SUMMER INTERNSHIP PROJECT

‘ A Study on Recruitment and Selection Process at Genxhire Private

Limited,Mumbai.’

Submitted By

Ms. Sana Abdul Jabbar Shaikh

HR SPECIALIZATION

Rollno : 37

Academic Year : 2022-23

Under the Guidance of

Prof. Sonu Khetre Mr.Amandeep Singh

{Faculty Guide} HR Executive
Genxhire Private Limited,Mumbai

UNIVERSITY OF MUMBAI
NCRD’s Sterling Institute of Management Studies,
Plot No 93 /93 A, Sector19, Near Seawoods Darave Railway Station,
Nerul (E), Navi Mumbai-400706

Company certificate
 NCRD’S
STERLING INSTITUTE OF MANAGEMENT STUDIES
Plot No.93/93A, Sector–19, Nerul (East), Navi Mumbai–40070

INSTITUTE CERTIFICATE

This is to certify that Ms. Sana Abdul Jabbar Shaikh MMS- SEM III Roll
No.37 in HR Specialization, studying in this institute has completed the
Summer internship project titled ‘‘A Study on Recruitment and Selection
Process at Genxhire Private Limited’’, Mumbai under our guidance.

Prof. Sonu Khetre Dr. Prashant Gundawar

{Faculty Guide} {Director}

Place: Seawoods, Navi Mumbai

 ACKNOWLEDGEMENT

A summer project is a golden opportunity for learning and self-development. I consider

myself very privileged and honoured to have so many wonderful people lead me through in
completion of this project.

I wish to express my indebted gratitude and special thanks to Mrs. Barkha Asnani ,CEO,
Genxhire Private Limited, for taking part in useful decisions & giving necessary guidance
and for arranging all the facilities to make the training experience easier. I choose this
moment to acknowledge their contribution gratefully.

I want to specially thank Mr. Amandeep Singh, General Manager HR, for guiding,
encouraging and teaching me throughout the internship and arranging all the required
facilities to make things easier. I choose this moment to acknowledge his contribution
gratefully.

I would also like to thank Ms. Divya, Deputy Manager, HR for teaching me various functions
of HR and supporting me whenever required and taught me about recruitment.

I express my deepest thanks to Dr.Prashant Gundawar, Director Sterling Institute of

Management studies for his precious guidance and support.
I would like to use this opportunity to express my deepest gratitude to Prof. Dr. Arjita Jain
HOD of Sterling Institute of Management Studies, who in spite of being extraordinarily busy
with her duties, took time out to hear, guide and keep me on the correct path and allowed me
to carry out my project.
I would specially like to thank Prof. Sonu Khetre, Sterling Institute of Management studies
for her continuous mentoring and guidance during the internship and in making this project
report.

I would also like to thank all the teaching and non-teaching staff of Sterling Institute of
Management Studies.
 NCRD’s Sterling Institute of Management Studies,
PlotNo93/93A, Sector19, Near Seawoods Darave Railway Station,
Nerul (E), Navi Mumbai-400706

DECLARATION

I, Sana Shaikh hereby declare that the project work entitled Study on
Recruitment and Selection Process at Genxhire Private Limited ,
Mumbai is the original work Done by me under the guidance of Prof.
Sonu Khetre, Faculty Member of, NCRD’s Sterling Institute of
Management Studies.

Signature
Sana Shaikh
HR Specialization
 EXECUTIVE SUMMARY
Edwin Flippo defines Recruitment and selection process as “A process of searching
for prospective employees whilst stimulating and encouraging them to apply for
jobs in an organization.” 

David and Robbins said, “Selection process is a managerial decision-making process

to predict which job applicants will be successful if hired.” In simpler terms
recruitment and selection are concurrent processes and are void without each other.

Once the required number and kind of human resources are determined, the
management has to find the places where required human resources are/will be
available and also find the means of attracting them towards the organization
before selecting suitable candidates for the jobs. All this process is known as
recruitment. It is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
an efficient workforce.

Genxhire Private Limited are an industry leading recruitment consultancy and a

strategic, long term HR partner by providing organizations with high-end HR
management and expertise that generally costs 50% less than maintaining an in-
house HR department.

GENXHIRE is a company built on the premise of offering innovative, best-class

human resource services. 

The project was done to study the recruitment and selection process of GENXHRIE
services Pvt. Ltd., this project imbibes the various aspects of recruitment & selection,
pertaining to the allotted job roles and responsibilities during my tenure at
GENXHRIE Services Pvt. Ltd. With reference to this context, this project is being
prepared to put a light on the Recruitment and Selection process of GENXHIRE
Services Pvt. Ltd.

This not only taught me about the various practices and processes of their recruitment
and selection, but also about the company profiles. The work handled was all the
holistic activities of recruitment, interview, scheduling to follow ups and getting
feedback after the candidates joining.

In conjuncture this is proved as a highly fruitful endeavour and lead to a wide array of
experiences along the way, all the while improving my knowledge of the field of
recruitment and selection
 TABLE OF CONTENT

CHAPTER PARTICULARS PAGE

NO. NO.
Company Certificate
i
Institute Certificate ii
Acknowledgement iii
Executive Summary iv
I Introduction
II Profile of Genxhire Private Limited
III Different Programs at Genxhire
IV Objectives of the Study
V Conceptual Framework
VI Conclusion
VII Bibliography
 Chapter 1
Introduction
AN OVERVIEW ON GENXHIRE PRIVATE LIMITED
Summer internship enables a student to experience real life situations in a company and gives
an added advantage as it prepares the person to face the future situations. Summer internship
program gives management students a chance to enhance their skills and apply their
knowledge in actual circumstances.

This summer internship project is on the topic ‘’A Study on Recruitment and Selection
Process at Genxhire Private Limited , Mumbai.’’ Recruitment and selection is the process of
identifying the need for a job, defining the requirements of the position and the job holder,
advertising the position and choosing the most appropriate person for the job.

Undertaking this process is one of the main objectives of management. Indeed, the success of
any business depends to a large extent on the quality of its staff. Recruiting employees with
the correct skills can add value to a business and recruiting workers at a wage or salary that
the business can afford, will reduce costs. Employees should therefore be carefully selected,
managed and retained, just like any other resource.

Genxhire specializes at Junior level, Mid-level and Senior level positions ranging from 3 lacs
to 3 Cr CTC. The team is accordingly bifurcated as per the position and the Industry. With
the help of my team of 100 plus recruiters, we can commit you on delivery of quality cv's
within 24 working hours

They are a dedicated & growing team of highly experienced & skilled professionals trained in
recruitment. Every team member has a significant practical knowledge of recruitment in
variety of market sectors, while most of them handle all hsectors; there are specialists who
are industry specific. They are also known as executive search firm that helps hire niche and
leadership talent for companies that are scaling up.

By outsourcing human resource responsibilities to GENXHIRE, their clients can focus on

their mission and core competencies, leading to accelerated growth and more efficient
operation.
 OBJECTIVES OF THE STUDY

 To have a conceptual clarity on the concept of recruitment and selection.

 To identify the general practices that organizations use to recruit and

select employees.

 To determine how the recruitment and selection practices affect

organizational outcomes at Genxhire Private Limited

 To identify the area of problem and suggest ways to improve the

recruitment and selection process.

 To evaluate the time constraint for the recruitment process.

 Chapter X
CONCEPTUAL FRAMEWORK
 RECRUITMENT AND SELECTION

Recruitment and selection is part of a multi-layered

process. Recruitment involves actively seeking out and advertising to potential

candidates and obtaining their interest in the position. Selection refers to the

process of determining the best candidate from the pool of applicants.

Recruitment refers to the process where potential applicants are searched for,

and then encouraged to apply for an actual or anticipated vacancy. Selection is

the process of hiring employees among the shortlisted candidates and providing

them a job in the organization. 

The success of any organization depends on its employees. When an employee

is well suited for their job, the entire company can enjoy the benefits of their

unbeatable success. Recruitment and selection help organizations choose the

right candidates for the right positions. Therefore, understanding the concept of

both these terms is essential to reduce any losses for an organization. 

DEFINITIONS

 RECRUITMENT- Recruitment is defined as “a process to discover

the sources of manpower to meet the requirements of the staffing

schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an

efficient workforce”
  According to Edwin B. Flippo “recruitment is the process of

searching for prospective employees and stimulating them to apply for

jobs in the organization.”

SELECTION – According to Robbins-“Selection process is a managerial

decision-making process to predict which job applicants will be successful if
hired.”

Most managers recognize employee selection as one of their most challenging

and important business decisions.

OBJECTIVES OF RECRUITMENT

 To attract people with multi-dimensional skills and experience that suit

the present and future organizational strategies and values

 To induct outsiders and fresh blood at all levels of organization to lead

the company

 To develop an organizational culture that attracts competent people to

the company

 To devise methodologies for assessing psychological traits

 To search for talent globally and not just within the company

 To anticipate and find people for positions that does not exist yet
NEED FOR RECRUITMENT

It makes possible to choose the right person in the right time at the right
place. It also makes possible to acquire the number and type of people
necessary to ensure the continued operation of the organization

 Planned Needs:
Such needs arise from changes in the organization policies.

 Anticipated Needs:

It refers to those movements in personnel which organizations can

predict by studying in internal or external need.

 Unexpected Needs:
Such need arises due to illness, death and resignation. Recruitment
follows HR planning and hand in hand with selection process by
which by which organizations evaluate the suitability of candidates.
With successful recruiting to create a sizeable pool of candidates,
even the most accurate selection system is little use.
 FACTORS AFFECTING RECRUITMENT

Factors Affecting Recruitment

INTERNAL FACTORS EXTERNAL FACTORS

 SIZE OF THE ORGANIZATION SOCIO ECONOMIC FACTORS

 RECRUITING POLICY SUPPLY AND DEMAND
FACTORS
 IMAGE OF ORGANIZATION EMPLOYMENT RATE
 COMPANY’S PAY PACKAGE LABOUR MARKET
CONDITION
 QUALITY OF WORK LIFE POLITICAL AND LEGAL
FACTORS
 ORGANIZATIONAL CULTURE TECHNOLOGICAL
FACTORS
 CAREER PLANNING & GROWTH
 COMPANY’S SIZE
 COMPANY’S PRODUCT & SERVICES
 COMPANY’S GROWTH RATE & BRAND NAME
 COST OF RECRUITMENT
RECRUITMENT PROCESS

 Define the job

 Establishing the Person Profile
 Making the Vacancy Known
 Receiving and Documenting Applications.
 Designing and using the Application Form.
 Selection
 Notification and Final Checks
 Induction

RECRUITMENT PHILOSOPHY
 Whether to promote employees from within the organization or
to hire from outside for various vacancies at all levels.
 Whether the emphasis will be merely filling of vacancies or
hiring employees for long term careers.
 PROCESS OF RECRUITMENT

Recruitment
planning

Evaluation Strategy
and control development

Screening Searching

 Recruitment Planning:

Planning involves to draft a comprehensive job specification for the vacant

position, outlining its major and minor responsibilities; the skills,
experience and qualifications needed; grade and level of pay; starting date;
whether temporary or permanent; and mention of special conditions, if
any, attached to the job to be filled.

 Strategy Development:

Once it is known how many with what qualification of candidates are

required, the next step involved in this regard is to devise a suitable
strategy for recruiting the candidates in the organization. The strategic
considerations to be considered may include issues like whether to prepare
the required candidates themselves or hire it from outside, what type of
recruitment method to be used, what geographical area be considered for
searching the candidates, which source of recruitment to be practiced, and
what sequence of activities to be followed in recruiting candidates in the
organization.

 Searching:

This step involves attracting job seekers to the organization. There are
broadly two sources used to attract candidates. These are:

1. Internal Sources.

2. External Sources.

 Screening:

Though some view screening as the starting point of selection, we have

considered it as an integral part of recruitment. The reason being the
selection process starts only after the applications have been screened and
shortlisted.

 Evaluation and Control:

Given the considerable cost involved in the recruitment process. Its

evaluation and control is, therefore, imperative. The costs generally
incurred in a recruitment process include.

I. Salary of recruiters.

II. Cost of time spent for preparing job analysis, advertisement, etc.

III. Administrating expenses.

IV. Cost of outsourcing or overtime while vacancies remain unfilled.

V Cost incurred in recruiting unsuitable candidates.

DETAILS OF THE INTERNSHIP DESIGNATION

I was designated the role of an HR intern at GENXHIRE... As the organization is specifically

into recruitment in the IT & NON IT sector, I was indirectly linked with the process of the
recruitment. My designation in the GENXHIRE was an HR intern in recruitment of the IT &
NON IT company, whereas I was representing the organization that is external source of
recruitment for the various Clients. The role was assigned to me from day 1 and hence there
was no role ambiguity in the working as well. The work was made very clear from the start
and hence there was no scope for confusion later.

An HR intern's my duties include posting jobs, reviewing resumes, conducting interviews,

and screening the candidates. Allocation of interview slots and scheduling the interviews.
Maintaining MIS for every candidate and tracking their progress during interviews. Reporting
the progress of our candidates to our SPOC (senior point of contact).Thorough updates on the
Interviews from our CSPs (client service partners).Taking periodical feedback from both the
client and candidate's perspective after on boarding.

WORK RESPONSIBILITIES AND DUTIES

 Updating company databases by inputting new employee contact information and

employment details.
 Shortlisting resumes or candidates based on several searches factors such as skills,
recently updated resume, location, experience, previous company etc ,on different
portals
 Screen the resumes of the eligible candidates based on the job description given by
the respective CSP’s.
 Calling the shortlisted candidates to know their interest about the job opening.
 Convincing and guiding the employees to attend the interviews.
 Finalising interview schedule and making the interviewer to be available for taking
the interview.
 After interview, sharing feedback with the employee.
 In-case if they are selected then salary negotiation and follow up with them till on
boarding
 If not selected in that Company sending them to another company for the interview
later on, follow up of the same.