A

SUMMER INTERNSHIP PROJECT REPORT ON

RECRUITMENT AND SELECTION PROCESS AT

DENAVE INDIA PVT LTD

In Partial Fulfilment of the requirement for the degree of

Master of Business Administration

Session - 2021-2023

SUBMITTED BY:

BISWAJIT ROUTARAY

ROLL NO- MGT21044

REG NO- 214060044

EXTERNAL GUIDE INTENAL GIUDE

Mrs. MANSI PANT Dr. SANJITA LENKA
(Senior Exec.) HOD(MBA)

BHUBANESWAR-752054

MASTER IN BUSINESS ADMINSTRATION

C V RAMAN GLOBAL UNIVERSITY

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 Declaration

I, Biswajit Routaray, hereby declare that the project work entitled

“RECRUITMENT AND SELECTION PROCESS” in DENAVE INDIA
PVT LTD submitted in partial fulfillment of the requirements for the award of
“MASTERS OF BUSINESS ADMINISTRATION”, is a bonafied work done
by me under the guidance of MRS. MANSI PANT (SENIOR EXEC.) in DENAVE
INDIA PVT LTD. Certified further that, to the best of my knowledge the work
reported here does not from part of any other project report on the basis of
which a degree or award was conferred on an earlier occasion.

Date: -------------------

Place:
Signature of the candidate

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 ACKNOWLEDGEMENT

I take the opportunity to express our gratitude to all the concerned people
who have directly or indirectly contributed towards completion of this project. I
extend my sincere gratitude towards DENAVE INDIA PVT LTD for
providing the opportunity and resources to work on this project.

I express my gratitude to MRS. MANSI PANT (SENIOR EXEC) of the

company as a token of my feeling.

I am extremely grateful to MRS. SANJITA LENKA Head of the

Department of Management studies and all the faculty of C.V. RAMAN
GLOBAL UNIVERSITY, BHUBNESWAR whose insights encouraged me to
go beyond the scope of the project and this broadened me learning on this
project.

BISWAJIT ROUTARAY

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 CONTENT
Sl. No.

01 INTRODUCTION

02 ORGANISATIONAL PROFILE

03 THEORITICAL FRAME WORK OF THE STUDY

04 DATA ANALYSIS AND INTERPRETATION

05 FINDINGS

SUGGESTIONS

CONCLUSION

06 ANNEXURES

BIBLOGRAPHY

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 CHAPTER- I

INTRODUCTION

I opted for this particular topic named “Recruitment & Selection Process”
because recruitment and selection procedures have taken a dramatic change in
the industry. Human resource is responsible for giving birth to human
embalmers. The core function of an organization is Recruitment and Selection
because the organization doesn’t want to be a bad recruiter by selecting
manpower that might have the potential to spoil the long earned goodwill or
corporate image and also incur heavy recruitment costs on them.
Recruitment refers to the process of attracting, screening, and selecting qualified
people for a job at an organization or firm. For some components of the
recruitment process, mid- and large-size organizations often retain professional
recruiters or outsource some of the process to recruitment agencies. The main
objective of the recruitment process is to expedite the selection process.

Selection on the other hand, is the process of picking individuals who have
relevant qualifications to fill jobs in an organization. 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.

However, Recruitment is an important part of an organization’s human resource

planning and their competitive strength. Competent human resources at the right
positions in the organization are a vital resource and can be a core competency
or a strategic advantage for it .The objective of the recruitment process is to
obtain the number and quality of employees that can be selected in order to help
the organization to achieve its goals and objectives. With the same objective,
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.

1 have also applied few research tools in the project such as the questionnaire,
interview method to obtain views of the respondents and thereby, have analysed
the factor by applying bar & pie charts. However, I faced a few limitations such
as sample constraint, time constraint, respondents didn’t take the questionnaire
method seriously. Thus, I would like to conclude that from my project I have
definitely understood that employee recruitment & selection is the basics of an
organization.
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 OBJECTIVES

The main objectives for undertaking this project are:

 To understand the internal recruitment process

 To identify areas where there can be scope of improvement
 To give suitable recommendations to streamline the hiring process.
 To develop practical knowledge with theoretical aspects.
 To know importance of recruitment and selection.
 To find of better process of recruitment
 To know about the role of recruitment.
 To know whether employees are suitable with the recruitment process.

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 Scope Of The Study

The present study on Recruitment and selection practices helps to get clear
picture about the employee Recruitment and selections. This in turn helps the
management to Formulate suitable policy to Recruit the employees which helps
for developing Organization by increasing their productivity level It helps the
employees to get more Interested towards their work by Improving their self
development and helps to make decision in selecting the right candidates for the
right job.

This study also helps the organization to study the area of problem and suggest
ways to improve the recruitment and selection process and focus on
understanding recruitment and selection process. The present research is
confined to study the recruitment and selection process followed at DENAVE
INDIA PVT LTD.

The study reveals the recruitment and selection process followed in the
organization.

Whether employees are satisfied with the recruitment process?

Is the organization is providing ethical process for recruiting employees?

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 RESEARCH METHODOLOGY
The study is conducted to achieve the foresaid objective including both
exploratory and descriptive in nature and involves personal interviews. A
research methodology defines the purpose of the research, how it proceeds, how
to measure progress and what constitute success with respect to the objectives
determined for carrying out the research study.
The research process that will be adopted in the present study consists of
following stages:

Research design: Exploratory research

A research design is the specification of methods and procedures for acquiring
the information needed to structure or solve the problem. It is the overall
operational pattern or framework of the project that stimulates what information
to be collected by which source and by what procedure. On the basic of major
purpose of our investigation the exploratory research was found to be more
suitable. The kind of research has the primary objective of development of
insights into the problem. It studies the main area where the problem lies and
also tries to evaluate some appropriate courses of action.

Data collection sources:

 Primary sources:
The data required for the study has been collected from,
1. Personal interviews
2. Prepared questionaries’ and sent it through Google forms to the employees
for answering.

 Secondary sources:
The secondary data has been collected from:
 Internet, websites
 Organizational reports
 Business magazines
 Case studies
 Books
 Journals on e-learning industry.

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 Limitations of the study

 Time constraints
 Sample constraint
 Respondents didn’t take the questionnaire method seriously.
 Respondents were very much reluctant in answer the question.

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 CHAPTER- II

COMPANY PROFILE

INTRODUCTION OF THE COMPANY

Denave India pvt ltd is a global sales-enablement business focussed on executing sales
strategies by leveraging technology to drive profitable revenue growth for our customers.

Our mission is to successfully execute sales programmes that optimise the return of
investment and create growth opportunities for our clients.

Our dedicated practice teams design and deploy sales activation models across diverse
markets applying domain know-how and sales expertise to ensure a positive brand
experience.

FACTS

 Founded in 1999
 Workforce of 4200+ people
 15 years of YOY growth
 Global Reach: EMEA, APAC, USA & ANZ
 Multi-industry Expertise
 World Class Sales – Best Practice
 Technology Enabled Sales

WHY DENAVE INDIA PVT LTD?

Our continued success is based on our ability to bridge the gap between strategy and
execution. Partnering with clients and business partners, we take a solution-conscious
approach to deliver sales’ best practices by leveraging people, processes and technology to
drive revenue.

Close collaboration with sales and marketing stakeholders ensure that we understand the
nature and complexity of the assignment and gauge the associated business challenges to
achieve desired business goals in cross-industry sales assignments.
 Global Delivery Models: Onshore/Offshore | Blended | Contact Centre |
FOS
 Bridge the gap between sales strategy and execution
 Deliver sales' best practices via people, process & technology
 Engage In Multi-channel, Cross-industry Sales
 Solutions Conscious Approach

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  Sales Performance Improvement & Management
 Measurable Impact
 Ensure a positive brand experience for the final consumer

DEMAND GENERATION

 Lead Generation Service

Denave helped a global leader in technology services and computing hardware to expand its
market share of their ERP solutions for the Small and Medium business segment in India.
Denave offered its demand generation (Lead Generation Service) powered by Tele engine.
End to end methodology included Database strategy, Approach Strategy, Solution pitching
and Lead Validation. The program touched >18000 SMB account and captured significant
market for the client

 Market Penetration

A global leader in mobile devices wanted to enter into enterprise segment to build
institutional revenue stream. Denave offered its Demand Generation (Market Penetration)
service powered by On-ground sales force (FOS) and Tele engine. End to End sales
methodology included Prospecting, Profiling, and Engagement with decision makers and
strong sales pitch with value proposition and product demonstration. The program running
successfully generated revenue >$ 14 million

CHANNEL DEVELOPMENT

 Channel Partner Programme - Build

A global leader in Oil and gas segment wanted to establish its channel partners for its
Lubricant business in untapped geographies. Denave offered its Channel Partner Programme
- Build service to develop and deliver channel partners (Distributors). End to End partner
acquisition and on boarding methodology included potential partner profiling, stringent
selection process, Training and on boarding, and partner support. The program successfully
appointed >25 distributors in focus market.

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RETAIL MANAGEMENT

Footprint services

A Global leader in mobile devices wanted to aggressively expand its retail presence and
deliver best customer experience across retail Point-of-sale in India. Denave offered its Retail
Footprint services to deploy and manage operational readiness of >2300 retail sales promoter
across North and East India. Strong process and framework were established for recruitment,
payroll, training, and reporting and supervision structure.
In Store Activation Services

A leader in consumer retailing with PAN India presence wanted to enhance shopping
experience and increase footfall in their stores. Denave offered its Retail – In Store
Activation Services to drive footfall and visibility. Extensive merchandizing and consumer
engagement activities (emcees, coordinators etc.) were deployed across stores. The program
successfully increased Walk-ins and recorded positive impact on store sales.

TECHNOLOGY

Retail partner Profiling Platform

A global leader in OS and devices wanted to expand its retail footprint for devices in
Indonesia. The objective was to develop and profile potential retail partners Database.
Denave offered its Retail partner Profiling Platform to build partner database. The solution
captured key data points of each partners along with photographs and GPS coordinate
through proprietary mobile application and consolidated data at a central repository. The
platform helped in ranking partner across parameters like store size, turnover, product
portfolio, sales staff etc. The program successfully profiled >1500 retail partners across 8
cities in Indonesia

Sales force automation solution

A global leader in Oil and gas wanted to deploy a comprehensive sales force automation
solution for its marketing team spread across 33 cities PAN India. Denave offered its
proprietary Mobile SFA solution. The solution captured details of various Marketing
Activities including BTL & Visual Merchandizing on field, field team performance validated
by photographs. The solution helped client to drive its marketing activity calendar and
ascertain field team productivity.

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LEARNING

Remote Training

A leader in consumer durables wanted to train and educate retail promoters on its Consumer
Electronics, Home appliances and festival schemes. Pan India coverage included >2000
promoters at > 700 outlets in 46 cities across 8 regional languages. Denave offered its
Training services – Remote Training to improve product demonstration and confidence
building. Periodic touched along with Pre and post training assessment on online portal was
carried out and completion certificates were awarded to promoters. The program delivered
>36000 training touches and >18000 online certifications.

On-The-Job training

A leader in consumer retailing in apparel and household items wanted to enhance its sales
ability of its in-store promoters. Objective was to build their confidence on product and soft
skills without affecting daily productivity. Denave offered its Training Services – On-The-
Job training service to the client. On-the-Job trainer visited stores each day with Training
Tools - Pocket Guide, Ready Reckoner, Presentations, Scripts, Videos etc and trained
promoter on-site. The program delivered >1300 hours of training for >2000 trainees across
77 stores

In a span of just 15 years, Denave has catered to several clients in the Telecom, Consumer
Electronics as well as the IT industry. And with the success of our sales strategies, our
portfolio of clients currently includes organizations that are considered world leaders in their
industry.

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

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

15





Apple

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

Reliance

Ricoh

Spice

Toshiba

Wipro

RECRUITMENT POLICY AT DENAVE INDIA PVT LTD

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RECRUITMENT POLICY

Recruitment Policy asserts the objectives of the recruitment and provides a framework of
implementation of the recruitment program in the form of procedures.
Recruitment and selection Policy of DENAVE is such that:
 It focuses on recruiting the best potential people.
 It ensures that every applicant and employee is treated equally with dignity and respect.
 It aid and encourage employees in realizing their full potential.
 It’s transparent, task oriented and merit based selection.
 It gives weightage, during selection, to factors that suit organization needs.
 It Optimize manpower at the time of selection process.
 It defines the competent authority to approve each selection.
 It abides by relevant public policy and legislation on hiring and employment relationship.
 It integrates employee needs with the organizational needs.

RECRUITMENT AT DENAVE INDIA PVT LTD

DENAVE INDIA PVT LTD is India’s leading staffing company and provides a range of
manpower solutions to over 1000 clients. The workers who are deputed to various companies
who prefer to outsource their HR operations. The work for the company they are assigned to
but are on the payroll of the staffing

 Recruit as per Client requirement and assign them to Client or Transfer candidate
identified by client on to DENAVE INDIA PVT LTD.

 Co-employment relationship between the Client, Associate and Denave India pvt ltd.

 Manage HR Administration, Payroll and Regulatory activities.

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 CHAPTER-III

THEORITICAL FRAME WORK OF THE STUDY

Recruitment:
Edwin B flippo defined, “Recruitment as the process of searching for
prospective employee and stimulating them to apply for jobs in the
organization.”

Recruitment refers to the process of identifying, attracting, interviewing,

selecting, hiring and onboarding employees. In other words, it involves
everything from the identification of a staffing need to filling it. Depending on
the size of an organization, recruitment is the responsibility of a range of
workers. Larger organizations may have entire teams of recruiters, while others
only a single recruiter. In small outfits, the hiring manager may be responsible
for recruiting. In addition, many organizations outsource recruiting to outside
firms. Companies almost always recruit candidates for new positions via
advertisements, job boards, social media sites, and others.

Importance and purpose of recruitment:

 It helps the organization by finding the necessary requirements by job
analysis activities and personnel planning.
 It helps to accumulate candidates with less cost.
 Helps in organizing the job applications by dividing them as under-
qualified or overqualified to increase the likelihood of increasing
company’s growth and engaging the right person to the right place.
 It helps in employing new and better-qualified workforce.
 It is a long-term strategy for improving the growth of a company.
 improving the success rate of the selection procedure by reducing the
visible number under qualified or exaggerated job applicants.
 To meet the organization’s social and legal obligation.
 To identify job applicants and filtering the potential job applicants for the
suited role.
 Increasing organizational and personal effectiveness in the short-term and
long-term.
 To advertise the needs of an organization and to get the suitable
candidates for the desired job post.

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Factors effecting recruitment:

Sources of recruitment:

Internal Sources of Recruitment:

1. Promotions:
The promotion policy is followed as a motivational technique for the employees
who work hard and show good performance. Promotion results in enhancements
in pay, position, responsibility and authority. The important requirement for
implementation of the promotion policy is that the terms, conditions, rules and
regulations should be well-defined.
2. Retirements:
The retired employees may be given the extension in their service in case of
non-availability of suitable candidates for the post.

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3. Former employees:
Former employees who had performed well during their tenure may be called
back, and higher wages and incentives can be paid to them.

4.Transfer:Employees may be transferred from one department to another

wherever the post becomes vacant.

5.Internal advertisement:The existing employees may be interested in taking

up the vacant jobs. As they are working in the company since long time, they
know about the specification and description of the vacant job. For their benefit,
the advertisement within the company is circulated so that the employees will
be intimated.

External Sources of Recruitment:

1. Press advertisement:
A wide choice for selecting the appropriate candidate for the post is available
through this source. It gives publicity to the vacant posts and the details about
the job in the form of job description and job specification are made available to
public in general.

2. Campus interviews:

It is the best possible method for companies to select students from various
educational institutions. It is easy and economical. The company officials
personally visit various institutes and select students eligible for a particular

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post through interviews. Students get a good opportunity to prove themselves
and get selected for a good job.

3. Placement agencies:

A databank of candidates is sent to organizations for their selection purpose and

agencies get commission in return.

4. Employment exchange:
People register themselves with government employment exchanges with their
personal details. According to the needs and request of the organization, the
candidates are sent for interviews.

5. Walk in interviews:
These interviews are declared by companies on the specific day and time and
conducted for selection.

6. E-recruitment:
Various sites such as jobs.com, naukri.com, and monster.com are the available
electronic sites on which candidates upload their resume and seek the jobs.

7. Competitors:
By offering better terms and conditions of service, the human resource
managers try to get the employees working in the competitor’s organization.

8. Other Sources:
Apart from these major sources of external recruitment, there are certain other
sources which are exploited by companies from time to time. These include
special lectures delivered by recruiter in different institutions, though apparently
these lectures do not pertain to rec ruitment directly

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 Recruitment process:
Recruitment is a process of finding and attracting the potential resources for
filling up the vacant positions in an organization. It sources the candidates with
the abilities and attitude, which are required for achieving the objectives of an
organization.

1. Recruitment Planning:
Recruitment planning is the first step of the recruitment process, where the
vacant positions are analyzed and described. It includes job specifications and
its nature, experience, qualifications and skills required for the job, etc.
 Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy.
department of the organization to the HR Department, which contains:
 Number of posts to be filled
 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required
 Job Analysis
The following steps are important in analyzing a job –
 Recording and collecting job information
 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the
job
 Job Description
A job description provides information on the following elements –
 Job Title / Job Identification / Organization Position
 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
 Process of Supervision

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  Job Specification
Job specification focuses on the specifications of the candidate, whom the HR
team is going to hire. The first step in job specification is preparing the list of
all jobs in the organization and its locations. The second step is to generate the
information of each job.
A job specification document provides information on the following elements:
 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career
 Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and
determining the relative value/worth of a job in relation to the other jobs in an
organization.
2. Recruitment Strategy:
Recruitment strategy is the second step of the recruitment process, where a
strategy is prepared for hiring the resources.While preparing a recruitment
strategy, the HR team considers the following points
 Make or buy employees
 Types of recruitment
 Geographical area
 Recruitment sources
The development of a recruitment strategy is a long process, but having a right
strategy is mandatory to attract the right candidates. The steps involved in
developing a recruitment strategy include :
 Setting up a board team
 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy

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3. Searching the Right Candidates:
Searching is the process of recruitment where the resources are sourced
depending upon the requirement of the job. After the recruitment strategy is
done, the searching of candidates will be initialized. This process consists of
two steps −
 Source activation- Once the line manager verifies and permits the
existence of the vacancy, the search for candidates starts.
 Selling- Here, the organization selects the media through which the
communication of vacancies reaches the prospective candidates.
4. Screening / Shortlisting:
Screening starts after completion of the process of sourcing the candidates.
Screening is the process of filtering the applications of the candidates for
further selection process.Screening is an integral part of recruitment process
that helps in removing unqualified or irrelevant candidates, which were
received through sourcing. The screening process of recruitment consists of
three steps −
 Reviewing of Resumes and Cover Letters
Reviewing is the first step of screening candidates. While reviewing the
resumes, an HR executive must keep the following points in mind, to ensure
better screening of the potential candidates:
 Reason for change of job
 Longevity with each organization
 Long gaps in employment
 Job-hopping
 Lack of career progression
 Conducting Telephonic or Video Interview
Conducting telephonic or video interviews is the second step of screening
candidates-
 It helps in verifying the candidates, whether they are active and
available.
 It also helps in giving a quick insight about the candidate’s attitude,
ability to answer interview questions, and communication skills.

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  Identifying the top candidates
Identifying the top candidates is the final step of screening the
resumes/candidates. In this process, the cream/top layer of resumes are
shortlisted, which makes it easy for the hiring manager to take a decision.
5. Evaluation and Control:
Evaluation and control is the last stage in the process of recruitment. In this
process, the effectiveness and the validity of the process and methods are
assessed. Recruitment is a costly process, hence it is important that the
performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled
effectively. These include the following −
 Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment methods, i.e.,
agency fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain unfilled.
 Cost incurred in recruiting suitable candidates for the final selection
process.
 Time spent by the Management and the Professionals in preparing job
description, job specifications, and conducting interviews.

Selection:
According to Harold Koontz, “Selection is the process of choosing from the
candidates, from within the organization or from outside, the most suitable
person for the current position or for the future positions.”
Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. In others words, selection
can also be explained as the process of interviewing the candidates and
evaluating their qualities, which are required for a specific job and then
choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.

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Purpose:
The purpose of selection is to pick up the most suitable candidates who would
best meet the requirements of the job and the organizations – in other words, 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 less suitable applicants through successive stages of the selection processes.
How well an employee is matched to a job is very important because it directly
affects the amount and quality of the employees work. Any mismatch in this
regard can cost an organization a great deal in terms of money, time and trouble,
especially by way of training and operating costs.
In course of time, the employees 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 in the long run.

Importance of Selection:

Selection is an important process because hiring good resources can help

increase the overall performance of the organization. In contrast, if there is bad
hire with a bad selection process, then the work will be affected and the cost
incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate, who can
meet the requirements of the jobs in an organization, who will be a successful
applicant. For meeting the goals of the organization, it is important to evaluate
various attributes of each candidate such as their qualifications, skills,
experiences, overall attitude, etc. In this process, the most suitable candidate is
picked after the elimination of the candidates, who are not suitable for the
vacant job.
The organization has to follow a proper selection process or procedure, as a
huge amount of money is spent for hiring a right candidate for a position. If a
selection is wrong, then the cost incurred in induction and training the wrong
candidate will be a huge loss to the employer in terms of money, effort, and
also time. Hence, selection is very important and the process should be perfect
for the betterment of the organization demands constant monitoring of the fit
between the person and the job.

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Selection process:
Scrutiny of Applications

Preliminary Interview

Application Blank

Selection Test

Interview

Medical Examination

Checking References

Final Approval

Step 1. Scrutiny of Applications:

The first and foremost step in the process of selection is receipt of applications
and scrutiny or screening of applications received just to ensure that applicants
possess requisite qualification and fulfill all the conditions required and whether
application is complete in all respect etc. Incomplete applications are kept out of
the list and applications complete in all respect and applicants who fulfill all the
conditions are called for preliminary interview.
Step 2. Preliminary Interview:
Preliminary interview is generally conducted by a junior executive or assistant
of the personnel department. Preliminary interview is conducted to know about
the candidate, his or her qualification, skill knowledge, experience salary
expected etc., and also to give information about the company, nature of the job,
method of performing job etc.
Preliminary interview saves time and effort of company and candidates as it
helps to determine whether job to be offered suits to the candidates and
candidate is fit to do a job. Due to overage, physical unfitness, lack of required
education and experience, some of the job seekers may be unsuitable.
Therefore, to test the suitability and employability of the candidate preliminary
interview is conducted.

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Step 3. Application Blank:
Those who have crossed the hurdle of preliminary interview will be given
application blank. It is a device of collecting information from the candidates.
Generally big firms use different printed application forms for different job that
will be issued to the candidates for collecting information.
Generally application blank or form contains the following information:
(i) Name, address, telephone number etc.
(ii) Personal information like age, sex, marital status, place of birth etc.
(iii) Education and family background.
(iv) Physical characteristics like height, weight etc.
(v) Extracurricular activities like games and sports, hobbies, membership of
professional bodies, personal achievements like prizes won, medals received
etc.
(vi) Experience in different organizations if any and salary drawn and salary
expected etc.
Step 4. Selection Test:
Use of tests in the process of selection of an employee has become very much
common now. Standardised tests are available in order to judge the attitude,
behavior, ability, interest and aptitude of the candidates. For this purpose,
aptitude test, intelligence test, skill test, knowledge test, personality test, interest
test etc., are conducted depending upon the nature and type of job.
Tests help in understanding the abilities and weakness of the candidates and are
helpful in matching the job with candidates. Test is one of the best devices for
selecting the candidates when applicants are in large number. Thus, tests help to
reduce bias in selection by serving as a supplementary screening device.
Group Discussion:
Group discussion is a device or means of judging the leadership ability and
social traits of candidates. In this technique, candidates are brought together and
small group consisting of 5 to 8 members is formed and problem is given for
discussion. The group has to analyse, discuss and find solution for the given
problem. The selection panel will observe their discussion and even guide the
group.
The initiative, leadership qualities, behavior and judgment of every member can
be judged on the basis of their participation and co-operation given in the
discussion. Thus, group discussion is a useful device for selecting a candidate
when job requires co-operation of several persons and involves group effort.
Step 5. Interview:
Interview is a widely and commonly used technique of selecting an employee in
almost all the organizations. Though rest of the steps is not followed by all the
organizations, interview is compulsorily conducted by all the organizations
before selecting its employees. It is a conversation between two persons which
involves a personal, observational and face to face appraisal of candidates for
employment.

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Depending upon the nature of the job, different types of interviews are
conducted. Interview may be formal interview, informal interview, structured or
unstructured interview, depth interview, group interview, stress interview, panel
interview etc. Interview helps to cross-check the information collected through
application and test helps to judge whether candidate is really suitable for the
post for which he has applied and whether the candidate really possesses all the
qualities claimed in the application.
Thus, interview is a tool through which information about the candidate is
collected, information about the company is given and suitability of the
candidate for a particular job is judged.
Step 6. Medical Examination:
Those who have successfully completed the above process of selection are
subject to medical examination by the medical officers appointed or recognized
by the company. Physical fitness of the candidate is checked through medical
examination. The main objective of conducting medical examination is to
ensure that candidate is physically fit to handle the job and to offer his services.
Those who are physically unfit to handle the job or those who are physically
handicapped or those who are suffering from contagious diseases are kept out of
the list and are not finally selected and those who are physically fit are only
selected to perform the job.
Step 7. Checking References:
Checking reference is another important step in the process of selection. Here
references given by the candidate in their application about their status is
checked by the organization before offering the job. Generally applicant is
asked to mention in his application form the names and addresses of at least two
persons whom he knows well.
The organization contacts such persons through mail or telephone and collects
the information about the candidate who has applied for the job. The
information so collected is kept confidential and is useful in judging the
behavior and character of the candidates. However information supplied by the
referees is not fully reliable as they may be biased or favorable to the
candidates.
Step 8. Final Approval, Placement and Induction:
If a candidate qualifies in the process of selection, he is finally selected and an
appointment letter may be given to him mentioning the post for which he is
selected, terms of appointment, pay scales, the date by which the candidate
should join etc. Initial appointment will be on temporary basis.
On successful completion of his probationary period of one or two years,
employee will be confirmed in the job on permanent basis. When candidate
joins the organization by giving joining report, the personnel manager receives
him and places him in a job for which he is selected and introduces him to the
company, his job and colleagues.

30
Factors effecting selection process:
There are a number of factors which affect the outcomes of an organisation’s
selection process, we’ve outlined seven that you should be aware of.
1. The recruitment campaign:
A recruitment campaign may attarect or detract high quality candidates.this
depends an a number of factors.
a.If the campaign was targeted at the correct demographic for the position.
b. If the campaign was extensive and reached the correct demographic
c. If the campaign had the right message.
2. The geographic location of candidates:
The geographic location of candidates may affect the demographics of the
candidate as if you are recruiting from a small and specific geographic location
you may be limiting the diversity of the candidates and missing out on great
talent.
3. The literacy skills of the candidates:
As with geographic location, literacy skill varies across applicants. This will ultimately
impact their suitability to the role. For example, an applicant pool largely consisting of
candidates from NESB may have a significantly different mean literacy score to a
group of native English speakers.
4. The number of candidates applying for a position:
The more candidates that apply, means a larger pool of talent to search within.
This then translates to a greater chance of identifying high quality candidates
that are suitable for the role.
5. The correct use of assessment:
It is critical that the correct assessment is used in order to identify the correct
target group. If an assessment is not appropriate for a particular role, then there
is a risk of them being rejected when in fact they had the correct skills for the
position.
6. Attractiveness of the position:
Some roles are more attractive than others. The more attractive the role, the
more likelihood of attracting high quality candidates. This can include the type
of responsibilities, the perks and the culture of the organisation.
7. The selection process itself:
The likelihood of identifying a quality candidate depends on the selection
process used. If you follow the best practice method where candidates
are assessed at the first selection round, and they receive regular feedback
during the process, this can increase your chance to find the best candidate for
the role.

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 Difference Between Recruitment and Selection

The difference between recruitment and selection can be understood by

comparing the two processes against the same characteristics or factors. See the
chart below.

Basis Recruitment Selection

Meaning It is an activity of establishing It is a process of picking up

contact between employers and more competent and suitable
applicants. employees.

Objective It encourages large number of It attempts at rejecting

Candidates for a job. unsuitable candidates.

Process Vacancies are notified by the The firm makes applicant

firm through various sources passes through various levels
and application form is made like submitting form, written
tests, interview, medical test
available to the candidate.
and soo on.

Hurdles The candidates have not to cross Many hurdles have to be

over many hurdles. crossed.

Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Less time is required. More time is required.

Consuming

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 CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION

Q1) Is there a well-defined Recruitment Policy in your organization?

S.No. Options No. %

1. Strongly agree 20 50

2. Moderately agree 10 25

3. Strongly disagree 5 12.5

4. Moderately disagree 3 7.5

5. Can’t say 2 5

7.5% 5%

12.5%
50%

25%
Strongly
agree
Moderately
agree
Strongly
disagree

INTERPRETATION

An organization must have a well-defined recruitment policy corresponding to the company

and vacancy requirements. Existing employees can give a fair feedback on the suitability of
the policy. Responding to it 30 out of 40 employees (75%) told that there is a sound
recruitment policy in organization that can be evaluated by comparing skills and knowledge

33
 of new recruits and existing employees. 8 out of 40 employees (20%) feel that the
organization’s recruitment policy is not properly defined. And rest 2 could not say about the
recruitment policy. Majority of employees felt that policy was well defined which is a great
morale victory on the part of management; still there are chances of its improvement as 20%
employees have negative opinion about the policy.

Q2) Which internal source of recruitment is followed by the company and given more
priority?

S.No. Options No. %

1. Job Posting 10 25

2. Employee Referrals 10 25

3. Internal Promotions 20 50

4. Transfer - -

Job Posting 25

25
Employee Referrals

50
Internal Promotion

0 10 20 30 40 50 60

INTERPRETATION

Internal Recruitment seeks applicants for positions from those who are currently employed.
Responding to above asked question, 50% employees tell that company prefers internal
promotion as internal source of recruitments. 25% employees tell that Employee referrals are
given due priority and rest 25% say that Job posting is preferred. Majority of employees
actually thinks that internal promotion is given priority and followed by company as internal
source of recruitment.

34
Q3) Which external source of recruitment is followed by the company and given more priority?

S.No. Options No. %

1. Campus Interview - -

2. Advertisement 3 7.5

3. Online Job Portals 2 5

4. Walk-in Interview 35 87.5

5. Agencies/ Consultancies - -

6. Employment Exchanges - -

Agencies/ Consultancies 0

Walk-in Interview 87.5

5
Online Job Portals

7.5
Advertisement

0
Campus Interview

0 10 20 30 40 50 60 70 80 90 100

INTERPRETATION

External Sources of recruitment lie inside the organization.35 out of 40 employees (87.5%)
feel that company prefer online Job Portals for hiring from outside. 5% employees (appx.)
think that company prefers Advertisement as external source of recruitment. 7.5 say that
Campus Interviews and Consultancies hiring from outside did not prefer by the Organization.
Analysis shows that more than 87% employees tell that preferred External Source of Hiring
and finds these recruiting cheaper, faster and potentially more effective.
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Q4) which source of recruitment is replied upon when immediate requirement arises?

S.No. Options No. %

1. Internal 4 10

2. External 36 90

90%

10%

Internal External

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources.

Responding to recruitment source question, almost all the employees tell that External
sources are relied upon when there is any immediate manpower requirement in company.

Analysis clearly represents that 36 out of 40 employees (90%) show that External sources are
prefer for immediate opening in organization but my study suggests that internal hiring would
be better option for immediate opening in organization in which company can have sufficient
knowledge about the internal candidate and it is less costly.

36
Q5) what type of interview is taken while selection?

S.No. Options No. %

1. Patterned 20 50

2. Stress 5 12.5

3. Depth 10 25

4. Others 5 12.5

Patterned

Stress
100
90
80 Depth
70 50
60 Others
50
25 12.5
40
12.5
30
20
10
0
Patterned Stress Depth Others

INTERPRETATION

The PATTERNED INTERVIEW format has a structure to it. There is a set of pre-determined
questions that will be asked from each candidate for a position. The STRESS INTERVIEW is
the interview in which the interviewers try to 'discomfort' the candidates in various ways and
observe how they react to various difficult situations. An IN-DEPTH INTERVIEW is a
qualitative research technique that allows person to person discussion. It can lead to
increased insight into people's thoughts, feelings, and behaviour on important issues. This
type of interview is often unstructured.

37
Responding to the type of interview 20 out of 40 employees think that patterned interviews
are generally taken. 25% employees have the opinion that depth interviews are often used.
Rest believes that stress or any other type of interview is being taken.

Q6) the recruitment and selection process of company meets the current and legal
requirements?

S.No. Options No. %

1. Agree 20 50

2. Disagree 5 12.5

3. Moderately 10 25

4. No opinion 5 12.5

60
50
50

40

30 25 %

20
12.5 12.5
10

0
Agree Disagree Moderately No opinion

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes. In
this research most employees responded positively to this question. They feel that the
company follows different recruitment process for different positions.

38
Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum
employees are agree with this process whereas 10 out of 40 employees (25%) did not like the
current recruitment process whereas 12.5% were unable to answer.

Q7) Are you happy with the salary what you offered by the company?

Sn. Options No. %

1. Yes 20 50

2. No 10 25

3. Can’t Say 10 25

60
50
50

40

30 25 25 %
20

10

0
Yes No Can’t Say

INTERPRETATION

The basic focus of every organization is to satisfy the employees with its own compensation
plan. In this research most employees responded positively that they are satisfied with their
salary. They feel that the company has good compensation plan for their employees.

Analysis clearly represents that 20 out of 40 employees (50%) show that maximum
employees are satisfied with their Salary 10 out of 40 employees (25%) did not like their
current salary whereas 12.5% were unable to answer.

39
Q8) what were the sources of recruiting the candidates for your current client?

Sn. Options No. %

1. Direct Walk In 15 37.5

2. Existing Database 5 12.5

3. Reference 10 25

4. Internal Movement 5 12.5

5. Others 5 12.5

Others 12.5

Internal Movement 12.5

Reference 25
%

Existing Database 12.5

Direct Walk In 37.5

0 5 10 15 20 25 30 35 40

INTERPRETATION

Every organization follows various sources of recruitment to acquire a good talent for their
organization. In this research I could find the various degrees of various sources of
recruitment.

Analysis clearly represents that 15 out of 40 employees(37.5%) show that recruitment is done
through Direct Walk Ins, 5 out of 40 employees(12.5%) show that recruitment is done
through Existing Database, 10 out of 40 employees (25%) show that recruitment is done
through Employee Referrals and 5 out of 40 employees(12.5%) show that recruitment is done

40
through Internal Movement whereas 5 employees show that recruitment is done through other
sources.

Q9) How do you think about Recruitment and selection procedure in your company?

Sn. Options No. %

1. Satisfactory 25 62.5

2. Unsatisfactory 10 25

3. Can’t Say 5 12.5

Can’t Say 12.5

Unsatisfactory 25
%

Satisfactory 62.5

0 10 20 30 40 50 60 70

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes. In
this research most employees responded positively to this question. They feel that the
company follows a good recruitment and selection procedure.

Analysis clearly represents that25 out of 40 employees (62.5%) shows that maximum
employees are satisfied with this procedure whereas 10 out of 40 employees (25%) are not
satisfied with the current recruitment and selection procedure and 12.5% were unable to
answer.

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Q10) Is any training session apart from the domain training provided?

Sn. Options No. %

1. Yes 25 62.5

2. No 10 25

3. Can’t Say 5 12.5

70 62.5
60
50
40
30 25 %
20 12.5
10
0
Yes No Can’t Say

INTERPRETATION

Every organization tries to enable their employees for their offered job position along with a
good compensation plan for which the organization provides Training. In this research most
employees agreed positively that they are provided training sessions apart from the domain
training. They feel that the company has good Training programs for their employees.

Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum
employees are satisfied with the training program offered to them. 10 out of 40 employees
(25%) did not agree on the training programs offered to them whereas 12.5% were unable to
answer.

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 FINDINGS

 Present employees of Denave India pvt ltd are satisfied with recruitment strategy of
company.
 Internal Promotions, Walk-in interview and Job Portals are mostly used recruitment
source.
 Written test is not given weight age during selection process.
 To some extent company has preset-criteria for sorting the candidate’s applications.
 Concerned departmental head is given special attention while selecting a candidate of the
department.
 Employees are in the favour of reference check after selection of candidate.
 Job Analysis prior to recruitment is not done so properly.
 Succession Planning has mostly done in company.
 Orientation/Induction is given to new joiners; still employees are in favour of its
improvement.
 Present selection process in Denave India pvt ltd and its procedure, tests and interview
type is good.

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 SUGGESTIONS

To enhance the effectiveness of recruitment and selection, human resource

managers should consider the following:

 The process should not include any form of discrimination. This will
ensure that the organization provides equal employment opportunity.
 In order to reach a wide range of potential applicants, various and valid
mediums of communication should be used.
 Well defined job posting is a good step to improve recruitment process.
 Use HR technology to improve recruitment and selection process.
 Enhancing candidate experience is a good recommendation to improve
recruitment and selection process.
 Start hiring for attitude and training for skills.
 Collect and analyse feedback from candidates.
 Keep omtimizing your onboarding program.
 Enhance your employeer brand strategy.
 Host industrial events.

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CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a
person who has the maximum skills required for the job. After selecting the right person, the
company’s main aim is to place that person at the right job. The main strength of any
company is its employees. Effective workers are the best route to success. For this reason,
company's strives to attract and hire the best, and to provide the best place to work.
Some of the biggest and most constant challenges that plague organization is people related
because they don’t place more emphasis on getting the recruitment process right. If they get
the right person in the right job at the right time, bottom-line and many other business
benefits are immediate, tangible and significant. If they get the wrong person in the wrong
job, then productivity, culture and retention rates can all take a hit in a big way.

DENAVE INDIA PVT LTD has competent and committed workforce, still there are scope
for more improvements. To ensure that company recruits the right people, it has to identify
essential skills and behaviours that applicants should demonstrate. For each position there
should be a job description outlining typical duties and responsibilities and a person
specification defining personal skills and competences. The emphasis should be on matching
the needs of the company to the needs of the applicants. This would minimize employee
turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right
candidate at the right place quickly. Creating a suitable recruitment policy is the first step in
the efficient hiring process. A clear and concise recruitment policy helps ensure a sound
recruitment process.

Management should structure and systematically organize the entire recruitment processes. It
should Offer tolls and supports to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI. The Recruitment Management System (RMS)
should be such that it helps to save the time and costs of the HR recruiters in company and
improving the recruitment processes.

45
 ANNEXURES

Recruitment and selection process of DENAVE INDIA PVT LTD

1. Which of the sources of recruitment and selection are used in Denave?

a. Internal b. External c. Both
2. Which of the following external source are used for recruitment in Denave?
a. Advertisements b. Campus recruitment c. Consultancies d. All of
the above
3. Do you agree that the recruitment system in Denave is transparent at all
level?
A. Agree b. Neutral c. Disagree

4. Which of the following method does Denave uses during selection?

a. Written b. Group discussion c. Personal interview d. all of the
above
5. Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
a. Yes b. No c. May be

6. How do you rate HR practices of the company?

a. Excellent b. Good c. Average d. poor

7. Is there any contract signed by employees while joining the organization?

a. Yes b. No

8. How was the approach of management during the recruitment?

a. Serious & Positive b. Casual c. Negative

46
9. What impression/ image you were having of Denave before getting
Recruitment?

a. Satisfactory b. Average c. Unsatisfactory

10. Do you accept e-recruiting as a suitable way of recruiting?

a. Agree b. Neutral c. Disagree

11. Does Denave follows the induction procedure?

a. Yes b. No

12. Rate how well HR finds good candidates from non-traditional sources when
Necessary?
a. Poor b. Adequate c. Excellent

13. HR clearly defines the job descriptions and job specifications in the
recruitment process

a. Agree b. Disagree c. Neutral

14. What does the organization expect from the candidates during recruitment?

a. Experience b. Skill& Knowledge c. innovative and leadership quality d.

Qualification

15. Denave is considered as:

A .People – Oriented b. Task – Oriented c. Combination of Both

16. How much time did the company take to respond to your application?

a. Less than 5 days b. 5-10 days c. more than 20 days

17. What is your opinion about current performance appraisal of company?

a. Excellent b. Good c. Normal d. Poor

18. Mention the critical round where most of the candidates are screened out?

a. Group discussion b. Aptitude test c. Technical skill d. HR Round

19. According to you does company use all the recruitment strategies
effectively?

a. Always b. Sometimes c. Rarely e. Never

47
20. What form of interview did you prefer?

a. Telephonic interview b. Face to face interview c. Video conferencing

d. virtual

48
 BIBLOGRAPHY

 V.S.P.Rao, “Human Resource Management”, Excel Books publication, Second

Edition.
 Robbins, “Organizational Behavior”, Pearson Publications, Thirteenth Edition
 www.denave.com
 www.google.com
 Research Methodology -C.R.Kothari.
 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

49