Beta Report 1.1
Beta Report 1.1
Beta Report 1.1
Synopsis submitted to
Department of Commerce, MAHE
Submitted by
Mr. Aditya Kumar
(162621318)
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DECLARATION
----ADITYA KUMAR
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Certificate of the Guide
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Certificate by the Company
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ACKNOWLEDGEMENT
This project bears imprint of all those who have directly or indirectly helped me
and extended their kind support in completing this project. At the time of
making this report I express my sincere gratitude to all of them.
I would like to express my sincere gratitude to Mrs. Anuradha Dravid (CEO,
Selection Search), Mr. Ravi Teja (Human Resource Manager, Selection Search
and Connect Hub) and Mrs. Himani Arora (Operational Head, Selection
Search) for giving me this opportunity to undergo this interestin project with
Selection Search, Gurugram.
I am indebted to Mrs. Anuradha Dravid (CEO), Mr. Ravi Teja (Human
Resource Manager) and Mrs. Himani Arora for their encouraging and kind
support throughout the project.
I am extremely thankful and obliged to Ass. Prof. Ravindra Shenoy (Project
Guide) for providing streamed guidelines since inception, till the completion of
the project.
I would also like to thank Selection Search employees and clients, whom I met
during the course of this project, for their support and for providing valuable
information, which helped me, complete this project successfully.
At this moment I also thank almighty God for the blessings showed upon me,
my parents for their support and care and also my friends for their valuable
suggestions.
This project report is a collective effort of all and I sincerely remember and
acknowledge all of them for their excellent help and assistance throughout the
project.
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PREFACE
Successful recruitment methods include a thorough analysis of the job and the
labour market conditions. Recruitment is almost central to any management
process and failure in recruitment can create difficulties for any company
including an adverse effect on its profitability and inappropriate levels of
staffing or skills. Inadequate recruitment can lead to labour shortages, or
problems in management decision making.
Recruitment is however not just a simple selection process but also requires
management decision making and extensive planning to employ the most
suitable manpower. Competition among business organizations for recruiting
the best potential has increased focus on innovation, and management decision
making and the selectors aim to recruit only the best candidates who would suit
the corporate culture, ethics and climate specific to the organization.
The process of recruitment does not however end with application and selection
of the right people but involves maintaining and retaining the employees
chosen. Despite a well drawn plan on recruitment and selection and
involvement of qualified management team, recruitment processes followed by
companies can face significant obstacles in implementation. Theories of HRM
may provide insights on the best approaches to recruitment although companies
will have to use their in house management skills to apply generic theories
within specific organizational context.
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EXECUTIVE SUMMARY
The project starts with the general introduction to what Selection and
Recruitment is all about. Then comes the Company Profile. It consists
of an introduction about the organization. Here I have stated the
history of the organization, its objectives, products and capabilities of
the organization. The project provides me excellent opportunity to
correlate my theoretical learning with the ground realities of the
industry and the market.
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CONTENTS
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CHAPTER 1
INTRODUCTION
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PROJECT OVERVIEW
The whole process of recruitment from a recruitment firm like Selection Search
is a very exhausting one. It is detail oriented in nature. The reason why every
employee gets motivated to do the job is because of the knowledge that at that
particular moment that particular recruiter was responsible for giving job to
these candidates. To generate employment is one thing but to recruit the right
kind of workforce for a job is another thing. It not only needs the basic
understanding of the client company’s need to fill the position in a period of
time but it also requires the recruiter to be sensitive of the needs of the
candidate to find the right job for himself. All this needs a great profundity of
intellect.
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contribution to the revenue generation of the company.
SELECTION
RECRUITMENT
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PURPOSE AND IMPORTANCE
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THEORIES AND POLICIES OF RECRUITMENT AND SELECTION
Theories:
1. Objective theory
2. Subjective theory
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2) Research indicates that more recruiter contact enhances acceptance
of offer, also experienced recruiter are more successful than young
or inexperienced recruiter – may be especially important when
recruiting ethnic minorities, women, etc.
Policies:
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3) How to handle special personnel in recruitment/selection: e.g.
relatives (nepotism) veterans (any special advancement toward
retirement for military experience?), rehires (special consideration?
vacation days or other prior benefits?), part-time or temporary
personnel (special consideration? benefits?)
5) Others:
a. Residency requirement in district?
b. Favors, special considerations related to recruitment? - e.g. get
spouse a job?
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INDUCEMENTS TO RECRUITMENT
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SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two
categories: internal sources and external sources. Both have their
own merits and demerits.
Internal Sources:-
Persons who are already working in an organization constitute the
‘internal sources’. Retrenched employees, retired employees,
dependents of deceased employees may also constitute the internal
sources. Whenever any vacancy arises, someone from within the
organization is upgraded, transferred, promoted or even demoted.
External Sources
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METHODS OF RECRUITMENT
Job Posting:
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Employee Referral:
Advertisements:
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advertising and the coverage needed i.e. how far away people will
consider applying for the job.
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Talent Acquisition
Retention of Employees
Expensive
Time Constraint
Budget
Managing Low attrition rate
Talent Shortage
Attrition rate
Remoteness of job
Reservations and Govt. policies
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STEPS OF RECRUITMENT PROCESS CAN BE DONE BY
TWO WAYS
SELECTION:
Selection is the process of choosing the most suitable person out of all
the applicants. It is the process of matching qualifications of
applicants with the job requirement.
The selection of a candidate with the right combination of education,
work experience, attitude, and creativity will not only increase the
quality and stability of the workforce, it will also play a large role in
bringing management strategies and planning to fruition.
Features of selection
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Selection is choosing the best out of the recruited persons.
It is a negative process
It reduces absenteeism and labour turnover
It helps in increasing the efficiency and productivity
It helps in building up of a stable workforce
• External environment
Supply and demand of specific skill
Unemployment rate
Legal and political considerations
Company’s Image
• Internal environment
Company’s policy
HRP
Cost of hiring
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PROCESS OF SELECTION
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RECRUITMENT POLICY
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Preparation
This will help one to know about the history of the institution, their
core values, their culture and processes, the benefits employees can
enjoy and the career growth chart. When one has knowledge about
these vital parameters, it becomes easier to assess a resume based on
these parameters. Moreover, when one is equipped with such vital
information about the company and the job profile, it helps to
motivate and mould the suitable but reluctant candidates to attend the
interview.
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job description is essential for a good selection interview. It helps one
to explain the nature of work to the prospective candidate properly
without any over or under commitment. This also helps to put the
candidate, the client and the recruiter on the same platform.
Implementation
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are discussed below. Even before sourcing is started, it is very
important to have a clear understanding of the requirement of the
client. The recruiter must have all knowledge about the institution
he/she is about to source for. It makes sure that all the questions that a
candidate has regarding the profile or the credibility of the company
are satisfactorily answered. Sourcing is defined as the process
wherein the recruiter creates a pool of potential candidates to fill up a
position. It is the first step of recruitment. Sourcing involves logging
on to several job-portals and doing a search for the potential
candidates. After the search is generated, the most critical part of
sourcing starts. Mainly four steps are involved in Sourcing. They are
discussed below:
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Match the JD and JS:
Once the CV has been matched with the job description and matched
with the job specification, CV can be shortlisted. There is an
individual interview of the recruiter and the candidate. In this
interview the candidate answers the questions the recruiter asks to be
sure that the candidate would suit the profile of the job.
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Simultaneously a Scoring Sheet is also prepared which is a Scientific
method to evaluate each candidate, candidates scoring 75% or more
are the ones who will be shared with the client(s) to conduct the face
to face interview.
Interview
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To get an opportunity to judge an applicant’s qualifications and
characteristics as a basic for sound selection and placement.
To give an applicant essential facts about the job and the
company you are recruiting for.
To establish a rapport.
To promote goodwill about the company whether interview
culminates in employment or not.
To get a real feel of the candidate.
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sharper. Listening to the words used and their tone used gives
immense messages about the candidate.
1) You must keep the CV next to you and make notes while taking
the interview.
2) Must prepare a set of questions that would match the JD.
3) To use a call script. This helps in being professional and saves
time to in approaching the right candidate.
4) Do not display any negative emotion during the interview. Not
to over or under commit anyone.
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RESEARCH METHODOLOGY
Methodology Used:
Under this type the researcher has to use the facts and
information already available and analyze them to make
evaluation of the market.
Data has been collected from the Fact sheet and existing
database of the company and used those data for the research.
2.2 OBJECTIVES
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