sreejith Vijayan(Prod Engg)

Anuraag Pandey

Shriram Sampath(Producer)

Aftab Ali(Producer)

Jatin Sharma(Producer)

Parinita Ganesh(Associate Producer)

Medha Jadhav

Urmin Vijaykar(Associate Producer)

Programming Department

Joseph Dlima(DGM)

E. James (Sr.Exec.)

Saiprasad Terde(Sr.Exec.)

Kamal Verna(DM)

Gunjan Jha(AM)

Abhishek Pathak(Sr.Manager)

Abhishek Kurup(Sr.Manager)

Abhishek Gupta(Sr.Manager)

Bijoy Thaplial(Regional Sales

Head-West)

Kaustabh M(Exec.Trainee)

Vidisha(Exec.Trainee)

Asif (Exec.Trainee)

Nishant-Pune(DM)

Dipesh G(Sr.Exec.)Shonima

(Sr.Executive)Bhushan Mayur

(Manager)

Purvi Modi(Sr.Exec.)

Nikita Shetty(Exec.Trainee)

Gurmeet(DM)

Ankit Gupta(DM)

(TBH)

Sunil Yadav(AM)

Marilyn John(Executive)

Rupendu

Sales Department

BANGALORE

Sowjanya Kashyap(Programming Head)

PRESENTER MUSIC MANAGERPRODUCTION

ENGINEERPRODUCER

Archana Addoni

Shraddha Gautam

Sumesh Goni

Naveen Kumar

Arjun Sashidhar

Neethi Bhat

Mayur KR(Producer)

Manojav G Galgali(Producer)

Santosh Mavinkure(Sr Prod Engg)

Avinash Naidu(Prod Engg)

Harish N

Programming Department

Sindhu Sree

Sachin Gupta(Sales Head)

CORPORATE RETAILREST OF SOUTH

Prashant DJ(Manager)

Navin Pascal(Manager)

C.Basavaraju(Manager)

Sandeep N(Senior Executive)

Arjun Jayaram(Executive Trainee)

Ankur Saxena(Executive Trainee)

Vinoth C(Executive Trainee)

Roshan Philip(AM)

Praveen Kumar N(AM - Chennai)

Sales Department

KOLKATA

Chandrima Mazumdar

(Programming Head)

PresenterAbhishek Banerjee

(Music Manager)Arindom Chakraborty

(Sr. Production Engineer)

Samrat Das

Manali Ganguly

Mithun Banik

Amrita Chakraborty

Programming Department

Sales Department

Amitava Bhattacharjee(Marketing &Sales Head)

Debasish Ghosh(Sales Manager)

Amit Kapoor(Assistant Manager)

Abhishek Sharma(Senior Executive)

Siddharth Tiwari(Senior Executive)

Bhaskar Banerjee(Assistant Manager)

CHAPTER 3

RECRUITMENT

Recruitment is the process by which organizations locate and attract individuals

to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace

those who leave or are promoted in order to acquire new skills and promote organizational growth.

Recruitment is defined as, “a process to discover the sources of man power 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.”

Recruitment is a ‘linking function’, joining together those with jobs to fill and those seeking jobs. It is a

‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the

former to apply for a job with the latter. In order to attract people for the jobs, the organization must

communicate the position in such a way that job seekers respond. To be cost effective, the recruitment

process should attract qualified applicants and provide enough information for unqualified persons to

self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends

when their applications are submitted. The result is a pool of applicants from which new employees are

selected.

Edwin B Flippo defines recruitment as „the process of searching for prospective employees and

stimulating them to apply for the jobs in the organization.‟

“It is the process of finding and attracting capable applicants for employment. The process begins when

new recruits are sought and ends when their application are submitted. The result is a pool of applicants

from which new employees are selected.”

OBJECTIVES OF RECRUITMENT

To attract with multi dimensional skills and experience that suite the present and future organization

strategies.

To induct outsider with new perspective to lead the company.

To infuse fresh blood at all levels of organization.

To develop an organizational culture that attracts competent people to the company.

To search or headhunt people whose skill fit the company‟s values.

To seek out non-conventional development grounds of talent

To devise methodology for assessing psychological traits.

To search for talent globally not just with in the company.

To design entry pay that competes on quality but not on quantum.

To anticipate and find people for position that doesn‟t exists yet.

Recruitment represents the first contact that a company makes with potential employees. It is through

recruitment that many individuals come to know about the company and eventually decide whether they

wish to work for it.

The recruitment process should inform qualified individuals about the job so that applicant can make

comparison with their qualification and interest.

METHODS OF RECRUITMENT

Dunn and Stephens summaries the possible recruiting methods into three categories, namely

1: Direct method

2: Indirect method

3: Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and professional

institutions, employees contact with public, and mannered exhibits. One of the widely used methods is

sending the recruiters to different colleges and technical schools. This is mainly done with the

cooperation of the placement office of the college. Sometimes, firms directly solicit information form

the concerned professors about student with an outstanding records.

Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs,

and using mobile offices to go the desired centers.

INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional

journals, technical magazines and brochures.

Advertisements in newspapers and or trade journals and magazines are the most frequently used

methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue

color and hourly worker, as well as scientific, professional, and technical employees.

Local newspaper can be good sources of blue collar workers, clerical employees, and lower level

administrative employees.

The main point is that the higher the position in the organization the more dispersed advertisement is

likely to be. The search for the top executive might include advertisement in a national periodical,

whereas the advertisement of the blue color jobs usually confine to the daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three main points

need to be borne in the mind before an advertisement in inserted.

First, to visualize the type of applicants one is trying to recruit.

Second, to write out a list of advantages the company offers, or why should the reader join the company.

Third, to decide where to run the advertisement , not only in which area, but also in which newspaper

having a local, state or a nation- wide circulation.

THRID PARTY

These include the use of commercial or private employment agencies, state agencies, and placement

offices of schools colleges and professional associations recruiting firms, management consulting firms,

indoctrination seminars for college professors, and friends and relatives.

Private employment agencies are the most widely used sources. They charge a small fee from the

applicant. They specialize in specific occupation; general office help, salesmen, technical workers,

accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labour exchanges, are the

main agencies for the public employment. Employers inform them of their personnel requirement, while

job seekers get information for them about the type of job are referred by the employer.

SOURCES OF RECRUITMENT

The following are the most commonly used methods of recruiting people.

INTERNAL METHODS:

This refers to the filling of job vacancies from within the business - where existing

employees are selected rather than employing someone from outside.

A business might decide that it already has the right people with the right skills to do the job,

particularly if its training and development programme has been effective.

Promotions and Transfers

This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral

movement within the same grade, from one job to another. It may lead to changes in duties and

responsibilities, working conditions, etc., but not necessarily salary. Promotion involves movement of

employee from a lower level position to a higher level position accompanied by changes in duties,

responsibilities, status and value.

Job Posting

Job posting is another way of hiring people from within. In this method, the organization publicizes job

opening on bulletin boards, electronic method and similar outlets. One of the important advantages of

this method is that it offers a chance to highly qualified applicants working within the company to look

for growth opportunities within the company.

Employee Referral

Employee referral means using personal contacts to locate job opportunities. It is a recommendation

from a current employee regarding a job applicant. Employees working in the organization are

encouraged to recommend the names of their friends, working in other organizations for a possible

vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly

competitive industry nowadays. Companies offer rich rewards also to employees whose

recommendations are accepted

EXTERNAL METHODS:

This refers to the filling of job vacancies from outside the business. Most businesses engage in external

recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries

with high staff turnover

Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and their placement centers.

Here the recruiters visit reputed educational institutions with a view to pick up job aspirants having

requisite technical or professional skills. Job seekers are provided information about the jobs and the

recruiters. A preliminary screening is done within the campus and the short listed students are then

subjected to the remainder of the selection process. If campus recruitment is used, steps should be taken

by human resource department to ensure that recruiters are knowledgeable concerning the jobs that are

to be filled in the organizations and employee effective interviewing skills.

Advertisement

These include advertisements in newspapers; trade, professional and technical journals; radio and

television; etc. The ads generally give a brief outline of the job responsibilities, compensation package,

prospects in organizations, etc. This method is appropriate when (a) the organization intends to reach a

large target group and(b) the organizations wants a fairly good number of talented people – who are

geographically spread out

Employment Agencies

These businesses specialize in recruitment and selection. They often specialize in recruitment for

specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of candidates based on

the people registered with the agency. They also supply temporary or interim employees.

Recruitment Consultancies

Companies give their manpower requirements to Placement & Recruitment Consultants who undertake

the job of identifying suitable candidates for the Company.

Unsolicited Applicants / Walk-ins

Companies generally receive unsolicited applications from job seekers at various points of time; the

number of such applications depends on economic conditions, the image of the company and the job

seeker’s perception of the types of jobs that might be available etc. Such applications are generally kept

in a data bank and whenever a suitable vacancy arises, the company would intimate the candidates to

apply through a formal channel.

FACTORS AFFECTING RECRUITMENT

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company‟s pay package

- Quality of work life

- Organizational culture

- Company‟s size

- Company‟s product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

2: External factors: These include

- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system

PHILOSOPHIES OF RECRUITEMT

Basically there are two Philosophies of recruitment. These are as follows:

1: Realistic Job Previews (RJP)

Realistic Job Previews provides complete job related information to the applicants so that they can make

the right decision before taking up the jobs. It includes positive and the negative aspects of the job.

2: Job Compatibility Questionnaire (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicants preference for the

work match the characteristic of the job. The JCQ is designed to collect information on all aspects of the

job which have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The

assumption of JCQ is that, greater the compatibility between an applicant’s preference for the job and

characteristic of the job as perceived by the job seeker, the greater the probability of employee

effectiveness and longer the tenure.

FACTORS TO BE UNDERTAKEN WHILE FORMULATING RECRUITMENT POLICIES

The following factors should be undertaken while formulating the policies -

Government polices

Recruitment sources

Recruitment needs and cost

Organizational and personal policies

CHAPTER 4

SELECTION

Selection refers to the task of choosing or picking the suitable candidates by first

asking for and gaining access to useful information about the candidate.

Through the process of recruitment the company tries to locate prospective employees and encourages

them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for

selection.

Selection is the process of picking individuals who have relevant qualifications to fill jobs in an

organization. The basic purpose is to choose the individual who can most successfully perform the job

from the pool of qualified candidates.

The purpose of selection is to pick up the most suitable candidate who would meet the requirements of

the job in an organization best, to find out which job applicant will be successful, if hired. To meet this

goal, the company obtains and assesses information about the applicants in terms of age, qualifications,

skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable

person is then picked up after eliminating the unsuitable applicants through successive stages of

selection process. How well an employee is matched to a job is very important because it is directly

affects the amount and quality of employee’s work. Any mismatched in this regard can cost an

organization a great deal of money, time and trouble, especially, in terms of training and operating costs.

In course of time, the employee may find the job distasteful and leave in frustration. He may even

circulate ‘hot news’ and juicy bits of negative information about the company, causing incalculable

harm to the company in the long run.

BARRIERS TO SELECTION

The main objective of selection process is to hire people having competence and commitment towards

the given job profile. But due to some reason the main purpose of effectively selecting candidates is

defeated. These reasons are:

1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to

the perception he has or he made up while talking or looking at the individual. This way he does not see

through the caliber or the efficiency of the individual and many times it leads to the selection of the

wrong candidates.

2: Fairness: During the selection process the interviewer does not select the individual on the basis of

his knowledge and hence the right type of the candidates is not selected.

3: Pressure: The people from the HR department and also have a lot of pressure from the top

management and from other top class people for selecting the candidates they want. This ways the

purpose of effective selection process of effective selection process is defeated as they have to select that

individual whether or not he is capable of the job. that is being offered.

ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of employees to be

selected.

- There must be some standards of personnel with which a prospective employee may be compared.

FACTORS AFFECTING SELECTION DECISION

Includes:

- Profile matching

- Organization and social environment

- Multi correlations

- Successive hurdles

CHAPTER 5

PROCESS OF

RECRUITMENT AND SELECTION

AT

104 FEVER

Process of Recruitment and Selection at 104 Fever Fm comprises of various steps. These

Steps are listed below:

STEP 1: MANPOWER PLANNING

Manpower planning is done to identify the vacancies arising out of business needs. Each department

undertakes manpower planning every year. Manpower planning may be necessitated due to separation in

the form of resignation, termination, transfers etc., expansion / reorganization, time bound jobs of

temporary nature /leave vacancies, retirements (premature or on attaining the58 years of age). Annual

manpower budget, including current staff strength, is prepared by the Business Head and approved by

the Budget Committee comprising of Business Heads / Corporate Heads / JMD and the Chairman.

STEP 2: IDENTIFICATION OF A VACANCY

The department head identifies the need for hiring based on Manpower Hiring Plan (Manpower Budget).

The vacancies can be arising due to resignations, terminations and retirement of employees.

STEP 3: REVIEW THE NEED FOR THE POSITION OR VACANCY

The department head review the requirement for the position and the need to fill the vacancy. He checks

whether the requirement is as per Manpower Hiring Plan(Manpower Budget). Then, Head of the

Department raise a Manpower Requisition Form in a standardized format and forward the copy of MRF

to the CEO for approval. The Department Head along with HR Manager check whether the hiring

requirement is for an existing role or a new role. If the requirement is for existing role then the

Department Head forward it to the HR Department. If the requirement is for a new role, then the

Department Head create Job Description for the role in a standard format and forward it to the HR

Department to start the recruitment.

STEP 4: SOURCING OF SUITABLE CANDIDATES

The HR Executive considers and assesses the best way of attracting a pool of suitably qualified

candidates, who will meet the needs of the business. Depending on the nature of the position/grade,

volumes of recruitment and any other relevant factors, the Regional HR would use any one or multiple

sources such as:

Existing database

Employee referral as per any company scheme that may be approved

from time to time

Advertisement in the internet/newspapers/magazines/company’s sites/job

sites or any other media

Placement Agencies / Consultants

Direct recruitment from campuses/academic institutes;

A list of resourceful / quality consultants with agreed rate of commission is prepared by the HR

Executive based on specialization in the manufacturing Industry, past history, market reputation and

ability to deliver.

STEP 5: COLLECT THE RESUMES

The HR Executive forward the JD’s to the placement consultants and collect the

resumes or profiles from all the consultants

STEP 6: SCREENING OF RESUMES

The HR Executive screen the resumes as per JDs and MRF and shortlist profile fit. He verifies whether

the candidate has appeared for an interview with the company previously from the application database.

If the candidate has appeared for an interview previously, then review the feedback from the Interview

Assessment Form (IAF) and other documents filled.

STEP 7: SHORTLISTING OF CANDIDATES

The HR Executive forward all the HR-Short listed resumes to concerned HOD with resume snapshot

attached in mail with a copy to VP function, Head HR and Manager HR. The Concerned HOD shortlists

the candidates to be called for an interview as per requirement for the Job and forwards the list to HR

Department. The HR Executive prepares the Interview Calendar and forwards it to the Concerned HOD

and HR Manager with copy to HR Head and VP function.

STEP 8: SCHEDULE INTERVIEWS

The HR Executive obtains a tentative schedule from Concerned HOD and Head HR for interviewing the

candidates. He asks the consultants to line up the shortlisted candidates on scheduled interview date.

Regular follow up is to be done with candidates by the HR Executive to ensure 100% participation.

STEP 9: CONDUCT INTERVIEWS

The HR Executive in consultation with the concerned department will set up an interview panel

consisting of HR Head / Manager and Department Head /Manager. On the date of Interview, the HR

Executive circulates the Application

Blank and Travel Reimbursement Form to the candidates for procuring

information about the candidate. The HR Executive forwards the Interview

Assessment Sheet to the Interview Panel. The interview panel assesses the

candidate based on the factors mentioned below, in a prescribed format and

gives its recommendations for approval.

Attitude

Knowledge

Communication

Experience

Team spirit

Loyalty expectation

Initiative

The HR Executive coordinates the interview process. The HR Executive collects all filled TRF’s

with Original bills (Tickets) from the candidates and gets those forms approved by HR Head and

forward the approved TR list along with the filled Travel Reimbursement Forms and original

bills to the Finance and Accounts for processing.

If the candidate is rejected, the HR Executive communicates the same to the candidate and files the

Interview Assessment Sheet, application blank along with resume of candidate in the Application

Database.

STEP 10: MAKE OFFER OF EMPLOYMENT.

The Concerned HOD and Head HR make verbal offer to the shortlisted candidate and discuss other

terms and conditions of employment. If the candidate accepts the offer then conduct reference check for

the prospective employee (Via telephone, Mail).

STEP 11: RENEGOTIATE OFFER

If the shortlisted candidate rejects the offer due to salary reasons, the HR Head renegotiate salary with

the candidate, if suitable, along with other terms and conditions.

STEP 12: REFERENCE CHECK

Reference checks of the final short listed candidate are conducted by Head-HR. The candidate is asked

to mention in his application blank, the names and addresses of two or more persons who know him

well. These may be his previous employers, heads of education institutions or public figures. These

people are requested to provide their frank opinion about the candidate without incurring any liability.

The opinion of referees can be useful in judging the future behavior and performance of candidate. If the

result of reference check is positive then continue with the induction process. If the result of reference

check is negative, then withdraw the offer and send rejection letter to the candidate.

STEP 13: LETTER OF INTENT

The selected candidate will be given an intent letter with prescribed details as

given below:

•Functional Band Position for which selected.

•Place of initial Posting

•Expected Date of Joining.

•Advise for medical examination.

•Details of the testimonials and other documents to be submitted at the

time of joining.

•Acceptance by the selected candidate

STEP 14: MEDICAL CHECK UP

The selected candidate is sent for a medical checkup at reputed hospitals before final selection / issuance

of letter of intent or after final selection / issuance of letter of intent. In case the candidate is declared

unfit for employment the offer /intent letter will stand cancelled.

STEP 15: ON BOARDING & INDUCTION

On the date of joining the employee is issued an appointment letter by the HR Head. The appointment

letter include all the terms and conditions governing employment including Designation, Department,

Salary & Scale of Pay, Date of appointment, Probation, Medical Fitness, Retirement, Termination of

Services, Secrecy, Transfer etc. All new joinees undergo an induction program as per requirement soon

after joining the organization. Induction program is done by HR Department in consultation and

involvement of concerned department / other departments. During the process of induction, the new

member is briefed about the following:

1.Company Profile & Product

2. Geographical familiarization

3.Organizational Policy & Procedures

4.Socialization with department rituals.

5.Employee Involvement activities

The induction process shall begin by verification of the following original merit certificates wherever

applicable subject to the level of hiring:

•Educational certificates

•Proof of date of birth

•Four passport sized photographs of self

•One passport sized photographs (each) of spouse, dependent children (if

applicable) for medical insurance purpose.

•Relieving letter from the previous employer (If the relieving letter is notavailable, declaration regarding

resignation shall be obtained from thecandidate)

•Copy of experience certificates for all the previous employments (if

applicable)

•Salary slips certificate from the previous employer

•TDS certificate and Form 16 from previous employer (or Salary certificate)

•Copies of certificates and testimonials

•Nomination and other documents pertaining to provident fund, gratuity.

CHAPTER 6

RESEARCH METHODOLOGY,

DATA ANALYSIS,

INTERPRETATION

AND

SUGGESTIONS

RESEARCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial problems.

These problems in life call for acceptable and effective solutions and for this purpose, research is

required and a methodology applied for the solutions can be found out.

Research was carried out at 104 Fever FM (HTML) to find out the “Recruitment and selection

process”.

DATA COLLECTION:

Primary Data:

Primary data was collected through survey method by distributing questionnaires to branch manager and

other sales manager. The questionnaires were carefully designed by taking into account the parameters

of my study.

Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the organisation, 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.

DATA ANALYSIS

Question1: What are the sources for recruitment and selection?

INTERNAL EXTERNAL BOTH

9% 18% 73%

9%

18%

73%

InternalExternalBoth

Interpretation: About 73% of the manager say that they prefer both internal as well as external

source for recruitment and selection where as only 9% go for internal source and 18% go for external

sources.

Question2: Which method do you mostly prefer for recruitment and selection

Process?

DIRE

CT

INDIREC

T

THIRD

PARTY

65% 32% 3%

65%

32%

3%

DirectIndirectThird Party

Interpretation: Direct 65% Indirect 32% Third party 3%

About 65% of the mangers go for direct recruitment and selection and 32% go for

indirect and only 3 % go for third party recruitment way.

Question3.When do you prefer to go for man power planning?

Quaterly Yearly No fixed time

50 20 30

20%

50%

30%

YearlyQuaterlyNo Fixed Time

Interpretation: Around 50% of the managers go for Quarterly manpower planning and 30 % do not

follow any pattern they don‟t have any fixed time where as 20% go for yearly.

Question4: What are the sources which are more preferred for external

recruitment?

Consultancies Advertisemnt Walk INns Campus recruitment

40 30 20 10

10%

30%

40%

20%

Campus RecruitmentAdvertisementConsultanciesWalk Inns

Interpretation: In 104 Fever FM, 40% managers go for Consultancies firm, 30% go for

Advertisements,20% for Walk Inns, 10% for Campus Recruitment.

Question 5: What form of interview did you prefer?

Personal interview Telephonic Interview Video Conferencing Other

40 20 30 10

40%

20%

30%

10%

Personal InterviewTelephonic InterviewVideo ConferencingOther

Interpretation: 40% of the employee prefers personal interview,30% video conferencing 20%

telephonic interview and 10% prefer other ways.

Question6: How do you rate HR practices of your company?

Very good Good Average Bad

30 40 20 10

30%

40%

20%

10%

Very GoodGoodAverageBad

Interpretation: 30% 40% 20% 10% Very Good Good Average Bad

50% of the managers feel that HR department is good where and 30%say that‟s its very good where as

20% says its average and only 10% manager feel it‟s bad.

Qestion7: Does 104 Fever adopts Internal Recruitment Source i.e. Transfer,

promotion or employee referrals?

Yes No

80 20

80%

20%

YesNo

Interpretation: Internal recruitment is very common among the firm.80 %

Employees says yes and 20% says no only.

Question8: What are the most preferred Qualities on the basis of which

you select the candidate?

Attitude Experiencs Knowledge Communicatio

n

Team Spirit

30 20 30 10 10

Interpretation: HR managers looks for 30% Attitude & Knowledge,20%

Experience,10%Communication & Team Spirit.

30%

20%

30%

10%

10%

AttitudeExperienceKnowledgeCommunicationTeam Spirit

Question9.What are the challenges you face while managing your manpower?

Recruitment Replacement Absenteeism Trade Union Cost of non

perfprmance

25 30 20 10 15

25%

30%

20%

10%

15%

-- Recruitment-- Replacement-- Absenteeism-- Trade union-- Cost of non performanc

Interpretation: According to employess 25%recruitment, 30% replacement,20% absenteeism, 15%

cost of non performance,

And 10 % trade union.

Question10.What is the percentage of NO SHOWS? (Shortlisted candidates not turning up for joining job)

0-5% 5-10% 10-15% Not at all

30%

10%

10%

50%

0-5%5-10%10-15%Not At All

Interpretation: According to managers 50% of population does no go,but still there are chances of

10%.

RECOMMENDATIONS & SUGGESTIONS

Compress the "white space" in your hiring process

White Spaces are delays in hiring process that are unproductive, waste time, and virtually assure you'll

lose talented candidates. Often the longest delays occur between critical selection events. For example, a

recruiter may need several weeks to screen a few resumes from the Web job boards, or candidates who

make it through screening may wait weeks to interview with a hiring manager.

Here at Escorts Construction Equipment Limited, the delays occur when the outstation candidates are

called for interviews at Regional branches like Delhi and Faridabad. Sometimes, because of busy

schedule of senior managers and sometimes because of tight schedule of candidate, the interview has to

be postponed. This delay could be minimized by scheduling interviews in the regional locations. It is

recommended to reduce the turnaround time for the recruitment and selection process. It must be made

mandatory for the candidates to take the test, filling up forms etc within the stipulated time, this will

make sure that the candidates do not hold casual attitude and take the recruitment process more

seriously. Additionally it will send across a positive image about the company.

Tie up with more & more consultants from multiple segments

Since the limited placement agencies are sourcing candidates to all construction

companies, there often comes the problem of duplication of data. Therefore it is recommended that more

and more consultants should be tied up from multiple

segments to attract large pool of new and fresh talent.

Know what you're looking for in candidates

It is observed that the candidates sourced by placement agencies and send for further rounds of

interviews are rarely found suitable by the hiring managers. Therefore it is recommended that these

placement agencies be given a well drafted job description and job specification. This can also be

circulated to internal employees under the employee referral scheme. This will help people to get a

clearer picture and provide for most suitable candidates.

Reduce the pre offer formalities

Pre-offer documentation includes filling of a lengthy Application Blank which includes all personal,

educational and professional details of candidate. This is very time consuming and even after taking

these details from candidate its not sure that offer will be made or not. This also becomes frustrating for

the candidate sometimes. So, it is recommended that unnecessary details should not be asked before we

make the final offer to the candidate. Application Blank form should be made concise.

LEARNINGS & EXPERIENCES

Every endeavor undertaken to accomplish challenging goals, can only be successful under the

experienced and encouraging guidance. I am privileged to have undergone training at Escorts

Construction Equipment Limited. As learning never stops, my learning at ECEL has come from a lot of

exposure, on the job training and close interaction with the HR department. In brief my learning’s and

achievements can be summarized as under:

O Observed the Interview Process for Product Support & Sales

vacancy.

O Understanding of profiles.

O Following up with the candidates during the recruitment process.

O Communicating with the HR Manager regarding the process.

O Help in the coordination of training for workers and managers.

O Learnt the effective use of communication tools

CONCLUSION

Success of every business enterprise depends on its human resource. Recruiting and selecting the right

people for your business is a challenge. Finding the right man for the job and developing him into a

valuable resource is an indispensable requirement of every organization. Proper recruitment helps the

line managers to work most effectively in accomplishing the primary objective of the enterprise. In order

to harness the human energies in the service or organizational goals, every HR manager is expected to

pay proper attention to recruitment and selection activities in an organization. Thus, personnel functions

recruitment and selection, when carried out properly, would enable the organization to hire and retain

the services of the best brains in the market.

The recruitment process inform qualified individuals about employment

opportunities, create a positive image of the company, provide enough information about the jobs so that

applicants can make comparisons with their qualifications and interests, and generate enthusiasm among

the best candidates so that they will apply for the vacant positions. Recruitment represents the first

contact that a company makes with potential employees. It is through recruitment that many individuals

will come to know a company, and eventually decide whether they wish to work for it.

BIBLIOGRAPHY

C.B Mamoria and S.V Gankar (2004), Personal Management Text and Cases. Himalaya

Publication.

K.Aswahthappa (2001),Human Resource and Personnel Management

V S P Rao, Human Resource Management, Second Edition

www.citehr.com

www.htmedia.in

ANNEXURES

QUESTIONNAIRE

Name of the company: Hindustan Times Media Limited

Industry Type : Media

Name of Respondent : Puja Sharma– Manager HR

Question1: What are the sources for recruitment and selection?

Internal

External

Both

Question 2: Which method do you mostly prefer for recruitment and selection

Process?

Direct

Indirect

Third Party

Question 3:When do You prefer to go for manpower planning?

Quaterly

Yearly

No fixed time

Question 4: What are the sources which are more preferred for external recruitment?

Campus Recruitment

Walk inns

Advertisements

Consultancies

Question5: What form of interview did you prefer?

Personal Interview

Video Conferencing

Telephonic Interview

Other

Question6: How do you rate the HR practices of the company?

Very Good

Good

Average

Bad

Question7.Does 104 Fever adopts Internal Recruitment Source i.e. Transfer, promotion or

employee referrals?

Yes

No

Question8: What are the most preferred Qualities on the basis of which

you select the candidate?

Attitude

Experience

Knowledge

Team spirit

Communication

Question9. What are the challenges you face while managing your manpower?

Recruitment

Replacement

Absenteeism

Trade union

Cost of non performance

Question10. What is the percentage of NO SHOWS? (Shortlisted candidates not turning up for

joining job)

0% - 5%

More than 15%

5% - 10%

Not at all

.