SURYADATTA GROUP OF INSTITUTE

A REPORT
ON

“RECRUITMENT & SELECTION PROCESS AT STRETTO

ENTERPRISES”

By

Ms. Anagha Patwardhan

Stretto Enterprises

A report submitted in partial fulfillment of the requirements

Of MBA Program of SURYADATTA, PUNE

Faculty Guide Company Guide

Dr.Safia Farooqui Mr. Niranjan Gadgil

Page 1
 Acknowledgement

“Acknowledgement is a statement declaring something to be factual or confirming

something to be genuine”

I take the opportunity to express my gratitude to all of them who in some or other way helped me
to accomplish this challenging project in Stretto Enterprises, Narhe.

I am extremely thankful and pay my gratitude to my Faculty guide Dr. Safia Farooqui for her
valuable guidance and support on completion of this project .I would also like to express
profound thanks to my Company guide – Mr. Niranjan Gadgil for his everlasting support and
guidance on the ground of which I have acquired a new field of knowledge.

I also want to acknowledge with a deep sense of reverence, my thanks to all the staff of Stretto
Enterprises for their positive support and for providing a conductive work environment and
much needed inspiration to conclude the project on time.

I sincerely acknowledge my family and friends who have posed a pillar of strength and all the
people who have directly or indirectly helped me in the completion of the project work.

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 Table of Contents
Executive Summary…………………….……………………………………………

Chapter 1: Introduction………….…………………………………..…………...
Profile of the organization………………………………………………….….
Tasks performed by me at Stretto Enterprises…………………………………...
Human Resource Management………………………………………………..
Importance of Human Resource Management…………………………………..
Recruitment……………………………………………………………………
Purpose & Importance of Recruitment………………………………..............
Benefits of Outsourcing Recruitment……………………………………............
HR Challenges in Recruitment………………………………………………..
End-to-End Recruitment………………………………………………............

Chapter 2..…………………………………………………………..……..
2.1 Objectives of the project……………………………………………..……
2.2 Methodology…………………………………………………………..…..
2.3 Roles & Responsibilities performed at Stretto Enterprises……………….
2.4 Requirements I worked on…………………………………………….…..

Chapter 3: Data Analysis & Interpretation…………………………………..

3.1 Recruiting Evaluation Pyramid……………………………………………...
3.2 HR Scorecard………………………………………………………………..
S
Chapter 4: Learning's/Findings/Limitations/Recommendation……..……..…..
.4.1 Learning’s…………………………………………………………………
4.2 Limitations…………………………………………………………..……
4.3 Findings……………………………………………………………...……
4.4 Recommendations/Suggestions…………………..……………………….

References…………………………………………………………….………

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EXECUTIVE SUMMARY

 Student Information
 Name: Anagha Patwardhan
 Organization Description
 Industry Type : System Integrator, Panel Builders
 Name: Stretto Enterprises
 Address: Stretto Enterprises, S. No.5, Sawatamali nagar

Narhe, Pune – 411041, INDIA

 Title of the project:

 A Study of Recruitment and Selection process at Stretto Enterprises, Pune
 Objective of the project:
 To understand how recruitment is done at Stretto Enterprises.
 To identify the process of improvements made by Stretto Enterprises.
 Background:
 Stretto Enterprises was established in 1996, works for all engineering industries
all over India.
 Methodology used:
 Primary data, Secondary data, Interview method & Observation method.
 Findings & Conclusion:
 The continuous process improvements have made Stretto Enterprises one of the
best automation suppliers all across industries
 Recommendations:
 Increase the competence levels among the employees by giving suitable Training
and Development Program.

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 Chapter 1
INTRODUCTION

Page 5
1.1 Profile of the Organization

Stretto Enterprises is Pune based Automation Solution and services provider having aim
to provide value aided service to customers with in-depth understanding of their
requirements. It assists companies to create a seamless integration on various engineering
needs. A qualified organization to create a high level user experience with the help of
cutting edge technology products
Stretto Enterprises was established in the year 1996. It works for all the segments, all
over India.

The organization offers service to companies in different sectors like:

“Vision - Technology in Pursuit of Well-being of Society”

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Page 7
 Stretto Enterprises takes care of:

 Supply of Automation Solutions:

The automation solutions of Stretto Enterprises helps its customer in making significant
saving in terms of engineering time, ease of maintenance, etc. A complete solution offer
makes integration easy and fast.

 Validation Services across Industries:

Critical portion after commissioning the system and needs the entire system to be
validated as per industry standard norms. Most applicable in food and Pharma industries

 21 CFR Part 11 component Solution:

STRETTO ENTERPRISES can get into the critical process of goods manufacturing
practice and allows norms from food & drug validation process. Most applicable in
Pharma, bulk drug industries

 Concept Engineering, design & commissioning:

A concept to commissioning approach makes Stretto as one of leading supplier, service
provider in the Automation Space. A good service network connects customer confidence
to the next level.

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CUSTOMERS SERVED

Page 9
1.2 Tasks performed by me @ Stretto
Enterprises
Initially, the task that was given to us was of Recruitment. The company is rapidly expanding
and wanted to hire a batch of freshers. We were instructed that we were supposed to find
Graduate and Post Graduate candidates to conduct Personal Interviews of students for the post of
HR RECRUITER or HR EXECUTIVE – Recruitment for Stretto Enterprises Company itself.

We were trained on how we can pitch potential candidates by using various Job Portals like
naukri, monster, Shine etc. Since then we have been recruiting candidates by using Job Portals
and Internal Database of the company. We have also done job posting on different job portals.
We were part of the recruitment drive there. It was a nice experience as we got to interact with
various HR.

A target of recruiting 5 candidates was set by our company guide till the SIP is scheduled to get
over. I completed the target in around 1month and 15 days.

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10
 1.3 Human Resource Management

Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization.

HRM is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.
Human resource management is the process of properly maximizing the utilization of available
limited skilled workforce. The core purpose of the human resource management is to make
efficient use of existing human resource in the organization.

Human Resource Management is ultimately focused on the people within an organization. To be

successful it requires planning, monitoring and evaluation on a regular basis. When successfully
implemented and managed it will ensure that all employees will know their role, career path and
feel part of an organization that is able to manage and reconcile their expectations with those of
the organization and its objectives.

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11
1.4 Importance of Human Resource
Management

An organization cannot build a good team of working professionals without good

Human Resources. The beneficial effects of these functions are discussed here:

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12
 Recruitment and Training:

This is one of the major responsibilities of the human resource team. The
HR managers come up with plans and strategies for hiring the right kind of
people. They design the criteria which is best suited for a specific job
description. When needed, they also provide training to the employees
according to the requirements of the organization.

 Performance Appraisals
HRM encourages the people working in an organization, to work according
to their potential and gives them suggestions that can help them to bring
about improvement in it. The team communicates with the staff individually
from time to time. Performance appraisals, when taken on a regular basis,
motivate the employees.
 Maintaining Work Atmosphere

This is a vital aspect of HRM because the performance of an individual in an

organization is largely driven by the work atmosphere or work culture that
prevails at the workplace. A good working condition is one of the benefits
that the employees can expect from an efficient human resource team. A
safe, clean and healthy environment can bring out the best in an employee. A
friendly atmosphere gives the staff member’s job satisfaction as well.

 Managing Disputes

In an organization, there are several issues on which disputes may arise

between the employees and the employers. In such a scenario, it is the
human resource department which acts as a consultant and mediator to sort

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13
 out those issues in an effective manner. In other words, they take timely
action and prevent things from going out of hands.

 Developing Public Relations

The responsibility of establishing good public relations lies with the HRM to
a great extent. They organize business meetings, seminars and various
official gatherings on behalf of the company in order to build up
relationships with other business sectors. Any organization, without a proper
setup for HRM is bound to suffer from serious problems while managing its
regular activities. For this reason, today, companies must put a lot of effort
and energy into setting up a strong and effective HRM.

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14
1.5Recruitment

Recruitment is the activity that links the employers and the job seekers. It is the
process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging &conducting the interviews and requires many
resources and time.

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15
SOURCES OF RECRUITMENT

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16
1.6Purpose & Importance of Recruitment

 Attract and encourage more and more candidates to apply in the

organization.

 Create a talent pool of candidates to enable the selection of best candidates

for the organization.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.

 Begin identifying and preparing potential job applicants who will be

appropriate candidates.

 Increase organization and individual effectiveness of various recruiting

techniques and sources for all types of job applicants.

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 1.7 Benefits of Outsourcing Recruitment/
Hiring of Consultancy
Traditionally, recruitment is seen as the cost incurring process in an
organization. HR outsourcing helps the HR professionals of the
organizations to concentrate on the strategic functions and processes of
human resource management rather than wasting their efforts, time and
money on the routine work.
Outsourcing the recruitment process helps to cut the recruitment costs to 20
% and also provide economies of scale to the large sized organizations.
The major advantages of outsourcing performance management are:

Cost

Reduction

Time Saving
Results Recruitment
of
(Qualitative/ Outsourcing
Company
Quantitative)

Focus
Management
Effort
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18
Outsourcing is beneficial for both the corporate organizations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates. Apart from increasing their revenues, outsourcing provides business
opportunities to the service providers, enhancing the skill set of the service
providers and exposure to the different corporate experiences thereby increasing
their expertise.

The advantages accruing to the corporates are:

 Turning the management's focus to strategic level processes of HRM

 Accessibility to the expertise of the service providers
 Freedom from red tape and adhering to strict rules and regulations
 Optimal resource utilization
 Structured and fair performance management.
 A satisfied and, hence, highly productive employees
 Value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organizations and the consultancies to

grow and perform better.

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19
1.8HR Challenges In Recruitment
The HR professionals – handling the recruitment function of the organization- are
constantly facing new challenges. The biggest challenge for such professionals is
to source or recruit the best people or potential candidate for the organization.
In the last few years, the job market has undergone some fundamental changes in
terms of technologies, sources of recruitment, competition in the market etc. In an
already saturated job market, where the practices like poaching and raiding are
gaining momentum, HR professionals are constantly facing new challenges in one
of their most important function- recruitment. They have to face and conquer
various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization –

The HR professionals are expected and required to keep in tune with the
changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process

 Lack of motivation –

Recruitment is considered to be a thankless job. Even if the organization is

achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.

 Process analysis –

The immediacy and speed of the recruitment process are the main concerns
of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should
also be cost effective.

 Strategic prioritization –

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The emerging new systems are both an opportunity as well as a challenge for
the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the
recruitment professionals.

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21
Page
22
1.9 End to end recruitment
End to End recruitment means handling each and every process involved in
selecting the right talent for the right vacancy from beginning to end. It is
basically the process of filling up the position in an organization which
includes attracting the candidates with specific skills required for the job,
screening the profiles of the candidates, and selecting the most suitable
candidate who will add values to the organization.

End to End recruitment process includes following steps:

 Job Analysis -
This is the first step in the recruitment process which includes understanding
of client's requirement through job description followed by collecting details
matching the expectations for particular job profile. This helps us to identify
the right candidates for the right job.

 Sourcing & Screening of the profiles -

The next step is sourcing of the profiles which can be done through
searching candidates having desired skills for the given job specification.
Screening is the short-listing of candidates by identifying the prospective
employees with required characteristics who best fit the position.

 Calling candidates and scheduling interviews -

After screening the profiles, candidates matching the job description are
invited for interview.

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 Maintaining information for future reference –
Database is maintained for the future to meet the immediate vacancy of
candidates. It’s a cost effective means of recruitment.

 Final interviews -
Then final interview is taken before selecting the candidate. A structured
interview of all the applicants are taken to confirm information contained in
the job resume. Interviewer tries to find the additional information about the
personality and personal values, confirming the match with the corporate
values.

 Selection –
If candidate matches the requirements of the job profile, final selection is
done.

 Follow up –
Understanding the importance of follow up/progress phase, organization
keep in touch with the candidate until the time he/she joins the company.

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 Chapter 2
OBJECTIVES
&
METHODOLOGY

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25
2.1 Objectives of the Project:
 To study recruitment process at Stretto Enterprises
 To identify the effectiveness of end-to-end recruitment process.
 To analyze the factors influencing the recruitment and selection procedure.
 To identity the probable area of improvement to make recruitment procedure
more effective.

2.2 Methodology
 Survey Method – Through Questionnaire
 Primary data – Primary data was collected through survey method by
distributing questionnaires to employees. The questionnaires were carefully
designed by taking into account the parameters of my study.
o Sources of primary data
 Interview
 Observation
 Sufficient data collected through feedback forms by employees

 Secondary Data – Secondary data was collected from website, going through
of the organizations, etc. It is the data which has been collected by individual
or someone else for the purpose of other than those of our particular research
study. Or in other words we can say that secondary data is the data used
previously for the analysis and the results are under taken for the next
purpose.

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26
o Sources of Sec. data
 Magazines, Journals, Broachers, etc
 Books
 Earlier research of similar topic.
 Company Website.

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2.3 Roles and Responsibilities performed at
Stretto Enterprises
 Managing end to end recruitment process.
 Placing Ads in jobs sites for the opening.
 Identifying and scrutinizing the resumes to meet the requirements.
 Initial screening of candidates through telephonic conversation to judge
communication skills and qualifications.
 Sourcing candidates through employee referrals and job portals.
 Scheduling interviews of the candidates.
 Briefing to the prospective candidate.
 Regular follow up with selected candidates.
 Maintaining a systematic and comprehensive database of all candidates.
 Channelizing the reference check process of the selected candidates.

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2.4 Recruiting Evaluation Pyramid @ Stretto
Enterprises

Working
=9

Hired = 13

Offer Recipients =
20
Shortlisted for Third Round =
35
Shortlisted for Second Round
= 60
Shortlisted for First Round Interview=100

Candidates Invited for the Interview = 300

Total Candidates Contacted = 360

Acceptance Rate:

It helps in identifying how successful the organization is at hiring candidates. It is

the percent of applicants hired divided by the total number applicants offered jobs.

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2.5 HR Scorecard

1. May
 In-House  Inviting for interview  Doing initial  7 candidates

Recruitment of using Job Portals screening on phone. joined Stretto

MBA Freshers  Conducting First round  Maintaining HR Enterprises
in office. Database  Out of those 7
 Screening/Short listing candidates, 3 are
of candidates over phone still working
 Briefing candidates
about the job profile
2. June
 In-House  Posting of ads in various Giving short  7 candidates

Recruitment of job portals profile about job joined Stretto

MBA Freshers  Mass mailing and company. Enterprises
 Recruiting for  Out of those 7

the post of web candidates, 6 are

designing, web still working
developer,
graphic
designer,
content writer,
SEO

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 Chapter 3
DATA ANALYSIS
&
INTERPRETATION

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31
The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage. The percentage of the people opinion were analyzed and
expressed in the form of charts.

Question 1: What form of interview did you prefer?

Interpretation:

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic
interviews where as only 20% goes for video conferencing and rest 10% adopt
some other means of interviews.
(As Stretto Enterprises mostly prefer face to face interview)

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Question 2: What source you adopt to source candidates?

Candidate Referral

Advertising

Candidate Job Portal

Referral
10% Advertising
5%

Job Portal
85%

Interpretation:

This analysis indicates that most of the respondent i.e. 85% responded for Job
Portal, 10% responded for Candidate referral and 5% responded for Advertising.

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Question 3: How many stages are involved in selecting the
candidate? / How many Question you are asking during the
Telephonic interview round?

Four One
10% 5%

One
Two
Three Two Three
40% 45%
Four

Interpretation:

Most of the Executives Prefer two stages of interview, 40% prefer to take three
stages interviews where as only 10% goes for four rounds and rest 5% sometimes
opt for one round of interviews.

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Question 4: How do you track the source of candidate?

Software
Data 5%
15%

Software Online Data

Online
80%

Interpretation:

Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes
for software to source a candidate.

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Question 5: Does the organization clearly define the position
objectives, requirements and candidate specifications in the
recruitment process?

No
5%

Yes No

Yes
95%

Interpretation:

This analysis indicates that most of the respondent i.e. 95% responded for Yes and
5% responded for No.

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Question 6: What is the average time spent by executives during
recruitment (each candidate)?

1 - 5 minutes
more than 15 mins
10% 5 - 10 mins

10 - 15 mins
10 - 15 mins
10% more than 15 mins

5 - 10 mins
20%

1 - 5 minutes
60%

Interpretation:

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5
minutes, 20% responded for 5 to 10 mins, whereas 10% responded for 10 – 15
mins and rest 10% responded for more than 15 mins.

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Question 7: Do you follow different recruitment process for
different grades of employees?

No
5%

Yes No

Yes
95%

Interpretation:

This analysis indicates that most of the respondent i.e. 95% responded for Yes and
5% responded for No.

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Question 8: What are the basic questions you ask to the candidate?

Notice Period
0%
Current Job Profile
Current / Expected 0%
CTC
0% Experience (Total /
Relevent)
0%

Experience (Total / Relevent)

Current / Expected CTC

All of the Above Current Job Profile

100%
Notice Period

All of the Above

Interpretation:

This analysis indicates that the entire respondent i.e. 100% responded for asking all
the basic questions.

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Question 9: Is there any provision for evaluation and control of
recruitment process?

No Yes
55% No

Yes
45%

Interpretation:

This analysis indicates that most of the respondent i.e. 55% responded for No and
45% responded for Yes.

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Question 10: Is there any facility for absorbing the trainees in your
organization?

No
30%

Yes No

Yes
70%

Interpretation:

This analysis indicates that most of the respondent i.e. 70% responded for Yes and
30% responded for No.

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41
 Chapter 4
LEARNINGS/FINDINGS
/
LIMITATIONS/
RECOMMENDATIONS

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42
4.1 Learning

Every endeavor undertaken to accomplish challenging goals, can only be successful under the
experienced and encouraging guidance. I am privileged to have undergone training at Stretto
Enterprises. In brief my learning and achievements can be summarized as under:

 Convince people about the job profile and to sell the job to the prospective candidate;
 Following up with the candidates during the entire selection process;
 Learned to convince candidates about the offer rolled out and making them accept the
offer through effective communication;
 Learning about salary fitments.
 Communicating with the corporate;
 Prioritize issues according to their importance;

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4.2 Limitations

 Candidates with maximum 25 years of age were allowed to sit for the
interview.
 Only unmarried female candidates were allowed for the interview.
 Candidates who were scheduled for interview would not turn up.
 Candidates living not more than 30minutes far from Aundh / Baner were
invited for the interview.

 4.3 Findings
 The organization gives encouragement in career planning for every employee.
 Stretto Enterprises has created a self-motivated environment for its employees.
 The company is having skilled employees who can give prime solutions to the clients more
effectively.
 The management is showing their individual attention to each and every employee for
their betterment and to groom their skills.

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4.4 Conclusion

 Recruitment is fair.

 The recruitment process is not lengthy.

 To some extent a clear picture of the required candidate is made in order to

search for appropriate candidates.

 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 as a fresh blood, new idea enters in the company.

4.5 Recommendations & Suggestions

 Provide training to the employees so that they get better knowledge, skills
and attitude
 I would suggest that if married female candidates are willing to work with the
usual timings, then they should also be considered for any opening in Stretto
Enterprises Company.
 First month deposit policy could be removed as candidates become
apprehensive to join the company.

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45
Page
46
 Bibliography

Books Authors
1. Human Resource  Robert Mathis
Management  John Jackson
 Manas Tripathy

2. Essentials of HRM  P.Subba Rao

3. Research Methodology  C.R.Kothar

4. Personal Management  C.B. Memoria

5. Personal & Human  P. Subba Rao

Research Management

6. Human Resource  Pravin Durai

Management

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47
 Websites

 http://hr.ucr.edu/recruitment/guidelines/process.html

 www.humanresource.about.com

 www.Humanresourceexcellence.com

 www.roljobs.com

 http://en.wikipedia.org/wiki/recruitment

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 Questionnaire on Recruitment Process

Name –

Company’s name –

Designation –

Date-

Note – Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d.
Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

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49
Question 5: Does the organization clearly define the position objectives,
requirements and candidate specifications in the recruitment process? ( )
a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of
employees? ( )
a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above

Question 9: Is there any provision for evaluation and control of recruitment

process? ( )
a. Yes b. No

Question 10: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )

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