A STUDY ON RECRUITMENT AND SELECTION

PROCESS WITH REFERENCE TO YES BANK

SUBMITTED BY:-

Ritika verma
In partial fulfillment of the requirement for the award of Degree of
MASTER OF BUSINESS ADMINISTERATION
SESSION (2015-2016)

Shri Ram College Of Management, Muzaffarnagar

Contents

Title
1. Declaration
2. Acknowledgement
Title of contents:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.

Introduction of the project

Objective
Scope of the study
Research methodology
Data and interpretation
Findings
Limitations
Suggestions
Conclusion
Annexure
Bibliography

DECLARATION
RITIKA VERMA, a student of MBA OF SRCM MUZAFFARNAGAR, hereby declare that
the project report titled effectiveness of recruitment & selection process in telecom industry with
special reference to yes bank is my own work and has been carried out under the able guidance
of MS. SHURTI MITTAL. All care has been taken to keep this report error free and I sincerely
regret for any unintended discrepancies in this report. I shall be highly obliged if error be brought
to my attention.

Thanking you
Date:

Ritika verma
MBA
(1424970038)

ACKNOWLEDGEMENT
I am sincerely thankful to all those people who have giving me any kind of assistance in the
making of this project report.
I would like to extend my sincere thanks to Dr. Aditya Gautm (director, srcm) for his significant
help extended for the successful completion of the project. I highly the help I got from them in
providing me and lot of information regarding the functioning of this organization.

I express my gratitude to Dr. Ashfaq Ali (H.O.D), who guided me through his vast experience
and knowledge and made me able for the successful completion of this project. I express my
gratitude to SHRI RAM College of management (Muzaffarnagar). I would hereby, make most of
the opportunity by expressing my sincerest thanks to Ms. Shurti Mittal (assistant professor, MBA
department) and all my facilities whose teaching gave me conceptual understanding.
Their continuous support has given me the strength and confidence to complete the project
without any difficulty.

Ritika Verma
MBA (1424970038)

Introduction to the topic

Analysis to the recruitment and selection process in yes bank:

A recruitment and selection HR create this by following way:
Recruitment and selection instrument as a part of your recruitment and selection planning
offering you saving and investment facilities along with cover against this loss. By choosing the
right plan as per your needs i.e. customized solutions, you will be able to plan for a secure future
for yourself.

Recruitment Process in Yes bank:

HR drives the planned recruitment for the new and

upcoming branches based on defined norms. In case of an existing branch as the need against a
5

position arises, the line manager requests the HR department with the qualitative requirement of
the candidate. However, for an upcoming branch a planned recruitment of the complete team as
per defined norms and size of branch is undertaken preferably on a top down approach. The HR
department tries to follow a pre-defined recruitment methodology to short list candidates and
select thereafter.
Selection of right candidate is undertaken in a hierarchical process. The immediate Team
Leader along with HR takes the first round of interviews. The next round is undertaken by either
the Sales Manager or the Branch Manager as per the branch requirements and norms. However,
for senior managerial positions, there are a series of interviews with HR, line managers, Head of
the department and up to the level of CEO. The top management is actively involved in selection
and compensation finalization. The salary fitment is made by HR keeping the fixed cost of the
employee and various other factors into consideration. Global sourcing is twice for senior
managerial positions than for middle management positions at Yes Bank.
Any candidate who has to be recruited is interviewed both by the line as well as the HR. The line
assesses the candidate on his current potential, skills and knowledge. The HR on the other hand
assesses the candidate on his attitude, profile, dexterity, family background,
Educational parameters, compensation and other YES parameters defined. The line managers
look at the job fit whereas the HR looks at the organization fit of the employee.

RECRUITMENT
METHODOLOGY

No

Yes
Candidate selected

Interview by line and HR manage

Employee joins and is given the

joining
by the
department
Offer
letterkit
signed
byHR
CEO
sent to the candidate

Back papers, resume, salary slip and offer letter

Concept of selection:
The process of choosing the right candidate for the right job is called selection.
The selection process starts with gathering complete information about the prospect HR. the
selection process can have four possible outcomes. Iwo of the possible outcomes has positive
effects, whereas other two have negative effects on the organization. The first positive outcome
is selection the right candidate. It is obvious that the impact is going to be positive. The second
positive outcome is rejecting the wrong candidate that is going to help the company in future. If
he was selected than the company and his respective sale and development manager has to divert
all their attention towards that dead advisors. The two negative outcomes are selected the wrong
candidate or rejecting the right candidate, he or she is going to add no value to the organization;
instead, he is going create many problems for the company and his respective sales and
development manager. In the last case, where the right candidate is rejected, the company losses
potential candidate who would have turned out to be the asset for the company because of his
positive contribution.

10

Type I Error & Type II Error

Accept
Successful
Unsuccessful

Reject

Correct Decision
Accept Error

Reject Error
Correct Decision

Recruitment is the process of attracting individual on a timely basis in sufficient numbers and
with appropriate qualification, to apply for jobs within an organization. The process of searching
prospective employees with multi dimensional skills and experience that suits organization
strategies in fundamental to the growth of the organization, this demand more comprehensive
strategic perspective recruitment. Organizations require the services of large number of
personnel; each position of the organization has certain specific contributions to achieve the
organizational objectives. The recruitment process of the organizational has to be strong enough
to attract and select the potential candidates with right job specification. The recruitment process
begins with human resource planning and concludes with the selection of required number of
candidates, both staff and operating managers have responsibilities the process.
11

Objectives of the
study

12

Objectives

1. To attract sufficient applications from potential candidates for appointment with the skills.
Qualities, abilities, experience..
2. To ensure that recruitment procedures are clear, and that they provide for fair and equitable
treatment for those who apply for employment.
3. To base selection decisions and criteria directly on the demands and requirements of the job.

13

Scope of the study

14

Scope of the study

1. Recruitment and selection process in an organization is important in order to attract an

effective workforce.
2. Selection is the process of choosing from a group of applicants the individual best suited for
a particular position and organization
3. It also helps to create a pool of potential employees for the organization in order for the
management to select the right applicant for the right job.
4. Recruitment and selection process is important for an organization to achieve its goals.
5. Begin identifying and preparing potential job applicants who will be appropriate candidates.

15

Research methodology

16

RESEARCH METHODOLOGY
Research methodology is a method to solve the research problem systematically. It involves
gathering data, use of statistical technique, interpretation and drawing conclusion about research
data.

TYPE OF RESEARCH:
Descriptive type of research has been used. It includes survey and fact finding enquiries of
different kinds. The main purpose of descriptive research is to the state of affairs. The survey
method includes observation and questionnaire.

RESEARCH DESIGN:
Research design constitutes the blue print for the collection, measurement and analysis of data
the present study seeks to identify the extent of preference of customer on banking services.

TOOLS AND TECHNIQUES OF ANALYSIS:

The data so collected will be analyses through the application of statistical technique, such as
bar, graphs, pie charts, histograms and line curves etc.

17

DATA COLLECTION:
Keeping on view the nature of the requirement of study to collect all the relevant information
regarding the extent of awareness of the customers using banks, direct personal interview method
with the structured questionnaire was adopted for the collection of primary data, secondary data
has been collected through the various internet sites by surfing on the internet and from the
records available with the customers through past experiences.

METHOD OF COLLECTION OF DATA:

Collection of primary data

Collection of secondary data

DATA RESOURCES:
There are two sources through which data is collected.

Primary data

Secondary data

PRIMARY DATA

Observations

Questionnaire.
18

SECONDARY DATA:

Books

Previous research

Official statistics Government reports

Web information

Historical data

DATA COLLECTION METHOD:

By observation:
This method implies the collection of information by way of investigators own observation
without interviewing the respondent. These data if collected can be used to validate landing data.

Questionnaire:
It is the most effective method of generating data. A detailed questionnaire compromising of 12
questions covering several an aspect of recruitment process in yes bank was designed. It is
illustrated in the annexure part. The information that can be obtained through questionnaires
19

consists of almost any data variable. Questionnaires can be handed out or sent by mail and later
collected or returned by stamped addressed envelope. This method can be adopted for the entire
population or sampled sectors.

Sampling:
A process of obtaining information about an entire population by examining only a part of it is
sampling. In this research random sampling is used. The implications of random sampling is that
it gives each element in the population equal probability of getting, selected and all choices are I
independent of each another.
Research methodology is a way to systematically solve the research problems involving a study
of various steps that are adopted by the researcher in studying his/her problem.

TYPE OF DATA COLLECTED

PRIMARY DATA

DATA COLLECTION METHOD

QUESTIONNAIRE METHOD

TYPES OF QUESTIONS

DIRECT AND MULTIPLE TYPE

METHOD OF SAMPLING

RANDOM SAMPLING

SAMPLING TECHNIQUE

SIMPLE RANDOM SAMPLING

TECHNIQUE

SAMPLE SIZE

100 RESPONDENTS

RESEARCH DESIGN

RANDOM

TYPE OF RESEARCH

DESCRIPTIVE RESEARCH

20

RESEARCH TECHNIQUES
In order to develop a meaningful recruitment strategy for the future, it is imperative that
one first fully understands the current process. The most effective way to achieve this is to
undertake a full 'recruitment process audit', which should look at every aspect of the recruitment
cycle. The following research methodologies were used to arrive at the 'best strategy for
recruitment of employees for any private sector bank in India:-

(a)

Through structured questionnaire filled in by internal, external candidates.

(b)

Interviews.

(c)

Collection of raw data.

(d)

Industry practices.

(e)

Trend and Reports.

(f)

Banks records and documents.

21

Banks have to consider innovative approaches for recruitment ensuring that every 'route to
recruit' is fully utilized effectively in a time bound manner at minimal cost. There are many
options available to private sector banks to achieve best results in the recruitment of new
employees. However, to define this we will need to gain a clear picture of the present recruitment
process. Having fully audited and documented the current recruitment cycle from attraction to
induction, one will finally be in a position to offer 'best strategy for any private sector bank.

22

Data interpretation

23

Statistical tools applied:

Statistical tools applied in the present study are bar diagram, pie chart, lines graph, histograms,
cones etc.

1. What source you adopt to source candidates?

a. Employee referral
b. Campus recruitment
c. Advertising
d. Recruitment agencies

Particulars

no. of respondents

Employee referral
Campus recruitment
Advertising
Recruitment agencies

20
25
40
15

24

Column1
40
35
30
25

Column1

20
15
10
5
0
written test group discussion

interv iew

all of abov e

Interpretation: From the above table it is observed that 20 members of total respondents have
expressed that, their company is following employee referral , 25 members of the total
respondents have expressed that, their company is campus recruitment, 40 members of the total
have expressed that, company is following advertising, that is the main sources of selection.

2. How many stages are involved in selecting the candidate?

a. 1
b. 2
c. 3
d. 4

25

1
2
3
4
total

25
45
70
30
100

120

100

80

60

40

20

Interpretation: In the above figure shows that total number of factors, yes bank mostly focus
3 stages, after that prefer on 2 stages.

26

3. Do you use any of the following tests during the process of recruitment?
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test

Aptitude
Group discussion
Personal interview
Psychometric test

10
30
50
10

50
45
40
35
30
25
20
15
10
5
0
appitude

GD

pI

27

PT

Interpretation: the period of recruitment and selection on the basis on personal interview,
when required, written test and GD. But yes bank recruitment on PI.

4. Apart from the HR Manager, who all from the other departments are
required to get involved in interviewing process?
a. Sales
20
b. Administration
35
c. HR Executives
40
d. Other
5

100
90
80
70
60
50
40
30
20
10
0
1

Interpretation: the satisfaction level of recruitment process is satisfied. Yes bank provides
appropriate process of selection of employees.
28

5. Do you follow different recruitment process for different grades of

employees?
a. No
b. Yes

Yes
No

30
70

70
60
50
40

Column1
Column2

30
20
10
0
1

Interpretation: In yes bank mostly does not follow different recruitment process for different
candidates.

29

6. What is the back out percentage of candidates after being offered?

A.1-10
B.10-30
C.30-40
D.40-20
1-10
10-30
30-40
40-20

10
20
45
25

45
40
35
30
25
20
15
10
5
0
1

Interpretation: mostly focuses on 30-40 back out candidates for recruitment and
selection process in yes bank

30

7. What percentage of candidates leaves within the period of less than1- 3

month?
a. 1-20
b. 20-40
c. 40-20
d. 40-20

1-20
20-40
40-20
40-20

15
20
30
20
25

31

40
35
30
25
20
15
10
5
0
1

Interpretation: less than 3 month selected candidates leaves job about 30% of
total candidates.

8. What percentage of candidates leaves within the period of less than 3- 6

month
A.1-10
B.10-25
C.25-35
D.35-30

32

1-10
10-25
25-35
35-30

45
40
15
10

50
45
40
35
30
25
20
15
10
5
0
1

Interpretation: within the period of 3-6 months, 10% candidates will leave his
jobs in this organization.

9. What percentage of candidates leaves within the period of less than 6-12
month?
33

A.1-10
B.10-25
C.25-35
D.35-30

1-10
10-25
25-35
35-30

40
20
10
30

40
35
30
25
20
15
10
5
0
1

Interpretation: 6-12 months approx 15% persons leave the job in yes bank.

34

10. Does the company reimburse the traveling cost incurred by the candidate
for appearing in the interview?
a. Yes
b. No
Yes
no

30
70

70
60
50
40
30
20
10
0
1

Interpretation: mostly yes bank will not reimburse the cost which incurred in
travelling cost for interview
11. Do you take any technological support for the process of recruiting?
a. Telephone
b. Video conferencing
35

c. Online support
d. Other
Telephone
Video conferencing
Online support
Other

40
10
30
20

40
35
30
25
20
15
10
5
0
1

Interpretation: yes bank prefers technical support for interview, mostly use of
telephone device.

12. Do you do the Employment Eligibility Verification? Yes/No

If yes, then, what method you take up to perform it?
36

a. Internally
b. thought agencies
Internally
Thought agencies

75
25

80
70
60
50

internally
thought agencies

40
30
20
10
0
1

Interpretation: yes bank will verify documents of hire candidates, also check
qualification through internally.

13. What kind of verifications you do?

a. Educational qualifications
b. Legal background check
37

c. Professional background check

d. Family background check

Educational qualifications
Legal background check
Professional background check.
Family background check

50
10
30
10

80
70
60
50
40
30
20
10
0
1

Interpretation: organization will check qualification background of selected

person.

38

14. Do you have any system to calculate cost per recruitment?

a. No
b. Yes
Yes
no

55
45

60
50
40
30
20
10
0
1

Interpretation: yes bank has system to calculate cost per candidates spend in
recruitment and selection.
15. Are you satisfied with the present recruitment and selection process in yes
bank?
a. Yes
b. No
39

Yes
no

57
43

60

50

40

30

20

10

0
1

Interpretation: with yes bank 57 candidates says satisfied with yes bank selection
process.

40

41

Findings

Findings
We are going to find the suggestions and recruitment and selection process of people towards the
yes bank. We were using the various statistical tools and techniques (such as tabulation, graphical
representation etc) then we find out the selection process:
Some stages are used in selection process.
Mostly verify the qualification and degree of all candidates.
Yes bank conducts various tests for recruitment and selection process.
42

 About 75% of the employees are satisfied with recruitment and selection process.

43

Limitations

Limitations
Lot of junk resume for jobs irrelevant to their specialization. Therefore requires extensive
screening.
Not all candidates are accustomed to looking for jobs in this manner.
May lead to inter-personal issues.
Loss of human interaction.

44

Suggestions and
Recommendation

45

46

Suggestion and recommendation

1. Recruiting can no longer be confined to the traditional ways
2. Static recruitment no longer suffices in todays context of cost effectiveness and
efficiency.
3. No process is complete without an evaluation of its success
4. Maximizing use of technology to reduce costs and exploit each source effectively.

47

Conclusion

Conclusion
The following are to be considered additionally:-

48

Ensure you look internally prior to adopting any external recruitment strategies.
Have a clear understanding of the current marketplace including salary, skills shortages reasons
for candidates to join the bank. Map a consistent recruitment / hiring process for each new
recruit. Create a consistent job profile for each requirement. Ensure feedback is offered.
Feedback forms should be completed for each candidate interviewed. Ensure relevant
management information is collated and presented to hiring managers from suppliers. Have a
clear understanding of the best methods of attracting employees, devise an attraction strategy.
Review all testing and assessment products and processes. Once you have successfully recruited
staff, make sure you keep them by introducing attractive retention measures and developing
innovative and creative training programmed to keep them motivated and engaged. Hold focus
group meetings of employees.

49

ANNEXURES

Questionnaire
50

The questionnaire survey is purely for academic purpose. Any information collected through this
survey is confidential and would not be shared with anyone other than the people involved in
this.

Name

Gender

Date of birth

Address

Age

1. Male

2. Female

Answer the following questions: (kindly give your unbiased response)

1. What source you adopt to source candidates?

a. Employee referral
b. Campus recruitment
51

c. Advertising
d. Recruitment agencies
2. How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
d. 4
3. Do you use any of the following tests during the process of
recruitment?
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
4. Apart from the HR Manager, who all from the other departments
are required to get involved in interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other
5. Do you follow different recruitment process for different grades
of employees?
a. No
b. Yes
6. What is the back out percentage of candidates after being
offered?
a.1-5
b.5-10
52

c.10-15
d. 15-20
7. What percentage of candidates leaves within the period of less
than1- 3 month?
a.1-5
b.5-10
c.10-15
d. 15-20
8. What percentage of candidates leaves within the period of less
than3- 6 month
a.1-10
b.10-25
c.25-35
d. 35-30

9. What percentage of candidates leaves within the period of less

than 6-12 month?
a.1-10
b.10-25
c.25-35
d. 35-30
10. Does the company reimburse the traveling cost incurred by the
candidate for appearing in the interview?
a. Yes
b. No
53

11. Do you take any technological support for the process of

recruiting?
a. Telephone
b. Video conferencing
c. Online support
d. Other
12. Do you do the Employment Eligibility Verification? Yes/No
If yes, then, what method you take up to perform it?
a. Internally
b. Through agencies
13. What kind of verifications you do?
a. Educational qualifications
b. Legal background check
c. Professional background check d. Reference check
e. Family background check
14. Do you have any system to calculate cost per recruitment?
a. No
b. Yes

15. Are you satisfied with the present recruitment and selection
process in yes bank?
c. Yes
d. No
Suggestion and recommendation:

54

......................................................................................................

Date:

55

Bibliography

Bibliography
Books:

K. Ashwathapa, (1997) human resource and personal management, Tata

McGraw Hill 131-176,

Dr. C. R Kothari, (2008) research methodology

Websites:

www.google.com
http://wikipidia.org
www.scribd.com

56

Thank
you..

57

58