Professional Documents
Culture Documents
Rishabh STR File
Rishabh STR File
FULLFILMENT OF
Submitted By:
Name of student: NIVEDITA MEWAR
Enrolment No.: 06420601720 Batch: 2020-2023
Project supervisor
THE RECRUITMENT
RECRUITMENT PROCESS
The recruitment process comprises of five interrelated stages viz
1. Recruitment Planning
2. Strategy development
3. Searching Sources
4. Screening
5. Selection Process
i. Internal Sources
1. Transfers
2. Promotions
EXTERNAL SOURCES: All organizations have to use external
sources for recruitment to higher positions when existing employees
are not suitable. More persons are needed when expansions are
undertaken. The external sources are -
1. Advertisement
2. Employment Exchanges
5. Factory Gates
6. Casual Callers
9. Former Employees
• To attract people with multi skills and experience that suits the
present and future
organizational strategies.
1. Internal factors
2. External factors
ADVANTAGES:
1. Open process
2. Availability of Talented Candidates
3. Opportunity to Select the Best Candidate
4. Provides healthy competition
THE SELECTION
Whatever form the applications take, there may be a need to sift them
before moving on to the interview stage. Such a sift serves to match
the applicants as closely as possible to the job and person
specification and to produce a shortlist of people to interview. To
avoid any possibility of bias, such sifting should be undertaken by
two or more people, and it should involve the direct line
manager/supervisor as well as personnel. The sifting stage can also
help the organization by providing feedback on the advertising
process and the suitability of the application form. It can also identify
people who might be useful elsewhere in the organization. If
references or medicals are to be taken up before the invitation to
interview stage, it should be made clear on the application
form/information pack sent to the applicant.
SELECTION TECHNIQUES
There is a variety of methods available to help in the selection
interviews, tests (practical or psychometric), assessment centers, role
plays and team exercises, to name a few. Usually a range of methods
will be used by the organization process including depending on the
type of job to be filled, the skills of the recruiter and the budget for
recruitment.
SELECTION
CHAPTER 2
REVIEW OF LITERATURE
Vision
Their vision is to establish themselves as the go-to
place for students to up skill themselves, get certified
and get hired!
Motto: - “A better you weren’t built in a day.”
Perks
Great learning experience
Build onto your existing skills and learn new skills
learn how to build and manage a team
Certificate of Internship
Letter of Recommendation
Stipend (based on sales)
Certification assessments
Looking to test your knowledge and get certified
company also has certification based on different
skills.
Promotional packages
Whether you want to advertise a good/service or a job
opening. Company also helps in promotion.
Training programs
Company helps to learn new skills and do a project in
the same field to learn the concepts in a more practical
manner.
RECRUITMENT PROCEDURE
Through this the candidate can able to know about the organization,
can be able to know about their superior and subordinate so that it
help the candidate to work comfortably. Introducing the new
employee who is designated as a probationer to the job, job location,
surroundings, organizations, organizations surroundings, and various
employees is the final stage of employment process.
This processes gains more significance as the rate of turnover is high
among new employees compared to that among senior employees.
This is mainly because of the problem of adjustment adaptability to
the new surrounding and environment.
Induction is the process of receiving and welcoming an employee
when he/she first joins a company and giving him the basic
information he needs to settle down quickly and happily and start
work.
Chapter 4
Research methodology
Data collection
Primary source
Sampling design
1.Population/universe
Interns will be population for questionnaire
Sampling unit
Sampling size
As the name indicates, sample size refers to the number of
respondents or the size of the sample, which is to be surveyed. Here
the sample size taken for the study was 50.
Sampling area
Sampling area will be Delhi.
Sampling technique
Sampling technique used is simple random sampling
Sampling instrument
1.Questionnaire
2.OBSERVATION Method.
Types of questions
Questionnaire has short answer and multiple-choice
questions
Chapter 5
Data analysis & interpretation
DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting
candidates suitable for different department after the
application ofselection and recruitment process.
pie chart
38% male
female
62%
Interpretation: -
As per the above diagram,
62% i.e. 31 of the respondents were male,
38% i.e. 19 of the respondents were female
column
16 15
14
12
10 10
10
column
8
6 5
4 3 3 3
2 1
0
18 19 20 21 22 23 24 25
Interpretation: -
As per the above diagram
6% i.e. 3 of the respondents were 18 years old
10% i.e. 5 of the respondents were 19 years old
30% i.e. 15 of the respondents were 20 years old
20% i.e. 10 of respondents were 21 years old
20% i.e. 10 of respondents were 22 years old
6% i.e. 3 of the respondents were 23 years old
6% i.e. 3 of the respondents were 24 years old
2% i.e. 1 of the respondent were 25 years old
Column1
other 11
linkedin 35
Column1
internshala 39
naukri.com 27
0 5 10 15 20 25 30 35 40 45
Data interpretation: -
As per above diagram,
54% i.e. 27 of the respondents know about naukri.com,
78% i.e. 39 of the respondents know about Internshala,
70% i.e. 35 of the respondents know about LinkedIn,
22% i.e. 11 of the respondents know about other.
Q4.Do you know about LinkedIn?
Responses No. of respondents
Yes 35
No 15
Total 50
pie chart
30%
yes
no
70%
Data interpretation:-
As per above diagram,
70% i.e. 35 of the respondents know about LinkedIn,
30% i.e. 15 of the respondents did not know about
LinkedIn.
pie chart
24% 24%
strongly disagree
disagree
neutral
agree
strongly agree
22% 20%
14%
Data interpretation: -
As per above diagram,
24% i.e. 12 of the respondents strongly disagree that getting
internship is difficult,
20% i.e. 10 of the respondents disagree that getting
internship is difficult,
14% i.e. 7 of the respondents have neutral response,
22% i.e. 11 of the respondents agree that getting internship
is difficult,
20% i.e. 10 of the respondents strongly agree that getting
internship is difficult.
pie chart
10%
yes
no
maybe
34% 56%
Data interpretation: -
As per the above diagram,
56% i.e. 28 of the respondents think yes such platforms are
safe to get internship,
10% i.e. 5 of the respondents think such platforms are not
safe to get internship,
34% of the respondents think maybe such platforms are
safe to get internship.
Q7.Do you get paid internship?
Responses No. of respondents
Yes 38
No 12
total 50
pie chart
24%
yes
no
76%
Data interpretation:-
As per the above diagram,
76% i.e. 38 of the respondents get paid for internship,
34% i.e. of the respondents do not get paid internship.
pie chart
22%
36%
office
work from home
hybrid
42%
Data interpretation:-
As per the above diagram,
36% i.e. 18 of the respondents work in office,
42% i.e. 21 of the respondents work from,
22% i.e. 11 of the respondents work in hybrid mode.
pie chart
24% 24%
3 months
6 months
9 months
other
22%
30%
Data interpretation:-
As per the above diagram,
24% i.e. 12 of the respondents did 3 months internship,
30% i.e.15 of the respondents did 6 months internship,
22% i.e. 11 of the respondents did 9 months internship,
24% i.e. 12 of the respondents had the response other.
Q10.what is your reason to do internship?
Responses No. of respondents
Experience 34
Money 37
To learn 17
Other 9
bar graph
other 9
to learn 17
bar graph
money 37
experience 34
0 5 10 15 20 25 30 35 40
Data interpretation:-
As per the above diagram,
68% i.e. 34 of the respondents did internship for
experience,
74% i.e. 37 of the respondents did internship for money,
34% i.e. 17 of the respondents did internship to learn,
18% i.e. 9 of the respondents did internship for other
reason.
Chapter 6
Findings
Conclusion
The two months training period has been a very valuable
experience for me from the entire study conducted.
Recruitment and selection are getting very much importance
these days in the organization. It is a systematic procedure
that involves many activities. The process includes the step
like HR planning attracting applicant and screening them. It
is very important activity as it provides right people in right
place at right time. It is not an easy task as organization's
future is depends on this activity. If suitable employees are
selected which are beneficial to the organization it is at safe
side but if decision goes wrong it can be dangerous to the
organization. So it is an activity for which HR department
gets very much importance.
Bibliography
1.UKEssays. (November 2018). Literature Review: Recruitment
and Selection Process. Retrieved from
https://www.ukessays.com/essays/business/literature-review-
recruitment-and-selection-process-business-essay.php?vref=1
2. www.scribd.com
3. www.en.wikipedia.org
4.https://www.academia.edu/13842558/
A_SUMMER_TRAINING_REPORT_ON_RECRUITMENT_AN
D_SELECTION_PROCESS_AT_DENAVE_INDIA_PVT_LTD
Chapter 10
Questionnaire
What would you say are your 3 major strengths? How will these
strengths help you in this position?
What would you say are your principal weaknesses or shortcomings?
How might these interfere with your success in this position? How
might you overcome them?
What was the most creative or original contribution you made to your
last organization? If any.
How many people were in the largest group that you have supervised?
What kinds of positions were involved?
INTERESTS :
VALUES: