Recruitment and Selection - 312354133 PDF

MBA Programme 2015-2016
A
Project Report On
“An Analytical study of Recruitment process

adopted by HR Remedy India, Pune”
With Special Reference To
“HR Remedy India, Pune”
Submitted to
Rajarambapu Institute of Technology, Rajaramnagar
(An Autonomous Institute)
In partial fulfillment of requirement for the award of

MASTER OF BUSINESS ADMINISTRATION
Submitted By
MISS. SNEHAL SHRIKANT SHINDE
(MBA – II, Roll No. - 1440002)
Under the Guidance of

Prof. Dr. Hemlata Gaikwad
(Ph.D., MBA, MSc.)
Through
Director
Rajarambapu Institute of Technology,
Rajaramnagar, (Sakharale), Dist. - Sangli
Academic Year
2014-2015
Dept. of Management Studies, RIT, Rajaramnagar

CERTIFICATE
This is to certify that the project report entitled

“An Analytical study of Recruitment process
adopted by HR Remedy India, Pune”
Special Reference To
Submitted By
In the partial fulfillment of Post-Graduation Degree of

Under Guidance of
(Ph.D., MBA, MSc.)
Submitted to
Rajarambapu Institute of Technology, Rajaramnagar
Through
Director
Rajarambapu Institute of Technology,
Rajaramnagar, (Sakharale), Dist. - Sangli
Date: -
Place: - Sakharale
H.O.D Director
Dept. of Mgt. Studies Rajarambapu Institute of Technology

CERTIFICATE
This is to certify that the project report entitled

“An Analytical study of Recruitment
process adopted by HR Remedy India, Pune”
With Special Reference To
Submitted by
In the partial fulfillment of Post Graduation Degree of

Under my guidance and supervision. To the best of my knowledge and

belief the work presently was not been submitted earlier for degree of
Master of Business Administration or any other degree or diploma.
Date: - / /
Place: - Sakharale

(Project Guide)

DECLARATION
I undersigned Miss. Snehal Shrikant Shinde (MBA-

II) here by state that this research report entitled “An Analytical
study of Recruitment process adopted by HR Remedy India,
Pune” with special reference to “HR Remedy India, Pune” is genuine
and bonafied work prepared by me under the guidance of Prof. Dr.
Hemlata Gaikwad. The empirical findings in this report are based on
data collected by myself. The matter presented in this report is not

copied from any source.
I understand that, any such copy is liable for punishment
in any way the institute authorities deem to be fit.
Date: / /
Place: Rajaramnagar
Signature
Miss. Snehal Shrikant Shinde
(Research Student)

ACKNOWLEDGEMENT
This research project bears the imprint of many persons cooperation

& it gives me great pleasure to egress my heartiest gratitude towards them.
First of all I would like to own my sincere gratitude to the honorable
Dr. Mrs. S. S. Kulkarni (Director, RIT) and Prof. Dr. Nishikant Bohra
(HOD, Dept. Mgt. Studies) for giving me an opportunity to undergo this
summer training and project work.
I am deeply thankful to Prof. Dr. Hemlata Gaikwad (Project Guide)
for her constant encouragement, unending support and valuable guidance.
I sincerely thank the Management of HR Remedy India, Pune for
giving me an opportunity to work on this project & providing with all the
necessary information.
I am sincerely thankful to Mr. Sachin Patel, Miss. Heena
Shekhawat & Staff Members of HR Remedy India for their wholehearted
support & help during my training period.
Lastly I would like to convey my reverential salutations to my
parents and friends for their unending support.
Date: / /
Place: Rajaramnagar
Miss. Snehal Shrikant Shinde

(Research Student)

EXECUTIVE SUMMARY
Personnel management has been a crucial task in almost all the organizations,
irrespective of the nature, size and other aspects. Planning for this manpower is an
important (crucial) aspect for the long-run organizational success. Some of the various
goals of Personnel Management Department in a firm are planning of manpower,
recruiting and selecting the right people for the firm, training them to perform
effectively, development of their skills and capabilities, planning the career for
employees, promoting, transferring and demoting them, managing the risk factors,
appraising the performance of and so on. Every objective has to be given special
attention. It also needs a well-planned approach and a proper implementation of the
decided plan.
It is a crucial task for every firm to have a right person to handle the right job and
Recruitment and Selection process satisfies this need. But the process has to be strategic
as shortage in the skills, capabilities and the increasing use of new and modern
technology are forcing to concentrate the employers on how they are carrying out the
recruiting, selecting and staffing functions of their employees.
Keeping all these aspects in mind, this project has been prepared to throw a light on the
process of recruitment at HR Remedy India.
The internship in the firm included the following aspects:
1. Tele-counselling for the Advance Corporate Practical Training program
provided by the firm for candidates seeking to have a successful career in HR.
2. Attracting maximum candidates for the training and development programme
and getting their admissions done.
3. Studying the internal recruitment process of the firm in depth.
4. Calling candidates through job portals and telling them about the job openings.
5. Lining up interviews for job openings.
6. Handling different job portals.
7. Job posting and advertisement posting on job portals and other sites.
8. Observing interviews conducted by the HR Manager.
9. Studying the overall working culture of the organization.

CHAPTER I: INTRODUCTION TO THE STUDY

1.1 Introduction
HR Remedy India, located at Pune is one of the leading consultancies in the city of
Pune. It was the researcher’s privilege that she could complete hers summer
internship there and learn about their recruitment process.
When the required number and kind of manpower is determined by the firm, the
role of management is to find places where they require that manpower and how
many out of them are available. The management also finds the different ways of
attracting the probable human resource towards the organization before the process
of selecting them for the job. This entire process is known as recruitment.
Recruitment is not employment, but it is a part of employment. Recruitment is also
not selection, but an activity carried out before selection of candidates takes place.
To speak in the technical context, the process of recruitment is carried out before
the function of selection and comprises of only finding the sources of probable
employees, developing those sources and arousing interest in them to apply for the
job vacancies in the firm.
1.2 Objectives of the study:
The researcher before proceeding for the research and the related activities, kept in
mind the following objectives. These objectives guided for the study throughout
and laid a foundation for the same.
1. To critically analyze the recruitment process adopted at HR Remedy India.
2. To find the criteria on which recruitment is based in the organization.
3. To study the training and development program imparted by the firm.
4. To find out the new technologies adopted by the firm in the recruitment process.
5. To learn how to handle different job portals.
1.3 Hypothesis:
The study was conducted basically to prove the understated hypothesis:
“The tests used for recruitment are highly correlated to the period a candidate is
able to sustain the job.”
1.4 Methodology to be adopted:
The researcher adopted the following research methodology to complete the entire
study:

1.4.1 Research design

The type of research is descriptive and descriptive research design is used for the
same. It is descriptive because the prevailing recruitment process carried out in
the firm is studied in depth. It is a study designed to depict the employees and the
process in an accurate way. It does not provide answer to questions about
how/when/why the steps occurred in the process. The information is collected
without changing the environment. The research is also analytical and qualitative.
It is analytical as the different parameters are analyzed and there is evaluation of
facts and information relative to the research being conducted. It is qualitative
because the parameters could not be put in terms of numbers.
1.4.2 Sample design
As HR Remedy India was a consultancy firm and the population of employees
was only 16 in all, the following sample design was chosen:
Census:
All 16 employees of HR Remedy India have been surveyed
Sample Unit:
Employees of HR Remedy India is the sample unit.
Sampling Area:
Baner, located in Pune is the area of sampling.
1.4.3 Collection of data:
The data required for the study was collected through primary and secondary
sources as follows:
1. Primary data:
Structured and detailed questionnaires were presented to the managerial staff at
HR Remedy India, Baner. Some questionnaires were also presented to the
employees working there to collect their views and opinions about their
recruitment process.
Further discussions were done with the HR Manager of HR Remedy India
regarding the recruitment process and policies of the firm to have an in-depth
knowledge of the same.
2. Secondary data:
The secondary data was gathered by visiting through the company website,
different job portals, previous records of the firm and other websites.

1.4.4 Data Analysis

The data gathered through different sources is analyzed using analytical tools of
SPSS software. MS EXCEL is also used to analyze a part of the data. After
analyzing, the data is presented in tabular and graphical format and then
interpreted.
1.5 Importance of the conducted study:
The study undertaken by the researcher is important not only to the researcher, but
also to the organization. The organization can be in a position to know its strengths
and fail points after the completion of the study. The importance to both is thus
explained as below:
1. Importance to the researcher
a. The researcher will be able to study the recruitment process in detail which
is the most important aspect a person seeking to make career in HR should
learn and understand.
b. A company may have all the best resources and the latest technology, but its
success depends only on the right structure of manpower working for it.
Recruitment helps the firm find these pearls who will take the firm to
prosperity.
2. Importance to the organization
a. Through this study, the firm will recognize its flaws in the recruitment
process.
b. It will also help the firm to understand where it is lacking behind in
technological advances which they can improve over.
c. The study will also let the firm know about the factors affecting recruitment
which were out of their consideration.
1.6 Scope of the conducted study:
The study was confined to geographical and topical scope as below:
Geographical scope: The study was confined to the firm HR Remedy India.
Topical scope: The study covered only the process of recruitment adopted by HR
Remedy India.
1.7 Limitations of the conducted study:
The researcher faced the following limitations during the study:
1. The findings and interpretation depend on the quality of responses provided
by the employees.

2. The data collected confidently cannot be stated to be error less due to bias of
the selected respondents.
1.8 Conclusion
Recruitment simply means searching for and inspiring prospective employees. The
different and varying behaviours of employees relatively have a significant effect
on different aspects related to the quality management practices. This shows that
the top managers have to concentrate their close attention to probable employees’
behaviour, attitude, knowledge, skills, talent, communication and other aspects.
They should also not confine their consideration to technical and innovative skills
of the prospective employees, their creativity, team spirit and readiness to adapt to
changing scenario. The various policies of recruitment of any organization are
decided according to the work nature and type of industry in which it functions. A
number of influencing aspects are available that have an impact on the recruitment
policy. These aspects lie in the internal as well as external form. So the HR manager
has to have proper strategies for effective recruitment of the firm.

CHAPTER II: ORGANIZATIONAL PROFILE

2.1 Introduction:
With the support of Department of Management Studies, RIT, the researcher had the
privilege of working with HR Remedy India for my summer internship project. The
organization is based in Pune with its main office at Baner and the second branch at
Aundh. It was established in the year 2009 under the Directorship of Mr. Sachin Patel.
It works for recruitment of human resource for the market as well as provides training
to candidates seeking for job and who lack some abilities in them. The main aim of the
company is to provide excellent service to the employers by understanding their needs
and requirements of their organization. It can be rightly said that HR Remedy is
working as a perfect bridge between the employers and the employee with a view to
satisfy their needs by placing the best suitable candidate at place. They simply associate
the responsibilities to talent.
The core philosophy of the organization is to build stable and long lasting relations with
their clients by delivering them with value aided and high quality services. They have
determined and dedicated teams of employees serving each client organization. The
company provides a cutting edge and solutions for outsourcing through their best
compilation of people, processes, knowledge sharing and advanced technology.
Through this, they aim to achieve the objective of cost cutting in the years to go.
One of the success keys of any organization over the globe has been to get and retain
quality and loyal clients for them. HR Remedy has also adopted this key success factor.
It does not completely depend on the commercial or corporate databases. But it has
created strong channels as an alternative through which they get referrals on a large
scale. The company also provides career guidance to the candidates at a compliment to
other services.
The major reasons for the company to excel in the market have been their process of
careful evaluation tests, individuals with their technical and logical proficiency, soft
skills, and a proper fit to a firm’s culture, team building and a strong will power as well
as time frame to find a new position in the corporate world. In today’s modern world
where the business environment is on a rapid change, HR Remedy is fully committed
to provide efficient and effective quality in a confidential and skillful manner to every
individual client as well as candidate approaching them.

The clients of the organization rely on their ability to identify the best suitable on
strongly qualified candidates for their job openings that will satisfy their requirements
to the fullest. The company spends time with every candidate in personal to recognize
their skills and goals and to better understand about their background and interests.
2.2 Team of HR Remedy India:
The firm is built up of 16 pillars who have come with intellect, energy, knowledge and
enthusiasm in them. The management then imbibes in them commitment as well as
passion towards their tasks and duties. It is the efforts from the entire team that has
helped the firm to achieve levels of excellence in both performance and services.
At present, the Director of the firm is Mr. Sachin Patel and the HR Manager is Ms.
Heena Shekhawat. The internal recruitment in handled by Ms. Heena and Mr. Sachin
takes care of the external recruitment provided by the firm. The training and
development department is managed by Ms. Sonam Jangam under the guidance of the
HR Manager.

2.3 Organizational Structure:
Director
Mr. Sachin Patel
HR Manager
Heena Shekhawat
Sonam Jangam Internal External

T&D Recruitment Recruitment
Nikita Rajkuwar Kalya

Trainee Trainee Aniket Preeti Thengane
(Engineering) (Insurance)
Aastha Mr. Pradip Sahoo

Trainee (Sales)
Mayur Rupali Lahode

Trainee Trainee
Kaushik Zeba Khan

Trainee Trainee
Ankush Swati Mundalik

Trainee Trainee
Harish
Trainee
2.4 Recruitment Philosophy of the firm

The management of the firm believes that recruitment is not just getting the vacancies
filled by providing the suitable candidate for the job. The real struggle of the recruiter
begins after that where he has to handle issues like false commitments, increasing
attrition rate, increasing market opportunities and interpersonal grievances between the
superiors and peers.
To overcome with these problems, HR Remedy has designed its own unique
recruitment philosophy. According to this, the company considers all the parameters

while selecting an employee for an employer. The philosophy is such that it takes care
of the future potential problems along with the current requirements. There is a
3600approach while selling an employee to an employer as well as an employer to an
employee.
2.5 Services of HR Remedy India:
I. HR Consulting Services
HR process consulting is coming into view nowadays in all the sectors of
economy. It is a very effective and powerful method that helps the firms
enhance their recruitment process in terms of efficiency, curtail the meeting
times and the address conflict. With the consulting service, HR Remedy delivers
streamlined and excellent process designs to different companies with varying
scale and size. It provides this service to companies of all the sectors, especially
Insurance and Consultancy. This services have crossed the national boundaries
as well and reached the APAC region.
II. Recruitment Process Outsourcing
The task of finding the perfect talent, at the required time and expected location
has become difficult than always in the today’s changing global environment.
In this situation, a partner who can help the organizations and take the complete
responsibility with addition to bringing cost advantage is welcomed by all the
organizations. Recognizing this need of the market, HR Remedy has started
providing Recruitment service line all over India cutting across all the
industries. At present, it manages 40,000+ hires all over the country at 200
different locations. The firm is an expert in providing Just in time services for
manpower recruitment. The major domains where the firm provides these
services include FMCG, BFSI, Engineering, Pharmaceutical, Consultancy, IT
and Automobile.
III. Corporate Training Services
The firm provides different training services to the corporate along with the
manpower recruitment services. These services include:
1. Cross cultural communication and Business etiquettes
2. Executive business and social etiquette
3. Managing effectively
4. Managing for Success at work

5. Making and managing miracle teams

6. Time management, Business communication, Soft skills and Presentation
skills
IV. Walk in Drive services
Many companies do not want to spend their money on advertisements, job
portals, and other sources of recruitment, but still want maximum results for
their recruitment openings. HR Remedy helps such firms with walk in drive
services wherein the companies get recruitment aid in minimum possible
resources.
V. HR Practical Training
HR Remedy provides practical training to job seekers in the field of HR.
Anyone desiring to make their career in HR can go for this practical training
and get a corporate exposure for themselves. Even experienced people or people
wishing to change their domain to HR come for this training to brush up their
knowledge and get acquainted with the latest trends of HR. This training
program includes three modules, viz.:
1. Recruitment
2. Core HR
3. Payroll
2.6 Training and Development course provided by the firm
The Advance Corporate Training program for HR Practices provided by HR Remedy
India includes the following:
Module I: Recruitment
This module teaches:
Manpower planning, MRF, Job analysis and description and recruitment for different
business models. It also includes practical training on headhunting and mapping, bulk
and niche recruitment, use of different job portals and social networking sites as a
source of recruitment, Applicant tracking system, conducting interviews both
telephonic and face to face, preparation of offer letter and appointment letter, joining
and exit formalities and background verification.
Module II: Core HR
This module focuses on the core activities of the HR department. The sub-divisions of
this module are as below:

1. Admin HR
It includes keeping records of employees, management of attendance and
leaves, MIS reports, etc.
2. Learning and Development
It includes the need analysis of training for employees, designing training
calendar and selecting the trainers for the training programme.
3. Core HR also includes Policy implementation, attrition and retention
management, implementation of new policies and change transformation.
Module III: Payroll
This module is completely dealing with the monetary aspects of the HR department
viz., calculation of salary, presentation of salary slips and so on. It also includes training
on different softwares used for payroll calculation and salary disbursement systems.
The module also consists of statutory compliances of the companies and different laws
of the government related to the HR department.
The course includes extra sessions on:
1. Communication skill development
2. Interview skill development
3. Corporate etiquettes
As a complement to the course, the firm provides placement assistance for three months
after the course is completed.
2.7 Competitors of HR Remedy India
In a city like Pune, strong competition is prevailing in all the sectors of the corporate.
HR Remedy India is also facing tremendous competition from other placement
consultancies and training institutes. Some of these competitors include:
2.7.1 Competitors for the placement services:
1. Pinnacle Consultancy, Baner
2. Enflexis Solution Pvt Ltd, Baner
3. Black Turtle, Baner
4. Genie Manpower Services, Baner
5. Milestone Jobs, Baner
6. Pathfinder Consultancy, Pashan
7. Hitech Placement Consultancy, Aundh Camp
8. Aces India, Dapodi

9. Sharp Consultancy Services, Chinchwad

10. Sri Placement Services, Kothrud
11. Unicon Security and Labours, Bund Garden
12. Blossom India, Deccan Gymkhana
2.7.2 Competitors for the training and development services:
1. PSK Software and Services Pvt. Ltd.
2. Appin Technology lab, Kothrud
3. Vishvavidya Corporate Versity, Balewadi
4. Metier HR Services, Karve nagar
5. First Degrees Executive Search Pvt. Ltd., Pune

2.8 Clients of HR Remedy India

CHAPTER III: THEORETICAL BACKGROUND

3.1 Introduction:
Recruitment is simply a process in which prospective candidates or job seekers are
attracted and motivated to apply for the job openings available in different
organizations.
It refers to the overall process of attracting the candidates to apply for job, screening
and scrutinizing their resumes, conducting preliminary and final interviews and
selecting the individual for the vacancy.
Recruitment simply means to give a detailed and well defined job description as well
as job specification in the job openings so that the company can attract maximum
candidates who have the perfect set of skills and qualifications in them.
3.2 Objectives of Recruitment:
The main goals of recruitment for any firm are as follows:
1. To attract top talent in terms of knowledge, skills, attitude, personality and
communication. [1]
2. Gaining competitive advantage in the market by hiring and retaining bright and
efficient individuals. [1]
3. Company growth[1]
- Recruitment will allow a company to acquire skills, talent, and knowledge
and experience which the company was lacking in the past.
4. To forecast the manpower requirement of the organization.
5. To enable the firm to advertise itself and attract talented individuals.
6. To review the list of objectives of the organization and try to achieve them by
promoting the firm in the minds of people.
(Jillian Peterson, Demand Media [1])

3.3 Process of Recruitment:
Manpower planning
Manpower requisition form
Job description
Finding sources of recruitment
Selecting the best source
Searching for
prospective candidates
Screening the CVs
Preliminary interview
Face to face interview
Final interview
Select Reject
Salary discussion
Offer letter
Selection process
Medical tests
Placement
Orientation and
Induction

The recruitment at HR Remedy India undergoes through the following steps:

1. Manpower planning
- Manpower means the workers or employees (human labour) required for the
organization. Manpower planning is to decide in detail the number of people
required for the functioning of the organization, the tasks they need to perform,
their designation in the firm, and so on. In short, it gives the requirement of
human resource to be hired.
- For manpower planning, first the additional and replacement requirement is
finalized. Then the approval for how many candidates can be recruited is given
by the top authorities and the total vacancies are identified. After this, action is
taken as to which vacancies to be filled in which quarter of the financial year.
This planning is done at the beginning of the year by all the organizations.
2. Manpower requisition form (MRF)
- This form includes in detail description regarding the vacancy like the
designation, expectations from the candidate, skills to be possessed, job
description, educational details, questions to be asked while screening
candidates and so on. It is always prepared by a technical person at a higher
position in the firm. If the manpower recruitment of the firm has to be
outsourced, the firm has to provide the MRF to the consultancy or other
concerned party for the purpose of finding the candidates.
3. Job description
- Job description is always prepared from the candidates’ point of view. The basic
elements included in it are designation, location of the job, skills required, salary
offered, experience required (if any), educational qualification, etc.
4. Find out sources of recruitment and choose the best source
- The recruitment sources have a general and broad classification as internal and
external. Depending on the requirement of the job, the recruiter and the
management decides as to which source to opt for. The internal sources of
recruitment include promotion, transfer, employee referrals, job enlargement,
job rotation, re-employment of retired persons and giving employment to
deceased family member. The external sources include job portals, labour
contractors, job fairs, newspaper and other print advertisements and so on.

5. Searching the prospective candidates

- The recruiter finds the probable candidates through any of the internal or
external sources. HR Remedy India uses job portals and employee and
candidate referrals on a large scale for internal as well as external recruitment.
Job posting, mass mailing and bulk SMS are also used on a medium scale and
social networking sites are used on a small scale.
6. Screening the CVs and shortlisting the best suitable candidates matching the job
description
- After finding the prospective candidates, their resumes are screened and
candidates are shortlisted for the interview. Sometimes, telephonic interactions
are also conducted for shortlisting purpose.
7. Preliminary interview (Most of the times telephonic)
- This is to find the basic criteria of the candidates. The recruiter judges the
communication skills, confidence and on the spot answering ability of the
candidate. Telephonic interviews may sometimes be unproductive as fake
persons can answer the call and create confusion which leads to misjudging.
8. Face to face interview
- The candidate appears before the recruiter for the first time in this stage. The
interviewer judges the interviewee on the basis of confidence, communication
skills, aptitude, logical and analytical skills, technical knowledge, consistency,
experience, domain knowledge, innovative ability and resume presentation. If
the candidate clears the first round of interview, he/she is selected for the final
interview.
9. Final interview
- In this interview, the top authorities take participation in the recruitment
process. The domain knowledge, willingness towards the job, and experience
of the candidate is focused in this stage.
(These steps are carried out only after the candidate gets selected, thus it can be
said that they are a part of selection process)
10. Salary discussion
- If the candidate is selected in the final interview, he/she is called for salary
discussion. If the salary offered and salary expected matches, the candidate
accepts the job. If it does not match, both negotiate with each other and come to
a decision.

11. Offer letter

- Once the candidate agrees with the salary offered, a legal offer letter signed by
the top authorities of the company is drawn. It is then given to the candidate.
After this point of receiving the letter, the candidate legally becomes the
employee of the organization and joins the job.
12. Medical tests
- Some companies have statutory compliances of conducting medical tests for
candidates joining them. Medical tests are conducted most probably for
government sector firms, companies like BHEL, ONGC, private sector firms,
etc.
13. Orientation and induction
- This is the final step of the process when the candidate joins the firm as an
employee. It is conducted to make the person familiar with the culture, working
and employees of the organization. It gives the person a brief idea of the
company and the tasks he/she has to carry out on the job.

Job Analysis Surplus

Net HR
HR plan requirements Shortage
Job vacancies
Recruitment plan
1. Number
Searching Applicants’
Screen Potential hires
2. Type technique pool
s
To
selection
Strategy
Development
Sources: Where, Applicants Evaluation and
How, When? Population Control
Process of Recruitment
(Source: Essentials of Human Resource Management and Industrial Relations: P.
Subba Rao)
3.4 Manpower Planning

Human resource planning is the first and the most important step of recruitment. E. W.
Vetter defined Manpower planning as a systematic series of actions through which a
firm shifts from the present position of human resource to the desired or expected
position of manpower. It is a concentric approach in which there is overall planning and
decision of all the functions and activities of human resource. This is done to ensure
that the company has sufficient number of motivated and developed people who can
perform duties and task as per the expectations which will eventually lead to

achievement of individual and organizational goals along with satisfaction of

employees.
The manpower planning takes place as follows:
1. For an existing company
- The company recognizes the need for recruitment.
- Each department’s head carries out the planning for their particular department.
- The top authorities then go through these plans and approve the manpower to
be recruited.
- They then decide as to which vacancies to be filled in which quarter of the year.
- Finally the action is taken by the department heads and management hand in
hand with each other.
2. For a newly started firm
- The forming company looks at its competitors as to what type of and what
number of manpower they have. They also analyse the different strategies
adopted by them.
- They benchmark a particular firm and see how many employees are working
there in each department and accordingly make the plan.
- The company first hires the senior authorities as they have more knowledge and
experience.
- Finally, they discuss with these members and work out the final plan of
manpower and implement the same.
3.5 Manpower Requisition Form (MRF):
Manpower Requisition Form is a form for planning the required manpower for the firm.
It is only for the internal use of the firm and may also be provided to the consultancy
or other external source which they are using for recruitment process outsourcing. It is
prepared by the top authorities of the organization and consists of:
a. Job title, position title, no. of positions available, experience required, job
location, etc.
b. Desired candidate profile
c. Job description – Roles and responsibilities, Skills required
d. Annual CTC range to be offered
e. Personal details, Educational details, Additional details
f. List of competitors
g. Sources to be used to search candidates

h. Urgency of position, list of questions to be asked while screening the candidates

and many more
It is duly signed by the HOD, General Manager, and HR of the firm and approved by
the Management.
3.6 Sources of Recruitment:
When the company is in need of efficient human resource, the major questions arise
are:
1. Where will they get this pool of people?
2. How will these people get to know that the firm is requiring them and in search
of them?
The answer to the first question lies in the sources of recruitment. The second question
is answered by the techniques of recruitment used to stimulate the potential candidates.
Generally people feel that the sources of recruitment and techniques of recruitment are
the same. But there is a differential line between them. The role of the management of
the company is to find out the best sources of recruitment as soon as possible and
implement them for the purpose.
These sources have a broad classification into two main sources. The sources which are
internal are those that are available within the pursuit of the organization and external
are those that lie outside the pursuit of an organization.
Sources of Recruitment
Internal External
 Promotion  Job portals

 Transfer  Labour contractors
 Employee  Management consultant
referrals
 Employment agency
 Job enlargement
 Campus recruitment
 Job rotation
 Newspaper ad or other
 Re-employment print media ad
of retired persons
 Free ad posting sites
 Employment to
 Walk in interviews
deceased family
 Social networking sites
member

I. Internal Sources
1. Promotion
Organizations consider the present employees in the firm for a higher job profile,
if any vacancy is available for the same. Promotion means an increase or hike in
the designation level, responsibilities, salary package, allowances, incentives and
other benefits.
2. Transfer
This source involves the vertical movement of the employee from one branch of
organization to another. It does not involve any change in the designation, pay-
scale, incentives or responsibilities.
3. Employee referrals
These candidates are referred and recommended by the present employees of the
organization. It helps the organization to get quality candidates as the employees
refer only those people who they feel will satisfy the needs of the business. The
company offers some incentives to the employees providing this source as the cost
of recruitment is reduced drastically due to their reference.
4. Job enlargement
This means to make a current employee work extra, i.e. an increase in her tasks to
be performed or a change in her job profile. It also includes an increment in the
pay and other allowances. This can be used only when the person has the
knowledge about the other job which is to be handed over to her.
E.g.: An employee is working for HR-Admin. There is a vacancy for Payroll
Executive in the same firm. Instead of hiring a new employee, the same working
for Admin is handed over with the Payroll job.
5. Job rotation
Job rotation means to make an employee work for different jobs on a cycle basis.
She/he will be shifted from one job to another as and when the need arises. It is
also helpful to the employee as she/he is able to get experience in different jobs
and enhance the performance for the both.
6. Re-employment of retired persons
Retired persons of the company have an experience as well as loyalty towards the
organization. Some companies prefer to re-hire these people as a token of their
loyalty or sometimes even to avoid inter-personal disputes for promotion. The re-

employment may be on temporary basis for the completion of a specific project or

continued till the company or the person himself wishes.
7. Employment to dependant of deceased employee
Many times, employees in the organization face some accidents and get deceased,
disabled or even lose their lives. Organizations have a view of developing loyalty
and commitment towards the employees as well as their family members. So, they
provide employment to the dependants of such deceased employees to build up
their image in the market as well as get the vacancy filled without spending on it.
II. External Sources
1. Job portals
Technological innovations are taking place worldwide and the Human resource
domain is also not away from its effect. Job portals are websites where the job
seekers can post their resumes and search for job. Job providers can post their job
openings and find the right candidates for their firm. In short, job portal is a virtual
platform where prospective employees and employers can meet.
2. Campus Recruitment
This is the best source of recruitment where there are openings for freshers because
colleges have an excellent pool of freshers. It helps the businesses recruit cream of
the new blood. The company shortlists the institute on the basis of the quality of
students and past records of placements from that institute. They build good
relations with top institutes before the competitors could grab the opportunity. It is
a cost effective source as well because sometimes the institutes themselves pay the
companies for getting their students placed.
3. Labour contractors
This source is normally used to acquire non-technical and unskilled labour for
ground level work. The people who have a group of workers contact different
companies for hiring them on wage basis may be for a temporary period or till a
project gets completed.
4. Management consultant
Management consultants are companies which outsource the recruitment process
for other companies by charging some fees for the same. When the line managers
use this type of sources, they are set free from the different activities of recruitment.
This facilitates them to focus on other important functions of the firm. These
consultancies are also called as executive search engines and many companies

depend on them for securing highly specialized as well as executive level positions.
But there are some limitations to this source due to which many companies don’t
opt for it. These include a high cost expenditure, confidential nature of the function,
ineffectiveness in performance and no guarantee of satisfaction level.
5. Employment agency/Public Employment Exchange
This agency is similar to a management consultancy, just the difference being that
it functions only for government jobs. They are specially formed so that the
candidates can get all required information about the vacancies. According to the
rules and regulations of Employment Exchange Act, it is mandatory for all the
organizations both public and private in the country to occupy certain vacancies
through this type of source.
6. Newspaper ad or other print media ad
This is the oldest method of recruitment used by companies to post their
advertisements in newspapers or other print media to attract candidates. It is
generally used for government openings.
7. Free ad posting sites
This is a type of E-recruitment method wherein companies post their job openings
on websites of different companies free of cost. This is a very effective means
because prospects all throughout the globe can be targeted with no monetary
resources spent for the same. Some of the known free as posting sites are
Quikr.com, OLX.com, Click.in, Clickindia.in, Webmirchi.com, Zilap.com, Yet5,
etc.
8. Walk in interviews
There are some companies which are very busy or changing rapidly. It is very
difficult for them to find time for the different functions of recruitment. So they
announce walk-ins wherein the potential candidates can directly approach for the
interviews without any prior communication or application. The specific date, time
and place is decided by the company. The suitable candidates will then be selected
for further processes.
9. Social networking sites
There are many networking sites like LinkedIn and Facebook.com that are also
used for searching suitable candidates for job openings. Facebook is a means to
attract youngsters (freshers) by posting the jobs or creating different pages to

inform about vacancies. LinkedIn can be used more often to search for candidates
who are already working and having experience in particular domain.
10. Head hunting
Head hunting means searching a person for a senior position or a position for which
candidates are rarely available. It is a very difficult job as the company has to
convince a passive job seeker by offering higher pay-scale, extra benefits and
allowances and so on. The companies request professional firms to do this job and
find candidates for senior executive positions. The head hunters are commonly
known as search consultants. All head hunters are recruiters, but all recruiters are
not head hunters. The major sources of head hunting include LinkedIn,
Competitors’ research and analysis and grabbing an extra-ordinary talent out of
them, referrals, etc.
11. Body shopping
There are some professional and technical training firms that create a pool of
manpower in a way that they become eligible for possible employment. The
organizations wanting to hire people directly contact such training firms or the
firms contact the organizations to get the candidates placed. These are body
shoppers who professionally train people and this entire process is known as body
shopping. It is most probably done for computer professionals.
3.7 Uses of Recruitment sources
There are many sources available for recruitment, but employers use only those which
are suitable to them. This depends on the type of skills, talent and knowledge required
for the jobs as well the level of jobs available. The following diagram shows the different
sources of recruiting used as per the skills and levels.

Recruiting Sources used by skill and level

(Source: Adopted from Stephen L. Mangum, “Recruitment and Job search: The
recruitment tactics of employers”, Personnel Administrator, p.102)

3.8 Factors affecting recruitment

There are internal and external factors that affect recruitment. These are listed as below:
3.9 Pros and Cons of Internal and External recruitment:

Internal recruitment has the following advantages and disadvantages:
I. Internal Recruitment
The external recruitment for any firm has the following advantages and
disadvantages:
1. Pros/Advantages
a. It is the quickest method for getting a vacancy filled as there is no requirement
for advertising for recruitment as well it is not needed to conduct sorting of
CVs and second interviews.
b. The time for training or orienting the candidate is reduced as he/she is already
familiar with the company’s culture and different business models used by the
firm.
c. There will be very little chances of the new recruited person to be unhappy or
unsatisfied with his/her job and so will be easy to retain such employee.

d. Brand new employees have to be given training which costs a huge amount to
the firm and they also do not fully integrate even after the training programme.
e. Recruiting internally provides motivation to the employees and creates a
positive impact on their morale. The current employees will feel that the
company sees them as prospects for the progression and advancement and that
the firm is desiring to provide new career and growth opportunities to them.
2. Cons/Disadvantages
a. There generates narrowing of thinking and spread of stale ideas in the
company.
b. Internal politics will start prevailing in the organization due to the discontent
of rejected employees, special treatment expected by some employees and so
on.
c. There will be a small talent pool as fewer applicants or probable candidates
will be available.
d. It the company recruits internally, there arises a need to find replacement for
the old position which becomes vacant.
e. A ripple effect is created in the firm due to internal recruitments as vacancies
are generated one after the other.
II. External recruitment
The external recruitment for any firm has the following advantages and
disadvantages:
1. Pros/Advantages
a. It provides new ideas and fresh perspectives for the business.
b. It increases diversity in the workplace and allows rapid growth of the
organization.
c. The new recruit may bring new insights, knowledge, skills and experience from
the other companies, which will help them avoid mistakes in the prevailing
firm.
d. It initiates a turnaround for the business activities.
e. Hiring experienced people on the job will reduce the task of training them.
f. There will be less upsetting of present organizational hierarchy and so internal
politics can be avoided to an extent.
g. There will be availability of bigger talent pool as more applicants will be
present.

h. If the company has to make major changes in the functions and activities of the
business, the external recruits will be less reluctant for the same than the
internally recruited employees. This is so because they bring “fresh blood” into
a company and are happily ready to adapt to and facilitate the changes.
2. Cons/Disadvantages
a. The major disadvantage of external recruitment is expenditure of resources
like time, money and efforts on a large scale.
b. It takes a long time to find and train a brand new person in an organization.
c. It is very costly to advertise for external recruitment and it takes recruiters’ lot
of time if he has to sort out the CVs and conduct interviews.
d. A person from outside takes more time to adjust with the culture and processes
of the organization.
e. It destroys the incentive of present employees to try hard to get promoted.
f. It may sometimes hurt the morale of present employees and affect their
loyalty.
3.10 Job Portal:
A job portal, well known as career portal is a website which helps in the process of
recruitment by bringing in touch the employer and the employee. The job seekers can
post their resumes on these job portals and the employers can search for suitable
candidates for their jobs through these portals. The different job portals used at HR
Remedy India were:
1. Shine.com
2. Monster.com
3. TimesJobs.com
4. Recruiter.com
5. LinkedIn
Many candidates post their resumes and job expectations on these portals. When
companies are looking for candidates, they prefer to go through these portals to find out
who can be the prospects for their job vacancy. This is a cheaper source for employers
as compared to other sources and so many prefer to use it. It also provides the
expectations of candidates and so the company does not have to waste time in
interviewing them to understand the same.

3.11 Free ad posting sites:

There are different sites used by HR Remedy India for free ad posting about job
openings, training program and other aspects about their firm. These sites include:
1. Quikr.com
2. Yet5.com
3. OLX.com
4. Clickindia.com
5. Webmirchi.com
6. Click.in
7. Zilap.com

CHAPTER IV: DATA ANALYSIS AND HYPOTHESIS TESTING

Data analysis means the inspection and cleaning of data so that it is transformed into
simple and understandable form and thus used for decision-making. The data collected
through questionnaires is analyzed using SPSS software. The analysis and its
interpretations are presented as follows:
Table no. 4.1: Type of recruitment in which employees of HR Remedy India are
engaged Statistics
Type of recruitment engaged
Valid 16
N
Missing 0
Mean 1.688
Std. Deviation .4787
Graph no. 4.1: Type of recruitment in which employees of HR Remedy India are
engaged

Interpretation: 68.8% employees are engaged in external recruitment and the rest are
engaged in internal recruitment. It can thus be interpreted that maximum employees of
the firm deal with external recruitment.
Table no. 4.2: Employees having recruitment pool/database with them

Statistics
Recruitment pool
Valid 16
N
Missing 0
Mean 1.000
Graph no. 4.2: Employees having recruitment pool/database with them
Interpretation: All the employees of the firm have a recruitment database with them.
Thus, the firm can provide their clients with suitable candidates in time. The recruitment
database improves their efficiency and saves time and other resources.

Table no. 4.3: Best internal source of recruitment as per the employees of HR
Remedy India
Statistics
Best internal source of recruitment
Valid 16
N
Missing 0
Mean 3.375
Std. Deviation 1.0247
Graph no. 4.3: Best internal source of recruitment as per the employees of HR
Remedy India
Interpretation: Out of 16, 7 employees say that employee referrals is the best internal
source or recruitment, 5 employees say that job enlargement is the best source, and the
remaining prefer job rotation, promotion and transfer respectively. Thus maximum

employees say that employee referral is the best internal source of recruitment followed
by job enlargement, job rotation, promotion and transfer.
Table no. 4.4: Best external source of recruitment according to the employees of
HR Remedy India
Statistics
Best external source of recruitment

Valid 16
N
Missing 0
Mean 4.500
Std. Deviation 2.7568
Graph no. 4.4: Best external source of recruitment according to the employees of
HR Remedy India
Interpretation: According to the employees of HR Remedy India, consultancy is the

best external source of recruitment, followed by job portals, campus hiring and social
networking sites. The employees have focused only on consultancy and job portals as
external source of recruitment, ignoring the other sources.

Table no. 4.5: Best job portal according to the employees of HR Remedy India
Statistics
Best job portal
Valid 16
N
Missing 0
Mean 2.313
Graph no. 4.5: Best job portal according to the employees of HR Remedy India
Interpretation: As per 56.25% employees of HR Remedy India, Shine.com is the best

job portal, 25% say that Monster.com is the best job portal and 18.75% say that
TimesJobs.com is the best job portal. Maximum employees in the firm prefer
Shine.com as the best source of recruitment.

Table no. 4.6: Prime competencies considered while recruiting a candidate

Interpretation: As per the Principal Component Analysis of the prime competencies

considered while recruiting a candidate, four competencies i.e. Experience, Technical
knowledge, Innovative ability and Communication skills of the candidates have been
extracted. Experience is the competency ranked the highest by employees of HR
Remedy India and Aptitude is given the least ranking.
Table no. 4.7: Recent trends used in the organization
Sr. No. Recent trends used in the firm No. of employees Percentage of response
1 Boolean search 0 0
2 Keyword search on job portal 16 100
3 Audio and Video resumes 0 0
4 Social networking sites 16 100
Creating own websites for resume
5 upload 16 100
6 Advanced search on LinkedIn 16 100
Graph no. 4.7: Recent trends used in the organization
Response for recent trends used by the firm
Advanced search on LinkedIn 100
Creating own websites for resume upload 100

Recent trends
Social networking sites 100
Audio and Video resumes 0
Keyword search 100
Boolean search 0
0% 50% 100%
Percentage of response
Interpretation: All the employees of the firm say that the recent trends used by them
are keyword search on job portals, social networking sites, creating own websites for
candidates to upload their resumes and advanced search on LinkedIn. Thus, all the
employees use the same recent trends and no one is taking initiative to use some other
trends.

Table no. 4.8: Search on job portals giving reliable results

Statistics
Search on job portal providing reliable
results
Valid 16
N
Missing 0
Mean 2.000
Graph no. 4.8: Search on job portals giving reliable results
Interpretation: Keyword search on job portal gives maximum reliable results to 100%
employees of the firm. Thus it is seen that all the employees are satisfied with the
keyword search and thus using it on regular basis.

Table no. 4.9: Source giving maximum job responses to the employees of HR
Remedy India Statistics
Source giving maximum job
responses
Valid 16
N
Missing 0
Mean 1.375
Graph no. 4.9: Source giving maximum job responses to the employees of HR
Remedy India
Interpretation: According to the employees, calling through job portals gives

maximum responses and some feel that mass mailing or bulk SMS give maximum job
responses. The Company uses many means to attract probable candidates for job
openings, but as per the employees calling through job portals gives the maximum
results.

Table no. 4.10: Lead time for sourcing
Statistics
Lead time for sourcing
Valid 16
N
Missing 0
Mean 2.125
Graph no. 4.10: Lead time for sourcing
Interpretation: Maximum i.e. 87.5% employees of the firm say that a week to 15 days
is the lead time for sourcing for them and the remaining 12.5% say that for them it is
15 days to a month. It can thus be interpreted that maximum employees complete their
task of sourcing within 15 days, but some exceed it to a month which is quite a long
time.

Table no. 4.11: Tests used by employees of HR Remedy India for recruiting a
candidate Statistics
Tests used for recruitment
Valid 16
N
Missing 0
Mean 4.000
Graph no. 4.11: Tests used by employees of HR Remedy India for recruiting a
candidate
Interpretation: All the 16 employees in the firm use only personal interview tests for
recruitment. Thus it is seen that the firm is using a test which can have personal bias
and so it is not very effective.

Table no. 4.12: Source used by employees of HR Remedy India to track candidates
Statistics
Source used for tracking
candidates
Valid 16
N
Missing 0
Graph no. 4.12: Source used by employees of HR Remedy India to track

candidates
Interpretation: The source used for tracking candidates is MS Excel which is same for
all employees. It can thus be interpreted that the firm is using traditional means for
tracking candidates.

Table no. 4.13: Different recruitment processes used for different grade employees
Statistics
Different recruitment processes
used for different grade people
Valid 16
N
Missing 0
Graph no. 4.13: Different recruitment processes used for different grade
employees
Interpretation: All the employees of HR Remedy India use different recruitment

processes for jobs of different grades. Thus it can be understood that the recruitment
process and the steps followed in it differ according to the position, grade and
designation of the job offered.

Table no. 4.14: Percentage of candidates backing out after being offered job
Statistics
Back out percentage after offering job
Valid 16
N
Missing 0
Graph no. 4.14: Percentage of candidates backing out after being offered job
Interpretation: According to the 50% employees of the firm, 10-20% candidates back
out after being offered job. 31.25% employees say that 20-30% candidates back out
12.5% employees say that more than 30% candidates back out and 6.25% employees
say that 5-10% candidates back out. Thus, it is interpreted that on an average 20%
candidates back out after being offered job.

Table no. 4.15: Percentage of employees leaving job within 1-3 months
Statistics
Employees leaving job within 1-3
months
Valid 16
N
Missing 0
Graph no. 4.15: Percentage of employees leaving job within 1-3 months
Interpretation: 81.25% employees say that 10-20% employees leave the jobs within
1-3 months and 6.25% say that less than 10% employees leave the job within 1-3
months. It can thus be seen that 10-20% employees leave job within 1-3 months.

Statistics
Employees leaving job within 3-6
months
Valid 16
N
Missing 0
Interpretation: 75% employees of HR Remedy India say that 10-20% employees leave
job within 3-6 months and 6.25% employees say that more than 30% employees leave
job within 3-6 months. Employees are thus taking a short time experience and leaving
jobs within 3-6 months.

Statistics
Employees leaving job within 6-12 months

Valid 16
N
Missing 0
Interpretation: Maximum employees say that less than 10% employees leave job
within a period of 6-12 months. Thus, it is clear that as the employee spending more
than 6 months in a company slowly starts adopting to its culture and tries to stick to the
job.

Table no. 4.18: Technological support for the process of recruiting
Statistics
Technological support for
recruitment
Valid 16
N
Missing 0
Mean 3.000
Graph no. 4.18: Technological support for the process of recruiting
Interpretation: All the 16 employees in the firm take technological support of

telephone and online support. It is thus seen that 100% employees make use of limited
means of technology for recruitment.

Table no. 4.19: Awareness of Video resume among the employees of the firm
Statistics
Awareness of video resume
Valid 16
N
Missing 0
Awareness of video resume

Frequency Percent Valid Percent Cumulative
Percent
No 5 31.3 31.3 31.3
Valid Yes 11 68.8 68.8 100.0
Total 16 100.0 100.0
Graph no. 4.19: Awareness of Video resume among the employees of the firm
Interpretation: 68.75% of the employees of the firm are aware of the video resume
and very few i.e. 31.25% are not aware of it. It is thus clear that maximum employees
are aware of video resume, but still the firm is not providing opportunity for the
employees to bring it in practice.

Job portals used by HR Remedy India

Free ad posting sites used by HR Remedy India

HYPOTHESIS TESTING
Null Hypothesis (H0): The tests used for recruitment are not highly correlated to
the period a candidate is able to sustain the job.
Alternate Hypothesis (H1): The tests used for recruitment are highly correlated to
the period a candidate is able to sustain the job.
Table no. 4.20: Hypothesis testing

Pearson Correlation test Employees Employees Employees

leaving job leaving job leaving job
within 1-3 within 3-6 within 6-12
months months months
Tests used for recruitment Pearson Correlation .413 .130 -.035
Sig. (2-tailed) .112 .631 .898
Sum of Squares and Cross- 1.313 .563 -.250
products
Covariance .088 .038 -.017
N 16 16 16
Interpretation: It can thus be concluded that the tests used for recruitment and the
period for which employees sustain in the firm are highly correlated. The constraints
employees leaving job within 1-3 months and 3-6 months are positively correlated with
the tests used for recruitment and those leaving job within 6-12 months are slightly
negatively correlated. So it can be said that the tests used are not mapping the
expectations of the job and are not capable of finding the suitability of the candidate.
Hence because of this mismatch between the candidate and the job expectations, the
attrition rate is high.

CHAPTER V: FINDINGS, CONCLUSIONS AND SUGGESTIONS

After the complete analysis and investigation of the study, the researcher came to the
following findings about the recruitment process of HR Remedy India:
5.1 General findings during the internship
1. The process of recruitment is very complicated which starts from Manpower
planning and ends with exit interviews only when the person leaves the
organization.
2. Many companies are now opting for Recruitment process outsourcing.
3. Recruitment is not just getting vacancies. The vital job of a recruiter is getting
solutions on Attrition, False commitments, Interpersonal issues with peers and
superiors, and so on.
4. The attrition rate of newly recruited candidates is very high in Consultancy and
Insurance firms.
5. Many candidates apply for job without having a clear idea of the job profile.
6. The major reason for freshers leaving the job offers is the salary package offered
to them.
5.2 Analytical findings from the study:
1. 68.8% employees of HR Remedy India are engaged in external recruitment and
the rest are engaged in internal recruitment.
2. All the employees of the firm have a recruitment database with them.
3. Out of 16, 7 employees say that employee referrals is the best internal source or
recruitment, 5 employees say that job enlargement is the best source, and the
remaining prefer job rotation, promotion and transfer respectively.
4. According to the employees of HR Remedy India, consultancy is the best
external source of recruitment, followed by job portals, campus hiring and social
networking sites.
5. As per 56.25% employees of HR Remedy India, Shine.com is the best job
portal, 25% say that Monster.com is the best job portal and 18.75% say that
TimesJobs.com is the best job portal.
6. As per the Principal Component Analysis of the prime competencies considered
while recruiting a candidate, four competencies i.e. Experience, Technical
knowledge, Innovative ability and Communication skills of the candidates have
been extracted.

7. All the employees of the firm say that the recent trends used by them are
keyword search on job portals, social networking sites, creating own websites
for candidates to upload their resumes and advanced search on LinkedIn.
8. Keyword search on job portal gives maximum reliable results to 100%
employees of the firm.
9. According to the employees, calling through job portals gives maximum
responses and some feel that mass mailing or bulk SMS give maximum job
responses.
10. Maximum i.e. 87.5% employees of the firm say that a week to 15 days is the
lead time for sourcing for them and the remaining 12.5% say that for them it is
15 days to a month.
11. All the 16 employees in the firm use only personal interview tests for
recruitment.
12. The source used for tracking candidates is MS Excel which is same for all
employees.
13. All the employees of HR Remedy India use different recruitment processes for
jobs of different grades.
14. According to the 50% employees of the firm, 10-20% candidates back out after
being offered job. 31.25% employees say that 20-30% candidates back out
12.5% employees say that more than 30% candidates back out and 6.25%
employees say that 5-10% candidates back out.
15. 81.25% employees say that 10-20% employees leave the jobs within 1-3 months
and 6.25% say that less than 10% employees leave the job within 1-3 months.
16. 75% employees of HR Remedy India say that 10-20% employees leave job
within 3-6 months and 6.25% employees say that more than 30% employees
leave job within 3-6 months.
17. Maximum employees say that less than 10% employees leave job within a
period of 6-12 months.
18. All the 16 employees in the firm take technological support of telephone and
online support.
19. 68.75% of the employees of the firm are aware of the video resume and very
few i.e. 31.25% are not aware of it.
20. According to almost all the employees of the firm, the whole process of
recruitment generates results in about a period of 15 days.

21. The external training and development program provided by the firm is not very
effective and so it requires huge promotion through tele-counselling.
5.3 Conclusions from the study:
The researcher completed the entire study and came to the understated conclusions
about the recruitment process adopted by HR Remedy India:
1. The company has engaged many employees in internal recruitment due to its
high attrition rate.
2. All the employees of the firm keep a recruitment database with them in order to
avoid any future uncertainties that may occur due to improper database.
3. According to the employees of HR Remedy India, employee referrals is the best
internal source of recruitment and the least preference is given to promotion and
transfer.
4. The employees of the firm have only focussed on consultancy and job portals
as external sources of recruitment.
5. Shine.com is the best job portal according to the employees of the firm as it
gives them maximum reliable results and is more user friendly.
6. As per the employees of the firm, experience is the prime competency
considered while recruiting a candidate.
7. All the employees are following each other and using the same trends in the
organization, which are slowly becoming common.
8. Keyword search on job portal is the most reliable as compared to the Boolean
search as per the employees of the firm.
9. The employees of the firm get maximum job responses through calling through
job portals and mass mailing or bulk SMS and very few from job posting and
direct approaches of candidates.
10. Some employees take a very long duration of a month for sourcing candidates
while rest complete it within 15 days.
11. Personal interview tests are used for recruitment by HR Remedy India which
can involve personal bias.
12. Traditional means for tracking candidates used by the firm can create hurdles in
its path to progress in today’s fast moving economy.
13. There are different recruitment processes followed for different grade people as
every candidate cannot be judged in the similar manner a fresher is judged.

14. On an average 20% candidates back out after being offered job, the reasons
being low package as compared to their skills and talent, 6 days working culture,
more than 8 hrs. per day working and better opportunities in other firms.
15. Newly joint employees leaving the job is not a good sign for the image of the
firm.
16. Employees leave jobs after working for 3-6 months due to uneven working
conditions or work pressure.
17. Employees spending more than 6 months in the firm either start developing
loyalty and determination towards their work adopting to the work culture or
want to somehow complete experience of a year in the firm to add value to their
resume.
18. HR Remedy India is making use of limited means of technology due to which
they may not be able to take competitive advantage.
19. Majority of employees are aware of the concept video resume, but don’t have
practical exposure to the same at their workplace.
20. The entire process of recruitment i.e. time taken for tests, personal interviews to
final selection generates results in about 15 days.
5.4 Suggestions for HR Remedy India from the study:
The recruitment process of HR Remedy India has some problems. To overcome
these problems, the researcher has suggested the firm with the following ways.
These will help the firm to manage the drawbacks to some extent.
1. HR Remedy India can rethink and redesign its recruitment process to retain its
employees. It can also provide internal training and on the job training so that
new candidates get acquainted with the activities of the firm.
2. The firm may also concentrate on job rotation, promotion and transfer as an
internal source of recruitment.
3. The employees of the firm can also focus on campus hiring, job fairs, free ad
posting sites and printed ads as a source of external recruitment.
4. HR Remedy India shall also try out for other job portals like Recruiter.com,
Naukri.com and others which they are not using widely.
5. The company may allow its employees use new trends in recruitment so that
they strongly sustain in the competitive market.

6. The company may concentrate on strategies which can make job posting a
powerful tool for getting job responses as it is cost effective as well as requires
less manpower efforts.
7. The employees taking a month to source candidates should try ways to minimize
their lead time.
8. The firm shall use tests like aptitude test, psychometric test, some technical
tests, etc. which can be more reliable for choosing talented candidates.
9. HR Remedy India may use Applicant Tracking System (ATS) for keeping a
track of candidates so that it is more efficient to manage.
10. The firm might try for some attractive workplace conditions and organizational
culture which will help them retain the newly selected and newly joint
candidates.
11. The firm may provide satisfying working culture to the employees as well as
help them for handling work pressure which will provide them with employee
retention.
12. The company may start using audio and video resume for screening of
candidates as they can provide more insight about the candidate.
13. The firm should bring in practice the concept of video resume and train the
employees regarding the same who are not aware of it.
14. HR Remedy India can change its protocol of keeping the first month’s salary as
a deposit with the company as it creates a negative feeling in the minds of
employees newly joining the company.

CONCLUSION
From this study it can be concluded that, recruitment process at HR Remedy India
needs regressive efforts. If not planned properly, it leads to wastage of resources for
both the employer as well as the candidates. The Manager and employees in HR
Remedy are satisfied with their recruitment process but the candidates are not, as it
is very lengthy. Another reason for dissatisfaction is the actual job not matching its
description. The internal recruitment should be more focused to achieve employee
retention in the organization. It has also been found that job portals are given the
most importance while searching for candidates for a job. The attrition rate is quiet
high due to long working hours of the company and 6 days working culture. The
working environment in the firm is also not warm or welcoming to the newly joint
employees. The firm thus has to focus a lot to retain its employees, attract new talent
towards them as well as using latest technology and systems in the firm.

BIBLIOGRAPHY
1. http://www.hrremedyindia.com/; June 08, 2015; 1202 Hrs.
2. http://www.ripublication.com/gjfm-spl/gjfmv6n8_06.pdf; August 15, 2015;
1225 Hrs.
3. http://businesscasestudies.co/cummins/using-effective-recruitment-to-retain-
competitive-advantage/the-importance-of-recruitmentand-
selection.html#axzz3irWUpTdl; August 15, 2015; 1227 Hrs.
4. P. Subba Rao; Essentials of Human Resource Management and Industrial
Relations; Himalaya Publishing House; Edition 5th - 2010

ANNEXURE: QUESTIONNAIRE
1. In which type of recruitment are you engaged?

a. Internal
b. External
2. Do you have a recruitment pool/database?

a. Yes
b. No
3. Which is the best internal source of recruitment as per you?

a. Promotion
b. Transfer
c. Employee referrals
d. Job enlargement
e. Job rotation
f. Re-employment of retired employees
4. Which is the best external source of recruitment according to you?

a. Job portals
b. Labour Contractors
c. Campus hiring
d. Newspaper advertisements
e. Print media
f. Social networking sites
g. Consultancy
h. Free add posting sites
i. TV/Radio
j. Job fairs
k. Any other, please mention

5. Which is the best job portal according to you?

a. Monster.com
b. Timejobs.com
c. Shine.com
d. Quikr.com
e. Recruiter.com
f. Clickindia.in
g. Click.in
h. Any other, please mention
6. What is the prime competency you consider while recruiting a candidate? Rate each
competency on the scale of 1 to 9 according to the priority.
a. Communication skills
b. Aptitude
c. Logical and analytical skills
d. Technical knowledge
e. Consistency
f. Experience
g. Domain knowledge
h. Innovative ability
i. Resume presentation
7. Which of the following trends are used by your organization currently?

a. Boolean search
b. Keyword search
c. Audio and Video resumes
d. Social networking sites for attracting probable candidates
e. Creating own websites for candidates to upload their resumes
f. Advanced search on LinkedIn
g. Any other, please specify
8. Which of the following searches on job portals provide you reliable resumes?
a. Boolean search
b. Keyword search

9. From which source do you get maximum job responses?

a. Calling through contacts on job portals
b. Mass mailing or SMS
c. Job posting
d. Direct candidates approaching the firm
10. What is the lead time for sourcing?

a. Less than a week
b. Week to 15 days
c. 15 days to a month
d. More than a month
11. Which of the following tests does HR Remedy India use for recruiting the
candidates?
a. Written or Aptitude test
b. Group Discussion
c. Personal Interview
d. Psychometric test
f. Any other, do specify the same
12. What do you use to track the source from where you get candidates?
a. Manual records
b. Special software (Name it)
c. Other online means
d. MS Excel
13. Do you prefer to use different process or techniques of recruitment for people
belonging to different grades?
a. Yes
b. No

14. On an average, how many candidates do not accept the offer of the job and back out?
a. 05 - 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
15. What is the percentage of candidates that leave the job within the period of 1- 3
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
16. What is the percentage of candidates that leave the job within the period of 3- 6
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
17. What is the percentage of candidates that leave the job within the period of 6-12
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
18. What type of technological help do you take which facilitates the process of
recruitment and makes it easier?
a. Telephonic interviews
b. Video conferencing
c. E-mail and other online support
d. Any other, please specify

19. Do you know anything about “Video Resume”?

a. No
b. Yes, then do you use it – Yes/No
20. How much time do you need to come to the final results of recruiting a candidate?
(Time required from the first contact with the candidate to the final selection or
rejection of the candidate)

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MBA Programme 2015-2016

“An Analytical study of Recruitment process

In partial fulfillment of requirement for the award of

Under the Guidance of

Dept. of Management Studies, RIT, Rajaramnagar

This is to certify that the project report entitled

In the partial fulfillment of Post-Graduation Degree of

Dept. of Management Studies, RIT, Rajaramnagar

This is to certify that the project report entitled

With Special Reference To

“HR Remedy India, Pune”

In the partial fulfillment of Post Graduation Degree of

Under my guidance and supervision. To the best of my knowledge and

Prof. Dr. Hemlata Gaikwad

Dept. of Management Studies, RIT, Rajaramnagar

I undersigned Miss. Snehal Shrikant Shinde (MBA-

Hemlata Gaikwad. The empirical findings in this report are based on

data collected by myself. The matter presented in this report is not

Dept. of Management Studies, RIT, Rajaramnagar

This research project bears the imprint of many persons cooperation

Miss. Snehal Shrikant Shinde

Dept. of Management Studies, RIT, Rajaramnagar

Dept. of Management Studies, RIT, Rajaramnagar

CHAPTER I: INTRODUCTION TO THE STUDY

Dept. of Management Studies, RIT, Rajaramnagar

1.4.1 Research design

Dept. of Management Studies, RIT, Rajaramnagar

1.4.4 Data Analysis

Dept. of Management Studies, RIT, Rajaramnagar

Dept. of Management Studies, RIT, Rajaramnagar

CHAPTER II: ORGANIZATIONAL PROFILE

Dept. of Management Studies, RIT, Rajaramnagar

Dept. of Management Studies, RIT, Rajaramnagar

2.3 Organizational Structure:

Sonam Jangam Internal External

Nikita Rajkuwar Kalya

Aastha Mr. Pradip Sahoo

Mayur Rupali Lahode

Kaushik Zeba Khan

Ankush Swati Mundalik

2.4 Recruitment Philosophy of the firm

Dept. of Management Studies, RIT, Rajaramnagar

Dept. of Management Studies, RIT, Rajaramnagar

5. Making and managing miracle teams

Dept. of Management Studies, RIT, Rajaramnagar

Dept. of Management Studies, RIT, Rajaramnagar

9. Sharp Consultancy Services, Chinchwad

Dept. of Management Studies, RIT, Rajaramnagar

2.8 Clients of HR Remedy India

Dept. of Management Studies, RIT, Rajaramnagar

CHAPTER III: THEORETICAL BACKGROUND

(Jillian Peterson, Demand Media [1])

Dept. of Management Studies, RIT, Rajaramnagar

3.3 Process of Recruitment:

Manpower requisition form

Finding sources of recruitment

Selecting the best source

Screening the CVs

Face to face interview

Dept. of Management Studies, RIT, Rajaramnagar

The recruitment at HR Remedy India undergoes through the following steps:

Dept. of Management Studies, RIT, Rajaramnagar