A SUMMER INTERNSHIP PROJECT REPORT ON

Recruitment and selection process at KVIK SOLUTIONS

Bachelor of Business Administration

(Batch: 2016-2019)

Supervised By: Submitted by:

SUPRIYA SARDANA KHUSHBOO MENDIRATTA
ASSISTANT PROFESSOR BBA 5TH semester Morning -A
Roll No.: 05315901716

RUKMINI DEVI INSTITUTE OF ADVANCED STUDIES

NAAC ACCREDITED „A+‟ Grade
Category „A++‟ Institute
High grading 83% by joint assessment
An ISO Certified Institute
(Approved by AICTE, HRD Ministry, Govt. of India)
Affiliated to Guru Gobind Singh Indraprastha University, Delhi
2A & 2B, Madhuban Chowk, Outer Ring Road, Phase –I, Delhi – 110085
TABLE OF CONTENTS
Certificate from Corporate Mentor
Acknowledgement i
Student Declaration ii
Certificate from Guide iii

CHAPTER-1: INTRODUCTION 1
1.1 Recruitment 2
1.2 Selection 12

CHAPTER-2: COMPANY‟S PROFILE

2.1 Company’s Profile 15

CHAPTER-3: RESEARCH METHODOLOGY 22

3.1 Research Objectives of the Study 23
3.2 Research Methodology 23
3.2.1 Research Design 23
3.2.2 Data Collection Sources 23

3.2.3 Sample Design 25

3.2.3.1 Sample Size 25
3.2.3.2 Sampling Method 25

CHAPTER-4: DATA ANALYSIS AND INTERPRETATION

4.1 Analysis and Interpretation 26

CHAPTER-5: FINDINGS & CONCLUSION 34

5.1 Findings 35
5.2 Conclusion 36

CHAPTER-6: SUGGESTIONS & RECOMMENDATIONS 37

6.1 Suggestions and Recommendations 38

BIBLIOGRAPHY 39
ANNEXURES 40
 ACKNOWLEDGEMENT

I offer my sincere thanks and humble regards to Rukmini Devi Institute Of Advanced Studies, GGSIP University,
New Delhi for imparting me valuable professional training in BBA.

I pay my gratitude and sincere regards to Assistant Professor MS Supriya Sardana, my project Guide for giving
me the cream of her knowledge. I am thankful to her as she has been a constant source of advice, motivation and
inspiration. I am also thankful to her for giving her suggestions and encouragement throughout the project work.

I am also thankful to my family and friends for constantly motivating me to complete the project and providing me
an environment which enhanced my knowledge.

KHUSHBOO MENDIRATTA
05315901716
 STUDENT‟s DECLARATION

This to certify that I have completed the project titled “Recruitment and Selection process at KVIK Solutions’’
under the guidance of “MS. Supriya Sardana’’ in the partial fulfillment of the requirement for the award of the
degree of “Bachelors in Business Administration” from “Rukmini Devi Institute of Advanced Studies, New
Delhi.” This is an original work and I have not submitted it earlier elsewhere.

Name: KHUSHBOO MENDIRATTA

Enrollment No: 05015901716
 CERTIFICATE (From the Guide)

This is to certify that the summer training project titled “Recruitment and Selection process at KVIK Solutions” is
an academic work done by “KHUSHBOO MENDIRATTA” submitted in the partial fulfillment of the requirement
for the award of the degree of “Bachelors in Business Administration” from “Rukmini Devi Institute of Advanced
Studies, New Delhi” under my guidance and direction. To the best of my knowledge and belief the data and
information presented by her in the project has not been submitted earlier elsewhere.

Ms. Supriya Sardara

Assistant Professor
RDIAS

1
 Chapter - 1
INTRODUCTION

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RECRUITMENT

“The art of choosing men is not nearly so difficult as the art of allowing those one has chosen to attain their
full worth”.

Recruitment is the process through which organizations unearth and attract individuals to fill job vacancies.
Most organizations have a continuing requirement to recruit new employees for replacing those who have/are
going leave or are promoted in order to acquire new skills and promote organizational growth.

Recruiting commence when a vacancy occurs and the recruiter receives authorization to fill it. The next
step in the process is careful examination of the job and enumeration of skills, abilities and experience required to
perform the job successfully. Other steps follow:

 Creating an applicant pool using internal or external methods

 Sourcing
 Screening
 Shortlisting
 Interviewing
 Closure

Meaning:
Recruitment is a positive approach of searching for potential employees and stimulating them to apply for the jobs
in the organization. When more people will apply for jobs then there will be a scope for recruiting better man
power.

The job-seekers are also, on the other hand, are looking for organizations offering them employment. Recruitment
is an activity that brings together those with jobs and those seeking jobs. In simple words, the term recruitment
refers to discovering the source from where prospective employees may be selected. The scientific recruitment
process leads to higher productivity, better wages, high morale level, reduction in labor turnover and enhanced
reputation. It motivates people to apply for jobs; therefore it is called as a positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a hiring of qualified personnel and making
out selection of requisite manpower both in their quantitative and qualitative aspect. It is the development and

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maintenance of adequate man- power resources. This is the first stage of the procedure of selection and is
completed with placement.

Definition:
According to Edwin B. Flippo, “It is a process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.” He further elaborates it, terming it both negative and
positive.

He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio, i.e.
the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good
number of those who apply, leaving only the best to be hired. ”

In the words of Dale Yoder, “Recruitment is the process to “discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.”

Kempner writes, “Recruitment forms the first stage in the process which continues with selection and ceases with
the placement of the candidates.”

In personnel recruitment, management tries to do far more than merely fill job openings. As a routine the formula
for personnel recruitment would be simple i.e., just fill the job with any applicant who comes along.

Joseph J. Famularo has said, “However, the act of hiring a man carries with it the presumption that he will stay
with the company-that sooner or later his ability to perform his work, his capacity for job growth, and his ability to
get along in the group in which he works will become matters of first importance.” Because of this, a critical
examination of recruitment methods in use should be made, and that is the purpose of this chapter.

Process of Recruitment:

Recruitment Process Passes through the Following Stages:

(i) Searching out the sources from where required persons will be available for recruitment. If young managers are
to be recruited then institutions imparting instructions in business administration will be the best source.

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(ii) Developing the techniques to attract the suitable candidates. The goodwill and reputation of an organization in
the market may be one method. The publicity about the company being a professional employer may also assist in
stimulating candidates to apply.

(iii) Using of good techniques to attract prospective candidates. There may be offers of attractive salaries, proper
facilities for development, etc.

(iv) The next stage in this process is to stimulate as many candidates as possible to apply for jobs. In order to select
a best person, there is a need to attract more candidates.

Factors Influencing Recruitment:

All enterprises, big or small, have to engage themselves, in recruitment of persons. A number of factors influence
this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise:

The number of persons to be recruited will depend upon the size of an enterprise. A big enterprise requires more
persons, at regular intervals while a small undertaking employs only a few employees. A big business house will
always be in touch with sources of supply and shall try to attract more and more persons for making a proper
selection. It can afford to spend more amounts in locating prospective candidates. So the size of an enterprise will
affect the process of recruitment.

2. Employment Conditions:
The employment conditions in an economy greatly affect recruitment process. In under-developed economies,
employment opportunities are limited and there is no dearth of potential candidates. At the same time suitable
candidates may not be available because of lack of educational and technical facilities. If the availability of persons
is more, then selection from large number becomes easy. On the other hand, if there is a shortage of qualified
technical persons, then it will be difficult to locate suitable persons.

3. Salary Structure and Working Conditions:

The wages offered and working conditions prevailing in an enterprise greatly influence the availability of
personnel. If higher wages are paid as compared to similar concerns, the enterprise will not face any difficulty in
making recruitments. An organization offering low wages can face the problem of labor turnover.

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The working conditions in an enterprise will determine job satisfaction of employees. The enterprise offering good
working conditions like proper sanitation, lighting, ventilation, etc. would give more job satisfaction to employees
and they may not leave their present job. On the other hand, if employees leave the jobs due to unsatisfactory
working conditions, it will lead to new recruitment of new persons.

4. Rate of Growth:
The growth rate of an enterprise also affects recruitment process. An expanding concern will require regular
employment of new employees. There will also be promotions of existing employees necessitating the filling up of
those vacancies. A stagnant enterprise can recruit persons only when present incumbent vacates his position on
retirement, etc.

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 CONCEPT

RECRUITMENT- It is a process of Placing the Right Person at Right Place in Right

Time.

It is a process of Finding and Attracting capable applicants for the purpose of employment. The
process commence when new recruits are sought and ends when the application are submitted. The
result is a pool of applications from which new employees are selected.

It is an important part of an organization’s Human Resource Planning and their competitive strength. Human
Resource Planning helps determine the number and type of manpower an organization needs. Job Analysis and Job
Design specify the tasks and duties of jobs and the qualification expectations from the jobholders.

Human Job Analysis

Resource Determine
Planning recruitment and
selection needs

HRP is the process (including Job Analysis may be understood as a

forecasting, developing and
controlling) by which a firm ensures
that it has the right number of people
and the right kind of people at the right
time doing work for which they are
economically most useful.
process of studying and collecting
information relating to the operations and
responsibilities of a specific job. The
immediate products of this analysis are job
descriptions and job specification.

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JOB DESCRIPTION:
Job description is a written record of the duties, responsibilities and requirements of a particular job. It is
concerned with the job itself and not with the work. It is a statement describing the job in such terms as its title,
location, duties, working conditions and hazards. In other words, it tells us what is to be done and how it is to be
done and why. It is a standard of function, in that it defines the appropriate and authorized contents of a job.

JOB SPECIFICATIONS:
Job Specification is a standard of personnel and designates the qualities required for an acceptable performance. It
is a written record of the requirements sought in an individual worker for a given job. In other words, it refers to a
summary of the personal characteristics required for a job. It is a statement of the minimum acceptable human
qualities necessary for the proper performance of a job.
Features:
1. Recruitment is a process or series of activities rather than a single act or event.
2. Recruitment is a linking activity as brings together those with the jobs (Recruiter) and those seeking jobs
(candidates/prospective employees).
3. Recruitment is a positive function as it seeks to develop a pool of eligible candidates from which most
suitable ones can be selected.
4. Recruitment is an important function as it makes it possible to acquire the number and types of candidates
necessary for continued function of the organization.
5. Recruitment is a pervasive function.
6. Recruitment is a two way process- Recruiter chooses whom to recruit -Candidates chooses where to apply.
7. Recruitment is a complex job as many factors affect it,eg image of the organization, nature of jobs offered,
organizational policies etc.

RECRUITMENT NEEDS ARE OF THREE TYPES

1. Planned i.e. the needs arising from changes in organizations and retirement policy
2. ANTICIPATED needs are those movements in personnel, which an organization can predict by studying
trends in internal and external environment.
3. UNEXPECTED resignation, deaths, accidents, illness give rise to unexpected needs.

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IMPORTANCEOF RECRUITMENT
1. Attract and encourage more and more candidates to apply in the organization.
2. Create a talent pool of candidates to enable the selection of best candidates for the organization.
3. Determine present and future requirements of the organization in conjunction with its personnel planning
and job analysis activities.
4. Recruitment is the process which links the employers with the employees.
5. Increase the pool of job candidates at minimum cost.
6. Help increase the success rate of selection process by decreasing number of visibly under qualified or
overqualified job applicants.
7. Help reduce the probability that job applicants once recruited and selected will leave the organization only
after a short period of time.
8. Meet the organizations legal and social obligations regarding the composition of its workforce.
9. Begin identifying and preparing potential job applicants who will be appropriate candidates.
10. Increase organization and individual effectiveness of various recruiting techniques and sources for all types
of job applicants.

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RECRUITMENT PROCESS

The recruitment process begins when you know you need someone new in the Department, either because an
existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment
has been made.
The main stages are identified in the below flow chart –

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FACTORS AFFECTING RECRUITMENT
Recruitment is naturally subject to influence of several factors. These include external as well internal forces.

INTERNAL
FACTORS EXTERNAL FACTORS
1. Recruitment 1. Supply and
RECRUITMENT
policy Demand
2. HRP 2. Unemployment
3. Size of the firm 3. Labor Market
4. Cost 4. Political-Social

Sources of Recruitment:

The various sources of recruitment are generally classified as internal source and external source.
(a)Internal Sources: This refers to the recruitment from within the company. The various internal sources are
promotion, transfer, past employees and internal advertisements.

(b)External Sources: External sources refers to the practice of getting suitable persons from outside. The various
external sources are advertisement, employment exchange, past employees, private placement agencies and
consultants, walks-ins, campus recruitment, trade unions, etc.

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TRENDS IN RECRUITMENT
The following trends are being seen in recruitment:

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

Poaching / Raiding
“Buying talent” (rather than developing it) is the latest mantra being followed by
the organizations today. Poaching means employing a competent and experienced person already working with
another reputed company in the same or different industry; the organization might be a competitor in the industry.

E-Recruitment
Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist
the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using the Internet.

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 SELECTION
SELECTION is the process of differentiating between applicants in order to identify and
hire those with a greater likelihood of success in a job.

PURPOSE FOR SELECTION

The purpose of selection is to pick up the most suitable persons who would match the requirements of the job and
the organization. The emphasis in selection is, therefore, on the optimal match between the person and the job.

A secondary objective in selection could be to choose the best person available. However, there could be a real
problem with such an objective if the Job is not appropriate for the person concerned. It may become difficult for
organizations to retain their best people in jobs that do not offer opportunities for them to harness their potential;
instead they may lead to problems of monotony, boredom and frustration among Individuals and increased and
increased turnover of staff for the organization.

SELECTION DECISION

Correct Selection Decisions are those where the candidate was predicted to be successful in advance and prove to
be successful on the job. At times the applicant is predicted to be unsuccessful and, as expected, performs
unsatisfactorily after getting selected. While in the first case, the worker is successfully accepted; in the later the
worker is successfully rejected.
Errors arise when we reject a candidate who would have performed successfully on the job. This is termed as reject
error. In certain situations a worker is accepted ultimately and performs unsatisfactorily. This is called accept error.
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SELECTION PROCESS

13
SELECTION VS RECRUITMENT

Basis Recruitment Selection

Meaning It is an activity of establishing contact It is a process of picking up
between employers and applicants. more competent and
suitable employees.
Objective It encourages large number of It attempts at rejecting
Candidates for a job. unsuitable candidates.
Process It is a simple process. It is a complicated process.
Hurdles The candidates have not to cross over Many hurdles have to be crossed.
many hurdles.
Approach It is a positive approach. It is a negative approach.
Sequence It proceeds selection. It follows recruitment.
Economy It is an economical method. It is an expensive method.
Time Consuming Less time is required. More time is required.

14
CHAPTER-2
Company
Profile

15
Company Overview

KVIK Solutions

An insight
1
7
16
About KVIK
We speak not to impress but to influence and inspire

KVIK Solutions is a growing training and recruitment firm with experts delivering best results. We also provide
services in organizational development and IT Services. We help your growing or changing needs and ignite the
untapped reservoir of potential to match the performance and results. From 2008, KVIK Solutions has been
consistently proving its strength in the fields of hiring and training. Design Thinking, Situational Leadership,
Executive Coaching, New Hire training, Sales Training, V&A,Business ,writing NLP,Stress Management,Client
Interfacing Skills,Motivational Workshops,Floor Coaching,Team Building Training,Time Management,Corporate
Etiquette,Change Management,Effective Leadership Training,Interpersonal Skills,Train the Trainer,Be a
Mentor,Communication training,Telephone Etiquette,Email Writing,Web chat techniques,Corporate Etiquette.It
provides services as- Permanent Staffing – Our team specializes in permanent hiring and follows a process to ensure
hiring in the least possible time. We understand your requirement, source and research with the help of domain
specialists, conduct multi stage screening and interview with your and our internal teams help and finally deploy the
candidate.Resume Writing – This is your first impression and we would like it to be the best for you! Let the
creativity roll to build something that will last long – satisfactory job. Our team of experts works with you to
understand who you are what you have achieved and where would you like to be and then design the best resume for
you. Online Portal – Online portal for candidates to submit their CVs to find suitable jobs vis-a-via employers can
choose suitable candidates from the same platform. Submit CVs and post jobs on our website.

Vision

To create leaders enriched with values, confidence and thoughts. We believe in systematic review of our approach so
that we always strike a balance between equipping people to deliver current goals, preparing them for the changing
requirements of future roles and offering some opportunity for personal growth. Innovation and learning is the key to
achieve excellence.

Mission
Our mission is to provide a competitive edge to our customers by proactively inspiring people to reach higher
levels of performance. We aim at providing quality training linked to the needs of the community. We welcome
everyone into a friendly atmosphere where friends are made, learning is enjoyed and high standards are maintained

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Why KVIK?
1. Unique and creative solutions that meet the clients’ expectations by realizing the clients’ business objectives
2. Continuous search for the right candidate for our clients
3. Creative approaches to the clients’ special needs in order to find unique and tailored training solutions
4. Team work based on the implementation of progressive efforts in designing training programs and hiring.
5. Professional quality of services provided by a highly motivated team
6. We serve our clients’ basis their need – Discover, Interpret, Ideate, Experiment, Evolve

Services Quality is Job ONE

Recruitment
Solutions

Services

Learning
&
Development

1. Recruitment Solutions

 Permanent Staffing – Our team specializes in permanent hiring and follows a process to ensure hiring in
the least possible time. We understand your requirement, source and research with the help of domain
specialists, conduct multi stage screening and interview with your and our internal teams help and
18
 finally deploy the candidate.

 Resume Writing – This is your first impression and we would like it to be the best for you! Let the
creativity roll to build something that will last long – satisfactory job. Our team of experts works with
you to understand who you are, what you have achieved and where would you like to be and then
design the best resume for you.

 Online Portal – Online portal for candidates to submit their CVs to find suitable jobs vis-a-via
employers can choose suitable candidates from the same platform. Submit CVs and post jobs on our
website.

Learning & Development

Corporate Prism
 Design Thinking
 Situational Leadership
 Executive Coaching
 New Hire training
 Sales Training
 V&A
 Business Writing
 NLP
 Stress Management
 Client Interfacing Skills
 Motivational Workshops
 Floor Coaching
 Team Building Training
 Time Management
 Corporate Etiquette
 Change Management
 Effective Leadership Training

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  Interpersonal Skills
 Train the Trainer
 Be a Mentor
 Communication training
 Telephone Etiquette
 Email Writing
 Web chat techniques
 Corporate Etiquette

Career Pedal
 Campus to Corporate
 Personality Development
 V&A
 Business Writing
 NLP
 Stress Management
 Client Interfacing Skills
 Motivational Workshops
 Team Building Training
 Time Management
 Corporate Etiquette
 Change Management
 Effective Leadership Training
 Interpersonal Skills
 Train the Trainer
 Communication training
 Telephone Etiquette
 Email Writing
 Corporate Etiquette
 Industrial Training

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  Internships
Global Language Suite
 BEC - Business English Certification by The Cambridge University
 GETS by QAI
 IELTS by Cambridge University

PARTNER All of your customers are partners in your mission

 Infosys BPO
 Café Coffee Day
 Arcesium
 Intelenet
 Capita India Pvt. Ltd.
 Software Paradigms Infotech Pvt. Ltd.
 Collabera Technologies
 Sakha Group
 Accenture
 OI Media
 Classboat
 Chandigarh University
 D.Y Patil College of Engineering, Pune
 JD Institute of Technology, Nagpur
 Madison Street Capital
 JRA & Associates
 JIMS
 Gwynnie Bee
 Testrocker, Inc.
 Indus Business Academy, Bangalore
 P.M. College of Engineering
 Monsoon Multimedia
 New Delhi Institute of Management
 BMR Advisors
 Teknnova Software Solutions Pvt. Ltd.
 Auxilium IT
 JRA & Associates
 IANS
 ECGPlus Technologies Pvt. Ltd.
 Pureplay Multimedia
 Mindteck Pvt. Ltd
 Pagalguy.com
 Anupam Steel
 Infinite Events

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CHAPTER-3
Research
Methodology

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The study will be conducted in order to achieve the aforesaid objectives including both
exploratory and descriptive in nature and involve personal interviews that will be based on the
questionnaire format. A Research Methodology defines the purpose of the research, how it
proceeds, how to measure progress and what all constitute success with respect to the objectives
determined for carrying out the research study.
 The research methodology for the present study has been adopted to reflect all of these
realties and help reach the logical conclusion in an objective and scientific manner.
 The present study attempted is Descriptive Research.
OBJECTIVE OF THE STUDY
The only objective of my study is to understand the various different ways of recruiting or
techniques adopted by different teams in KVIK Solutions.
The appropriate research design formulated is explained below.

RESEARCH DESIGN: Descriptive Research

It is typically concerned with describing problem and its solution. It is more particular and
purposive study. Before rigorous attempts are made for descriptive study, the well-defined
problems must be on hand. Descriptive study depends on one or more hypotheses. It is more
precise and particular. Descriptive research requires clear specification of who, why, what, when,
where, and how of the research. Descriptive design is directed to answer all of these problems.

DATA COLLECTION SOURCES:

PRIMARY DATA:
The data that is collected first hand by someone specifically for the purpose of facilitating the
study is known as primary data. So, in this research the data is collected from respondents
through QUESTIONNAIRE.

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PRIMARY SOURCES:

The required data has been collected from- QUESTIONNAIRE- survey among the officials and
employees of the KVIK Solutions and neighboring company employees.

PERSONAL INTERVIEWS- with the company representatives regarding recruitment and

selection practices in organization.

Advantages of the Primary data collection method:

 Primary data can be collected from a number of ways.

 Primary data is current and it can better give a realistic view to the researcher about the
topic under consideration.
 It provides information which is unbiased.
 It is relatively cheap and no prior arrangements are required.

SECONDARY DATA:
Secondary data refer to information gathered by someone other than the researcher conducting
the current study. Such data can be internal or external to the organization and accessed through
the Internet or perusal of recorded or published information. Secondary sources of data provide a
lot of information for research and problem solving. Such data are as we have seen mostly
qualitative in nature.

SECONDARY SOURCES:
The .secondary data has been collected from:

 Internet, websites
 Organizational Reports
 Case Studies
 Business magazines
 Books

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  Journals on e-Learning Industry.

Advantages to the secondary data collection method

 It saves time that would otherwise be spent collecting data.
 It provides a larger database (usually) than what would be possible to collect on one’s
own.
SAMPLING METHOD
Survey was done by QUESTIONNAIRE method.

SAMPLE AREA
South Delhi

SAMPLE UNIT
Officials and employees of KVIK Solutions and others neighboring company.

SAMPLE SIZE - 59

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 CHAPTER 4
DATA ANALYSIS
AND
INTERPRETATION

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Analysis
Survey overview
Profession (59 responses)
Question 1. What source you adopt to source candidates?

Interpretation- Maximum candidates are being sourced through job portals. Job portals are a
great source of finding the right candidates from pool of job seekers. Many firms use job portals
in order to look for right person with right skills at right time.
Question 2. How many stages are involved in selecting the candidates?

Interpretation- Majority of the people think that there are 3 stages involved in selecting the
candidates. In the process of selecetion candidates majorly the screening, shortlisting and
interviewing are the most crucial and important steps. All these must be performed in order to
provide the company with best caliber at least CTC.

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Question 3. Do you use any of the tests for recruitment?

Interpretation- 59.3% of people use tests for recruitment. For the purpose of understanding the
level of the candidates, tests are very important. These tests check through the capability and
understanding of the candidate at various levels in different situations.

Question 4. If yes, then what all tests?

Interpretation- Maximum number of people use personal interview followed by aptitude test
then written and group discussion. Personal interviews are used majorly to check how well is the
candidate is, in presenting himself or herself infront of a panel or a designated person, further to
this personal interviews also helps in understanding the behavior of the candidate, this is why is
the most practiced exercise in most of the companies.

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Question 5. How do you track the source of candidate?

Interpretation- Mostly sourcing of candidates is done manually followed by software, online.

Since screening is done majorly through job portals, therefore it is the source of the data is
usually done by recruitors manually.

Question 6. Apart from the HR Manager, who all from the other departments are required
to get involved in interviewing process?

Internship- It is believed that mostly HR Executives are required for interviewing the process.
Generally the HR executives are the people who finalize or shortlist the person during an
interview.

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Question 7. What is the average time spent by HR dept. while screening the candidate?

Internship- On an average 10 minutes are spent on screening of the candidate. Screening is the
process of going through the profile of the candidate, understanding of the candidate and
matching of the job profile with the candidates profile.

Question 8. What is the back out percentage of candidates after being offered?

Internship- 10-15% of candidates back out after job being offered. It is the tendency being
followed by the candidates that they back out after the job being offered. The mostly used reason
is the salary issue.

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Question 9. Do you follow different recruitment process for different grade of candidates?

Interpretation- Most of the people follow different recruitment process for different grade of
candidates. There are various profiles for which the recruiter recruits the candidates, for the
technical profiles, it is necessary to understand whether the candidate truly knows or has the
knowledge of various technical software or not. Therefore in such cases a technical round is also
there for such candidates.

Question 10. What percent of candidates leave within the period of 1-3 months?

Interpretation-5-10% of candidates leave from the organization within the period of 1-3
months. Generally people are switching because of higher salary . people now a days join
organizations, and they are wanting everything on their ease with more money in hand.

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Question 11. Does the company reimburse the traveling cost incurred by the candidate for
appearing in the interview?

Interpretation- 50% of people think that companies do not reimburse the amount for travelling
cost incurred by the candidate. Maximum companies do not reimburse the expenditure that the
candidate has borne for the purpose of giving the interview, irrespective of the amount of the
expenditure.

Question 12. Are you aware of the concept of “Video Resume”?

Interpretation- more than 50% of people are aware about the video resume. Digitalization is
increasing therefore to keep in cope with this emerging changes, many companies are adopting
the trend of video resume. It saves time and cost of both the candidate as well as the interviewer.

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Question 13. How much % generally the consultants charge?
Answer - 8.33

Interpretation- Maximum people think that the consultants charge 8.33. Mostly consultancies
charge 8.33% share which is almost equivalent to the candidates one month salary.

Question 14. According to you what should be the hierarchical manpower structure that
everyone should follow for recruitment process?

Interpretation- maximum people feel that follow is must to be practiced for good recruitment.
Follow up with the candidates is one of the most important task to be performed by all the
recruiters. This gives the candidate an assurance, confidence and somewhere a sense of
responsibility and this even reduces the chances of back outs.

33
CHAPTER-5
FINDINGS AND
CONCLUTION

34
 FINDINGS
Why are recruitment and selection an important process for any organization?
The primary aim in every organization for recruitment and selection process is to ensure that the
hiring process is fair and transparent by the HR personnel to ensure the selection of right
candidate on the basis of merit and relevance with the job. Recruiting the right candidate is itself
an important part for the success of an organization.
 Recruitment ensures transparency in the process of hiring- A proper recruitment and
selection process ensures that all the proceeding related to hiring and selection are performed
transparently, and all the members involved are following the recruitment process with complete
confidence over the end result. Moreover, being transparent also means that the candidates are
being always informed about the status of their application and if they are awarded with the job
or not.
 It provides Consistency- A recruitment and selection process which is not consistent gives
inconsistent results. Thus, consistency is also a reason for having an effective recruitment and
selection policy. Organizations should make sure that there are no different criteria for different
because it is not possible to find or determine the effectiveness of each individual. To achieve
consistency, a standard process must be followed.
 It lends Credibility to an Organization- Another reason for having a particular set of
recruitment and selection policy is to show that an organization is credible enough for applying.
Today, there are several job vacancies that aren’t genuine and so many candidates have got
trapped into the hands of such fake companies. Therefore, for gaining reliability, a company
must follow a specific application procedures that will make the candidate feel confident for the
position that they are applying for.
 Helps in framing an appropriate Job Description – Having a good recruitment and selection
policy is essential because it assists the organization in framing an accurate job description. An
appropriate job description is an integral part of an overall recruitment process as it clearly
describes what primary and secondary tasks will be performed along with the core competencies.

35
CONCLUSION

Most of the candidates are being sourced through job portals followed by campus recruitment,
employee referrals and so on. These candidates are manually sourced it approximate takes
10mins to screen one profile of one candidate. Generally 3 or more stages are involved in
selecting an employee. Many companies even use tests like written tests, aptitude tests, group
discussions, personal interviews for the shortlisting the candidates. It is also concluded that HR
executives are also involved in the process.

 10-15% of candidates back out after job being offered.

 5-10% of candidates leave the organization within the period of 1-3 months.
 50% of people think that companies do not reimburse the amount for travelling cost
incurred by the candidate.
 More than 50% of people are aware abut video resume.
 Generally consultants charge 8.33%.
 Follow up with candidates is must.

36
 CHAPTER-6
SUGESTIONS AND
RECOMMENDATIONS.

37
 SUGESTIONS AND RECOMMENDATIONS.

 Inform the candidate beforehand only about the salary bracket to reduce this 10-15% of
candidates back out after job being offered.
 Provide the candidates with the best in industry facilities and bring in them the sense of
responsibility for the so that this 5-10% of candidates leave the organization within the period
of 1-3 months. is reduced.
 More than 50% of people are aware abut video resume. To save the time and cost the
companies should take in practice video resumes facility.
 Follow up with the candidates to bring in them the responsibility , and build in some
emotions into the mind of candidates so that they do not leave the organizations. Therefore
Follow up with candidates is must.

38
 BIBLIOGRAPHY\REFERENCES
1. Books:
 Kothari, C.R. (1997). Research methodology, 3rd edition, 1997, Vikas Publishing House
Pvt. Ltd, New Delhi.
 Human Resource Management, CB GUPTA
 Human Resource and Personnel Management, K Aswathappa.
 Human Resource Management, Khanka

2. Websites
 www.google.com
 www.recruitment.naukrihub.com
 www.hrmguide.co.uk
 www.oneclickhr.com
 www.wikipedia.com
 www.scribd.com
 www.myprojects.com

3. Official
KVIK Solutions brochure and websites – www.kviksolutions.com

39
ANNEXTURES

40
8/4/2018 Recruitment Process

Recruitment Process
*Required

1. Name *

2. Profession *

3. What source you adopt to source candidates *

Tick all that apply.

Employee referral
Campus recruitment
Advertisement
Recruitment agencies
Job portals

Others

4. How many stages are involved in selecting the candidates? *

Mark only one oval.

1
2
3
4
More

5. Do you use any of the test for recruitment? *

Mark only one oval.

Maybe
Yes
No

41
 8/4/2018 Recruitment Process
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42
8/4/2018 Recruitment Process
6. If yes, then what all tests? *
Tick all that apply.

Written
Aptitude
Group Discussion
Personal Interview
Psychometric test
other

7. How do you track the source of candidate? *

Mark only one oval.

Manual
Software
Online
other

8. Apart from the HR Manager, who all from the other departments are required to get involved in
interviewing process? *
Tick all that apply.

Sales
Administration
HR Executives
Others

9. What is the average time spent by HR dept. during recruitment (each candidate)? *
Mark only one oval.

10 mins
20 mins
30 mins
More

10. What is the back out percentage of candidates after being offered? *
Mark only one oval.

1-5
5-10
10-15
15-20

11. Do you follow different recruitment process for different grade of candidates? *
Mark only one oval.

Yes
No

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8/4/2018 Recruitment Process
12. What percent of candidates leave withing the period of 1-3 months
Mark only one oval.

1-5%
5-10%
10-15%
15-20%
More

13. Does the company reimburse the traveling cost incurred by the candidate for appearing in the
interview? *
Mark only one oval.

Yes
No
Maybe

14. Are you aware of the concept of “Video Resume”? *

Mark only one oval.

Yes
No

15. How much % generally the consultants

charge? *

16. According to you what should be the hierarchical manpower structure that everyone should
follow for recruitment process? *

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