Summer Internship Report

On

“Study of Talent Acquisition process of the Internity Foundation”

Submitted in partial fulfillment of the requirements of

Post Graduate Diploma in Management

By

Binny Behera

Batch 2020-21

Roll No. : 20GM004

Under the supervision of

Ms. Rishika Sharma

Asst. Professor at

IILM Academy of Higher Learning, Jaipur

Objectives of the report :

There have been some objectives set forward in doing this report so that it can be
determined what tasks have to be done. The objectives of the report are :

 To study talent acquisition process, identify and recommend areas of

improvement in the process.
 To study the existing policy of the organization for recruiting and selection
process.
 To examine the extent to which the firm adopted and implemented the best
practices.
Abstract :

I joined Internity Foundation on May 03, 2021 for 2 months Summer Internship. Due to
the pandemic situation it is a work from home internship.

Internity Foundation is hiring partners with India’s top IT startups and MNCs. Internity
Foundation provides learning and implementing programs throughout the year. These
programs include all kind of activities bridging gap between college life learning and
corporate life requirements. These programs covers wide range of technologies and
strategies currently in use and provide environment of real time IT industry.

The aim of this study is to understand talent acquisition process at the Internity
Foundation. 

There are lot of organization around the globe which are hiring people possessing
different skill set and capabilities since there are so many aspirants it becomes
important for the organization to choose the right candidate
The hiring process is influenced by too many factors like the culture of the organization,
specific requirements in the candidate to perform a job as per the company standards
and the experience of the candidate. 
A questionnaire will be designed online to understand the complete process of the hiring
in the Internity Foundation, online data collection methods and preferred. The link of the
questionnaire will be shared with different people with estimation of 30 sample size. 
The result of this study will help in identifying the areas of the improvement in the talent
acquisition process and will also help in identifying the areas or methods which can be
changed or innovated as per the requirements and how different position have different
hiring process.  
PREFACE :

Everything you need to know about the recruitment and selection process in HRM.
Recruitment & selection is one of the important aspects of human resource planning.
Human resource planning ensures that right kind and right quality of employees are
employed so as to achieve the organizational goals.

Recruitment helps in creating a pool of suitable and interested job applicants, out of
which few are chosen for the further selection process. Hence, it forms a base for
selection process. If the recruitment process is carried out properly, it will help in
employing workforce that suits the organizational requirements.

Selection of candidates begins where their recruitment ends. In other words, it is only
after an adequate number of applications have been secured through different sources
of recruitment – internal or external that the process of selection begins.

Recruitment and selection process is important for an organization to achieve its goals.
When the right people are selected, the employee will produce productive results and
stay with the organisation longer hence having a low employee turnover. If selection is
not carefully done, the employee may make mistake which leads to a financial loss. It
also wastes the time of human resource managers to go through the recruitment and
selection process again.
Literature Review :

Most employers recognized the fact that there staff is there greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new employee
becomes effective in the shortest time. The success of an organization depends on
having the right no. of staff, with the right skills and abilities. Organizations may have
dedicated personnel/human resource function over seeing this process or they may
devolve these responsibilities to the line manager and supervisor. Many people may be
involve, and all should be aware of the principles of good practice. Even it is essential to
involve others in the task of recruitment and selection.

Ms.Ambika Verma(2009) in their survey research on the use technologies in recruiting,

screening and selection process for job candidates conducted in dimension group found
that most organization implemented technology based recruitment and selection tools to
improve efficiency, reduce cost and expand the applicant pool.

The meta-analysis of the research conducted by chapman, uggersler, Carroll, paisentin

and Jones(2005) concluded that timely response from HR managers was linked to
greater applicant attraction to a job within an organization.

According to Robins, in his study revealed that, “the ideal recruitment effort will attract a
large numbers of qualified applicants who will take the job if it is offered. So recruiting is
a process of discovering the potential candidates for actual organizational vacancies”.

Robert(2005), in his study titled, “Strategic HR Review,2004”, states that successful

recruitment and selection can improve organization performance.

Bowen, et al (2003), in his study examined, “that integrated recruitment and selection
process helps recruiters to choose the candidates to fit the characteristics of an
organization culture”.

Beardwell, et al (2003), in his study examined that, “selection is carried out by

organization as a means of candidate’s potential and actual performance and the intake
of employees bill make the most appropriate contribution to organization-now and in
future”.
Acknowledgement :

I take this opportunity to thank INTERNITY FOUNDATION for giving me the opportunity
to work for this project and I would like to express my sincere thanks to Mr. Avanish
Pandey (Lead Community Manager) who helped, inspired and mentored me and
without their help this project report would not have taken its current shape. A deep
sense of gratitude to Mr. Santosh (CEO), Mr. Rishabh (CEO), Mr. Sunil (Co.Founder),
Mrs. Sangya (Company Partner) on their careful and precious guidance. Under their
brilliant untiring guidance I could complete the project being undertaken on the “Study
of Talent Acquisition process of the Internity Foundation” 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 industry.

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

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

Binny Behera
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
LINKEDIN and ANGEL LIST.

The whole process of recruitment from a recruitment firm like Internity Foundation is
very exhausting one. It is detail oriented in nature. The reason why every employee gets
motivated to do the job is because the knowledge at that particular moment that
particular recruiter was responsible for giving jobs to these candidates. To generate
employment is one thing but to recruit the right kind of for workforce for a job is another
thing. It not only need 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 internship at Internity Foundation, 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.

RECRUITMENT:

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. Many companies utilize recruiting software to more effectively and
efficiently source top candidates. Regardless, recruitment typically works in conjunction
with, or as a part of Human Resources.

Purpose or Objectives of Recruitment:

As we know that human resource is a vital part of any organisation and to ensure the
regular supply of personnel in an organisation, recruitment is a significant step.
Following are some of the objectives which justify the need for recruitment for
any business:

 Ensures Uninterrupted Business Process: Recruitment aims at providing the

required number of skilled employees to the organisation to keep the business
process going even after labour turnover.
 Identifies Present and Future Personnel Requirement : It is the initial step for
detecting and analysing the workforce requirement in the organisation, at present
as well as in future say within a year.
 Acquisition of Maximum Number of Relevant CVs: It advertises the vacant
position such that a maximum number of prospective candidates apply for the
same.
 Improves Cost-Effectiveness: It is a systematic and well-planned process.
Thus it has proved to be more cost-effective.
 Accelerates the Selection Process: It backs the selection process with a pool
of candidates’ Curriculum Vitae (CV).

WHAT DOES RECRUITMENT INVOLVE ?

While the recruitment process is unique to each organization, there are 15 essential
steps of the hiring process. We’ve listed them here, but for a detailed exploration of
these steps, check out our page on Hiring Process Steps:

 Identify the hiring need

  Devise a recruitment plan
 Write a job description
 Advertise the position
 Recruit the position
 Review applications
 Phone Interview/Initial Screening
 Interviews
 Applicant Assessment
 Background Check
 Decision
 Reference Check
 Job offer
 Hiring
 Onboarding

TYPES OF RECRUITING:

There are several types of recruiting. Here’s an overview:

Internal Recruiting: Internal recruiting involves filling vacancies with existing

employees from within an organization.

Retained Recruiting: When organization hire a recruiting firm, there are several ways
to do so; retained recruiting is a common one. When an organization retains a recruiting
firm to fill a vacancy, they pay an upfront fee to fill the position. The firm is responsible
for finding candidates until the position is filled. The organization also agrees to work
exclusively with the firm. Companies cannot, in other words, hire multiple recruiting
firms to fill the same position.

Contingency Recruiting: Like retained recruiting, contingency recruiting requires an

outside firm. Unlike retained recruiting, there is no upfront fee with contingency. Instead,
the recruitment company receives payment only when the clients they represent are
hired by an organization.

Staffing Recruiting: Staffing recruiters work for staffing agencies. Staffing recruiting
matches qualified applicants with qualified job openings. Moreover, staffing agencies
typically focus on short-term or temporary employment positions.

Outplacement Recruiting: Outplacement is typically an employer-sponsored benefit

which helps former employees transition into new jobs. Outplacement recruiting is
designed to provide displaced employees with the resources to find new positions or
careers.

Reverse Recruiting: It refers to the process whereby an employee is encouraged to

seek employment with a different organization that offers a better fit for their skill set.
We offer Reverse Recruiting Days to help workers with this process. At our Reverse
Recruiting Days we review resumes, conduct mock interviews, and offer deep dives into
specific job roles.

TIPS FOR EFFECTIVE RECRUITING :

Recruitment is a nuanced process that requires extensive research, thorough

procedures, and finesse in order to produce high-quality hires with regularity. With that
in mind, here are out top-three tips for effective recruitment:

 Look internally before externally: There’s a good chance the best candidate
for your position is already working for your organization. Internal candidates are
already familiar with and contributing to your corporate culture and goals. Given
their past success within your organization, it is reasonable to expect they will
continue to excel in a new position.
 Reach out to “passive” candidates: There is a good chance your ideal
candidate is not actively looking for a new job and will not respond to your job
board ad. Why? Because they’re likely already employed elsewhere. After all,
why wouldn’t your competitors also want to employ your ideal candidate?
Therefore, effective recruiting requires you to look outside of your applicant pool
for top talent. Encouraging your staff to attend industry conferences and
participate in professional organizations; developing relationships with local
university business schools (or other relevant departments); searching social
media sites (i.e. LinkedIn) for strong resumes from candidates who might not be
actively looking for a new job; and encouraging your employees to refer people
they know or are connected to are all important mechanisms through which to
expand your recruitment network.
 Hire the sure thing: According to two authors and experts, you should hire the
person who is already excelling doing the exact job in your industry. Past
success, in other words, is the best indicator of future success.

SELECTION:

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.
IMPORTANCE OF SELECTION :

Selection is one of most important of all functions in the management of personnel.

Importance of selection may be judged from the following facts:
1. Procurement of Suitable Candidate is Possible:
Only suitable candidates who are fit for the job are selected from among the prospective
candidates for employment. So, selection is a process by which only desirable
candidates are hired and others are denied the opportunity.

2. Good Selection Reduces the Cost of Training and Development:

Proper selection of candidates reduces the cost of training because qualified personnel
have better grasping power. They can understand the technique of the work better.
Therefore, the organization can develop different training programmes for different
persons on the basis of their individual differences, thus reducing the time and cost of
training considerably.

3. Proper Selection Resolves Personnel Problems:

Proper selection of personnel reduces personnel problems in the organization. Many
problems like labour turnover, absenteeism and monotony shall not be experienced in
their severity in the organization. Labour relations will be better because workers will be
fully satisfied by their work.
Selection Process:

Selection is often a string of barriers; everyone should be certified well before the
candidate proceeds to the next. The figure below summarizes the significant steps in
the process of selection in a company. The time and significance depend on every level
and will differ from one company to another and undeniably from job to job within the
same company. The arrangement of steps can also vary from job to job and company to
company.

For instance, few companies may emphasize testing, whereas others may prioritize
interviews and reference checks. In a like manner, a single concise selection interview
might be sufficient for candidates for low-level posts, whereas the various number of
peoples might interrogate candidates for administrative jobs.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

 Recruitment is a positive process as it brings in a pool of candidates. It involves
contacting various sources of labor. In this stage, candidates do not have to face
much issues.
 However, the selection is not as it involves rejecting applications. It screens the
candidatures that are not suitable for the profile.  In this stage, candidates have
to put in effort so that they are selected for the job.
 Recruitment is way simpler than the process of selection. Selection is done
based on the profiles. Experts need to notice every minute detail so that they can
settle for the best.
 The recruitment process is time-consuming but affordable; however, the same is
different in the case of selection. Selection is expensive as well as lengthy. Also,
the selection process is challenging for both the employers and the employees.
While one has to choose the best of a crowd, others have to try hard to get the
job.
 Communication in recruitment is done through the internet, or the newspaper,
etc. In the selection process, communication involves stages of evaluation, such
as interviews, written tests.

Similarity between recruitment and selection include the fact that both are aimed at
hiring suitable candidates.

RECRUITMENT POLICY AT INTERNITY FOUNDATION:

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 Internity Foundation 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 suits organization needs.

 It optimize manpower at the time of selection process.

 It defines the competent authority to approve each selection.

 It integrates employee needs with the organizational needs.

RECRUITMENT AT INTERNITY FOUNDATION

Internity Foundation is a staffing company and provides a range of manpower solutions

to its 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.

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 Internity Foundation renders these services to its clients.

A much defined process spans into four distinct stages,

1. Initialization

2. Transition

3. Operations

4. Relationship Management

PREPARATION

Know your client:

Learning about companies is valuable because knowing what a company values will
help an agent assess the candidates better. Pertinent information about the process of
the company would also help in analyzing the 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’. Internity Foundation is hiring
partners with India’s top IT startups and MNCs. The staff of the Internity Foundation try
to understand the working culture of the client company and accordingly providing them
services.

Analyze 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 conditions 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. During the internship, it is the important work to analyze the JD
carefully and identify the requirements that the client want in the candidates.

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 case, the job of the agents becomes
easier. The job specification os for the benefits of the employees working in Internity
Foundation. It is ready reference to check on the requirements that one needs to keep
in mind while sourcing for the different clients. Sometimes the agent has to make JS by
their own.

Sourcing :

Sourcing is defined as the process wherein the recruiter creates a pool of potential
candidates to fill up a position. It is the step of recruitment. Sourcing involves logging on
to job portal and doing a search for the potential candidates. Job portals like Linkedin,
Angellist, etc. After the search is generated, the most critical part of sourcing starts :

1. Analyze the Curriculum Vitae (CV): Now is the time to scrutinize the
candidate’s resume. A good CV is one which is precise and presentable. It
should contain all details of education and work experienced should be arranged
in reversed chronological method so as to emphasize on the most recent one.
Analyzing a CV helps in shortlisting a candidate.

2. Match the JD and JS: When CV has been analyzed 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 JD gives an idea
if the person will be able to serve well in the position or not. Then match it with
the job specification. The JS gives the details of the desired skills and the
mandatory skills.

3. Shortlist the candidate: Once the CV has been matched with JD and JS. CV
can shortlisted. Such a candidate is then called in for interview.

4. Handling the rejected candidates: It is very important how a recruiter

manages the rejected candidates. It is important to tell the candidate where he
lacked and what can he do about it. In this way the recruiter helps the candidate
to improve himself and also create an association with them which is vital in the
service industry.

INTERVIEW :

The interview is the most critical component of the entire selection process.

It serves as the primary means to collect additional information on an applicant. It

serves as the basis for assessing an applicant’s job-related knowledge, skills, and
abilities. It is designed to decide if an individual should be interviewed further, hired, or
eliminated from consideration.

In interview, the gaps that seem in the resume are also questioned. Some of the
objectives of interview are :

 To know about the personality of the candidate. To judge the candidate’s

qualification and skills required for the position by cross questioning him.
 To establish a rapport.
 To verify the exactness of the facts and data provided by the candidate.
 To get the additional information from the candidates.

THE TELEPHONIC INTERVIEW :

Before presenting the candidate to the client, it is important to take a telephonic

interview by the agent recruiter. As a recruiter, the following steps should be kept in
mind while taking a telephonic interview :
  Keep the CV of the candidate with you.
 Make notes while taking interview.
 Ask appropriate questions according to the JD and JS.
 Do not let the negative comments out it can demotivate the candidate.

GENERAL QUESTIONS THAT ASK BY THE RECRUITER :

 Tell me about yourself

 Are you currently working in any organization ?
 What do you know about the company ?
 What are your goals ?
 What are your strengths and weakness ?
 Why should we hire you ?
 Are you serving the notice period ?
 What is your expected salary ?

SPECIFIC QUESTIONS :

 How many years of experience do you have ?

 How would you overcome a conflict situation ?
 Do you possess the relevant skills required for the position ?
INTRODUCTION OF THE COMPANY :

Internity Foundation is a Non-Profit Organization working on building an ecosystem of

Research, Technology, Entrepreneurship, and Innovation in Indian Engineering
Colleges through a Community based Collaborative learning model connecting students
directly with Industrial Experts.

This community rises to fill the hidden gaps which a student experiences in the learning
methodologies. The talent of the students in the colleges do not get a way out to explore
and excel due to these hidden gaps like lack of guidance, resources, exposure, their
learning environment, the tendency of resisting any change even for their betterment.
The team has come up with a structure to let the students achieve what they have
dreamt of.

The learning cannot be uplifted just by enrolling a structure, it requires practice and
efforts of the students. The structure will make the students change ready to face the
upcoming challenges. We believe that together we can make the Indian learning system
a platform where every student has the chance to showcase his/her talent.
 10000+ STUDENTS IMPACTED

Conducted India’s first Remotely Interactive Hackathon

10+ HACKATHONS

Various Government Ministries like Ministry of Culture, Government of NCT,

Delhi already recognized our various initiatives

STUDENTS FROM 200+ COLLEGES ACROSS INDIA

You will be evaluated on every task and Internity Foundation ensure that you learn to
succeed.

100+ VOLUNTEERS

Internity Foundation ensure that your talent should get a platform to excel.
Corporate Partner :
Education Partner :
Incubation partners :

RESEARCH METHODOLGY :

Research Objectives :

The primary objective is to study, understand and analyze the aspects related to various
HR Procedures of Talent Acquisition at Internity Foundation, Noida.

Objectives of the study :

 To study the existing policy of Interntity Foundation related to Recruitment and

Selection process.
 To know the satisfaction level of employees towards the existing HR process.
 To identify the internal and external sources of Recruitment and Selection.

Research Methodology :
Research methodology is a method to solve the research problem systematically. It
involves gathering data, use of statistical techniques, interpretations and drawing
conclusions about research data. Keeping in view the objectives of the study, data is
collected from different sources. The purpose of this section is to describe the
methodology carried out to complete the work. The methodology plays a dominant role
in any research work. The effectiveness of any research work depends upon the
correctness and effectiveness of the 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.

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 need to be collected from
which source and by what procedure. On the basis of the major purpose of our
investigation the EXPLORATORY RESEARCH was found to be more 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 :

Data collection is the process of gathering and measuring information on variables of

interest, in an established systematic fashion that enables one to answer stated
research questions, test hypotheses, and evaluate outcomes.
The task of data collection begins after a research problem has been identified and the
research design has been made. The researcher should keep in mind that there are two
types of data :
1. Primary Data
2. Secondary Data

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

Primary data : Primary data is a type of data that is collected by researchers directly
from main sources through interviews, surveys, experiments, questionnaire etc. Primary
data are usually collected from the source—where the data originally originates from
and are regarded as the best kind of data in research.
So in this research the data is collected from respondents through QUESTIONNAIRE.
Primary source of data :
  Personal Interviews – with the company representatives regarding recruitment
and selection practices in the organization.
 Questionnaire – survey among the officials and employees of Internity
Foundation.

Secondary Data : Secondary data refers to data that is collected by someone other
than the primary user. Common sources of secondary data for social science include
censuses, information collected by government departments, organizational records
and data that was originally collected for other research purposes.

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.

Secondary source of data:

 Company brochure
 Internet
 Websites
 Organizational Reports
 Journal etc.

SAMPLING TECHNIQUE :

Simple Sampling

A simple random sample takes a small, random portion of the entire population to

represent the entire data set, where each member has an equal probability of being
chosen. 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 which has been divided in small groups like recruitment team and employee.

SAMPLE SIZE :

Sample size refers to the number of participants or observations included in a study.

This number is usually represented by n. The size of a sample influences two statistical
properties: 1) the precision of our estimates and 2) the power of the study to draw
conclusions.

For this research we have taken the sample size of 30 employees of the Internity
Foundation.
 Is there a well defined recruitment policy in your
organization
20 17 60%
55% 50%
15 12
39% 40%
10 30% SAMPLE AREA :
20%
5 6%
2 10% The sample area
0 0%
Agree Neutral Strongly agree refers to the area to
be studied under a
Is there a well defined recruitment policy in your organization
Percentage research project.
The area denotes
the place or the
region to be studied and taken into research consideration. The sample area chosen for
this research project is Internity Foundation, Noida.

DATA ANALYSIS AND INTERPRETATION :

Q.1) Is there a well defined recruitment policy in your organization ?

Is there a well defined recruitment policy in your

Responses organization ? Percentage
Agree 17 55%
Neutral 2 6%
Strongly
agree 12 39%
Grand Total 31 100%
 Which internal Source of recruitment is followed by
company?
7
12

12

Employee referral Internal Promotion Job Posting

Responses Which internal Source of recruitment is followed by company? Percentage

Employee referral 7 23%
Internal Promotion 12 39%
Job Posting 12 39%
Grand Total 31 100%
 Which external Source of recruitment is followed by
company?
3%
Employment agencies
1

16%
Educational Institute
5

81%
Advertisement
25

0 5 10 15 20 25 30

Which external Source of recruitment is followed by company?

Percentage

Responses Which external Source of recruitment is followed by company? Percentage

Advertisement 25 81%
Educational Institute 5 16%
Employment
agencies 1 3%
Grand Total 31 100%
 Which Source of recruitment relied upon When immediate
Responses requirement arises? Percentage
External 26 84%
Internal 5 16%
Grand Total 31 100%
 Which Source Type
Which of recruitment relied upon
of interview When immediate
is taken
requirement arises ?
30
26
25 5; 16% Depth
Pattern
20

15 26; 84%

10
5
5

0
External Internal

Responses Which Type of interview is taken Percentage

Depth 5 16%
Pattern 26 84%
Grand Total 31 100%
 The recruitment process of company meet with current legal
requirements

Yes 26

No 1

can't say 4

0 5 10 15 20 25 30

The recruitment process of company meet with current legal

Responses requirements Percentage
can't say 4 13%
No 1 3%
Yes 26 84%
Grand Total 31 100%
How do you think recruitment Process in the organization?

26

can't say satisfactory

Responses How do you think recruitment Process in the organization? Percentage

can't say 5 16%
satisfactory 26 84%
Grand Total 31 100%
 Are happy with the package offered by the company
30

25 24

20

15

10
6
5
1
0
Maybe No Yes

Responses Are happy with the package offered by the company Percentage
Maybe 1 3%
No 6 19%
Yes 24 77%
Grand Total 31 100%
 Did training Provided in your organization after selection?

Yes 28

No 3

0 5 10 15 20 25 30

Responses Did training Provided in your organization after selection? Percentage

No 3 10%
Yes 28 90%
Grand Total 31 100%