Summer Training Report

ON

RECRUITMENT AND SELECTION PROCEDURE

AT

SOURCING VALLEY

Submitted in partial fulfillment of the requirements

for the award of the degree of

Bachelor of Business Administration (BBA)

To

Guru Gobind Singh Indraprastha University, Delhi

Guide: Submitted by:

Dr.Monika Kulshreshtha Khushboo
Sharma
05190301716

Institute of Innovation in Technology & Management,

New Delhi – 110058
 Batch (2016-2019)

Certificate

I, Mr./Ms KHUSHBOO SHARMA, Roll No. 05190301716 certify that the

Project Report/Dissertation BBA-311) entitled “RECRUITMENT AND

SELECTION” is done by me and it is an authentic work carried out by me at

SOURCING VALLEY. The matter embodied in this project work has not been

submitted earlier for the award of any degree or diploma to the best of my

knowledge and belief.

Signature of the Student

Date:

Certified that the Project Report/ Dissertation (BBA-311) entitled

“RECRUITMENT AND SELECTION” done by Mr./Ms. KHUSHBOO

SHARMA, Roll No. 05190301716, is completed under my guidance.

Signature of the Guide

Dr. Monika Kulshreshtha
Designation:
Date:

Countersigned
 (Director / Project Coordinator)

ACKNOWLEDGEMENT
I would like to express my sincere gratitude to my project guide MR. Mrinal
Sachdeva & Mr. Mohit Sachdeva for giving me the opportunity to work on
this topic. It would never be possible for me to take this project to this level
without her innovative ideas and her relentless support and encouragement. I
would also thank my Institution and my faculty members without whom this
project would have been a distant reality. I would also like to thanks my
internal guide Dr. Monika Kulshreshtha for her constant support. I also
extend my heartfelt thanks to my family and well-wishers.

Khushboo Sharma
05190301716
 TABLE OF CONTENTS

Serial Particulars Page no.

no.
1 CERTIFICATE -

2 ACKNOWLEDGEMENT -

3 Chapter I: INTRODUCTION 1-7

4 1.1: Company Profile

5 1.2: Objectives of the Study

6 Chapter II: RECRUITMENT & SELECTION

7 Chapter III: DATA PRESENTATION &

ANALYSIS
8 Chapter V-: FINDINGS &CONCLUSION

9 Chapter VI-:
SUGGESTIONS/RECOMMENDATIONS

10 BIBLIOGRAPHY
 Chapter 1: INTRODUCTION

1.1 COMPANY PROFILE

We (Sourcing Valley) are a group of highly motivated professionals, who have been

successful in providing promising job opportunities to a large number of job seekers in India.

The services we offer to our clients include,

 manpower outsourcing,

 placement & consultancy services,

 skilled staff outsourcing.

Established in the year 2013, we are led under the able guidance of Highly Skilled

Professionals and has with their rich experience in reputed companies.

The expertise of our highly proficient team members backed by organized administrative set-

up has also helped us to record a positive growth in a short time span and achieve an annual

turnover in millions.

Quality is the core domain of our company and we promise to offer the best talents and

associated services to our clients.

We are dedicated to matching the organization’s requirements and opportunities with the

skills and aspirations of the individual. We endeavour to place professionals in appropriate

organizations that offer the suitable career development opportunities.

The basic idea to conclude a recruitment drive is derived through a simple measure to deploy

quality and deserving candidates to our esteemed Clients. By this we not only ensure the

growth of our Employers by adding quality support through our candidates but also the

growth of every single candidate in their respective fields and lives.

We have a huge database of applications, which acts as the foundation for the selection

process based on client’s requirements. Apart from this, we select applicants from various job

portals, advertisements and social networking platforms to increase our pool.

Our goal matches with our objective of becoming a global recruitment service provider

company.

We are committed towards providing exclusive manpower based services as per the emerging

needs of our clients. All the services we offer are scalable and the processes we use in our

work assist clients to achieve positive results. It is a difficult task for big as well as small

enterprises to go through all the applications of the candidates and select the right person.

We work together with our clients to develop long lasting associations, align our processes

with their financial and clinical needs and lend our expertise. We provide time-

bound services within the specific timeframe as per client’s requirements.

“Your dreams will

come true here.”

We are experts in what we do.

Key Attributes:

 Meeting the demands for most of the clients from starting to delivery.
  Offering innovative and flexible approach to every Company’s

and Candidates.

 Process orientated, quick update, in time planning and execution.

1.2 OBJECTIVES OF THE STUDY

To know about the company of SOURCING VALLEY. The objective of my study is to

understand and critically analyse the recruitment and selection procedures at SOURCING

VALLEY.

 To find out the recruitment process of “SOURCING VALLEY”.

 To find out how “SOURCING VALLEY” provide its recruitment services to its

client.

 Briefly identify how a consultant unit really works for its clients.

 To deeply analyse its service whether it meets the client requirement or not.

 To know its recruitment criteria about prospective candidates selection for different

job recruitment at different grade.

 To briefly analyse the methods & sources of recruitment at different levels.

1.3 SCOPE OF THE STUDY:

This study focuses on the existing “recruitment process” of the SOURCING VALLEY & the

company’s recruitment process for its clients.

To compare the current manpower and desired manpower of this company as well as their

clients requirement.
 Chapter 2: RECRUITMENT AND SELECTION

2.1 RECRUITMENT

INTRODUCTION TO RECRUITMENT:

Recruitment is one of the most critical human resource functions for

organisations. Attracting the right people, with the right blend of skills and experience into

the right jobs, and aligning this to the organisation’s overall objectives is crucial to

organisation success.

Whether the economic environment is booming, and attraction and retention of a talented and

flexible workforce is essential for competitive advantage, or is in a downturn and the survival

of the organisation depends on the productivity of staff, it is essential that the recruitment

function is clearly identified.

Meaning of Recruitment:

Recruitment (hiring) refers to the overall process of attracting, shortlisting, selecting and

appointing suitable candidates for jobs (either permanent or temporary) within an

organization. Recruitment can also refer to processes involved in choosing individuals for

unpaid roles. Managers, human resource generalists and recruitment specialists may be

tasked with carrying out recruitment, but in some cases public-sector employment agencies,

commercial recruitment agencies, or specialist search consultancies are used to undertake

parts of the process. Internet-based technologies to support all aspects of recruitment have

become widespread.

Need of Recruitment:

The primary aim of a recruitment and selection policy is to ensure a transparent and fair

hiring process that can assist the HR personnel to select the right candidate on the basis of

merit and relevance with the job.

Recruiting the right people carries supreme importance for the continuation of the success of

an organization.

1. It Ensures Transparency In The Hiring Process

A recruitment and selection policy ensures that all the procedures related to hiring and

selection are performed transparently, and all the members involved (the hiring manager, HR,

etc.) are following the recruitment process with having complete confidence over the end-

result. Moreover, being transparent also means that candidates are always informed about the

status of their application and informed if they are awarded a job.

2. It Paves the Way For Merit-Based Hires

An effective recruitment and selection policy ensures that the overall recruitment process is

being conducted in a fair and legitimate manner. It makes sure that discriminatory behavior is

avoided at any stage of the overall recruitment process – a candidate should never be

discriminated on the basis of his gender, race, age, religion, or nationality. A fair and

authentic policy allows a candidate to take legal action if they feel they’re being

discriminated against any factor. Moreover, every job application should be should be treated

in a confidential manner.

3. It Provides Consistency

A recruitment and selection process that is not consistent gives inconsistent results. Thus,

consistency is another reason for having an effective recruitment and selection policy.

Organizations should make sure not to set different selection criteria for each candidate as it

will then not be possible to determine the effectiveness of each individual. To achieve

consistency, a standardized process should be followed. Instead, it will be more beneficial if

organizations apply pre-determined criteria at all stages of the recruitment process as it will

eliminate the risks of bias and discrimination. Also, companies should conduct reference
checks prior to making any appointment with the candidate and should be performed in a

consistent manner.

4. It Lends Credibility to an Organization

Another reason for having a set recruitment and selection policy is to show that an

organization is credible enough for applying. Today, there are several job vacancies that are

not genuine and many candidates get trapped into the hands of fake companies. Hence, for

gaining reliability, a company should follow specific application procedures that will make

the candidates feel confident for the position they are applying.

5. It Helps to Write an Appropriate Job Description

Having a good recruitment and selection policy is essential because it assists the organization

in writing an accurate job description. An appropriate job description is an integral part of the

overall recruitment process as it clearly describes what primary and secondary tasks will be

performed along with the core competencies for a particular role.

An effective recruitment and selection policy not only fulfils the requirements of a job but

also ensures that an organization will continue to maintain its commitment to providing equal

opportunity to employees. Adherence to such a policy will let you hire the best possible

candidates for your organization.

PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage a good number of candidates to apply for the organisational

vacancies.

 Create a talent pool of prospective candidates that enables the selection of best

candidates to suit for the organisational need.

 Determine present and future organisational requirement taking into consideration of

personnel planning and job analysis activities.

  Links the employers with the potential employees.

 Increase potential candidates’ pool at less cost.

 Increases success rate of selection process by reducing the number of under qualified

or overqualified job applicants.

 Reduce the probability of leaving the organisation only after a short period of time,

once recruited and selected.

 Meet the organizations’ legal and social obligations maintaining its workforce

composition.

 Determine the appropriateness of the candidates by identifying and preparing

potential job applicants.

 Increase organizational and individual effectiveness regarding application of various

recruitment techniques and taping different sources of recruitment concerned.

PROCESS:

 Job analysis

In situations, where multiple new jobs are created and recruited for the first time or vacancies

are there or the nature in such documents as job descriptions and job specifications. Often, a

company already has job descriptions for existing positions. Where already drawn up, these

documents may require review and updating to reflect current requirements. Prior to the

recruitment stage, a person specification should be finalized.

 Sourcing

Sourcing is the use of one or more strategies to attract or identify candidates to fill job

vacancies. It may involve internal and/or external recruitment advertising, using appropriate

media, such as job portals, local or national newspapers, social media (such as LinkedIn or

naukri.com), business media, specialist recruitment media, professional publications, window

advertisements, job centres, or in a variety of ways via the internet.

Alternatively, employers may use recruitment consultancies or agencies to find otherwise

scarce candidates—who, in many cases, may be content in the current positions and are not

actively looking to move. This initial research for candidates—also called name generation—

produces contact information for potential candidates, whom the recruiter can then discreetly

contact and screen.

 Screening and selection

Various psychological tests can assess a variety of KSAOs, including literacy. Assessments

are also available to measure physical ability. Recruiters and agencies may use applicant

tracking systems to filter candidates, along with software tools for psychometric testing and

performance-based assessment. In many countries, employers are legally mandated to ensure

their screening and selection processes meet equal opportunity and ethical standards.

Employers are likely to recognize the value of candidates who encompass soft skills such as

interpersonal or team leadership. Many companies including multinational organizations and

those that recruit from a range of nationalities are also often concerned about whether

candidate fits the prevailing company culture. Companies and recruitment agencies are now

turning to video screening as a way to notice these skills without the need to invite the

candidates in physical. Screening as a practice for hiring has undergone continual change

over the years and often organizations are using video to maintain the aforementioned

standards they set for themselves and the industry.

 Disabled candidates

The word disability carries few positive connotations for most employers. Research has

shown that employer biases tend to improve through first-hand experience and exposure with

proper supports for the employee and the employer making the hiring decisions. As for most

companies, money and job stability are two of the contributing factors to the productivity of a

disabled employee, which in return equates to the growth and success of a business. Hiring
disabled workers produce more advantages than disadvantages. There is no difference in the

daily production of a disabled worker. Given their situation, they are more likely to adapt to

their environmental surroundings and acquaint themselves with equipment, enabling them to

solve problems and overcome adversity as with other employees. The U.S. IRS grants

companies Disabled Access Credit when they meet eligibility criteria.

 Diversity

Many major corporations recognize the need for diversity in hiring to compete successfully in

a global economy.

Recruitment process outsourcing

Recruitment process outsourcing (RPO) is a form of Business process outsourcing (BPO)

where a company engages a third party provider to manage all or part of its recruitment

process.

Recruitment is of 2 types

Internal Recruitment - is a recruitment which takes place within the concern or

organization. Internal sources of recruitment are readily available to an organization. Internal

sources are primarily three - Transfers, promotions and Re-employment of ex-employees.

Internal recruitment may lead to increase in employee’s productivity as their motivation level

increases. It also saves time, money and efforts. But a drawback of internal recruitment is that

it refrains the organization from new blood. Also, not all the manpower requirements can be

met through internal recruitment. Hiring from outside has to be done.

Internal sources are primarily 3:

 Transfers
  Promotions (through Internal Job Postings) and

 Re-employment of ex-employees - Re-employment of ex-employees is one of the

internal sources of recruitment in which employees can be invited and appointed to

fill vacancies in the concern. There are situations when ex-employees provide

unsolicited applications also.

Advantages of Internal Recruitment:

 Provides greater motivation for good performance.

 Provides greater opportunities for present employees.

 Provides better opportunity to assess abilities.

 Improves morale and organizational loyalty.

 Enables employees to perform the new job with little lost time.

Disadvantages of Internal Recruitment:

 Creates a narrowing thinking and stale ideas.

 Creates pressures to compete.

 Creates homogeneous workforce.

 Chances to meet good outside talent.

 Requires strong management development programs specially to train for technology.

External Recruitment - External sources of recruitment have to be solicited from outside the

organization. External sources are external to a concern. But it involves lot of time and

money. The external sources of recruitment include - Employment at factory gate,

advertisements, employment exchanges, employment agencies, educational institutes, labour

contractors, recommendations etc.

 Employment at Factory Level - This a source of external recruitment in which the

applications for vacancies are presented on bulletin boards outside the Factory or at

the Gate. This kind of recruitment is applicable generally where factory workers are to

be appointed. There are people who keep on soliciting jobs from one place to another.

These applicants are called as unsolicited applicants. These types of workers apply on

their own for their job. For this kind of recruitment workers have a tendency to shift

from one factory to another and therefore they are called as “badli” workers.

 Advertisement - It is an external source which has got an important place in

recruitment procedure. The biggest advantage of advertisement is that it covers a wide

area of market and scattered applicants can get information from advertisements.

Medium used is Newspapers and Television.

 Employment Exchanges - There are certain Employment exchanges which are run

by government. Most of the government undertakings and concerns employ people

through such exchanges. Now-a-days recruitment in government agencies has become

compulsory through employment exchange.

 Employment Agencies - There are certain professional organizations which look

towards recruitment and employment of people, i.e. these private agencies run by

private individuals supply required manpower to needy concerns.

 Educational Institutions - There are certain professional Institutions which serves as

an external source for recruiting fresh graduates from these institutes. This kind of

recruitment done through such educational institutions, is called as Campus

Recruitment. They have special recruitment cells which helps in providing jobs to

fresh candidates.

 Recommendations - There are certain people who have experience in a particular

area. They enjoy goodwill and a stand in the company. There are certain vacancies
 which are filled by recommendations of such people. The biggest drawback of this

source is that the company has to rely totally on such people which can later on prove

to be inefficient.

 Labour Contractors - These are the specialist people who supply manpower to the

Factory or Manufacturing plants. Through these contractors, workers are appointed on

contract basis, i.e. for a particular time period. Under conditions when these

contractors leave the organization, such people who are appointed have to also leave

the concern.

Advantages of External Recruitment:

 Provides new ideas and new insights.

 Provides greater diversity helps achieve EEO goals by making affirmative action

easy.

 Provides opportunities to handle rapid growth of the organisation.

 Opportunities to get people up-to-date knowledge, education and training.

Disadvantages of External Recruitment:

 It is more expensive and time consuming.

 Destroys incentives of present employees to strive for promotion.

 More chances to commit hiring mistakes due to difficult applicant assessment that

will lead to wastage of resources.

Difficulties in Recruitment Process:

o Talent acquisition

o Expensive

o Time constraint

o Retention of employees

o Managing low attrition rate

 o Budget

Challenges in Recruitment & Selection:

o Talent shortage

o Remoteness of job

o Attrition rate

o Scrutiny of employee’s credentials

o Reservations and other government policies

 Steps of Recruitment Process can be done in two ways:

 Recruitment Process for fresher:

o Written aptitude

o Group discussion

o Psychometric test

o Technical test

o HR interviews

 Recruitment Process for higher post:

o Psychometric test

o Business game

o HR interviews

Factors Governing Recruitment:

The recruitment function of the organisation is affected and governed by a mix of various

internal and external factors. The internal forces or factors are the factors that can be

controlled by the organisation. The external forces or factors are the factors that cannot be
controlled by the organisation. The internal and external forces affecting recruitment function

of an organisation are:

 Internal factors

 Recruitment policy of the organisation

 Size of the organisation & number of employees employed

 Cost involved in Recruitment

 Growth & expansion plans of the organisation

 External factors

 Supply & Demand of specific skills in the market

 Political and Legal considerations such as Reservations of jobs for reserved categories

 Company’s image perception by the job seekers

2.2 SELECTION

INTRODUCTION TO SELECTION:

The process of interviewing and evaluating candidates for a specific job and selecting an

individual for employment based on certain criteria. Employee selection can range from a

very simple process to a very complicated process depending on the firm hiring and the

position.

Process

The selection process consists of five distinct aspects:

1. Criteria development. All individuals involved in the hiring process should be properly

trained on the steps for interviewing, including developing criteria, reviewing résumés,

developing interview questions, and weighting the candidates.

The first aspect to selection is planning the interview process, which includes criteria

development. Criteria development means determining which sources of information

 will be used and how those sources will be scored during the interview. The criteria

should be related directly to the job analysis and the job specifications. In fact, some

aspects of the job analysis and job specifications may be the actual criteria. In addition to

this, include things like personality or cultural fit, which would also be part of criteria

development. This process usually involves discussing which skills, abilities, and

personal characteristics are required to be successful at any given job. By developing the

criteria before reviewing any résumés, the HR manager or manager can be sure he or she

is being fair in selecting people to interview. Some organizations may need to develop

an application or a biographical information sheet. Most of these are completed online

and should include information about the candidate, education, and previous job

experience.

2. Application and résumé review. Once the criteria have been developed (step one),

applications can be reviewed. People have different methods of going through this

process, but there are also computer programs that can search for keywords in résumés

and narrow down the number of résumés that must be looked at and reviewed.

3. Interviewing. After the HR manager and/or manager have determined which

applications meet the minimum criteria, he or she must select those people to be

interviewed. Most people do not have time to review twenty or thirty candidates, so the

field is sometimes narrowed even further with a phone interview.

4. Test administration. Any number of tests may be administered before a hiring decision

is made. These include drug tests, physical tests, personality tests, and cognitive tests.

Some organizations also perform reference checks, credit report checks, and background

checks. Once the field of candidates has been narrowed down, tests can be administered.
 5. Making the offer. The last step in the selection process is to offer a position to the

chosen candidate. Development of an offer via e-mail or letter is sometimes a more

formal part of this process.

Steps Involved In Selection Procedure:

1. Preliminary interview: the selection process generally starts with this step where the

totally unsuitable applicant is eliminated. Thus the organization is saved from the expenses of

processing the applicant through the remaining steps of selection. The candidates who pass

this step are only asked to fill the application form.

2. Receiving applications: after passing the preliminary interview the candidate is asked to

fill the standard application form. The application form generally consists the information

about the age, qualification, experience etc. of the candidate on the basis of which the

interviewer gets the idea about the candidate and this information also helps in formulating

questions.

. Screening of applications: after receiving the applications the screening committee screens

the applications. Only the candidates who qualify the criteria of the screening committee are

called for the interview. Usually the candidates selected for interview are four to six times

than the number of posts. Interview letter is sent to them or they are called telephonically.
4. Employment test: after getting the interview letter and before going to the interview there

is one more step and that is the employment tests. These tests are done to check the ability of

the candidate. These tests vary from organization to organization and change as per the need

of the particular job. these tests are intelligence tests, aptitude tests, trade tests, interest test,

personality tests etc. these tests must be designed properly otherwise they will not good

indicator of one knowledge.

5. Employment interview: the candidates who qualify the above tests are called for the

employment interview. This interview is done to get more information about the candidate, to

give him the actual picture of what is required from him, to check the communication skill of

the candidate etc. for senior position post; a panel is prepared who take the interview. At the

end of interview of each candidate the members of panel discuss about the candidate and give

him the grades.

There may be direct interview or indirect interview. The interview should be conducted in a

room free from the noise and disturbance only than the candidates will be able to speak freely

and frankly.
6. Checking references: before selecting the employ the prospective employee generally

look out for the referees given by the candidate. To check about the candidate’s past record,

reputation, police record etc.

7. Physical examination: The organizations generally prefer medical examination to be

incurred of the person to avoid time and expenditure spend on the medically unfit person.

Sometimes the organization may ask the candidate to get them examined from the medical

expert.

8. Final selection: after all these steps the candidate is selected finally. He is appointed by

issuing appointment letter. Initially he is appointed on probation basis after finding his work

satisfactory he is appointed as permanent employee of the organization or otherwise he may

be terminated.

Thus, all the above said steps of selection are important for the appointment of right kind of

person for the right job.

 Chapter 3: DATA PRSENTATION & ANALYSIS

3.1 Recruitment & Selection Procedure of Sourcing Valley:

RECRUITMENT PROCEDURE AT SOURCING VALLEY:

Human resources departments are responsible for maintaining solid communication between

employees and administration. From regulating federal guidelines on discrimination to hiring

and terminating employees, human resources professionals perform a variety of tasks related

to maintaining this line of communication. Like other jobs, human resources is not restricted

to one level or tier; human resources managers oversee HR departments and provide further

administrative support to higher management professionals. Likewise, a human resources

consultant holds a position of authority among other HR professionals and acts in a

supervisory role with a wide range of responsibilities.

Sourcing valley consultants provide an outside, objective view that enables companies to

identify problems and improve performance. The consultants are expected to take on

temporary assignments that could last just a few weeks pr go on for years.

Sourcing Valley is a group of highly motivated professionals, who have been successful in

providing promising job opportunities to a large number of job seekers in India. The services

we offer to our clients include,

 manpower outsourcing,

 placement & consultancy services,

 skilled staff outsourcing.

The basic idea to conclude a recruitment drive is derived through a simple measure to deploy

quality and deserving candidates to our esteemed Clients. By this we not only ensure the

growth of our Employers by adding quality support through our candidates but also the

growth of every single candidate in their respective fields and lives.

  Meeting the demands for most of the clients from starting to delivery.

 Offering innovative and flexible approach to every Company’s

and Candidates.

 Process orientated, quick update, in time planning and execution.

Core fields in practice:

The following are core fields around which most human resource consultancies are based:

Employee engagement: measure employee engagement levels through surveys and

interviews, define and improve performance in employee engagement and retention. While

this area of HR consulting is necessarily broad, encapsulating total rewards strategy,

employee performance management, leadership transformation, and organisation structure

design, most companies do have very specialised independent practices.

Compensation: design and manage compensation programs related to basic salary, bonuses,

and stock plans. Evaluation of positions and building of salary structures, bonus plans and

stock plans for clients are common. Specialisations are often based on employee types

(e.g. Executive compensation consultants and sales compensation consultants).

Employee benefits: optimize benefit plan design and administration (inclusive of health-

related benefits) by assessing competitiveness and effectiveness of benefit plans (analytics

and design), and cost-effectiveness and quality of vendors (brokerage).

Actuarial and retirement: provide actuarial and administration services to manage cost and

effectiveness of retirement programs, including defined benefit and defined contribution

plans.
Mergers and acquisitions: conduct human capital due diligence, coordinate and administer

cross-functional activities during execution, including payroll and HR technology. Align

organizational cultures and work styles during post-merger integration.

Talent mobility: Provides the insight and execution for full international expatriates (usually

for executives) or local plus (partial-package expatriates), from pre-move informative guide,

to post-move expat management program.

Other services may also include legal counselling, global initiatives, investments consulting,

and the implementation of human resource technologies to facilitate human capital

management.

Companies in the sourcing valley:

Human resource consultancies vary in their ranges of services and sizes, with many

consultants and academicians breaking off to form their own practices.

From 2013, the company is working on various companies, fulfilling their targets and

working efficiently and effectively.

Following are the processes or profiles of various companies on which I have worked on

under Sourcing Valley:

1. Aon Hewitt: Aon Hewitt (formerly known as Hewitt Associates) is a provider

of human capital and management consulting services headquartered in the United

States in Lincolnshire, Illinois. From 500 offices in 120 countries, it provided

consulting, outsourcing, and reinsurance brokerage services.

2. Genpact: Genpact is a professional services firm with key offices in New York City,

Palo Alto, London, Bangalore, Hyderabad, Kolkata, and Delhi. It was founded in

1997 as a business unit within General Electric. In January 2005, it became an

independent company, and by August 2007 was publicly traded.

3. Convergys: Convergys Corporation is a corporation based in Cincinnati, Ohio, that

sells customer management and information management products, primarily to large

corporations.

4. Policy Bazaar: Policy Bazaar is India's first-ever, and the largest web insurance

aggregator. With over a million of customers, fans and patrons, it is the most trusted

brand in the Indian insurance sector. The company has long been a leader in the

Indian e-commerce and Fintech market. Over the years, it has been conferred with a

range of awards and accolades. Recently, the company was recognised as the world's

leading Fintech Innovator for second consecutive time. With three different business

centres and over 5000 employees, the company leaves no stones unturned to ensure

complete satisfaction for its fans, patrons and customers.'

5. NTT Data Services: NTT Data Corporation is a Japanese system integration

company and a partially-owned subsidiary of Nippon Telegraph and Telephone. Japan

Telegraph and Telephone Public Corporation, a predecessor of NTT, started Data

Communications business in 1967.

6. Tata Consultancy Services: Tata Consultancy Services Limited is an Indian

multinational information technology service, consulting company headquartered in

Mumbai, Maharashtra. It is part of the Tata Group and operates in 46 countries. TCS

is one of the largest Indian companies by market capitalization.

7. Arvato: Arvato is a global services company headquartered in Gütersloh, Germany.

Its services include customer support, information technology, logistics, and finance.

The history of Arvato goes back to the printing and industry services division of

Bertelsmann; the current name was introduced in 1999.

Waiting area for the candidates:

Employees of the sourcing valley:

Working area:

Recruitment Sources which the company follows are:

1. Unsolicited Applications:

Most organisations receive many unsolicited applications for various jobs. Organisations do

not throw such applications but maintain classified records of these applications. This serves

as a source of prospective manpower.

If vacancies exist these applicants may be absorbed. In addition to these, there are casual

callers. These people are in search of jobs and they contact the employers in person or by

telephone. They also are the source of prospective applicants. Though they are not

necessarily the right persons but some of them may match the specifications of the certain

jobs.

2. Employee Referrals and Recommendations:

An important source of recruitment is the recommendations made by the current employees

regarding someone whom they knew and who fulfills the qualifications for the vacant

positions. The recommender usually gives the applicant realistic information about the job.
The prospective employee then prepares himself to perform the job successfully. Through

this type only the near and dear ones of the employees may get the jobs. There is every

likelihood that the qualifications and skills required according to the job specifications may

be overlooked. This may lead to nepotism. Usually, relatives are recruited in a family owned

enterprise.

3. Advertisements:

Advertising through newspapers and journals is the most widely used and popular source

attracting qualified people to apply in the organisation. A care has to be taken in preparing

advertising copy so that only qualified applicants should respond.

A carefully prepared and nicely worded advertisement containing the details of job

specifications, job descriptions, salary, age and qualifications required attracts relevant

applicants. Such an advertisement enhances the image of the organisation. The advertisement

should allow self selection on the part of an applicant. It facilitates wide range of candidates

forcing the organisation to make a choice.

It is the best source for recruiting senior executives and technical personnel’s. There is no

target audience of the advertisement, hence the organisation may be flooded with applications

from less qualified or marginally qualified candidates. The effectiveness of advertisement

should be reviewed periodically on the basis of responses received from the relevant

candidates.

4. Employment Agencies:

It is one of the effective sources of recruitment for professional and technical personnel’s.

There are many private employment agencies operating in the country providing a great

service in matching the demand for and supply of personnel’s.

A F Ferguson Associates, S B Billimoria, ABC Consultants are to name a few. They provide

the complete bio-data of the relevant candidates to the employing organisation from their data

bank. They provide service to the organisation for recruiting without disclosing the name of

the employer. This type of recruitment is cheap and less time consuming. It conceals the

name of the employing organisation, thus making the executives of the organisation free from

pressures, influences and recommendations from the candidates’ side.

5. Campus Recruitment:

Campus offers opportunities for recruitment of young graduates from the educational

institutions. This source is quite popular in Western countries. In India it is not that popular

but certain organisations private and public both conduct campus interviews for recruitment.

But they prefer to absorb candidates from IIT’s and IIM’s, some regional engineering

colleges and very few private educational institutions.

Many educational institutions have training and placement departments who forward the

names of the graduating students to the interested organisations and invite some organisations

to conduct campus interviews.

The industrial and business organisations establish rapport with the academic institutions and

apprise them of their requirements of knowledge and skill needed in the graduates and

request them to revise their curriculum to suit the needs of the industries. This is limited to

the institutions imparting technical and professional education only. The method does not

incur more cost.

6. Management Consultants:

Management consultancy agencies are specialists in the recruitment of middle and top level

executives required for organisations. Companies hire the services of these consultancy
agencies for recruitment of senior executives. They, on behalf of the client organisation, give

an advertisement in the newspapers and applications received, screened and interviewed if so

desired by the organisation.

Some management consultant agencies have contacts all over the country. They search

efficient executives who possess necessary skill, abilities, experience and training, potential,

talent and qualifications for performance of the job.

In many organisations some executives do not find the chances of going up in the managerial

hierarchy and get frustrated. Such executives are in search of better opportunities. They

maintain contacts with these agencies or apply in response to the advertisement and may be

absorbed if found suitable.

 Data analysis

1.Candidates who get to know about sourcing valley through the following:

4.5

3.5

2.5

1.5

0.5

0
Advertisement References Job posting

Through this analysis we are able to analyse that most of the candidates came to know about

the organisation through job posting on naukri portals like naukri.com, RMS, etc. and

through advertisement.
2.Employees are recruited through the following mode:

4.00

3.50

3.00

2.50

2.00

1.50

1.00

0.50

0.00
Campus Walk-ins Emplyoee Referral Other
Recruitment

Through this analysis we are able to analyse that most of the employees are recruited through

walk-ins and employee referral. There are employees who are recruited through campus

recruitment.
3.Types of employment tests undertaken by Sourcing Valley:

4.50

4.00

3.50

3.00

2.50

2.00

1.50

1.00

0.50

0.00
Aptitude HR VNA

This analysis shows that most of the candidates have undergone through the HR and Voice

and Accent (VNA) and only a few through aptitude.

4.Employees are recruited according to the job specification or not:

0
Yes No
The analysis shows that majority of the employees in Sourcing Valley are satisfied with their

job profile, it means the job qualification are matched with their qualifications. Only 2% of

employees are not satisfied.

Worked as an intern:

 Worked as a HR recruiter.

 Partnering with hiring managers to determine staffing needs.

 Screened resumes on naukri portals.

 Performed in-person and phone interviews with candidates.

 Followed up on the interview process status.

 Maintained relationships with both internal and external clients to ensure staffing

goals are achieved.

 Communicated employer information and benefits during screening process.

 Conducted exit interviews on terminating employees.

 Learned different terms related to HR recruitment profiles.

 Observed different recruitment procedures and selection procedures.

 Chapter 4: FINDINGS/CONCLUSIONS

Findings:

 Recruitment differs from company to company.

 The company utilizes internet sites like naukri portals, RMS, etc. for the recruitment process and for

finding the suitable candidate as per the job requirement.

 It is observed that the company are utilizing the job description in order to make screening process

more efficient.

Conclusions:

o Policies adopted by SOURCING VALLEY are transparent, legal and scientific.

o Recruitment is fair but later some candidates were not satisified with their job as per their

requirements.

o To some extent a clear picture of the required candidate should be made in order to search for

appropriate candidate.

o Most of the employees were satisfied but changes are required according to the changing scenario as

recruitment process has a great impact on the working of the company, new idea enters in the

company.

Limitations of the study:

 The study is based on the data provided by the company statements , so the limitations

of the company’s employees remaining are equally applicable.

 In some cases data is collected on the company’s past records.

 It was also difficult to extract data regarding HR policies as these data are related

internal and are not disclosed with trainees.

 Chapter 5: SUGGESTIONS/RECOMMENDATIONS

Suggestions & Recommendations:

 Time management is very essential and it should not be ignored at any level of the

process.

 Invest time in developing relationships with university placement offices,

recruiters, and executive search firms.

 Enable current staff members to actively participate in industry professional

associations and conferences where they are likely to meet candidates you may

successfully woo.
 Chapter 6: BIBLIOGRAPHY

https://www.managementstudyguide.com/types-of-recruitment.htm

https://www.tutorialspoint.com/recruitment_and_selection/types_of_recruitment

.htm

http://www.yourarticlelibrary.com/human-resources/selection-meaning-and-

steps-involved-in-selection-procedure-with-diagram/32350

https://www.humanresourcesedu.org/hr-recruiter/

https://www.humanresourcesedu.org/hr-recruiter/