Executive Summary

TITLE: Study of recruitment and selection procedure for Young & Grow Marketing (India) Pvt.Ltd Duration: 2 months. Company: Young & Grow.
This is a project about the study of recruitment and selection procedure carried out at young & grow group of companies to learn about the different processes used for recruitment. OBJECTIVE: The main objective was to study the recruitment procedure and know the various sources of recruitment used. The objective was also to study the selection process and to learn the selection methods adopted. FINDINGS:
Young & Grow do not have a clearly stated Recruitment policy. The need for the human resources is forecasted quarterly at Young & Grow. The demand for human resources is forecasted through Managerial Judgment.

The length of the Recruitment procedure is average.

The Internal sources of Recruitment are preferred at Young & Grow. From the external sources of Recruitment the mostly preferred sources as per order of commonly used

are as follows: Advertisements. Professional associations. Job portals.

While selecting a candidate the qualities required are as per the following sequence:1. Qualification. 2. Experience. 3. Personality.
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The employees and other managers rate the HR practices as Good. RECOMMENDATIONS:
There should be a clearly defined Recruitment & Selection policy.

Consider how the role they want to fill is defined. What level of technical skills is really required? Is an IT or computing degree really necessary? Are soft skills desirable or essential? Could the role be done flexibly? Consider how and where to advertise the role. Selection tests should be conducted for selection of candidates for higher posts.
Company should frequently conduct meetings with the placement consultants, which will help both

placement consultant and the company to understand each other better. An application blank should be given to candidate to fill in before the interview so that the company would have a record of the candidate with his details for future reference also. Time management is very essential and should not be ignored at any level in the process.
Competency based approach to selection to be adopted.

There should be measurement of efficiency and effectiveness of recruitment and selection.

CONCLUSION: In the age of globalization, an organization can raise physical resources (property, asset and financial resources) but the growth, development and performance of an organization is mainly the hard work of its employees i.e. the human capital. Organizations must therefore focus on their employees to produce, to expand, and to meet the challenges of the global economy. An employee is now a key asset, who can play a crucial role in the growth and development of the organization. Hence the recruitment procedure adopted should be a competitive one which will help to hire the right kind of candidates, which in turn would help for smooth and effective functioning of the organisation.

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Chapter 1. Introduction to Recruitment & Selection.

1.1 Recruitment
The effective recruitment and selection of employees is a fundamental HRM activity, one that if managed well can have a significant impact on organisational performance as well as lead to a more positive organisational image (Pilbeam and Corbridge, 2006). Recruitment is a very important process of Human Resource Management. It is a very important tool that is used by many businesses or corporations. This tool helps organizations get closer to achieving their overall corporation goal. This is why recruitment demands serious attention from upper management because it is said that any business strategy will falter without the talent to execute that tie of business. Recruitment has certain amount of steps or processes as mentioned in our text books. Recruitment is followed by a series of steps. For example, the initial screening, selection, orientation, placement, and performance management. All of these steps are somewhat dependent on the labor markets in which certain organizations exist in. Recruitment consists of a two-way process in which organizations seek prospective employees and vice-versa. Recruitment success depends on timing. To succeed in the recruitment process there must be a medium of communication. For an organization to successfully recruit there must be recruitment planning. An organization must know two key factors before recruiting; (1) How many employees are needed for the job and (2) when are they needed. The time frame should also be considered, in which the employment application and resume is submitted and when the employee is hired. Average time for the employee to start working is about 43 days. The recruitment pipeline includes: resume, invitation, interview, offer and acceptance. Internal recruitment is when an organization initially considers the current employees especially for promotions. There can be several issues considered in the process of internal recruitment in which managers do not grant permission to current employees to be interviewed to transfer to a different department or promotion. Most supervisors are about as reluctant to release current employee as they are to take a cut in pay. (Lord, J.S. 1989). External recruitment is the process of recruiting from the outside labor market. Organizations seek this type of recruitment when existing employees do not have the needed skills for an available position. This type of recruitment varies in small and large firms. External recruitment process consists of the following sources: universal relations, executive search firms, employment agencies and recruitment advertising.
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Recruitment and Selection are vital processes for a successful organization, having the right staff can improve and sustain organizational performance (Petts, 1997). Recruitment and Selection are conceived as the processes by which organizations solicit, contact and interest potential appointees, and then establish whether it would be appropriate to appoint any of them. (Sisson, 1994). Recruiting is seen as a positive process of generating a pool of candidates by reaching the right audience, suitable to fill the vacancy (Leopold, 2002). The first step of recruitment is to put forward a job analysis. A job analysis is important for both the organization and the candidates. Recruitment is very time consuming, thus it is important to know if that specific job is needed for the functioning of the organization and if the candidate is needed for that job. If this job is not needed in an organization, recruitment and selection of a candidate is not necessary. However, if the job is needed, a job description is compiled. A job description usually consists of the job title, where the job is located, what the key purpose of the job is, what are the main duties that the job entails and what role it plays in the success of the organization....

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1.2 Factors responsible for recruitment

The internal factors or forces which affecting recruitment and can be controlled by the organisation are recruitment policy. The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives
Personnel policies of the organization and its competitors.

Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications. HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. COST Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. GROWTH AND EXPANSION
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Organization will employ or think of employing more personnel if it is expanding its operations. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up. POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources. UNEMPLOYMENT RATE One opf the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment. COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors.

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1.3 Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs Recruitment keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: o Performance level required: Different strategies are required for focusing on hiring high performers and average performers. o Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals.
o

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry.

3. Sources of recruitment

The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purpose for various positions. Employee referral
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is one of the most effective sources of recruitment.

4. Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate. 5. How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

1.4 HR Challenges in recruitment

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Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals handling the recruitment function of the organization- are constantly facing new challenges in Recruitment. The biggest HR challenge in Recruitment 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 functionrecruitment. They have to face and conquer various challenges to find the best organizations. The major challenges faced by the HR in recruitment are:

candidates

for

their

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 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.

1.5 Five steps to Recruitment success.

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1. Focus on creating a systematic, well-thought-out and proactive recruiting process. 2. Formulate a good job description to serve as a blueprint for the job. 3. Establish a solid business plan that outlines how many and what kind of people you need to hire. 4. On-board new recruits using a 90-day mentoring plan and training period, measurable 90-day goals, and a mentoring team that meets monthly to ensure the new hires success. 5. Have a development plan ready to help the new hire grow over the next year once they complete their 90-day training plan.

1.6. Competency based Recruitment and selection.

Competency for any job can be defined as a set of human attributes that enables an employee to meet the
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expectations of his internal and external customers and stake holders. We have generally observed that only hard work, knowledge, sincerity towards work, and intelligence does not alone makes a person star performer in his/her profession. There are many other factors that actually help an individual practically in achieving success in performing job. For example we have observed that during our school or college days a star student who scores maximum marks in exam may or may not be a good leader. Similarly to this a good batsman may or may not be a good bowler in the game of cricket. The only reason behind this to be a leader requires different set of competencies and to be a good bowler requires a different set of competencies than for a good batsman. Thats why human qualities and attributes which makes a person suitable for his/her job defines competency for that particular job. A competent manager is always aware about different competencies that a person requires to perform the job effectively and efficiently. And on the basis of their knowledge about this they select and train their subordinates for that job.

1.7. Selection
The selection process following initial screening is more rigorous and may vary from corporation to
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corporation. Every company has its own selection process. For example, some companies have board of directors or a committee. Some companies have just one person interviewing for the company. It all depends on the type of work and how the company has structured its hiring process. Some have a recruiting team that go around to universities and try to recruit students and hire on the spot or actually set-up appointments for interviews and selections within one day. There are many different ways a company can structure their selection process. Some companies set-up numerous screenings that include various tests such as: standardized measures of behavior (e.g., math, vocabulary), and inventories tests that are standardized measures of behavior (e.g., interests, attitudes), also, there are drug screening tests conducted before selecting a candidate. Other screenings utilized by some companies include: handwriting analysis, polygraph examinations, integrity tests, mental ability test, and validity generalization tests. Plus, other companies may use personality measures, projective measures, and leadership ability measures to assure themselves that their selection of the candidate for their company is the right one to hire and retain. Other selection criteria that companies use are personal history data, employment interviews, peer assessment and work-sample tests, leaderless group discussions, and in-basket testing. All these measures and testing are of utmost importance to different companies for various reasons, reliability and validity.

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Figure 1. A Model for Measuring Recruitment Effectiveness

Source: http://www.wetfeet.com

Time to Fill: Here, the HR professional measures the number of days between the opening of new job requisition and acceptance of offer by a candidate. Cost-Per-Hire: It is calculated by dividing total recruiting costs by the number of positions filled. Cost per hire can also be defined in the following ways: Costs incurred for sourcing and marketing to bring in a right candidate. Costs incurred for getting a qualified candidate to accept an offer. Costs incurred when a candidate declines an offer. New Hire Quality: Performance assessment conducted at the initial stage, during an employees first 90180 days on the job.

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Chapter 2. COMPANY PROFILE

2.1 INDUSTRY PROFILE
An industry comprised of companies that primarily earn revenue through providing products and services. Service sector industries are involved in retail, food, What is services? It is the part of the product or the full product for which the customer is willing to see value and pay for it. The service sector The services sector has been growing at a rate of 8% per annum in recent years More than half of our GDP is accounted for from the services sector This sector dominates with the best jobs, best talent and best incomes Determinants of service quality Reliability delivering on promises Responsiveness willing to help Assurance inspiring trust and confidence Empathy individualising customers Tangibles- physical representation Managing Service quality

Gap between management perceptions and consumer expectations Gap between management perceptions and service quality specifications Gap between service quality specifications and service delivery Gap between service delivery and external communication Gap between expected service and perceived service

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Managing Service Productivity Giving quality service is an expensive business Not every consumer is willing to pay extra for service quality Service providers would have to find their optimum service quality/cost ratios Can technology substitute part of the labour content? Can customers substitute part of the labour content? Making services obsolete by product innovations

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2.2 (COMPANY PROFILE)

About Young & Grow Young & Grow group of companies was established in the year 2001. group started with its first company in retail marketing viz Young & Grow marketing India pvt ltd. Currently group has business interests in diversified fields like commodities trading, equity trading, real estate, retail marketing, advisory services etc. Group has its presence at Mumbai, Indore, Belgaum, Jaipur, Sangli, Pune, Kolkatta, Nasik. VISION To be one of the most dependable and preferred service provider for investment in any asset class. MISSION To serve a diverse and growing market with superior service and competitive financial products that facilitates : Income , savings, the accumulation of wealth , and the availability of consumer and commercial education through our asset management partners. VALUES Success, Integrity, Service, Development , Fun. Success Client: Our Clients is what drives us. Business: Our success enables us to help our clients. Family Life: Interdependent Support, Shared success. Integrity With Client: Transparency in all our actions. In Business: We are true to our business objectives. Our Actions: We do what we say, walk to the talk.
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 Client Service Client for life: Our clients become our lifelong friends. Raving fun: Our clients are fanatical, always referring. Extra mile: Generally found on the road less traveled. Personal Development Our clients: We encourage clients to gain knowledge. Our colleagues: Our industry is growing, so are we. In ourselves: In all areas of life, just not finance. Having fun At home: We enjoy our work, finance is our passion. At work: Work stays at work, family time is fun time. Attitude: Can Do Attitude 'Life is just so much happier.

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2.3 PRODUCT PROFILE

Young & Grow Services Young & Grow Group of companies provides various services through its companies which are professionally managed in their respective field as under:-

Young & Grow Securities Pvt Ltd. Young & Grow Securities Pvt Ltd provide a platform for trading in cash market, Future & Options market and currency market of NSE & BSE.

Young & Grow Commodities Pvt Ltd. Young & Grow commodities Pvt ltd provides a platform for trading in commodity markets of Multi Commodities Exchange (MCX) and National Commodity and Derivative Exchange (NCDEX).

Young & Grow Priority Services & Consultancy Pvt Ltd. Young & Grow Priority Services & Consultancy Pvt Ltd is a Mumbai based leading research & advisory company. The company has been formed with the sole objective of helping the less privileged ones in our society. Company has tied up with NGO's who are running the activities in a transparent method, for the benefit of disabled children, poor women, old age person and sick animals.

Young & Grow Realtors pvt Ltd Young & Grow Realtors Pvt ltd is into Real Estate business. Company Concept It is to provide quality development and timely completion of all our projects. We are keen to make our customer fully satisfied with all of our best services. We like to provide legal townships with latest facilities, and to ensure that our locations will be a landmark in future. We take best care of appreciable areas where your investment will get appreciated day by day.
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Chapter 3. OBJECTIVES, METHODS & SCOPE.

3.1 OBJECTIVES
Primary Objectives The primary objectives of the project were as follows:i. ii. iii. iv. To study the recruitment procedure followed in YOUNG & GROW GROUP OF COMPANIES. To study the various sources of recruitment used in YOUNG & GROW. To study the selection process of YOUNG & GROW. To understand the selection methods adopted by YOUNG & GROW. the HR policies and procedures have been framed and are effectively being used in Young & Grow Group of companies. A high performing organization, to maintain its position, needs to be always vibrant and forward-looking, so the management in Young & Grow has felt a need of studying the recruitment and selection procedure for recruiting young and enthusiastic executives and Managers on a continuous basis, so as to keep it alive and thriving. While the existing experienced executives are the present strength of the company, the possibilities of identifying the best source of recruitment for pumping in fresh blood with new ideas, outlook, vision and insight has been explored through the study.

3.2 Scope of study:

The study is undertaken at YOUNG & GROW Group of Companies and is confined to the recruitment and selection process of YOUNG & GROW Group of Companies. The study sheds light on the real nature of the problem and to find specific alternatives that may solve the decision makers problem.

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3.3 Data Collection.

Primary data was collected using the following techniques: Direct interview method Observation method

The direct interview method was adopted as the information obtained would be accurate and first hand information. For this purpose I had an interview with the managers working for Young & Grow. The persons interviewed were Trading manager (Mr Hitesh Jain), Marketing manager (Mr Burahhadin Lokhandwala), Operations Manager (Mr Jatin Khatri), Franchising Manager (Mr Aqueel Sayyed). Interview was also conducted with the GM HR. Observation method was also used as a method of data collection. Secondary Data: Data was collected from organisations books, web sites. 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 undertaken for the next process.

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Chapter 4. OBSERVATION, FINDINGS, RECOMMENDATIONS.

4.1 Observation &Findings
The observations and findings from the project are as follows: At Young & Grow they don't have a clearly stated Recruitment policy. The needs for the human resources are forecasted quarterly at Young & Grow. The resources needs are forecasted through Managerial Judgment. The length of the Recruitment procedure is average. The Internal sources of Recruitment are preferred at Young & grow. From the external sources of Recruitment the mostly preferred sources as per order of commonly used are as follows: Advertisements. Professional associations. Job portals.

Generally 3 rounds of interview are conducted.

While selecting a candidate the main aspects required are as per the following sequence:-

Qualification. Experience. Personality.

For the traders the aspect that matters the most is the experience. Then comes qualification and personality Selection Tests are not conducted for the selection of employees. The employees and other managers rate the HR practices as Good.
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 There is no proper Planning for the human resources. At YOUNG & GROW the following Employee Retention strategies are being adopted: Celebrating Birthdays of Employees. The Birthdays of employees are celebrated by getting a cake and everyone from the office are gathered right from the top management to the lowest level employee and the cake is cut Organizing picnics for the office staff. A yearly picnic is organized for the staff and every person in the office is asked to come so that they get a change from the current environment and and be in a fresh mood to work. Employees support in tough times. The company provides employees with emergency personal loans in tough times. This makes the employee feel that the company cares for them. Providing House facilities. People staying outside Mumbai who have come from other states, company gives them housing facilities from their own expense. Providing food facilities. The employees are also given homemade food facilities so that their health doesnt get spoiled by having the outside food every day. The expense of these food facilities is bared by the company only. Employee feedback programs. A test is conducted for the employees whenever a need is felt to keep a check of their performance. This also helps the manager to understand how much of the work is understood by the employees. In the end the HR gives a feedback to employees as to which areas they need to improve. Proper training programs. Training programs are given to employees as and when needed. Suppose an employee does not understand some part of his work then training is given to him by some in-house person mostly the person working above him gives the training. Appreciating and Recognizing a well done Job. A well done job is well appreciated so this raises the employee morale and he feels like giving more inputs to the company and performs better. Providing convenient leave facilities.
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 The employees are given convenient leave facilities as and when required by them. There is no much restriction.

Recruitment Process at YOUNG & GROW

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Identify the vacancy

Advertise the Vacancy

Prepare Job Descriptions & Specifications

Sources of Recruitment

Scanning of Resumes

Short listing of Resumes

Technical Interview

HR Interview

FAQ Form Identify the vacancy Appointment Letter Identify the vacancy

4.2 Recommendations
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The following are the recommendations that have been suggested to the company for smooth functioning of the recruitment and selection procedure: There should be a clearly defined Recruitment & Selection policy.

Selection tests should be conducted for selection of candidates for higher posts. Introduce Competency based Recruitment & Selection. Consider how the role they want to fill is defined. What level of technical skills is really required? Is an IT or computing degree really necessary? Are soft skills desirable or essential? Could the role be done flexibly? Consider how and where to advertise the role. Company should frequently conduct meetings with the consultants, which will help both consultant and the company to understand each other better. An application blank should be given to candidate to fill in before the interview so that the company would have a record of the candidate with his details for future reference also. Time management is very essential and should not be ignored at any level in the process. The persons called for the interview should be given proper time slots that do not overlap. The managers should keep themselves free at the time of interview so that the work could be done faster and the candidates also need not wait for a long. There should be proper planning and forecasting of the human resources. At YOUNG & GROW proper retention strategies are adopted (as mentioned in 4.1) which helps the company a lower attrition rate. Along with the retention strategies already adopted company should also inculcate the following practices: Open Communication. The employees should be informed of key issues. The organization should convey them that their opinions matter and should ask them to give in more inputs.

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 Employee Reward program. Awards should be given like best employee of the month, punctuality award. This award can be in terms of gifts so that employee also feels a sense of pride. Career development program.
Since every employee is interested in boosting his career , the employees can be offered technical

certification courses which will help them enhance their knowledge. Performance based bonus. A provision of performance linked bonus can be made wherein an employee is able to relate his performance with company's profits and hence will work hard. This bonus should be completely productivity based. (Definition: A monetary payment made to an employee over and above their standard salary or compensation package) Recreation facilities. Recreation facilities should be given to employees to relieve stress. There should be a formation of a recreation room for the purpose.
Gifts on some occasions.

Giving out some gifts on festivals make employees feel good. Sweets can also be distributed on such occasions.

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(Source: recruitment.americaneaglesimbol.in)

The above shown Recruitment process should be adopted by company for effective recruitment and selection.

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4.3 CONCLUSIONS
In the age of globalization, an organization can raise physical resources (property, asset and financial resources) but the growth, development and performance of an organization is mainly the hard work of its employees i.e. the human capital. Organizations must therefore focus on their employees to produce, to expand, and to meet the challenges of the global economy. An employee is now a key asset, who can play a crucial role in the growth and development of the organization. Hence the recruitment procedure adopted should be a competitive one which will help to hire the right kind of candidates, which in turn would help for smooth and effective functioning of the organisation. The key to successful recruitment is to ensure that the criteria of suitability are overt and relevant to the job itself. Once these criteria are agreed and shared it is possible to make more rational decisions about someone's suitability for a job, based on evidence rather than gut feeling or instinct. Effective recruitment and selection should not be about the luck of the draw. Systematic planning and preparation will increase the likelihood of taking on the right person. The key to effective recruitment is preparation: knowing the job and what is required of someone to perform it well.

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Chapter 6 . Bibliography
Aaker D (1989), Managing Assets and Skills: The Key to Sustainable Competitive Advantage, California Management Review.
Brown, P., and A. Hesketh. 2004. The mismanagement of talent: Employability and jobs in the

knowledge economy. Oxford: Oxford University Press.

Bynner, J., and S. Parsons. 2001. Qualifications, basic skills and accelerating social exclusion. Journal

of Education and Work 14.

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication.

Galanki Eleanna (2002), The Decision to Recruit Online: A Descriptive Study, Career Development.
Education and Employment Select Committee. 2001. Recruiting unemployed people. Third Report.

London: House of Commons.

Grugulis, I. 2007. Skills, training and human resource development: A critical text. Basingstoke:

Palgrave Macmillan.
K.Aswahthappa (2001),Human Resource and Personnel Management

Laabs J (1993), Why HR is Turning to Outsourcing, Personnel Journal. Pilbeam, S. and M. Corbridge (2006) People Resourcing. Contemporary HRM in Practice, London: Prentice Hall.

Websites Referred.
recruitment.naukrihub.com/recruitment-process. www.managementparadise.com. www.citehr.com. www.icmrindia.org/casestudies/catalogue/.../HROB044.htm (http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=36318555&site=ehost-live)

www.youngandgrowworld.com

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Chapter 6. Annexure.
6.1 Interviews Conducted This is the list of candidates for whom the interviews were conducted by me during the summer training.

Name of interviewee Mr Amit Kumar Kashyap Mr Sunil Kumar Ramadhar Ms Sonali Shigvan Ms Shraddha Patil Mrs Nisha Vartak

Qualification MBA Finance MBA International Business HSC HSC BA, PGDHRM

Total Experience 1 year 2 years 1 year 1 year 12 years

6.2 Analysis on the interview procedure

As per my observations a structured pattern for interview is followed. The structure is based in the order of the following parameters: Introduction Personal interest and Hobbies. Work Experience. Previous Job Profile. Salary details. Salary expectations. Candidate queries.

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6.3 REPORT REGARDING THE INTERVIEWS CONDUCTED

6.3.1
NAME - Mr Amit Kumar Kashyap. POST Commodity trader and analyst. QUALIFICATION - MBA Finance. WORK EXPERIENCE 1 year with Focus groups as Commodity trader & Analyst.

SALARY Current Salary withdrawn is : Basic = 15000 Incentives = 10% of profit earned. (for eg: If he gave company a Profit of Rs 100000 the incentives would be 10,000 so total salary earned would be Rs 25000.) Salary Offered: Basic= 20,000

An Appraisal would be done after 3 months then will decide what kind of incentives to offer and also a hike in salary would be offered. The candidate was selected based on the following parameters:-

Skilled and knowledgeable. Subject knowledge (about the commodity market which would be his area of work)

Focused

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6.3.2
NAME - Mr Sunil Kumar Ramadhar. POST Marketing Executive. QUALIFICATION MBA International Business. WORK EXPERIENCE 2 yrs

Money Honey financial services where he worked as a sales manager for 1 year. G-Tec computer education where he is working till date as a centre manager.

SALARY Current salary withdrawn is: 3.25 lac p.a. Salary offered : 20,000 per month + incentives based on performance.

The candidate was selected based on the following parameters: No relevant experience in commodities market. (The previous company where he dealt though being a

financial service provider it was about fixed deposits, mutual funds etc. So his experience was also not relevant to our company profile.) No pleasant personality.
Salary expectations too high.

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6.3.3
NAME - Ms Sonali Sunil Shigvan. POST Back office (entry level) QUALIFICATION - HSC passed in 2010.

Additional qualification was MS_CIT, DTP, TALLY.

WORK EXPERIENCE 1 yr

SALARY Salary withdrawn was 6000 including commission. Salary offered was 4000 pm.

The candidate was selected based on the following parameters:

Communication skills. Eager to learn. Good performance at typing test. Computer skills.

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6.3.4
NAME - Ms Shraddha Patil. POST - Back office (entry level) QUALIFICATION - HSC passed.

Additional Qualification was MS-CIT , Certificate in Library Science.

WORK EXPERIENCE 1 yr as a data entry operator.

SALARY Salary withdrawn was 3500. Salary offered- 4000.

The candidate was selected based on the following parameters:-

Prior work experience of the same profile. Communication skills. Good performance at the typing test.

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6.3.5
NAME - Mrs Nisha Prashant Vartak POST HR Executive. QUALIFICATION - BA , PGDHRM(Welingkar)

WORK EXPERIENCE

7 yrs with star diagnostics as an accounts assistant. Job profile was: Experience of handling Tally 5.4, 7.2. , tax assessment preparation, bank remittances, sales

invoice & sales tax return, admin and HR related work.

2nd job with Vanson Engineering Pvt Ltd as HR executive. Job Profile: Recruitment - Screening CV's Joining - Offer Letters Appraisal - Updating personal evaluation records Training. - Maintaining training records & arranging schedules. Insurance - Medical insurance, personal accident, workmen compensation policy. Administration - Office housekeeping, stationery handling, branch administration, handling travel desk, visa documentation.
SALARY

Current - 175000 p.a.

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 Expected 227500 p.a.

The candidate was selected based on the following parameters: Relevant work experience. Potential candidate.
Communication skills.

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6.4 JOB DESCRIPTIONS FOR THE POST VACANT IN ORGANIZATION

6.4.1 Marketing & Sales executive. Job Descriptions Young & Grow Group of companies. Title: Marketing & Sales Executive. Reports to: CEO, Wadala. Job Purpose: To carry out direct marketing & sales activities, so as to develop and maintain sales of investments and also to maintain good relationship with clients to understand and solve their queries. Key Responsibilities & Accountability. Manage and coordinate all marketing activities. Conduct market research to determine market requirements for existing and future services. Analysis of customer research, current market conditions and competitor information. Develop and implement marketing plans and projects for new and existing services. Manage the productivity of the marketing plans and projects. Monitor, review and report on all marketing activity and results. Determine and manage the marketing budget. Deliver marketing activity within agreed budget. Researching & evaluating new product services, demand for potential services, and customer needs & insights. Key competencies. Excellent written and verbal communication skills. Organization and planning. Problem analysis and problem-solving. Team-leadership.
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 Formal presentation skills. Persuasiveness. Adaptability. Innovation. Judgment. Decision-making. Stress tolerance. Collaboration.

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6.4.2Job Descriptions Young & Grow Group of Companies. Title: Receptionist Reports to: Head person of office, Wadala. Job Purpose: To Provide an Efficient & Professional Reception for Young & Grow. Key Responsibilities & Accountability. Answer a high volume of calls & maintain a rapid response rate according to agreed standards. Log information on calls received, where required & maintain detailed & accurate records. Maintain & update continuously, by local knowledge & local means a log of availability of staff likely to receive inbound calls. File data and perform other routine clerical tasks as assigned and for other departments as needed. Order & maintain relevant office supplies for effectiveness of personal duties. Operate a variety of standard office machines, including a personal computer and a variety of computer software, phone, fax, calculator, shredding machine & photocopy machine.
Communicate & liaise verbally and in writing between customers/suppliers/visitors/inquires &

relevant staff & interpret and respond clearly and effectively to spoken requests over phone or in person, and to verbal or written instructions. Establish & maintain effective working relationships with co-workers, supervisors and general public. Perform reception duties in an efficient, effective and courteous manner. Maintain regular consistent & professional attendance, punctuality, personal appearance and adherence to relevant health & safety procedures. Key Competencies: Excellent written and verbal communication skills. Stress tolerance.
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 Presentation skills. Problem-solving. Pleasant Personality.

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6.5 FAQ Form

FAQ form is a form which an employee is supposed to fill at the time of selection process. Once the candidate gets selected then he is supposed to fill this form. The form gives the details about the candidate including his personal and professional details. It includes: Name. Address. Qualification. Employment history. Total experience. Analysis of job done. Medical history.

This form is then verified by the HR as to whether the details given by the candidate is true. After the scrutiny and verification of his form the candidate is given the final placement. The format of FAQ form is given below:-

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FAQ Form Name: Address: Qualifications Qualification SSC HSC Graduation Post-Graduation Percentage Year of Passing University/Board

Total Experience: Employment History (Latest) Name of the Company: Designation: Department: Period from & to: Job Profile (in detail):

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(Previous) Name of the Company: Designation: Department: Period from & to: Job Profile (in detail):

Analysis of Job Done:

Medical History Nature of illness, if any: Surgeries Undergone: If Any, when: Currently undergoing any treatment:
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The above information is true to the best of my knowledge.

Name of Candidate

Signature & date

(If the above given information is found to be untrue the candidate will not be selected for the job.)

6.6 Appointment Letter Format.

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YOUNG & GROW (YOUNG & GROW MARKETING (INDIA) PVT. LIMITED.) Reg Off: 419, 4th floor, Hind Rajasthan bldg, D.S. Phalke Road, Dadar(E), Mumbai 14. www.youngandgrow.com tel:Fax no: email- paresh@youngandgrow.com Cell:

Ref. No:Name of Candidate. Address. Subject Dear XYZ,

Date:

In reference to your discussion & as per the placement offer policy of our organization, we are pleased to appoint you for the respected post to be scheduled at our Mumbai office on the terms and conditions mutually agreed upon, the details which are given below:Date of Appointment: Location: Your salary emoluments shall be as follows:You will be offered a package of Rs-

We reserve the right to cancel this offer in case of failure to submit your acceptance by this date or if any information furnished by you is found to be false. At the time of joining, please also let us have the following certification; Two passport size photographs. Photocopy of Date of Birth Certificate. Photocopy of your highest Qualification Certificate.
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Aruna Manharlal Shah Institute of Management & Research.

We Welcome you to young & Grow and hope to have a successful association. Yours Sincerely, GM HR.

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