HRM PROJECT REPORT

ON RECRUITME
NT AND
SELECTION

Submitted to :
DR. MOUSUMI
S.BHATTACHARYA

Submitted by:
AGNIVA DEB
ANINDITA BANERJEE
ARUP CHAKRABORTY
BORNALI DEY
DINESH KUMAR
H PHARIDA
KARTHIK J.
PRIYADARSHINI
SHANKAR
SURAJ PRAKASH
NIVA THAKUR
MOLOY SINHA
VINOD K.

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Contents
Contents..................................................................................................................... 2

INTRODUCTION...........................................................................................................3

DISCUSSION................................................................................................................ 7

Recruitment process...............................................................................................7

Recruitment strategies............................................................................................8

Recruiting from internal sources:............................................................................9

Recruiting from external sources..........................................................................10

College Recruitment:.............................................................................................11

Job fairs................................................................................................................. 11

Recruitment policy................................................................................................11

STRATEGIES..........................................................................................................13

PRE-SELECTION PROCESS.....................................................................................15

Phase – I: Selection................................................................................................15

INFERENCE............................................................................................................... 17

MCX....................................................................................................................... 20

KEANE...................................................................................................................22

INFOSYS...............................................................................................................24

IIST, Coimbatore....................................................................................................26

IIST, Chennai.........................................................................................................27

RELIGARE.............................................................................................................. 29

31

ACKNOWLEDGEMENT

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We would like to express our sincere gratitude to all those who have been
instrumental in the preparation of this project report.

We would like to thank Dr. Mousumi S. Bhattacharya, Professor Human Resource

Department, for her guidance and support in our project.

We wish to place on record our deep sense of gratitude to Mr.G Sankaranarayanan-

(Senior VP) MCX – SX, Mr.Manoj Bhatia – (HR Dept) KEANE INCLUSIVE,
Bagwath Gupta, (HR) ENSOFTECH Inc, Parth Sarthy Jha (Senior HR)
MAPLE ACCESSORIES PVT. LTD, Kalaivani (Sr.HR Recruiter) IIST and
various other highly esteemed and distinguished people for their expert advice
and assistance.

We are deeply thankful to IFIM B-School and its Management for its support in
the project.

Last but not least, we would like to thank The Almighty, our parents and friends
for their help and support that has largely contributed to the successful completion
of the project.

INTRODUCTION

The Human Resource management is a vast subject to study and hence to cope up with the
competitive world and to understand the strategies of the same one should be very well equipped

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with the most vital part of Human Resource Management, that is RECRUITMENT AND
SELECTION.

Workforce management has become increasingly complex. The heritage and growth of the
human resource management profession is closely linked to people's attitudes about work, the
evolution of employment-related laws and sociological trends. The HR field today recognizes the
dynamic relationship between strategy, people, technology and the processes that drive
organizations. Although this dynamic relationship appears obvious now, the evolution of the
profession has often been slow.

In this Project we define the terms Recruitment and Selection, their types, strategies and also
various strategies that different companies use different ways, strategies, and techniques. Also
we have collective data obtained from group discussion held. Finally the conclusion is made
based on the information that we got from higher level Management people of various
companies.

Basically, Recruitment as a human resource management function is one of the activities that
impact most critically on the performance of an organization. While it is understood and
accepted that poor recruitment decisions continue to affect organizational performance and limit
goal achievement, it is taking a long time for public service agencies in many jurisdictions to
identify and implement new, effective hiring strategies. In some areas, existing laws inhibit
change; in others, the inhibiting factor is managerial inertia.

Recruitment refers to the process of screening, and selecting qualified people for a job at an
organizations or firm, or for a vacancy in a volunteer-based some components of the recruitment
process, mid- and large-size organizations and companies often retain professional recruiter or
outsource some of the process to recruitment agencies. It is actually a linking function, joining
together those with jobs to fill and those seeking jobs.

Recruitment logically aims at

1) Attracting large number of job applicants who are ready to take up the job if offered.
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2) Offering enough information for unqualified applicants to select themselves out.

Recruitment is also described as “the set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and the
organization can select each other in their own best short and long term interests”. In other
words, the recruitment process provides the organization with a pool of potentially qualified job
candidates from which judicious selection can be made to fill vacancies. Successful recruitment
begins with proper employment planning and forecasting. In this phase of the staffing process, an
organization formulates plans to fill or eliminate future job openings based on an analysis of
future needs, the talent available within and outside of the organization, and the current and
anticipated resources that can be expended to attract and retain such talent.

The recruitment industry has four main types of agencies: employment agencies, recruitment
websites and job search engines, “headhunters" for executive and professional recruitment, and
in-house recruitment. The stages in recruitment include sourcing candidates by advertising or
other methods, and screening and selecting potential candidates using tests or interviews.

Also related to the success of a recruitment process are the strategies an organization is prepared
to employ in order to identify and select the best candidates for its developing pool of human
resources. Organizations seeking recruits for base-level entry positions often require minimum
qualifications and experience. These applicants are usually recent high school or university/
technical college graduates many of whom have not yet made clear decisions about future
careers or are contemplating engaging in advanced academic activity. At the middle levels,
senior administrative, technical and junior executive positions are often filled internally. The
push for scarce, high-quality talent, often recruited from external sources, has usually been at the
senior executive levels. Most organizations utilize both mechanisms to effect recruitment to all
levels.

Selection involves choosing the best applicant to fill the positions. The growth of an
organization depends on various factors. If these factors are not implemented or followed in the
desired manner, then the organization can witness a massive downfall. One of such factors is
“Selection”.
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The objectives of the Selection Process is to set norms, measures and guidelines that will allow
the organization to select the number and quality of employees with the necessary competencies,
to satisfy the current and future needs of the organization.

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DISCUSSION

Recruitment process
Successful recruitment involves the several processes of:

1. Development of a policy on recruitment and retention and the systems that give life to the
policy.

2. Needs assessment to determine the current and future human resource requirements of the
organization. If the activity is to be effective, the human resource requirements for each
job category and functional division/unit of the organization must be assessed and a
priority assigned.

3. Identification, within and outside the organization, of the potential human resource pool
and the likely competition for the knowledge and skills resident within it;

4. job analysis and job evaluation to identify the individual aspects of each job and calculate
its relative worth;

5. Assessment of qualifications profiles, drawn from job descriptions that identify

responsibilities and required skills, abilities, knowledge and experience;

6. Determination of the organization’s ability to pay salaries and benefits within a defined
period;

7. Identification and documentation of the actual process of recruitment and selection to

ensure equity and adherence to equal opportunity and other laws.

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Documenting the organization’s policy on recruitment, the criteria to be utilized, and all the steps
in the recruiting process is as necessary in the seemingly informal setting of in house selection as
it is when selection is made from external sources.

Of special importance is documentation that is in conformity with Freedom of Information

legislation (where such legislation exists), such as:

• criteria and procedures for the initial screening of applicants;

• criteria for generating long and short lists;
• criteria and procedures for the selection of interview panels;
• interview questions;
• interview scores and panelists’ comments;
• results of tests (where administered);
• Results of reference checks.

Recruitment strategies
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals, by current staff members, of friends and family members.

Internal recruitment does not always produce the number or quality of personnel needed; in such
an instance, the organization needs to recruit from external sources, either by encouraging walk-
in applicants; advertising vacancies in newspapers, magazines and journals, and the visual and/or
audio media; using employment agencies to “head hunt”; advertising on-line via the Internet; or
through job fairs and the use of college recruitment.

Posting Vacancies:
Job posting refers to the practice of publicizing an open job to employees (often by literally
posting it on bulletin boards) and listing its attributes, such as criteria of knowledge,
qualification, skill and experience.

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Before posting a vacancy, management needs to decide whether:

• it intends to retain the job in its present form and with its present title, remuneration and
status;
• selected attributes of the job, for example, skill or experience, will change;
• there are sufficient qualified, potential applicants serving in other positions within the
organization who may be potential candidates for that job;
• the existing organizational policy on recruitment is still applicable (for example, whether
referrals, by staff members, of friends and family are still an acceptable way of filling
vacancies);
• The organizations stand to benefit more, in the long-term, from recruiting applicants from
external sources.

An organization needs to analyze the benefits and disadvantages of recruiting its personnel
through internal or external sources and, where the latter is selected, whether formal or informal
systems should be used.

Recruiting from internal sources:

There are sound reasons for recruiting from sources within the organization:
• “Insiders” know the organization, its strengths and weaknesses, its culture and, most of
all, its people.
• Promotions from within build motivation and a sense of commitment to the organization.
Skilled and ambitious employees are more likely to become involved in developmental
activities if they believe that these activities will lead to promotion.
• Internal recruitment is cheaper and quicker than advertising in various media and
interviewing “outsiders”. Time spent in training and socialization is also reduced.

At the same time, several disadvantages exist:

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• Sometimes it is difficult to find the “right” candidate within and the organization may
settle for an employee who possesses a less than ideal mix of competencies.
• If the vacancies are being caused by rapid expansion of the organization there may be an
insufficient supply of qualified individuals above the entry level.
• Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce
organizational flexibility and growth, and resistance to change by those who have an
interest in maintaining the status quo may present long term problems.

Recruiting from external sources

External recruiting methods can be grouped into two classes: informal and formal.

Informal recruiting methods tap a smaller market than formal methods. These methods may
include rehiring former employees and choosing from among those “walk-in” applicants whose
unsolicited résumés had been retained on file. The use of referrals also constitutes an informal
hiring method.

Formal methods of external recruiting entail searching the labor market more widely for
candidates with no previous connection to the organization. These methods have traditionally
included newspaper/magazine/journal advertising, the use of employment agencies and executive
search firms, and college recruitment.Posting vacancies externally through the various arms of
the media5 or via employment agencies reaches a wider audience and may turn up a greater
number of potential candidates from which the organisation can choose. At the same time, this
method is relatively expensive and time-consuming as the organization works through initial
advertisements, short-listing, interviewing and the other processes that precede selection. Even
then, there is no guarantee that the results will be satisfactory to the organization, since the cost
of advertising often limits the frequency and duration of the job posting, as well as the amount of
information made available, thus making it difficult for a job seeker to accurately judge the
worth of the position being offered.

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Online applications/recruiting in the internet

Using the Internet is faster and cheaper than many traditional methods of recruiting. Jobs can be
posted on Internet sites for a modest amount (less than in the print media), remain there for
periods of thirty or sixty days or more - at no additional cost - and are available twenty-four
hours a day.

College Recruitment:

College recruiting is all about sending an employer’s representatives to college campuses to

prescreen applicants and create an applicant pool from that college’s graduating class.

Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency), and the
convenience (since many candidates can be interviewed in a short time in the same location with
space and administrative support provided by the college itself).

To make college recruiting effective, the recruiting organization must first determine how many
and which schools should be targeted. Subsequent invitations to the organization’s offices, made
to students identified as potential employees, may serve to solidify the firm’s image.

Job fairs
Job fairs are open forum at which employers can exhibit the best their companies have to offer so
that job seekers can make informed choices. At the job fair, employers have a large pool of
candidates on which to draw, while job seekers have the opportunity to shop around for dozens –
sometimes hundreds – of employers, all in one place.

Recruitment policy
A recruitment policy indicates the organizations’ code of conduct in the area of activity. A
typical policy statement may run thus:
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In its recruitment policies the company will:

• Advertise all vacancies internally.
• Reply to every job applicant promptly.
• Inform job applicants the basic details and job conditions of every job advertised.
• Seek candidates on the basis of their qualification.
• Aim to ensure that every person invited for interview will be given a fair and through
hearing.

Objectives of selection process

• To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time

• To build a strong Employer Branding to attract the best talents available in the Industry.

Crucial factors in selection

Relevant Experience is important and not the total experience.

• Industry type (The extent to which your present industry is related to the industry of your
prospective (employer)
• Relocation (Are you willing to relocate?)
• Your education and mode of your education
• Salary Budget

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STRATEGIES

SELECTION INSTRUMENTS

JOB SPECIFICATION

JOB SUCCESS CRITERION

JOB DESIGN

ORGANIZATIONAL GOALS

1. Collection of information

The information of the candidates is collected by means of application blank. This contains the
information of the various aspects of candidate’s academics, social, demographic, work
experiences etc. This application blank provides a opportunity to introduce the candidate to the
organization.

2. Selection procedure

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Steps in selection procedure:

• Reception of applications or preliminary screening

• Application blank that gives a detail about the applicant’s background and life history.

• Selection tests

1. Intelligence test: It is a test to measure the candidate ability to learn and also the ability to
understand the instruction and decision making. Some of examples are: Stanford-Binet test,
Binet-Simon test, The Wechsler Adult Intelligence Scale.

2. Aptitude test: This test is specifically meant for knowing the candidate’s approach towards an
analytical problem. It is used to measure the mathematical skills, clerical ability of the candidate.

3. Personality test: It is used to measure the basic aspects of candidate’s personality such as
motivation, emotional balance, self-confidence etc.

• Selection interview
Interview is the oral examination of candidates for employment.

Types of Interview:

1) Non-Directive Interview: The interviewer ask question as he like. Here no format is used just
random questions.

2) Directive or Structured Interview: here, the interviewer uses a predetermined set of questions that
are completely job oriented.

3) Situational Interview: In this process, the candidate is given a hypothetical situation and asks how
he would respond to that.

4) Behavioral Interview: this type of interview is mainly focused on the behavior of the candidate.
He is asked how he has responded to a particular situation that has been a past experience.

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5) Stress Interview: This interview is an attempt to find out how the candidate handle a stressful
question put up by the interviewer. The question may be aggressive, embarrassing and
humiliating etc.

6) Panel Interview: in this type of interview, more than one interviewer are present and they take
their turn to ask questions to the candidate.

PRE-SELECTION PROCESS

Phase – I: Selection
Approving
Human Resource Authority
Requirement Approval

CV Sources

Job Description Internal CV database

SearchHiring Consultants
& Employee Referrals
HR Personal Networks
Candidate Profile Market Intelligence

(Education, competencies,
Attitude etc)

CV Bank

Phase – II: Selection

CVs not short-listed go
Initial HR to CV Database
Screening
(For Future use)
Short-listed CVs

Called for Personal

Short-listed CVs
Interviews
Tel. Interviews
(Local candidates)
(Outstation candidates)
HR co-ordinates to organize the interviews
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Preliminary Interviews

(As per the Selection approving Matrix)

Short-listed candidates

Final Interview

(As per the Selection Approving Matrix)

POST SELECTION PROCEDURE

• Negotiation of salary
• Letter of offer
• Acceptance or rejection of the proposal
• Reporting the higher authorities about the acceptance of the offer and the Date of Join
• Evaluation of the data given by the candidate(annexure)

Salary proposal

(HR to prepare it keeping in mind the

Internal Equity)

HR does Salary Negotiation & Extends the offer

•
• Offer Accepted Offer NOT Accepted
HR works out the modified
HR closes it &
• out the offer
sends offer, if possible within the
• letter band, and tries to pursue &
seals the offer
•
HR informs the concerned Functional Heads
about the probable DOJ

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HR does the necessary Reference checks & get the

details documented in specified format

New hire joins

INFERENCE

THIS IS THE SAMPLE QUESTIONNAIRE USED TO COLLECT THE REQUIRED DATA

FROM THE RESPECTIVE COMPANIES:

QUESTIONNAIRE:

1. For the recruitment process, among which one does the company prefer most to recruit
job applicants?

a) Campus Hiring b. Search Firms c. Employee referrals

d. Newspaper ads.
2. Which method of Recruitment is followed most by the company?
a. Internal Methods b. Direct Recruitment c. Indirect Method
d. Third Party Methods.
3. Do you think that The Employment Exchanges Act 1959 narrows the intake of potential
employees?
4. Which among these does the company practices most as an Alternative source to
recruitment?
a. Subcontracting b. Over time c. Temporary Employees d. Employee Leasing
e. Outsourcing
5. How much do you think your company depends on Outsourcing?
a. Hardly anytime b. Occasionally c. Often

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6. What’s the approximate Time lapse taken by the company?

a. 30 days b. 45 days c. more than 45 days.
7. Which factors for the company greatly influences the process of recruitment?
a. Economic factors b. Technological factors c. Legal factors
8. How do you evaluate the candidates during campus placement?

• A candidate having 70% n above in his academics throughout.

• A candidate showing an increasing consistency in his academics.

9. Among the selection testing given below, which one gets the more weight age by the
company?
a. Intelligence Test b. Aptitude Test c. Personality Test
10. However, where do you think majority of the job applicant fail to qualify?
a. Intelligence Test b. Aptitude Test c. Personality Test
11. According to you what are the most Standard Selection Tools?
12. . Which one among these does the company expects the applicant to score most?
a. Non-directive interview b. Directive interview c. Situational interview
d. Behavioral Inter view
13. In Stress interview, what do you think the company expects from applicant?
a) His ability to respond to the situation calmly and patiently.
b) His ability to respond to the situation smartly (which includes arguing with
interviewer).
14. Which of them according to you is the effective form of Interview?
a. A panel interviewing the candidate.
b. An Individual Interviewer interviewing the candidate.
15. What is your opinion about the evaluation done in assessment centre technique?

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DELL
Dell, Inc. (NASDAQ: DELL, HKEX: 4331), is a multinational technology corporation that
develops, manufactures, sells, and supports personal computers and other computer-related
products. Based in Round Rock, Texas, Dell employs more than 76,500 people worldwide as of
2009.

CEO - MICHAEL DELL

• In Dell Company for recruitment process they prefer employee referrals.

• Direct recruitment is the most followed recruitment method.

• The company feels The Employment Exchange Act1959 narrows the intake of potential
employee’s alternative source to recruitment.

• Company occasionally depends on outsourcing.

• Time lapse: more than 45 days.

• Economic factors of the company influences recruitment process.

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• They assess student candidates based on academic consistency.

• Intelligence test is given more weightage in the process of recruitment.

• Candidates find difficulties in intelligence tests.

• In Dell, the most Standard Selection Tools is Communication & practical skills.

• The company expects the applicant to score most in Behavioral Test.

• In Stress interview the company expects the candidate to respond to the situation smartly

• According to Dell, the most effective form of Interview is Individual Interviewing of the
candidate. .

MCX
For recruitment process, MCX Stock Exchange brings with it superior technology and processes
that makes it one of the most efficient exchanges in India. It is recognized by the Securities and
Exchange Board of India (SEBI) as a stock exchange. MCX Stock Exchange enjoys good market
share in trading currency futures and is fully geared to increase market depth and enhance reach
and access in Indian securities market. It is promoted by MCX, the no 1 commodity exchange in
India and Financial Technologies that operates multi asset exchanges in different geographies
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and time zones. With more than 600 members and trading terminals spread over several cities,
MCX Stock Exchange is committed to deploy state of the art technology and global best
practices in regulatory compliance and investor protection.

1) MCX prefers search firms the most to recruit job applicants.

2) Direct recruitment process is mostly followed by the company.

3) According to Infosys, the Employment Exchanges Act 1959 doesn’t narrow the intake of
potential employees.

4) The company practices temporary employee as an alternative source to recruitment.

5) The company occasionally depends on Outsourcing.

6)30days is the time lapse taken by the company.

7) Technological factors greatly influences the process of recruitment.

8) The company looks for academics consistencies during campus recruitment.

9) Aptitude Test is given more weightage by the company during selection process.

10) According to the company, majority of the job applicant fail to qualify in the aptitude
test.

11) The standard selection tools is test, group discussion and interview

12) The company expects the applicant to score most in situational interview Test.

13) In Stress interview the company expects the candidate to respond to the situation calmly
and with patience.

14) the most effective form of Interview is Panel Interviewing of the candidate

15) Since this an ongoing and graded assessment, the assessment made tends to be more
realistic. However the employee sometimes feels uncomfortable and irked to be ever under
observation.
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KEANE
Keane Inc is an IT services firm whose business objective is stated as a business that "partners
with businesses and government agencies to optimize IT investments by delivering exceptional
operation, maintenance, and evolution of mission-critical systems and business processes. Keane
helps clients realize the greatest value from their IT investments by leveraging an insider’s
hands-on understanding of the nuances and subtleties of their applications, processes and
infrastructure making the recommendations we give more actionable, the work we do more
pragmatic, and the results realized more measurable."

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CEO: MANI SUBRAMANIAN

1) For recruitment process, Keane prefers campus hiring the most to recruit job applicants.

2) Direct recruitment method process is mostly followed by the company.

3) According to Infosys, the Employment Exchanges Act 1959 doesn’t narrow the intake of
potential employees.

4) The company practices Outsourcing as an alternative source to recruitment.

5) The company depends often on Outsourcing.

6) 45 days is the time lapse taken by the company

7) Economics factors greatly influence the process of recruitment.

8) The company looks for academics consistencies during campus recruitment.

9) Intelligence Test is given more weightage by the company during selection process.

10) According to the company, majority of the job applicant fail to qualify in the aptitude
test.

11) In keane, the most Standard Selection Tools is communication skills and in-depth
knowledge of the subject.

12) The company expects the applicant to score most in situational interview.

13) In Stress interview the company expects the candidate to respond to the situation calmly
& with patience

14) the most effective form of Interview is panel Interviewing of the candidate .

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INFOSYS
Infosys Technologies Limited (BSE: 500209, NASDAQ: INFY) is a multinational information
technology services company headquartered in Bangalore, India. It is one of India's largest IT
companies with 103,905 professionals (including subsidiaries) as of Jun 30, 2009. It has offices
in 22 countries and development centers in India, China, Australia, UK, Canada and Japan

CEO: GOPALKRISHNA

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1) For recruitment process, Infosys prefers Employees referrals the most to recruit job
applicants.

2) Third party method process is mostly followed by the company.

3) According to Infosys, the Employment Exchanges Act 1959 doesn’t narrow the intake of
potential employees.

4) The company practices subcontracting as an alternative source to recruitment.

5) The company depends often on Outsourcing.

6) 30 days is the time lapse taken by the company

7) Technological factors greatly influences the process of recruitment.

8) The company looks for academics consistencies during campus recruitment.

9) Aptitude Test is given more weightage by the company during selection process.

10) According to the company, majority of the job applicant fail to qualify in the intelligence
test.

12) The company expects the applicant to score most in situational interview Test.

13) In Stress interview the company expects the candidate to respond to the situation smartly

14) The most effective form of Interview is Individual Interviewing of the candidate

15) It good and candid, few modification required need to be more focus on domain specific
question.

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IIST, Coimbatore
Indian Institute of Software Testing (IIST) imparting an emerging career in Embedded
Electronics. To mould fresh electronics engineers and to retrain working engineers into High
Caliber Embedded System by enhancing their knowledge and skills in various design aspects of
Embedded Systems. It provides an equal emphasis on both Software and Hardware platforms.

CEO: hemavathy boskaran

1) For recruitment process, IIST prefers Employees Referral the most to recruit job applicants.
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2) Direct recruitment process is mostly followed by the company.

3) According to Infosys, the Employment Exchanges Act 1959 narrows the intake of potential
employees.

4) The company practices Outsourcing as an alternative source to recruitment.

5) The company depends often on Outsourcing.

6) 45 days is the time lapse taken by the company.

7) Economics factors greatly influences the process of recruitment.

8) The company looks for academics consistencies during campus recruitment.

9) Aptitude Test is given more weightage by the company during selection process.

10) According to the company, majority of the job applicant fail to qualify in the aptitude test.

11) In Infosys, the most Standard Selection Tools is intelligence test.

12) The company expects the applicant to score most in Behavioral Test.

13) In Stress interview the company expects the candidate to respond to the situation smartly

14) According to company, the most effective form of Interview is Individual Interviewing of
the candidate

15) It promptly depends upon the HR committee members and Recruitment persons

IIST, Chennai

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1) For recruitment process, IIST prefers newspaper ads the most to recruit job applicants.

2) Internal method process is mostly followed by the company.

3) According to Infosys, the Employment Exchanges Act 1959 doesn’t narrow the intake of
potential employees.

4) The company practices Outsourcing as an alternative source to recruitment.

5) The company depends occasionally on Outsourcing.

6) 45 days is the time lapse taken by the company

7) Technological factors greatly influence the process of recruitment.

8) The company looks for technical skills during campus recruitment.

9) Aptitude Test is given more weightage by the company during selection process.

10) According to the company, majority of the job applicant fail to qualify in the personality
test.

11) In IIST, the most Standard Selection Tools is personal interview.

12) The company expects the applicant to score most in Behavioral Test.

13) In Stress interview the company expects the candidate to respond to the situation smartly

14) the most effective form of Interview is Panel Interviewing of the candidate

15) The evaluation done by the assessment center technique is satisfactory and will be
effective.

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RELIGARE

A diversified financial services group with a pan-India presence and presence in multiple
international locations, Religare Enterprises Limited ("REL") offers a comprehensive suite of
customer-focused financial products and services targeted at retail investors, high net worth
individuals and corporate and institutional clients.

1) For recruitment process, Religare prefers employees referral the most to recruit job
applicants.

2) Direct recruitment method process is mostly followed by the company.

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3) According to Religare, the Employment Exchanges Act 1959 doesn’t narrow the intake of
potential employees.

4) The company practices Outsourcing as an alternative source to recruitment.

5) The company depends occasionally on Outsourcing.

6)30 Days is the time lapse taken by the company.

7) Technological factors greatly influences the process of recruitment.

8) The company looks for academics consistencies during campus recruitment.

9) Intelligence Test is given more weightage by the company during selection process.

10) According to the company, majority of the job applicant fail to qualify in the aptitude
test.

11) In Religare, the most Standard Selection Tools is personal interview.

12) The company expects the applicant to score most in Non directive interview.

13) In Stress interview the company expects the candidate to respond to the situation calmly
& with patience

14) the most effective form of Interview is Individual Interviewing of the candidate

Excel of HR.xls

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CONCLUSION

After an in-depth analysis of the various companies’ recruitment strategies the following
inference can be accurately drawn:

1. The first question in our questionnaire stressed on the recruitment process companies
most prefer for recruiting job applicants.

Looking at the varied responses of the 9 companies under consideration we can make
some important conclusions:

• Employee Referral is the most popular choice: Employee referral is an

internal recruitment method employed by organizations to identify potential
candidates from their existing employees social networks. An employee referral
scheme encourages a company's existing employees to select and recruit the
suitable candidates from their social networks.

• This clearly shows how companies try and use their resources to the fullest by
using their own employees as a means of getting newer and better work force by
virtue of their experience and knowledge about the needs of the company.

• Dell, Infosys, IIST, Religare have been using this technique.

2. The second question dealt with the method of recruitment mostly used by the companies.

This question got 1 response in majority which is the method of Direct Recruitment.

• It’s evident from the name of the method why companies prefer this method the
most.

• It recruits people directly without any extra procedures and strategies.

• The main objective is to recruit the right people based on their ability to work for
the company by virtue of their skill set and knowledge reservoir.

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3. The next question was on the consequences of The Employment Exchanges Act 1959 on
intake of potential employees.

• The responses were very balanced with 4 out of 9 saying YES the act did narrow
the intake.

• And 5 out of 9 saying the act did not influence intake in any way.

4. Next we asked about the alternatives to recruitment process.

• Most companies opt for outsourcing: Outsourcing is subcontracting a process,

such as product design or manufacturing, to a third-party company.

• It also means the transfer of a business function to an external service provider.

5. When asked about the level of dependence on outsourcing we again received a mixed
reply with some of them opting for ‘often’ and almost the same number opting for
‘occasionally’ but whatever the case outsourcing proved to be 1 of the main ways of
recruiting applicable employees.

6. Time Lapse: mostly the companies have a 45 day or more time lapse period.

7. The factors influencing recruitment of the company saw a tie between technological and
economic factors showing how both the factors influence different companies based on
their qualities and properties and also the area of expertise of the company.

8. Evaluation of candidates during campus placements saw a great demand of academic

consistency. Proving that companies infer a lot about a candidates knowledge and skill
set by looking at the consistency plot of his/her academic background and performance.

9. Most valued selection technique of the company: certain companies opted for intelligence
test and some for aptitude test.

• This factor is totally determined by particular company policies.

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• It differs from company to company and has nothing to do with what the nature of
the company is; it is a matter of choice and what method a company would like to
employ to short-list applicable candidates.

• It’s the companies interpretation of intelligence and aptitude and what they think
is more important in an employee.

10. Where most job applicants fail to qualify : more cases of failure in the aptitude test
category as aptitude is something a person is born with and is difficult to be improved on
the other hand intelligence is a quality which can be worked upon and improved over
time by gaining experience and studying.

11. Standard Selection Tools : these range from

• Communication and Practical skills

• Intelligence Interview

• Personal Interview

• Test , Group Discussion , interview

• Directive Interview

12. Where does the company expect the candidate to score: mostly behavioral and situational
are the areas where the company expects candidates to perform well as these form the
grounds of taking a decision about the particular candidate.

13. What is expected off the candidate in a stress interview: smartness and quick wit is what
the companies are looking for in candidates.
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Certain weightage is also given to calmness and patience of the candidate and how they
handle various situations put infront of them.

14. Panel and Individual interview both are equally preferred by various companies.

To summarise companies while recruiting have a well laid out plan which comprise various
strategies and policies which have been formed keeping in mind the needs and requirements of
the company at that moment and in the future.

The main aim of a company to carry out recruitment is to enhance their existing work-force and
take in employees who can further add value to their organization.

BIBLIOGRAPHY

 HUMAN RESOURCE MANAGEMENT

Second Edition – By V S P Rao.

 RECRUITMENT STRATEGIES

Managing/Effecting the Recruitment Process – By Margaret A. Richardson

 www.wikipedia.com

 www.google.com
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