GIMSR|Recruitment Strategy

PROJECT REPORT ON
RECRUITMENT STRATEGY

For The Partial Fulfillment Of Master of Management Studies -Submitted By Sakshi Singh

Specialization: Human Resource Management (2011-2013) Roll No:73

Under the guidance of Prof. Sharmila Antony

Gahlot Institute of Management Studies & Research, Koparkhairane

GIMSR|Recruitment Strategy

ACKNOWLEDGEMENT

My sincere thanks and gratitude to our college, Gahlot Institute of Management Studies & Research, Director, Dr. Subhash A. Kulkarni and my project guide Prof. Sharmila Antony for providing with the necessary support and the timely guidance required for the successful completion of this project.

I further express my thanks to Miss. Priyanka Mhatre (Team Lead) at Think People Solutions for giving me the opportunity to carry out my project in the respective department which has further enhanced my knowledge of the subject both theoretically and practically

Last but not the least, I would also like to thank my parents for their consistent help at all times.

Sakshi Raghvendra Singh

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DECLARATION

I, Sakshi Raghvendra Singh, the undersigned, a student of Gahlot Institute of Management Studies & Research, Koperkhairane, declare that this project report titled RECRUITMENT STRATEGY was submitted by me in partial fulfillment for the requirement of the course of Master of Management Studies. This is my original work and has not been previously submitted as part of another degree or diploma of another Business school or University. The findings and conclusions of this report are entirely based on my personal study and experience.

(Sakshi Raghvendra Singh)

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CERTIFICATION

This is to certify that Mr. /Ms. Sakshi Raghvendra Singh, a student of Gahlot Institute of Management Studies & Research has successfully completed the summer internship project entitled Recruitment Strategy in partial fulfillment of requirement for the completion of Master of Management Studies as prescribed by the University of Mumbai.

_______________________ Internal Project Guide

_____________________ Director Date: ______________

___________________

Date: ______________

External Examiner

GIMSR|Recruitment Strategy

EXECUTIVE SUMMARY

I opted for this particular topic named Recruitment Strategy because recruitment procedures have taken a dramatic change in the industry. Human resource is responsible for giving birth to human embalmer. The core function of an organization is Recruitment because the organization doesnt want to be a bad recruiter by selecting manpower that might have the potential to spoil the long earned goodwill or corporate image and also incur heavy recruitment costs on them.

Think People Solutions was founded in early 2003. Think Peoples objective is to develop successful partnerships based on common goals & objectives. Its a multi-functional, multifaculty, cross industry human resource procurement service. This summer internship project was undertaken at Think People Solutions with the Recruitment Team. Recruitment involved screening candidates for various IT industries.

The survey is done between the 20 employees of the Think People Solution and with the help of that survey the data analysis part is get done.

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Table of contents:
Page Nos. Chapter I: I) II) III) IV) V) VI) Introduction Objective Of the Study Need Of the Project Scope Of the Project Research Methodology Limitations Of the project 8 12 13 14 15 18

Chapter II:

I) II) III)

Company Profile Organization Chart Recruitment Process

20 26 27

Chapter -III:

I) II)

Theoretical Background Data Analysis & Interpretation

32 40

Chapter - IV:

I) II) III)

Findings Suggestions Conclusion

47 48 49

Bibliography

50
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Chapter I

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INTRODUCTION
What is Recruitment? Recruitment is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted in order to acquire new skills and promote organizational growth. Recruitment follows HR planning and goes hand in hand with selection process by which organizations evaluate the suitability of candidates. With successful recruiting to create a sizeable pool of candidates, even the most accurate selection system is of little use Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The next step is careful examination of the job and enumeration of skills, abilities and experience needed to perform the job successfully.

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers.

A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

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Needs of Recruitment: There are three types of needs

PLANNED The needs arising from changes in organization and retirement policy.

ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

Purpose & Importance of Recruitment: Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing 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. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

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Recent Trends in Recruitment: Recruitment industry is changed by time to time and the recent trends in Recruitment are:

Outsourcing: In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are: 1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage. 3. Turning the management's focus to strategic level processes of HRM. 4. Company is free from salary negotiations, weeding the unsuitable candidates. 5. Company can save a lot of its resources and time.

Poaching/Raiding: Buying talent (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

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E-Recruitment: Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

1. Low cost. 2. No intermediaries. 3. Reduction in time for recruitment. 4. Recruitment of right type of people. 5. Efficiency of recruitment process.

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Objective of the Project:

1. To give an overview about recruitment process.

2. To analyze how effectively Think People is harnessing its employee capabilities for achieving organizational goals using learning and growth perspective.

3. To understand measures to enhance the recruitment process.

4. To understand the satisfaction level of Client companies in terms of recruitment.

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Need of the Project: The need of this project was for understanding recruitment in HR. Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals handling the recruitment function of the organization- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization.

In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organizations.

Being an HR professional the experience in recruitment will give me a vast exposure in future. Recruitment not only contents the hiring of candidate, it also includes the understanding different candidates, requirements of different organization and how to tackle the difficult condition during the niche demands.

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Scope of the Project:

This project helps to structure the recruitment policy of company for different categories of employees. Also helps to compare the Recruitment policy with general policy of recruitment.

Recruitment helps to provide the right job to right candidate and with the help of this the employee and organization both gets satisfied and his helps in increase in productivity level of organization and the satisfaction level of employees.

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Research Methodology What is RM?

Research means to search again. Research is about studying a phenomenon in order to find its new aspects. Research also means to search for new knowledge and creating new things out of the old ones. Human Resource Management is a people oriented functional area of management. The thoughts, view and opinion of people keep on changing. Hence, Research methodology is greatly centric policies of HR. It is a science of studying how research is done scientifically. Research Methods are behavior and instruments used in selecting and constructing the technique (a range of approaches used to gather data). For ex. Observation, questionnaire, interview, analysis of records, case study, etc.

Research Design :

A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedure.

A research design is the arrangement of condition for collection and analysis of the data
in manner that aims to combine Relevance to the research purpose with economy in procedure.

1. Descriptive Research: When we describe a situation. More explanation needed. Descriptive research encompasses much government sponsored research including the census, the collection of a wide range of social indicators and economic information such as household expenditure patterns, time use studies, employment and crime statistics and the likes.

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2. Explorative Research: When we go into the depth of the problem and try to see answers for a given issue. For ex. It is one thing to describe the crime rate in a country, to examine trends over time or to compare the rates in different countries.

3. Causal Research: When we try to find out cause effect relationship. Ex. We might argue for casual chain, such as that gender affects choice of field of training which in turn affects occupational options, which are linked to opportunities for promotion, which in turn affect income level.

Data Sources:

Data source is very important to research because through collected data only any causable conclusion can be arrived at. There are two types of data source.

1. Primary Data source: Primary data is collected through first hand research in the field. It is collected by actually talking to the sampling units. Various methods of primary data collections are :

a. Observation Method: When researcher quietly observes the various sampling units and notes down there behaviour. b. Interview Method: The sampling units are interviewed and data is generated through their answer. c. Sales force opinion survey: The actual people who are doing sales are asked for their opinion and they are the ones who tell the researcher about customer behaviour. d. Expert opinion survey: Various experts are called and they are asked to give an opinion on the product under study. e. Delphi Method: Experts are sent e-mails to guess there opinions.

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2. Secondary Data Collection: Secondary Data is collected through other sources like books, magazines, journals, research papers, official websites, news papers, etc. Secondary Data source should be given to the primary source.

My project is based on primary as well as secondary data. Primary data is collected through the set of employees of the Think People Solutions and the secondary data is collected through internet site like www.google.com, www.thinkpeople.in, recruitment.naukrihub.com/meaning-of recruitment.html, recruitment.naukrihub.com/importance-of-recruitment.html, etc.

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Limitations of Project:

The project has inherent limitations due to its potential scope

1. It was not possible to thoroughly understand the whole recruitment process in a span two months. 2. Eight weeks is too short to give shape to a new idea for implementation. 3. Not get the some confidential details of organization. 4. Not allowed to interact with the clients, so taking their feedbacks regards to the organization was not possible. 5. The survey was conducted between only 20 employees not with the entire employees, so if the opinion gets taken from all the employees then results may var.

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Chapter II

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COMPANY PROFILE
An introduction to Think People

Think People Solutions Pvt. Ltd. is a multi-functional, multi-faculty, cross industry human resource procurement services company head quartered in Mumbai, India.

Founded in early 2003, there competencies and expertise span the entire cross section of functions & industries. Think Peoples objective is to develop successful partnerships based on common goals & objectives.

Think People Services Think Peoples services are centered on the human procurement competencies that their staff excels in. Their service practices change and evolve as the trends in target industries change. Portfolio of services has constantly increased and they aim to be a one stop People Solutions provider.

Think People Innovations

At Think People, they believe that like every business innovation will distinguish them from their competitors, regardless how standardized their industry may be. Their innovations focus not only on their processes, but also in their business practice models. Some of their innovations are: Service Delivery Model: A unique service delivery model that addresses three distinct hiring trends across organization of any size: Think Instant (TI): TI as the name denotes is an instant recruitment solution. TI is the outcome of 2 years of intensive R&D in the volume hiring space. Within TI the
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recruiters are trained extensively on referencing & data generation. The TI team focuses on volume hiring within the 0-4 years space. Think Perfect (TP): TP is the quality hiring arm of Think People whereby the focus is solely on quality. Members of this team have been trained on practices followed in the West and more organized markets. This team operates on TAT of 24 hours and a CV to Offer ratio of 4:1. Think Executive (COE) COE is the leadership hiring arm of Think People. The COE team is small but a highly efficient one, who has been hand-picked & trained by the management personally. Approach: An agency-styled operation that focuses on a continuous sales and service through a single contact point both internally and client-facing. Database: Surprising fast and accurate responses from a custom built tool that has a multi-input interface. The database has a freshness of 6 months and estimated accuracy of 70%. MIS: The MIS system used by Think People is unique, which helps measure efforts of the team. The MIS system is robust and accurate and integrates with Windows phenomenally well.

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MISSION

To create good partnerships with our clients, whereby we make it our business to provide them with cost effective human resource solutions and to assure our candidates & employees a joyous working environment whilst maintaining the highest standards. VISION

By 2015, Think People Solutions will be a Global Organization catering to the entire spectrum of Human Resource needs, thereby increasing the turnover to a Billion Dollars and be the leader with the Indian markets.

We believe the wisdom of the world is not in us BUT it is only when a partnership is struck, that we are able to be our best and deliver value.

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Interesting Facts about Think People

There staff refuses to leave them. 4% of their staff is with them for at least 4 years, 5% for 3 years, a whooping 30% for 2 years and 18% for 1 year.

Their clients love them. More than 8 key accounts are 5+ years old with a continuous month on month billing, 14 key accounts are 4 years old, 19 key accounts are 3 years old and 35 key accounts are fresh.

Their business turnover has almost tripled each year since their inception in 2003, except for the year 2006-07 where their business grew over two fold. They started as teams of 2 in one location and at their peak were a team of 140+. Currently they are a team 50+, Head Quartered in Mumbai.

They have placed more than 5000 candidates till now, averaging at over 2+ candidates placed daily.

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Think People Clients (partial list)

Wipro Technologies Hewlett Packard Sybase Software GE Research Microsoft India Sungard ICICI Prudential Kotak Life Insurance Reliance Life Insurance Tata Communications Tata Power

Accenture Services Cap Gemini Consulting PTC Persistent Systems Gemstone Qualcomm Aviva Life Insurance Kotak Securities Reliance Money Flextronics Global Limited

Intelligroup Asia Satyam Computers Dell India (R&D) Symphony Services AOL Net Apps HDFC Standard Life Kotak Mahindra Bank Deustche Bank Sasken

Telesystems Wipro BPO

Shaadi.com D Link India India Infoline SET Discovery India Today

Intellenet Citigroup ICICI One Source Infomedia India

Fidelity Services Anand Rathi Securities HSBC Madison

AC Nielsen ORG Financial Technologies Marg

J Walter Thompson Grey Worldwide

Alliance One Praxair

GVR Infrastructure Reliance Communications

Wipro Infotech

Global Limited

Telesystems HSBC

Mediaturf FCB Ulka Cleartrip

Tata Motors Louis Vuitton Fullerton India

Dharma Productions Idea Cellular Ericsson

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Value Proposition

At Think People Solutions, they look at their clients as organizations which need talent to compete and grow, this partnership approach has enabled them to extend their relationships with their clients beyond the pool of talent that they recruit for them to advising on new strategies and proficiencies, and building talent pools which may be required in the future. This philosophy is the cornerstone of Think Peoples reputation. They find the right match between employers and candidates thus ensuring mutual satisfaction to both parties. So clients secure high caliber employees, while the employees find careers that not only fit their profile but also their personality.

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Organization Chart of Think People Solution

Manager Assistant Manager Team Lead Senior Resource Executive Resource Executive

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RECRUITMENT PROCESS
Recruitment Process followed by a Recruiter

Understand JD Search ID Discussion with Candidate Interest Level Quality Check Line Up Pre-Interview Follow Up Select/Reject Post-Interview Follow Up

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Description:

Step 1: Recruiter has to understand the Job Description (JD) given by organization for respective job. Step 2: According to the JD, the recruiter has to search the relevant candidate for the given job opening. Step 3: When the candidates profile matches with the JD then the process of discussion with candidate takes place. Step 4: Checking the interest level of candidate in the given job is also very important. Step 5: When candidate gets agree for the job opening then the quality team checks the details of candidate and his knowledge regards to the respective opening. Step 6: After quality check we line up the candidate for the interview. Step 7: Before interview the process of pre-follow up takes place, like giving him the proper detail of required document, keep him updating about the interview date, time and venue. Step 8: During interview either the candidate gets selected or rejected. Step 9: After interview, the post-follow up process takes place like

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Recruitment Process at Think People Solution

CV Sent to Client
CV Shortlisted 1st Technical Interview Scheduled 1st Interview Select/Reject 2nd Technical Interview Scheduled . 2nd Interview Select/Reject . . . HR Interview . Select/Reject Document Submission Verification Offer Made

Offer Accepted
On Board

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Description: Step 1: After the all checks the respected CVs are sent to the client for short listing. Step 2: After that the client short lists the relevant CVs. Step 3: After short listing, the first round of interview get scheduled. Step 4: If candidate gets selected in first round, so he went for second round. Step 5: Then second round of interview takes place. Step 6: Here also when candidate gets selected he sent to further round of interviews. Step 7: According to the opening, the required interview round takes place. Step 8: After all technical rounds HR rounds get done, where the discussion regards to salary also takes place like negotiation. Step 9: If everything went fine, so candidate gets selected for given designation. Step 10: After selection the candidate needs to submit the required documents to the organization. Step 11: Verification of candidate and of his past experiences takes place. Step 12: After all verification, organization provides the offer to the candidate. Step 13: After full satisfaction regards to designation and salary, candidate accepts the offer. Step 14: Candidate joins the organization.

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Chapter III

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THEORATICAL BACKGROUND
Recruiting is the discovering of potential applicant for actual or anticipated organizational vacancies. In the other words, it is a linking activity bringing together those with job and those seeking jobs. As Yodel and other points out: Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organization charts and control systems would not do much goods.

Recruitment is often termed positive in that it stimulates people to apply for jobs to increase the hiring ration, i.e., the number of applicants for jobs. Recruitment is the development and maintenance of adequate manpower resources. It involves a creation of a pool of available labor upon whom the organization can draw when it needs additional employees.

Factors affecting recruitment:

Most of the organizations, whether large or small, do engage in recruiting activity, though not to the same extent. This differs with: 1. The size of organization. 2. The employment conditions in the community where the organization is located; 3. The effects of past recruiting efforts which show the organizations ability to locate and keep good performing people; 4. Working condition and salary and benefit packages offered by the organization which may influence turnover and necessitate future recruiting; 5. The rate of growth of organization;
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6. The level of seasonally of operations and future expansion and production programs; 7. Cultural, economic and legal factors, etc.

Factors governing recruitment may broadly be divided as internal and external factors.

The internal factors include: i. ii. iii. iv. v. Recruiting policy of the organization; Human resource planning strategy of the company; Size of the organization and the number of employees employed; Cost involved in recruiting employees, and finally; Growth and expansion plans of the organization.

The external factors include: i. ii. iii. Supply and demand of specific skills in the labor market; Political and legal considerations such as reservation of the jobs for SCs, STs, etc. Companys image-perception of the job seekers about the company.

Recruitment Policy:

A recruitment policy asserts the objective of the recruitment and provides a framework of implementation of the recruitment program of an organization in the form of procedures. As Yoder and other observe: Such a policy may involve a commitment to broad principles such as filling vacancies with the best qualified individuals. It may embrace several issues such as extent of promotion from within, attitudes of enterprise in recruiting its old employees, handicaps, minority groups, women employees, friends and relatives of present employees. It may also involve the organization system to be developed for implementing recruitment program and procedure to be employed. Therefore, a well considered and pre-planned recruitment policy based on corporate goals, study of environment and the corporate needs need to be developed which may avoid hasty or illdefined procedure and may go a long way to cater the organization with the right type of personnel.
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A good recruitment policy must contain these elements: a) Organizations objective both in long-term and short-term must be taken into consideration as a basic parameter for recruitment decisions and needs of the personnelarea-wise, job-family-wise. b) Identification of the recruitment needs to take decisions regarding the balance of the qualitative dimensions of the would be recruits, i.e., the recruiter should prepare profiles for each category of workers and accordingly work out the main specifications, decide the sections, departments or branches where they should be placed and identify the particular responsibilities which may be immediately assigned to them. c) Preferred sources of recruitment, which would be tapped by the organization, e.g., for skilled or semi-skilled manual workers, internal sources and employment exchanges may be preferred; for highly specialized categories and managerial personnel, other sources besides the former, may be utilized. d) The cost of recruitment and financial implications of the same.

A recruitment policy, in its broad sense, involves a commitment by the employer to such general principles as: i. ii. iii. iv. To find and employ the best qualified persons for each job; To retain the best and most promising of those hired; To offer promising opportunities for life-time working careers and; To provide programs and facilities for personal growth on the job.

The recruitment policy is concerned with quality and qualifications of manpower. It establishes broad guidelines for staffing process. Generally, the following factors are involved in recruitment policy. i. To carefully observe the letter and spirit of the relevant public policy on hiring , and, on the whole, employment relationship; ii. To provide individual employees with the maximum of employment security, avoiding, frequently lay-off or lost time; iii. To provide each employee with an open road and encouragement in the continuing development of his talent and skills;
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iv.

To assure each employee of an organization interest in his personal goals and employment objectives;

v.

To assure employees of fairness in all employment relationships, including promotions and transfers;

vi.

To encourage one or more strong, effective, responsible trade unions among the employees.

Literature Review

Article: Setting Up a Formal Recruitment and Hiring Process Author: Jerome Baladad (Web content writer and Ex-HR practitioner) Source: http://ezinearticles.com/?expert=Jerome_Baladad Objective: To study the influence to the directions on how recruitment is done in any organization Summary: Some organizations even call the process "recruitment and selection." But there is consensus among credentialed HR Practitioners on how to best put in place the most effective recruitment and hiring process to help accomplish the goals of the organization. The author has also culled from his many years of experience doing HR recruitment and hiring work to suggest steps that he believes would be helpful to those interested in having formal recruitment and hiring process in place. On the over-all, the following steps are followed when one would like to put in place a formal recruitment and hiring process: 1) First, define the strategy of the organization related to Human Resource (HR) management. This has to be done in order to define the parameters involved in the very dynamic nature of recruitment and hiring. This strategy has to come from the top-level leaders and managers of the organization, following the size. 2) Depending on the size of the organization, the person will have to be given the authority and be empowered to make decisions related recruitment and hiring. This person has to be a direct
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report of the CEO (if it happens to be a bigger business concern). Or we can also call him or her the Chief HR Executive in the meantime. 3) Assign who else will be involved in the recruitment and hiring process. This can be a standing committee of leaders and managers who are also doing other assignments on top of recruitment and hiring. Or this can be a separate group that is tasked at all times to do recruitment and hiring. 4) Come up "organizational chart," the job descriptions, and the pay scale and its different grades. 5) The responsible person who is empowered to do recruitment and hiring will have to identify the vacancies, or the jobs that have not been filled up, or without incumbents. 6) The Chief HR Executive can decide how the vacancies will be filled up. This can be done by using in-house recruitment. 7) The group referred to in number "3" will then be tasked to accept applications. He / She will have to read, evaluate and study all applications received within a certain time frame. It's suggested to consider candidates who are most qualified and ready to do the job at once. From these applications received, a tentative short list will be made. If recruitment is done in-house the whole time, a tentative short-list will have to be drawn up. This list will be made up of the applicants to be considered for interview. 8) The recruiter will then have to start getting in touch with the tentative shortlisted candidates by fixing a schedule for an initial interview with each one of the candidates, or group interview. 9) Conduct the initial interview. During the interview date, the candidates will fill up application form if you have one to get to know each other" the first time with the purpose of feeling out each other if both parties can work together in the organization. 10) The recruiter will then have to decide who among the candidates are worth taking a more serious look by using certain tools like Psychological. 11) Come up with a definite short list for final interview.

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12) If nobody qualifies, or no one can be included in the shortlist, then the recruiter can repeat step number "6," or study other recruitment options. Or announce for referrals of applicants from other employees in the organization. Or put on hold the recruitment process, and continue at a more appropriate time. 13) If there's a strong shortlist, the recruiter can proceed with the hiring process with approval and finality by the CEO. But the CEO will make his / her decision depending on the recommendations of the Chief HR executive and the members of the group referred to in number "3". 14) Make a job offer. Confirm if the candidate will accept the offer. If there's a negotiation on the compensation package, then this has to be clarified and completed first. Have the hired submit the required legal documents to be able to start working with the organization. Agree on which date to start with the job. 15) Make sure the desk or place of work has been cleaned out and ready for the next employee a day or two before the start of employment. Prepare all the tools, office supplies that will be used by the new hired. 16) Announce the name and relevant job details of the new hired with the rest of the organization. This is to ensure that everyone has been told about changes that may be brought about by the joining of a new hired. 17) Make sure you have someone to spend at least two hours with the new hired on the first day of on the job. Or even spend lunch time or break time with the new hired, as soon as possible. This can be either the direct supervisor, or even one of the other employees of the organization. He / She buddies up with the new hired to better explain about the culture of the organization.

RELEVENCE TO THE PROJECT: This article helps to understand the steps of formal recruitment and hiring process that would be helpful in making a companys efficiency, development and profit, it helps in assessing the employees for their integration and retention and also influences the existing employees and the organizations performance.
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Article: Effective Recruitment by Reference Check Method Author: NGO VINET Source: http://ezinearticles.com/?expert=Ngo_Vinet Objective: To study the purpose of using the reference check method in the recruitment process. Summary: Checking candidates' information via reference is an essential step in a recruitment process. However, many companies do not pay much attention to such an important thing.

Information that needs checking is: 1. Candidates behavior/ habits that can badly affect your department or company's activities. 2. Achievements which candidates mention to be theirs but in fact, those achievements belong to the whole team. Awfully, some candidates make up such achievements. 3. Reasons why candidates do not work for the previous companies. 4. Candidates salary in their previous companies. 5. Relationship among candidates and their colleagues or managers. Recruiters can easily check such information by calling referees. The more important the position is, the more carefully they have to check the reference. In any circumstances, recruiters should highly appreciate and focus on the reference check. By 2-3 minute calls, it is quite difficult to know much about candidates' achievements or problems. So they should spend at least 20 minutes for the call plan. The questions they will ask about candidates are1. How long have you worked with him? What is his ability? 2. What are the main strengths and weaknesses of him? 3. What do you think in general about his competence and what are his main achievements? 4. Could you please tell me the relationship between him and his managers, inferior or colleagues? 5. Do you know why he wants to change his job at this time?

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Recruiters had better say thanks to the referees for spending time talking to you and ensure that you will keep secret about the talks. Sometimes, referees do not want to share negative information about candidates. If recruiters are professional and clever when talking, referees will agree to share with you information they need. Recruiter should talk to the most appropriate people like candidates' direct managers, coworkers or inferior is the best way. The ones who know candidates at present are more suitable than the ones who knew them 10 years ago. Normally, the recruiters just need to find information from 3 recent companies that candidates have worked for. The recruiter must remember that candidates' past achievements are the best mirror reflecting their future achievements.

RELEVENCE TO THE PROJECT: This article helps to understand that reference check in recruitment process is a simple step that does not take so much time but can help to save money and take some more information that is not mentioned in the candidates applications or interviews.

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Data Analysis & Interpretation

1. Through which source the organization recruit the employees? The source used by organization for recruitment
Internal External Both

25%

55% 20%

About 55% of employees said that they use both internal as well as external method for recruitment where as only 25% gone for internal and 20% gone for external.

2. Which job portal does your organization use? Job Portals used by organization
Naukri Times Jobs Monster All of the above

25%

25%

20% 30%

About 30% of employees said that they use monster job portal for recruitment where as 25% gone for Naukri, 20% gone for Times Jobs and 20% gone for all the job portals.

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3. Which Source do you prefer the most for hiring Management employees (middle level) Source used for hiring Management employees (middle level)
Internal sources External Sources Both

25% 45%

30%

About 45% of employees said that they use both internal as well as external sources for hiring the Middle level management employees where as only 25% gone for Internal sources and 30% gone for External Source.

4. Name the source you find most suitable for hiring management employees? Source used for hiring Management employees
Job Portals Referral Both

30%

35%

35%

About 35% of employees said that they use Referral as a source for hiring the management employees and 35% gone for Job Portals where as 30% gone for both.

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5. What way you find most suitable to contact candidates?

Most suitable way to contact candidate

Telephone call E-mail Post

35% 45%

20%

About 45% employees said that the most suitable way to contact a candidate is a Telephone call where as 20% gone for E-mail and 35% gone for post.

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6. Rank the following according to importance given while selection of top & middle level employees.

Importance given while selection of top & middle level employees

Qualification Experience Communication Leadership Qualities

15% 45% 25%

15%

About 45% employees said that most importance is given to Qualification during selection where as 15% gone for experience, 25% gone for communication and 15% gone for leadership qualities.

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7. Does the procedure adopted for recruitment of employees enable the organization to give right person for the right job?

Procedure adopted for recruitment by organization to give right job to right candidate
Yes No To some extent

10% 20%

70%

About 70% employees said that the procedure adopted by organization is enable to give right person to right job where as 20% gone for no and 10% gone for to some extent.

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8. What is the average time spent by resource executive on each candidate during processing? Average time spent by resource executive on each candiate
10 mins 10 to 20 mins More

15%

30%

55%

About 55% employees gone for 10mins the average time spend by resource executive on each candidate where as 30% gone for 10 to 20mins and 15% gone for more than that.

9. How do you rate the recruitment procedure in your organization? Rating to recruitment process of an organization
Excellent Good Need to work on

20% 50% 30%

About 50% employees said that the recruitment procedure adopted by organization is Excellent where as 30% gone for good and 20 % gone for need to work on.

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10. The rejected candidates are informed by?

The rejected candidates are informed by

Mail Phone Not informed

15%

30%

55%

About 55% employees said that the rejected candidates gets informed through Phone where as 30% gone for Mail and 15% gone for not informed.

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FINDINGS
In Think People Solutions most of the employee feels that the recruitment process followed by their organization is good. About 55% of employees say that they prefer both internal and external source for recruitment. 30% of employees gone for the monster job portal for recruitment. 45% of employees said that they prefer both internal as well as external sources for hiring middle level management employees and 35% prefers the referral as a source for other hiring other management employees. Think People prefer to the qualification of the candidate regards to the opening. The rejected candidate majorly informed through phone call and fro contacting any candidate the telephone is the most suitable way. The other modes of recruitment used by them are advertisement, Erecruitment and reference also plays a major role in it. 50% of employees think that the recruitment process of an organization is Excellent and 30% gone with good. Sometimes employees face problem regards to the job description given by certain companies because they are not very well explained and took more time of executive to understand than usual time.

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SUGGESTIONS

Think People solutions should improve their infrastructure and the canteen facility for the employees. Training and development program should get conducted for employees, so that employees should get update their selves. The salary increment and performance appraisal should be given on time, so that the employees should feel motivated. Proper break time should be given or some stress bursting game time should be given. The company should start survey time to time to know the grievances of client as well as employees. More improvement is required in the resourcing of candidate and the quality check process, because for niche requirements the strict criteria is needed.

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CONCLUSION

The recruitment is the major function of HR department and the recruitment is the competitive strength and strategic advantage for the organization. Recruitment act as a link between the employees and the job seekers and ensures the placement of right candidate at the right place at right time. The completion of this project has helped me with the practical nuance of HR recruitment process. It has also helped in understanding the importance of a job requirement as per organizational priority and the need of searching the best talent. Recruitment process involves systematic procedure from sourcing the candidates arranging and conducting the interviews to joining of the candidate and requires many resources and time. Recruitment process is very important for an organization to select the quality work force and to maintain the competitive advantage in the long run.

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BIBLIOGRAPHY

Websites www.google.com www.thinkpeople.in recruitment.naukrihub.com/meaning-of recruitment.html recruitment.naukrihub.com/importance-of-recruitment.html http://ezinearticles.com/?expert=Jerome_Baladad http://ezinearticles.com/?expert=Ngo_Vinet

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ANNEXURE QUESTIONNAIRE

Dear Respondent, We are conducting a survey for the RECRUITMENT PROCEDURE. Your free and frank opinion would be very valuable in conducting the survey. Please answer the following questions.

1. Through which source the organization recruit the employees? a. Internal b. External c. Both

2. Which job portal does your organization use? a. Naukri b. Times Jobs c. Monster d. All of the above

3. What are the other modes of recruitment used by your organization for sourcing? ..

4. Rate the recruitment process carried out by the client: a. Accenture b. HCL c. 3DPLM d. Others 1 1 1 1 2 2 2 2 3 3 3 3 4 4 4 4

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5. How would you rate the following in terms of effectiveness for sourcing candidates: (Please tick your preference. Where 1 is least & 4 is best) a. Job Portals b. Referrals c. Other 1 1 1 2 2 2 3 3 3 4 4 4

6. Which Source do you prefer the most for hiring Management employees (middle level) a. Internal Sources b. External Sources c. Both

7. Name the source you find most suitable for hiring management employees? a. Job Portals b. Referral c. Both

8. What way you find most suitable to contact candidates? a. Telephone call b. E-mail c. Post d. Any other.

9. Rank the following according to importance given while selection of top & middle level employees. a. Qualification b. Experience

c. Communication d. Leadership Qualities e. Any Other

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10. Does the procedure adopted for recruitment of employees enable the organization to give right person for the right job? a. Yes b. No c. To some extent Your comments/suggestions: .

11. What is the average time spent by resource executive on each candidate during processing? a. b. c. 10mins 10 to 20mins More

Any comments/suggestions: ..

12. What is the back out percentage of candidates after being offered with the position? a. 10%-20% b. 20%-30% c. 40% 50% d. Others

13. How do you rate the recruitment procedure in your organization? a. Excellent b. Good c. Need to work on d. Any comments/suggestions: .

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14. The rejected candidates are informed by? a. Mail b. Phone c. Not informed

15. Additional suggestions for improvement:

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