A

SUMMER TRAINING REPORT

ON
ANALYSIS OF RECRUITMENT AND SELECTION PROCESS
AT

Techbeliever Technologies Pvt Ltd

Submitted in Partial Fulfilment of the Requirement for

the award of the degree of

Bachelor of Business Administration

Batch - 2023-2026

Under the guidance of: - Submitted by: -

[Link] Choudhury Aadarsh Kumar
2341010001

GLA University Mathura

Mathura- 281006
 CERTIFICATE

This is to certify that Mr. Aadarsh kumar has accomplished the project “Analysis of
Recruitment and Selection Process at Techbeliever Technologies Pvt Ltd.” Under the
guidance and supervision.
She has submitted this project in the partial fulfilment for the award of degree of Bachelor of
Business Administration (BBA) from GLA University, Mathura.
The work has not been submitted anywhere else for the award of degree. All sources of
information have been duly mentioned.

Under the guidance of:

Dr. Gitali
(GLA University,Mathura)
 ACKNOWLEDGEMENT

I take this opportunity to thank TALENT4ASSURE ASSESSMENT SERVICES PVT LTD

for giving me the opportunity to work for this project and I would like to express my sincere
thanks to Ms. NIKITA(COO) who helped, inspired and mentored me and without their help
this project report would not have taken its current shape. Under their brilliant untiring
guidance, I could complete the project being undertaken on the “ANALYSIS OF
RECRUITMENT AND SELECTION PROCESS” successfully in time. Their meticulous
attention and invaluable suggestions have helped me in simplifying the problem involved in
the work. I would also like to thank the overwhelming support of all the people who gave me
an opportunity to learn and gain knowledge about the various aspects of the industry.

I once again express my heartfelt in debtness to all-aforesaid. Any omission or error in

acknowledgment is inadvertent. For such oversights and lapses, I tender unconditional apology.

TANYA SHARMA
01851501717
 DECLARATION

I hereby declare that the project titled “Analysis of Recruitment and Selection Process at
Techbeliever Technologies Pvt Ltd ” Submitted by me to “GLA University,Mathura” for
the fulfilment of the requirement of the award of degree of Bachelor of Business
Administration (BBA) is a record of bonafide project carried out by me under the guidance of
Dr. Gitali Choudhury

I further declare that the work reported in the project has not been submitted and will not be
submitted, either in the part or in full, for the award of any other degree or diploma in this
institute or any other institute or university.

Aadarsh Kumar
2341010001
 TABLE OF CONTENT

Sn. Topics Page

No. no.

1. Chapter 1: - Introduction 1-30

1.1 Project Overview 2
1.2 Objectives of the study 25
1.3 Research Methodology 26
1.4 Limitation of the study 30

2. Chapter 2: - Company Profile 31-45

2.1 Industry Profile 32
2.2 Profile of the Organization 34

3. Chapter 3: - Data Analysis and Interpretation 46-56

4. Chapter 4: - Conclusions & Recommendations 57-65

4.1 Findings 58
4.2 Conclusions 59
4.3 Recommendations 60
4.4 Bibliography 61
4.5 Questionnaire 62
 CHAPTER 1
INTRODUCTION

1
 PROJECT OVERVIEW

Rigorous sourcing was undertaken to understand the recruitment process. Candidates were
interviewed and then potential candidates were shortlisted. During the tenure of the project I
learnt to put the candidates under assessment tests and took the initial rounds of interview. Job
Portals used by me for the recruitment of candidates through MONSTER and [Link]

The whole process of recruitment from a recruitment firm like Techbeliever Technologies 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.

During my tenure at Techbeliever Technologies I learnt to work as professional. The one

thing that got profoundly clear is that text books do not help in the actual corporate world.
There are unwritten policies and standard operating procedures that each employee has to
abide to. No matter what, profit maximization is the core purpose of the existence of every
business. Meeting targets on your level dedicatedly is your contribution to the revenue
generation of the company.
Functional area of HRM

 Human resource auditing

 Human resource strategic planning

 Human resource planning

 Manpower panning

 Recruitment / selection

 Induction

 Orientation
2
  Training

 Management development

 Compensation development

 Performance appraisals

 Performance management

 Career planning / development

 Coaching

 Counseling’s

 Staff amenities planning

 Event management

 Succession planning

 Talent management

 Safety management

 Staff communication

 Reward

Responsibility of HR department in large organization Position

Job Responsibilities

HR Executive committee, organization planning, HR planning & policy, Organization

development Manager, recruitment& employment Recruiting, Interviewing, Testing,
Placement & Termination Manager, compensation & benefits Job analysis and evaluation,
surveys, Performance appraisal, compensation administration, bonus, Profit sharing plans,
Employee benefits. Manager, Training &Development Orientation, Training, Management
development, Career Planning & development Manager, Employee relations EEO relations,
contract compliance, staff assistance programs, Employee counselling.

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.”

3
Edwin B. Filippo defined recruitment as “the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.” In simple words recruitment can
be defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes and needs are:

 Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Induct outsiders with a new perspective to lead the company.
 Infuse fresh blood at all levels of the organization.
 Develop an organizational culture that attracts competent people to the company.
 Search for talent globally and not just within the company.

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

1. INTERNAL FACTORS

 Recruiting policy
 Temporary and part-time employees
 Recruitment of local citizens
 Engagement of the company in HRP

4
  Company’s size
 Cost of recruitment
 Company’s growth and expansion

2) EXTERNAL FACTORS

 Supply and Demand factors

 Unemployment Rate
 Labour-market conditions
 Political and legal considerations
 Social factors
 Economic factors
 Technological factors

THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (e.g. salaries, benefits, working condition,
etc.), the better applicants weight these factors to arrive at a relative “desirability” index

2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs (e.g.
security, achievement, affiliation)
2) Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.

3. Critical Contact theory

5
1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g.
(promptness, warmth, follow-up calls, sincerity, etc.)
2) Research indicates that more recruiter contact enhances acceptance of offer, also
experienced recruiter (e.g. middle-aged) more successful than young or inexperienced
recruiter - may be especially important when recruiting ethnic minorities, women, etc.

Policies:

Recruitment policy of any organization is derived from the personnel policy of the same
organization. However, recruitment policy by itself should take into consideration the
government’s reservation policy, policy regarding sons of soil, etc., personnel policies of other
organizations regarding merit, internal sources, social responsibility in absorbing minority
sections, women, etc.

Specific issues which may be addressed in Recruitment Policy:

1) Statement: - Nondiscrimination (EEO employer) or particular protected class members

that may be sought for different positions (see also Affirmative Action guidelines)

2) Position description: Adherence to job description (& qualifications) in recruitment &

selection -BFOQ’s -Bonafede occupational qualifications

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?)

4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to

recruit, relocation, expenses, etc.
5) Others:
a. Residency requirement in district?
b. Favors, special considerations related to recruitment? - e.g. get spouse a job?

6
INDUCEMENTS TO RECRUITMENT

Organisational inducements are all the positive features and benefits offered by an organization
that serves to attract job applicants to the organisation. Three inducements need specific
mention here, they are: -

 Compensation: Starting salaries, frequency of pay increases, incentives and fringe

benefits can all serve as inducements to potential employees.

 Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the
company takes care of employee career aspirations serves as a powerful inducement to
potential employees.

 Image or Reputation: Factors that affect an organisation’s reputation include its

general treatment of employees, the nature and quality of its products and services and
its participation in worthwhile social endeavours.

CONSTRAINTS

 Poor image: If the image of the firm is perceived to be low (due to factors like operation
in the declining industry, poor quality products, nepotism etc), the likelihood of
attracting large number of qualified applicants is reduced.
 Unattractive jobs: if the job to be filled is not very attractive, most prospective
candidates may turn indifferent and may not even apply. This is especially true of job
that is boring, anxiety producing, devoid of career growth opportunities and generally
not reward performance in a proper way (e.g. jobs in post office and railways).
 Government policy: Government policies often come in the way of recruitment as per
the rules of company or on the basis of merit and seniority. Policies like reservations
(scheduled castes, scheduled tribe etc) have to be observed.
 Conservative internal policies: Firms which go for internal recruitments or where labor
unions are very active, face hindrances in recruitment and selection planning.

7
RECRUITMENT- Relationship with other activities

CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some organizations like
commercial banks resort to centralized recruitment while some

organizations like the Indian Railway resort to decentralized recruitment practices. Personnel
department at the central office performs all the functions of recruitment in case of centralised
recruitment and personnel departments at unit level/zonal level perform all the functions of
recruitment concerning to the jobs of the respective unit or zone.

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: -

8
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

External sources lie outside an organization. Here the organization can have the services of:
(a) Employees working in other organizations; (b) Jobs aspirants registered with employment
exchanges; (c) Students from reputed educational institutions; (d) Candidates referred by
unions, friends, relatives and existing employees; (e) Candidates forwarded by search firms
and contractors; (f) Candidates responding to the advertisements, issued by the organization;
and (g) Unsolicited applications/ walk-ins.

Merits and Demerits of ‘Recruiting people from ‘within’

Merits Demerits

1) Economical: The cost of recruiting internal 1) Limited Choice: The organization is forced
candidates is minimal. No expenses are to select candidates from a limited pool. It
incurred on advertising. may have to sacrifice quality and settle
down for less qualified candidates.
2) Suitable: The organization can pick the right
candidates having the requisite skills. The 2) Inbreeding: It discourages entry for talented
candidate can choose a right vacancy where people, available outside an organization.
their talents can be fully utilized. Existing employees may fail to behave in
innovative ways and inject necessary
3) Reliable: The organization has the
dynamism to enterprise activities.
knowledge about suitability of a candidate

9
 for a position. ‘Known devils are better than 3) Inefficiency: Promotions based on length of
unknown angels!’ service rather than merit, may prove to be a
blessing for inefficient candidate. They do
4) Satisfying: A policy of preferring people
not work hard and prove their worth.
from within offers regular promotional
avenues for employees. It motivates them to
work hard and earn promotions. They will
4) Bone of contention: Recruitment from
work with loyalty commitment and within may lead to infighting among
enthusiasm. employees aspiring for limited, higher level
positions in an organization. As years roll
by, the race for premium positions may end
up in a bitter race.

The merits and demerits of recruiting candidates from outside an organization may be stated
thus:

MERITS AND DEMERITS OF EXTERNAL SOURCES OF

RECRUITMENT

Merits Demerits

Wide Choice: The organization has the freedom Expenses: Hiring costs could go up
to select candidates from a large pool. Persons substantially. Tapping multifarious sources of
with requisite qualifications could be picked up. recruitment is not an easy task either.

Infection of fresh blood: People with special Time consuming: It takes time to advertise,
skills and knowledge could be hired to stir up the screen, to test and test and to select suitable
existing employees and pave the way for employees. Where suitable ones are not
innovative ways of working. available, the process has to be repeated.

Motivational force: It helps in motivating De-motivating: Existing employees who have

internal employees to work hard and compete put in considerable service may resist the
with external candidates while seeking career process of filling up vacancies from outside.

10
 growth. Such a competitive atmosphere would The feeling that their services have not been
help an employee to work to the best of his recognized by the organization, forces then to
abilities. work with less enthusiasm and motivation.

Long term benefits: Talented people could join Uncertainty: There is no guarantee that the
the ranks, new ideas could find meaningful organization, ultimately will be able to hire the
expression, a competitive atmosphere would services of suitable candidates. It may end up
compel people to give out their best and earn hiring someone who does not fit and who may
rewards, etc. not be able to adjust in the new setup.

METHODS OF RECRUITMENT
Internal Methods:
1. Promotions and Transfers

This is a method of filling vacancies from internal resources of the company to achieve
optimum utilization of a staff member's skills and talents. Transfer is the permanent lateral
movement of an employee from one position to another position in the same or another job
class assigned to usually same salary range. Promotion, on the other hand is the permanent
movement of a staff member from a position in one job class to a position in another job class
of increased responsibility or complexity of duties and in a higher salary range.

Job Posting:

Job Posting is an arrangement in which a firm internally posts a list of open positions (with
their descriptions and requirements) so that the existing employees who wish to move to
different functional areas may apply. It is also known as Job bidding. It helps the qualified
employees working in the organization to scale new heights, instead of looking for better
perspectives outside. It also helps organization to retain its experienced and promising
employees.

Employee Referral:

11
 It is a recruitment method in which the current employees are encouraged and rewarded for
introducing suitable recruits from among the people they know. The logic behind employee
referral is that “it takes one to know one”. Benefits of this method are as follows:
 Quality Candidates
 Cost savings
 Faster recruitment cycles
 Incentives to current employees
On the other hand, it is important for an organization to ensure that nepotism or favoritism does
not happen, and that such aspects do not make inroads into the recruitment process.

External Methods:

External methods of recruitment are again divided into two categories- Direct External
Recruitment and Indirect External Recruitment methods.

DIRECT EXTERNAL RECRUITMENT METHOD

Campus Recruitment
In Campus Recruitment, Companies / Corporate visit some of the most important Technical
and Professional Institutes in an attempt to hire young intelligent and smart students at source.
It is common practice for Institutes today to hire a Placement Officer who coordinates with
small, medium and large sized Companies and helps in streamlining the entire Campus
Recruitment procedure.

Benefits of Campus Recruitment

 Companies get the opportunity to choose from and select the best talent in a short span of time.
1. Companies end up saving a lot of time and efforts that go in advertising vacancies,
2. screening and eventually selecting applicants for employment
3. College students who are just passing out get the opportunity to present themselves
to some of the best companies within their industry of interest. Landing a job offer
while still in college and joining just after graduating is definitely what all students
dream of.

12
 4. On the negative front, campus recruiting means hiring people with little or no work
experience.

INDIRECT EXTERNAL RECRUITMENT METHOD

Advertisement

Advertisements are the most common form of external recruitment. They can be found in many
places (local and national newspapers, notice boards, recruitment fairs) and should include
some important information relating to the job (job title, pay package, location, job description,
how to apply-either by CV or application form, etc). Where a business chooses to advertise
will depend on the cost of advertising and the coverage needed i.e. how far away people will
consider applying for the job.

Third Party Methods

 Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed and

processed whenever vacancies occur. Walk-ins provide an excellent public relations
opportunity because well-treated applicants are likely to Sinform others. On the other
hand, walk-ins show up randomly, and there may be no match with available openings.
This is particularly true for jobs requiring specialized skills.

 Public and private employment agencies: Public and private employment agencies
are established to match job openings with listings of job applicants. These agencies
also classify and screen applicants. Most agencies administer work-sample tests, such
as typing exams, to applicants.
 E-Recruiting: There are many methods used for e-recruitment, some of the important
methods are as follows:

a. Job boards: These are the places where the employers post jobs and search for
candidates. One of the disadvantages is, it is generic in nature.

13
 b. Employer websites: These sites can be of the company owned sites, or a site developed
by various employers.
c. Professional websites: These are for specific professions, skills and not general in
nature.

 Gate Hiring and Contractors: The concept of gate hiring is to select people who
approach on their own for employment in the organization. This happens mostly in the
case of unskilled and semi-skilled workers. Gate hiring is quite useful and convenient
method at the initial stage of the organization when large number of such people may
be required by the organization

DEVELOP AN EFFECTIVE RECRUITMENT STRATEGY

EVALUATION OF SOURCES OF RECRUITMENT

Time-lapse data: They show the time lag between the dates of requisition for manpower supply
from a department to the actual date of filling the vacancies in that department. For example,
a company's past experience may indicate that the average number of days from application
to interview is 10, from interview to offer is 7, from offer to acceptance is 10 and from
acceptance to report for work is 15. Therefore, if the company starts the recruitment and
selection process now, it would require 42 days before the new employee joins its ranks. Armed
with this information, the length of the time needed for alternative sources of recruitment can
be ascertained - before pinning hopes on a particular source that meets the recruitment
objectives of the company.

Yield ratios: These ratios indicate the number of leads/ contacts needed to generate a given
number of hires at a point at time. For example, if a company needs 10 management trainees
in the next six months, it has to monitor past yield ratios in order to find out the number of
candidates to be contacted for this purpose. On the basis of past experience, to continue the
same example, the company finds that to hire 10 trainees, it has to extend 20 offers. If the

14
interview-to-offer ratio is 3:2, then 30 interviews must be conducted. If the invitees to interview
ratio is 4:3 then, as many as 40 candidates must be invited. Lastly, if contacts or leads needed
to identify suitable trainees to invite are in 5:1 ratio, then 200 contacts are made.

Surveys and studies: Surveys may also be conducted to find out the suitability of a particular
source for certain positions. For example, as pointed out previously, employee referral has
emerged as a popular way of hiring people in the Information Technology industry in recent
times in India. Correlation studies could also be carried out to find out the relationship between
different sources of recruitment and factors of success on the job. In addition to these, data on
employee turnover, grievances, and disciplinary action would also throw light on the relative
strengths of a particular source of recruitment for different organizational positions. Before
finally identifying the sources of recruitment, the human resource managers must also look into
the cost or hiring a candidate. The cost per hire can be found out by dividing the recruitment
cost by the number of candidates hired.

DIFFICULTIES IN RECRUIT PROCOCESS

 Talent Acquisition
 Retention of Employees
 Expensive
 Time Constraint
 Budget
 Managing Low attrition rate

CHALLENGES IN RECRUITMENT AND SELECTION

 Talent Shortage
 Attrition rate
 Remoteness of job
 Reservations and government. policies

15
 STEPS OF RECRUITMENT PROCESS CAN BE DONE BY TWO WAYS

 Recruitment for Fresher:

1. Written/aptitude
2. Group Discussion
3. Technical Interviews
4. HR Interviews
 Recruitment process for higher post:
1. Psychometric Test
2. Business Game
3. HR interviews

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
⦿ Selection is choosing the best out of the recruited persons.
⦿ It is a negative process
⦿ It reduces absenteeism and labor turnover
⦿ It helps in increasing the efficiency and productivity
⦿ It helps in building up of a stable workforce

FACTORS AFFECTING SELECTION

• External environment

16
  Supply and demand of specific skill
 Unemployment rate
 Legal and political considerations
 Company’s Image
• Internal environment
 Company’s policy
 HRP
 Cost of hiring

SELECTION PROCESS

External Environment

Internal Environment

Preliminary Interview

Selection Tests
Rejected Applicants

Employment Interview

Reference and Background

Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation

17
 RECRUITMENT POLICY AT Techbeliever Technologies Pvt Ltd.

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 TECHBELIEVER 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 aids 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 TECHBELIEVER TECHNOLOGIES PVT LTD.

TECHBELIEVER TECHNOLOGIES PVT LTD is India’s leading

assessment company. Techbeliever help you to find the right candidate who has skills,
knowledge and ability to adapt to this change. Talented individuals are hard to find, but with
the help of their recruitment assessment services, finding them would be a cake walk.

Recruit as per Client requirement and assign them to Client with the help of their skilfully
designed assessments.

 Co-employment relationship between the Client, Associate and Techbeliever Technologies

Pvt Ltd.

18
 Manage HR Administration, Payroll and Regulatory activities.

Benefit for Client

As business these days grow on a confounding rate, outsourcing the basic functions like
recruiting becomes a common thing. The need for flexi staffing is on demand and in such a
scenario TECHBELIEVER TECHNOLOGIES PVT LTD renders these assessments services
to its Clients.

A much-defined process spans into four distinct stages,

 Initialization

 Transition

 Operations

 Relationship Management.

Methods or Techniques of Recruitment

Direct Method

These include sending recruiters to educational and professional institutions, employees’ contacts
with public and manned exhibits. Most college recruiting is done in co-operation with the
placement office of the college. The placement office usually provides help in attracting
students, arranging interviews, furnishing space and providing student résumés. For
managerial, professional and sales personnel, campus recruiting is an extensive exercise. For
this purpose, carefully prepared brochures describing the organizing and the job it offers are
distributed among the students, before the interviewer arrives.

19
Indirect Method

These methods involve mostly advertising in newspapers, webs ITES, radio, in trade and
professional journals, technical magazines and brochures. Companies advertise when qualified
or experienced personnel are not available from other sources.

Third Party Method

These include the use of commercial or private employment agencies, state agencies and
placement offices of colleges, recruiting firms, management consulting firms, friends and
relatives.

Professional Organizations:

These organizations maintain a pool of human resource for possible employment. These firms
are also called ‘head hunters’, ‘raiders’ and pirates by organizations who lose personnel thought
their efforts. Fundamentally there are two distinct steps of recruitment and each is a
comprehensive process in itself.

Preparation

Know your client

Learning about companies is valuable because knowing what a company values will help an
agent to assess the candidates better. Pertinent information about the processes of the company
would also help you analyse CVs and find the right candidate. This can be done by reading the
corporate website or calling the company for further information or using your own network
and find out the ‘work culture’.

This will help one to know about the history of the company, their core values, their clients 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.

20
Analyse the Job Description (JD)

A job description is a written record of the duties, responsibilities and requirements of a

particular job. It is concerned with the job itself and not the work. It is a statement describing
the job in such terms as “Title, location, duties, working condition and hazards”. An updated
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 company and the agent on the same platform.

Prepare a Job Specification (JS)

It is a written record of the requirements sought in an individual worker for a given job. In other
words, it refers to a summary of the personal characteristics required for a job. Once the agent
knows what the job is, then he can decide what kind of person he/she would need to do it.
Sometimes the job specification is already prepared and given by the client along with the job
description. In such a case, the job of the agent becomes easier. The job specification is for the
benefit of the employees working in Talent4Assure. It is ready reference to check on the
requirements that one needs to keep in mind while sourcing for the different clients. It makes
the whole task easier and more convenient.

Implementation

Sourcing: Sourcing is the most of all recruitment activities. It is also difficult being
monotonous in nature. A recruiter needs to be self-motivated to do the job. The sourcing takes
place in different levels and in all the verticals of the industry. The procedures involved are
discussed below. Even before sourcing is started, it is very important to have a clear
understanding of the requirement of the client company. The recruiter must have all knowledge
about the company 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 a job-portal 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:

21
Analyse the Curriculum Vitae (CV):

Now is the time to scrutinize the candidate’s resume. It is human nature to generally omit the
negative points while creating a resume or to exaggerate the achievements. Though most of the
time people are truthful while forming their resumes, others can hide or not mention things that
can portrait a negative picture of them. A good CV is one which is precise and presentable. It
should contain all details of education and work experience should be arranged in reversed
chronological method so as to emphasize on the most recent one. Analysing a CV helps in
short- listing a candidate.

Match the JD and JS:

When a CV has been analysed and is considered as a good one, the next step is to match it with
the job description. It is necessary to match it with the profile given by the company. Matching
it with the JD gives an idea if the person will be able to serve well in the position or not. Next
it is important to match it with the job specification. The JS gives the details of the desired
skills and the mandatory skills. These are the criteria for selection.

Shortlist the candidate:

Once the CV has been matched with the job description and matched with the job specification,
CV can shortlist. Such a candidate is then called in for a face-to-face interview. 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.

Handling the rejected candidates:

It is very important how a recruiter manages the rejected candidates. It is important to make
the candidate where his lacunas are and what can he do about it. In this way not only, the
recruiter helps the candidate to correct itself but also helps in creating an association with them
which is so very vital in the service industry.

22
Interview

Interviews determine if a potential candidate will be a finalist and if he shall suit the job. A lot
of things get clear during an interview. A face to face talk with the candidate ensures that the
recruiter evaluates the candidate on terms of attitude, confidence and communication. The gaps
that seem in the resume are also questioned. The candidate may have an explanation for it. On
the other hand, if he is lying, then he can be cross-questioned about this. Some of the objectives
of interview are:

 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 fact 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.
The nature of the job determines which of these interviews would suit best. All the
interviews are not conducted for all the job profiles. The complexity of the interview
depends on the complexity of the job.

The telephonic Interview

It is said that listening intently gives a good idea of what a person wants to say and what a
person does not say. The sound, intonations, the varying pressures that a prospective candidate
uses while he/she speaks tells a lot about his/her attitude. This in turn helps the recruiter to
judge that if the candidate would be suitable for the job or not. Unlike the face-to-face interview
where the recruiter can read the non-verbal languages, in a telephonic interview he has to even
sharper. Listening to the words used and their tone used gives immense messages about the
candidate.

As a recruiter, one has to be completely prepared before taking a telephonic interview. The
following steps can be kept in mind while taking a telephonic interview:

23
 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.

Devise interview questions:

Preparation in advance of an interview is essential if one is to make a successful hire. Critical

in the preparation process is the development of interview questions that elicit tangible facts
from all applicants. Basically, two rules are kept in mind when framing the questions that will
indicate whether or not an applicant meets the requirements you established for the position:

RULE 1: Ask questions that concentrate on the applicant’s past performance – to permit
reliable assumptions about future success.

RULE 2: Ask questions that relate directly to at least one of your listed requirements to
maximize the information you will gain in the time allotted.

General Questions:

 Tell me about yourself

 What do you about the company?
 What are your goals?
 What are your strengths and weakness?
 What has been your most significant contribution in your college/previous
organization?
 Why should we hire you?

Specific Questions:

 How would you resolve a conflict in a project team?

 What was experience in previous company?
 From how long you are working there?

24
 RESEARCH OBJECTIVES

The primary objective is to study, understand and analyse aspects related to various HR
Procedures of Recruitment and Selection at Techbeliever Technologies Pvt Ltd, Greater Nodia.

OBJECTIVES OF STUDY

 To study the existing policy of Techbeliever Technologies Pvt Ltd regarding

Recruitment and Selection process.
 To know the satisfaction level of employees towards the existing recruitment and selection
process.
 To identify the internal and external sources of recruitment and selection of Techbeliever
Technologies.
 To identify areas where there can be scope for improvement.
 To develop practical knowledge with theoretical aspects.

25
 RESEARCH METHODOLOGY

The study will be conducted to achieve the aforesaid objectives including both exploratory and
descriptive in nature and involve personal interviews that will be based on the questionnaire
format. 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. There is a unique methodology that Talent4Assure adopts to
render the service.

 The research methodology for the present study has been adopted to reflect these realties
and help reach the logical conclusion in an objective and scientific manner.

TYPE OF RESEARCH

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 is to be collected from which source and by what
procedure. On the basis of major purpose of our investigation the EXPLORATORY
RESEARCH was found to be most suitable. This 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

The task of data collection begins after a research problem has been identified and the research
design has been chalked out. While deciding the method of data collection to be used for the

26
study, the researcher should keep in mind two types of data:
a. Primary data
b. Secondary data

In this research project the data being collected is as follows:

Primary Data: The survey method is used to collect the primary data in this research as it
is the Analytical research to find out the shortcomings and area of improvements according to
the skill required for recruitment team. The data that is collected first hand by someone
specifically for the purpose of facilitating the study is known as primary data. So, in this
research the data is collected from respondents through QUESTIONNAIRE .

 Primary source of data:

(i). Personal interview

(ii). Questionnaire technique.

QUESTIONNAIRE - Survey among the officials and employees of Talent4Assure.

PERSONAL INTERVIEWS with the company representatives regarding recruitment and
selection practices in organization.

Secondary Data:

The secondary data is also used in a lesser proportion to find out the name and designation of
the employer who are working with this organization and the company profile. Secondary data
refer to information gathered by someone other than the researcher conducting the current
study. Such data can be internal or external to the organization and accessed through the
Internet or perusal of recorded or published information.
Secondary sources of data provide a lot of information for research and problem solving. Such
data are as we have seen mostly qualitative in nature.

27
  Secondary source of data:

(i). Company brochure.

(ii). Internet.

(iii). Websites

(iv). Organizational Reports & Records.

(v). Business magazines

(vi). Journals etc

SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random selection. In
probability sampling, each unit is drawn with known probability, or has a nonzero chance of
being selected in the sample. Such samples are usually selected with the help of random
numbers. With probability sampling, a measure of sampling variation can be obtained
objectively from the sample itself. Simple Random sampling has been adopted for this research.
Under which we have considered the sampling which has been done for a specific designated
population, because here a small cluster of professionals has been considered out of the total
universe which has been divided in small group like recruitment team & employee.

SAMPLE SIZE

Sample size refers to the number of items to be selected from universe to constitute a sample.
The sample size should be optimum as it should fulfill the objective of the research.
40 Nos.- Total manpower strength is 450 and I have focused upon 10% of total employees of
Talent4Assure. (Covering each and every department).

28
SAMPLE AREA

The sample area refers to the universe to be studied under our research project. The area denotes
the place or the region to be studied and taken into research consideration. Thus, the sample
area chosen for this research project is Techbeliever Technologies Pvt Ltd, Greater Nodia.

29
 LIMITATION

 Key problems under study is that the company lacks the motivation among their
employees.
 Collecting data properly from employees become difficult due to time constraint.
 There is a chance for bias in the information given by the respondents.
 The study was based on sample hence results were not fully absolute.
 Busy schedule of the employees also effected to some extent

30
 CHAPTER 2
COMPANY PROFILE

31
 INDUSTRY PROFILE

Techbeliever Technologies Private Limited is a Private Limited Company and was incorporated
on Jun 26, 2019 in India. It is registered at Registrar of Companies, ROC [Link] corporate
identification number is (CIN) U72900DL2019PTC351911 and its current status is [Link]
industry classification as per MCA is other computer related activities [for example maintenance
of websites of other firms/ creation of multimedia presentations for other firms etc.].It had a
team size of 126 employees as on Apr 30, 2025.

Techbeliever Technologies Private Limited's authorised share capital is Rs. 200,000 and its paid up
capital is Rs. 100,000.
Techbeliever Technologies Private Limited generated a revenue of Rs. 50.3Cr for the financial year
ending on Mar 31, 2024.

Key Metrics
CIN
U72900DL2019PTC351911
Location
India
Current Status
Active
Entity Type
Private Limited Company
Date Of Incorporation
Jun 26, 2019
Company Age
6 Years
Registrar of Companies
ROC - Delhi
Latest Revenue
50.3Cr INR as on Mar 31, 2024
Latest Employee Count
126 as on Apr 30, 2025
Authorized Capital
2L INR
Paid Up Capital
1L INR

32
 Contact Details for Techbeliever Technologies Private Limited

Website
[Link]


There is one brand associated with Techbeliever Technologies Private Limited which
include Khiladi Adda .

Founded Locati Current

Name Short Description
Year on Stage
Provider of an e-sports tournament and
Khiladi 2019 India Seed
gaming platform
Adda

Principal Business Activity of Techbeliever Technologies Private Limited

The majority of Techbeliever Technologies Private Limited's turnover comes from Information and
communication.

Main Activity Description of Main Business Description of Business Turnover

Group Code Activity Activity Code Activity percentage
Other information &
Information and
J J8 communication service
communication
activities

33
 INTRODUCTION

About the company:

What They Are:

Key aspects of Techbeliever Technologies Private Limited:

 Company Type:Private Unlisted Indian Non-Government Company.

 Industry:Computer and Related Activities.
 Services:Website maintenance, multimedia presentations, data-driven marketing solutions,
and other computer-related activities.
 Formation:Incorporated on June 27, 2019.
 Location:Registered in Delhi, India, with its address at Plot No. 176, Block B, Vikas
Nagar, Uttam Nagar.
 Directors:Satyam Rastogi, Shashi Bhushan Verma, and Siddharth Srivastava.
 Online Presence:Has a LinkedIn page showcasing its work in innovative gaming and
software solutions for the B2B market, according to Techbeliever games-network.

34
ASSESSMENT SERVICES: -

Assessment Kinds:

 Pre-Recruitment Assessments
 Employee Assessments
 Post Training Assessments
 Education Assessments

Assessment Offerings:

 Domain Knowledge Assessments

 Software/IT Skills
 Accounting
 Banking & Finance
 Engineering
 Bio-Technology
 Pure Science
 Management

35
  Cognitive Ability Assessments
 Verbal Ability
 Numerical Ability
 Quantitative Ability
 Analytical Ability
 Attention to Detail
 Personality Assessments
 Customer Service Orientation
 Sales Situation Personality
 Leadership Style
 Emotional Intelligence
 Motivation Analysis
 Generic Personality

CONSULTING SERVICES:

Consulting Services:

 Recruitment Services
 HR Consulting Services

Recruitment Services:

 Permanent Recruitment
 Temporary Recruitment
 International Recruitment

36
  Recruitment Process Outsourcing
 Recruiter on Demand
 Executive Search
 Volume Hiring
 Campus Recruitment

Their Expertise:

 IT & Consulting
 Gaming
 IT Solutions
 Media & Entertainment

HR Consulting Services:

 Primarily focused on Start-Ups, Small & Medium scale Firm

 Extended HR Arm
 Rich domain expertise and the ability to handle complex HR
 Services
 Customized Solutions
 HR sub system building
- Rollout of Induction and HR Manuals.
- Role mapping and KRA definitions
 Help Clients, not only reduce HR costs, but also improve the delivery of an HR
Strategy and enhance employee satisfaction
 with HR management

37
GAMES;

Mission:

To Provide a secure and Safe Platform to Best Gamer of the Nation.

Their Aim is to:

 To be the premier global organization in the development and implementation of

New Games.

 To enable fair access to quality education programs to deserving students.

 Provide quality employment opportunities at educational campuses.

 Help organizations improve standards and reduce costs in assessment, recruitment

and training of human resources.

 Provide professional testing support to industry and educational bodies.

 Offer Customized Solutions to suit every budget.

38


39
40
 •

Services:

Techbeliever Technologies provides multi-discipline services for corporate, independent and

industry profiles. Our Team of expertise in these fields make sure our clients gets the best of
the service.
Their Array of Services include:

41
42
Their Competitor’s:

43
44
 CHAPTER 3
DATA ANALYSIS
AND
INTERPRETATION

45
 DATA ANALYSIS AND INTERPRETATTION

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

[Link]. 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
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.

46
Q2) Which internal source of recruitment is followed by the company and given more priority?

[Link]. Options No. %

1. Job Posting 10 25

2. Employee Referrals 10 25

3. Internal Promotions 20 50

4. Transfer - -

25
Job Posting

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.

47
Q3) Which external source of recruitment is followed by the company and given more priority?

[Link]. 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/ Consultancies0

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.

48
Q4) Which source of recruitment is replied upon when immediate requirement arises?

[Link]. Options No. %

1. Internal 4 10

2. External 36 90

External
90%

Internal
10%

InternalExternal

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.

49
Q5) What type of interview is taken while selection?

[Link]. Options No. %

1. Patterned 20 50

2. Stress 5 12.5

3. Depth 10 25

4. Others 5 12.5

Patterned Stress

100
Depth
90
80 Others
70 50

60
50 25 12.5
40 12.5
30
20
10
0
PatternedStressDepthOthers

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. 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.

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.

50
Q6) The recruitment and selection process of company meets the current and legal
requirements?

[Link]. Options No. %

1. Agree 20 50
2. Disagree 5 12.5
3. Moderately 10 25
4. No opinion 5 12.5

12.5

25 50

12.5

AgreeDisagreeModeratelyNo 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. 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.

51
Q7. Are you happy with the salary structure what you are offered by the company?

[Link]. OPTIONS NO. %

1. Yes 20 50

2. No 10 25

3. Can’t Say 10 25

25

50

25

YesNoCan’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 [Link]
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.

52
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

12.5
%

12.5 37.5

25
12.5

Direct Walk InExisting DatabaseReferenceInternal MovementOthers

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

53
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

%
12.5

25

62.5

SatisfactoryUnsatisfactoryCan’t Say

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.

54
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

12.5

25

62.5

YesNoCan’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.

55
 CHAPTER 4
Conclusions
&
Recommendations

56
 FINDINGS

 Present employees of Techbeliever Technologies 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 present-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 Techbeliever Technologies Pvt Ltd and its procedure, tests
and interview type is good.
 In Techbeliever employees feel that the HR department is good.
 Present employees of Techbeliever are satisfied and feel very good with the training
sessions apart from the domain training.

57
 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.

TECHBELIEVER TECHNOLOGIES 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.

58
 RECOMMENDATION

 FACILATION: - The management of A.C should buy more facilities such as vehicles
so as to enable smooth running of the company’s activities and respond to the dynamic
competition of the environment.

 MORE OPPORTUNITIES: - The intern would also recommend the organization

to continue giving internship placements to as many students as they can because some
miss the experience which is also important requirement of the university due to the fact
that they failed to get the placements.

 ALLOWANCES: - The organization should give allowances to interns most

especially transport allowances to cater for transport cost most students stay far from the
internship places hence increasing their expenses.

 SERIOUS SUPERVISION: - The organization should increase and ensure more

supervision over the employees in order to work effectively and also eliminate workers
who relax, work lazily and perform actively after seeing their supervisors.

 JOB ENLARGEMENTS: -The management should also carry out job enlargement
and enrichment such that it mitigates the conflict amongst employees for roles and tasks.
This will ensure good industrial relations between the supervisors and subordinates at the
organization.

 EXTRA-CURICULUM: - The management should also carry put extra-curriculum

activities so that employees would feel motivated and energetic. And this will also
increase the efficiency of their work.

59
 BIBLOGRAPHY

BOOKS: -
 C.B. Gupta, (1996) Human Resource Management, Sultan Chand & Sons.
 K Ashwathapa, (1997) Human Resource and Personnel Management, Tata McGraw
Hill.
 Dr. C.R. Kothari, (2008) Research Methodology.
 Chris Duke, (2001) Recruiting the right staff.
 V.S.P. Rao, “Human Resource Management”, Excel Books Publication, Second
Edition.
 Robbins, “Organizational Behavior”, Person Publication, Thirteen Edition

WEBSITES: -
 [Link]
 www.[Link]
 [Link]
 [Link]
 [Link]

60
 QUESTIONNAIRE
Kindly mark the most appropriate option, which gives the extent to which you agree or disagree with
the statement.

Q1) Is there a well-defined recruitment policy in your organization?

[Link]. Options

1. Strongly agree

2. Moderately agree

3. Strongly disagree

4. Moderately disagree

5. Can’t say

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

[Link]. Options

1. Internal Promotion

2. Employee Referrals

3. Transfer

4. Job Posting

61
Q3) Which external source of recruitment is followed by the company and given more priority?

[Link]. Options

1. Campus interview

2. Advertisement

3. Online job portals

4. Walk-ins interview

5. Agencies/Consultancies

6. Employment Exchange

Q4) Which source of recruitment is relied upon when immediate requirement arises?

[Link]. Options

1. Internal

2. External

Q5) What type of interview is taken while selection?

[Link]. Options

1. Patterned

2. Stress

3. Depth

4. Others

62
Q6) The recruitment and selection process of company meets the current and legal
requirement?

S No. Options

1. Strongly Agree

2. Agree

3. Disagree

4. No Opinion

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

S no. Options

1. Yes

2. No

3. Can’t Say

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

Sn. Options

1. Direct Walk In

2. Existing Database

3. Reference

4. Internal Movement

5. Others

63
Q9) How do you think about Recruitment and selection procedure in your company?

[Link]. Options

1. Agree

2. Moderately

3. Disagree

4. No opinion

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

Sn. Options

1. Satisfactory

2. Unsatisfactory

3. Can’t Say

64