Professional Documents
Culture Documents
2011-2012
CERTIFICATE
This is to certify that MISS ZEBA NAWAB is a bonafied student of Neville Wadia Institute of Management Research and Studies, Pune undergoing the Masters in Personnel Management programme. She has successfully completed her project titled Recruitment and Selection at Workforce Asia Recruitment Consultants, Pune under guidance of Mrs. Karuna Jadhav and Course Coordinator Dr. A.B. Dadas. This project is in partial fulfillment of the Masters in Personnel Management programme of Pune University.
CERTIFICATE
This is to certify that Miss Zeba Nawab , a student of Neville Wadia Institute of Management Research and Studies doing Masters in Personnel Management has done her project on Recruitment and Selection with this organization during 1st June 1st August, 2011 as part of her MPM curriculum.
Date:
, 2011
ACKNOWLEDGEMENT
Presenting the project report on Recruitment and Selection at Work Force Asia Recruitment Consultants Pune has not only called for an immense effort but also the attention and invaluable help from my peers, family, friends and colleagues who helped it materialize. To commence with things I would like to take this opportunity to gratefully and humbly to Miss Sweta Burman , Project guide, Work Force Asia Recruitment Consultants, Pune for being appreciative enough by giving me an opportunity to undertake this project in Work Force Asia I would like to extend my sincere thanks and gratitude to Mrs. Karuna Jadhav (Project Guide) and Dr. A. B. Dadas (Course Coordinator) NWIMSR, whose guidance and trust encouraged me to develop my ideas and understanding to complete the project. I would also like to specially thank Dr. S. R. Dastane (Director) NWIMSR, for his overall direction. My parents need special mentions here for their constant support and love in my life. I also thank my friends and well-wishers, who have provided their whole hearted support to me in this exercise. I believe that this Endeavor has prepared me for taking up new challenging opportunities in future.
DECLARATION
I hereby declare that the project titled Recruitment and Selection is an original piece of research work carried out by me under the guidance and supervision of Mrs. Karuna Jadhav. The information has been collected from genuine and authentic sources. The work has been submitted in partial fulfillment of MASTER IN PERSONNEL MANAGEMENT of Pune University.
Place:
EXECUTIVE SUMMARY
The project titled RECRUITMENT AND SELECTION Undertaken in WORKFORCE ASIA RECRUITMENT CONSULANTS. Workforce Asia is one of India's leading executive search companies with a specialized focus across various industries spread throughout India and abroad. The project report is about recruitment and selection process thats an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. It is a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.
CONTENTS
CHAPTER NO.
1 2 3 4 5 6 7 8 9
TITLE
Introduction Theoretical Perspective Company Profile Research Methodology Data analysis and interpretation Findings Conclusions Recommendations Bibliography Annexure
PAGE NO.
9-10 12-23 25-31 33-34 36-51 53 55 57 59
INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS: There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors The project report puts light on the theoretical aspects of recruitment, steps of recruitment process followed in WORKFORCE ASIA. Human resource management is concerned with management of people and people are the main assets of any industry. Mission of human resource management is to assure a steady source of talented people who can contribute to success of organization. The project aims to study the recruitment procedure which is one of the important functions of human resource management. Recruitment is the process of finding and attracting capable applicants for employment. Recruitment involves attracting and obtaining as many applications or resumes as possible from eligible job seekers. The process begins when new recruits are sought and ends when applications or resumes are submitted. My objective of study was to identify the gap while implementing selection process. The scope of studying this project report is to identify the needs or requirements of clients of manufacturing and IT sectors and to search for the candidates according to clients requirement. Searching right candidate for right job is not a easy task because if wrong decisions are taken it can turn out to be a costly affair. Even when the placement consultancy fails to provide good and appropriate candidate, they can lose a valued client or even tarnish its market image. On a final note I have tried to understand the steps and procedure followed by Workforce Asia tried to learn the recruitment procedure.
NEED OF STUDY
To understand the basics of recruitment and to study what are the steps to be followed in recruitment process.
SCOPE OF STUDY
To study recruitment policy of Workforce Asia for different categories of employees. To analyze recruitment policy with general policy. To provide a systematic recruitment process. Study covers recruitment procedures for all middle management, and in senior management.
OBJECTIVES OF STUDY
To identify the gap while implementing the selection process. To understand the latest trends in recruitment selection process.
LIMITATIONS OF STUDY
Last minute initiation of company Wrong job analysis Inappropriate compensation package Selection Biasness
Human resources management comprises of several processes: Workforce planning Recruitment Induction, Orientation and On-boarding Skills management Training and development Personnel administration Compensation in wage or salary Time management Payroll Employee benefits administration Personnel cost planning Performance appraisal
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Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.
Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions.
Employee relations:
Disciplinary processes, incident investigations, complaint/grievance procedures, labormanagement relations.
Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards.
Fiscal Policy:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing.
Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods.
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Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards.
Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative files.
Record-keeping:
Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing.
Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.
Selection:
After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.
HR that affects Core of affects the employees organizational employees Human Resource i.e. Negatively all employees at all levels in organizations
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Anticipated:
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.
Unexpected:
Resignation, deaths, accidents, illness give rise to unexpected needs.
Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.
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SOURCES OF RECRUITMENT
SOURCES OF RECRUITMENT
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RECRUITMENT POLICY
Creating suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps insure a sound recruitment process.
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E-Recruitment
E-recruitment is the evolving face of recruitment. The latest trends in recruitment are the ERecruitment. It is also known as Online recruitment. It is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, monster jobs etc, the organizations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements. The two kinds of e-recruitment that an organization can use is Job portals : It is posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site according to the requirement of the client. Creating a complete online recruitment/application section in the companys own website : Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organization for consideration in future, as and when there are requirements.
Resume Scanners:
Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, keywords, experience, payroll etc.) of the job. Job sites provide a 24X7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passers-by applicants. Online recruitment helps the organizations to automate the recruitment process, save their time and costs on recruitments.
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RECURUITMENT PROCESS
HR Planning Job Analysis Employee Requisition Screenin g Job Vacancies Recruitment planning -Number -Types Searching -Message -Media -Advertisements Applicant Pool Potential Hires To Selection
Applicant populatio n
Steps in recruitment process:1. Human Resource planning 2. Job Analysis 3. Releasing advertisements of positions vacant in the organization 4. Collection of resumes (received as a result of advertisements or other sources) 5. Selection of resumes 6. Written Tests 7. Interview rounds/ H.R rounds 8. Release of offers.
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SELECTION
Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.
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Organization for selection: Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: It is easier for the application because they can send their applications to a single centralized department. It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. It can provide for better selection because hiring is done by specialist trained in staffing techniques. The applicant is better assured of consideration for a greater variety of jobs. Hiring cost is cut because duplication of efforts is reduced. With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process. Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.
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Vision:
The Companys vision is to develop long term relationship with their client to understand and identity their present and future requirements. Workforce Asia interviews candidate to maintain quality and service for their client to meet their expectation and requirement.
25
Mission:
Our mission is to be the best at identifying, qualifying and delivering world class service in the Research Process Outsourcing industry that enable our clients to meet their business goals more effectively. Workforce Asia is incorporated with an objective of providing integrated solution for complete recruitment and HR outsourcing for automobile, IT, Non-IT firms, call centre, hospital and retail industry. Their focus is to provide best and comprehensive services related to recruitment and staff Outsourcing to fulfill their clients needs by understanding them at lowest possible costs.
Motto:
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Placement Consultancy:
Placement consultancies are the intermediary between organizations willing to recruit (i.e., client) and an individual seeking a career move (i.e., candidates). Recruitment consultant is a service that helps professional people to find work by introducing them to potential employers. Role of Recruitment Consultant: Identify and develop clients business or relationship in a competitive environment. Attract candidate and maintain candidate database. Assess and respond to needs of each client or assignment. Source suitable candidate and brief them on opportunity offered by client. Manage process through interview. Offers resume related and general career advice. What makes a successful recruitment consultant?
Attitude
Teamwork
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Infrastructure:
1500 sq. ft. office space Servers Workstation UPS system connected through LAN connectivity 24 hour internet connectivity Video conferencing facility Data base system Mobiles and telephones to each recruiter
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Human Resource
Receptionist
Reception
The receptionist made the candidates feel comfortable and familiar to the procedure.
Accountant
Accounts
Marketing/Sales Executive
Marketing
Name of the companies of Workforce Asia: Apollo tyres Amtek industries Arihant domestic appliances pvt ltd Arihant steel Birla groups Cotmac electronic Cee dee vaccum equipment pvt ltd Demech Industries D.B Power electronics pvt ltd Image publications Intect Idea cellular Jagdamba
Jyoti tooling Kalyani forge Kinetic engineering Minilec group of industries National bearing corporation Nutan Chemicals Polybond group of computers Shree automobiles Siddheshwar industries Synise technologies Vijay Motors V customers
Phase I: Selection
Human Resource Requirement Approving Authority
Approval
Search
HR
CV Sources Internal CV database Hiring Consultants Employee Referrals Personal Networks Market Intelligence
CV Bank
Short-listed CVs Called for Personal Interviews (Local candidates) HR co-ordinates to organize the interviews Preliminary Interviews (As per the Selection approving Matrix)
Short-listed CVs
Tel. Interviews (Outstation candidates)
Short-listed candidates
Salary proposal
HR does Salary Negotiation & Extends the offer Offer Accepted HR closes it & sends out the offer letter Offer NOT Accepted HR works out the modified offer, if possible within the band, and tries to pursue & seals the offer HR informs the concerned Functional Heads about the probable DOJ
HR does the necessary Reference checks & get the details documented in specified format
RESEARCH METHODOLOGY
Population:
The employees of workforce Asia were taken as the population
Sample size:
Sample size taken is 15 employees of Workforce Asia.
Sampling method:
Simple random sampling method is used i.e., employees are chosen randomly for the research.
Feedback of short listing is taken from the clients: Manager of the concerned department is asked the list of shortlisted candidates against the resumes provided to them previously. Along with the names of shortlisted candidates their interview date, time and venue are also taken To arrange interview of shortlisted candidates: Calling: shortlisted candidates are called and are informed regarding their short listing and interview date , time , venue are given to the candidates. List of candidates who would be attending the interview is made and is mailed to the respective departmental mangers. In this manner they work as a coordinator or mediator between managers and candidates and arrange interview as per convenience of both. To send call letter to shortlisted candidates: Interview call letter is sent on the respective e- mail ids of the shortlisted candidates mentioning companys name, address, contact person, contact number, interview date and time, and list of documents required. This completes the recruitment process followed by Workforce Asia to select the right candidates.
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70 60 50 40 30 20 10 0
Referrals 10%
In Workforce Asia about 60% of candidates are searched through job portals, about 20% of registered candidates were approached, 20% of the candidates were selected from their data bank and for the remaining 10% referrals were taken from reliable sources.
. 2. How did you come to know about job openings in Workforce Asia?
Others Friends
Friends Internet
Newspaper
Internet
Newspaper Others
Friends 10
Internet 40
Newspapers Others 40 10
Interpretation:
About 40% came to know about job openings through internet, 40 % through Newspapers, 10% through friends and rest 10% through others.
No
Yes
Yes 75%
No 25%
Interpretation:
It was observed that only 25% of the employees did not refer their friends while 75% referred their friends.
Q4. Candidates within these age groups who approached for jobs were:
5 30
5 15
40
19-25 Years
25-30 Years
30-35 Years
35-40 Years
Above 40 Years
25-30 Years 5%
It was seen that most of the people who came for job were between the age group of 35- 40 years.40% of the people were between the age group of 30-35 years. 30 % were between 40 years and above of age group. About 5% of people were in the age group of 19-25 years and 5% between 25-30 years.
50 45 40 35 30 25 20 15 10
5
0
Engineering Customer support Technical Jobs Management
Engineering 45%
Technical 30%
Management 15%
Interpretation:
It was observed that 45% of candidates were from engineering background, 30% were from technical background and 20% were from customer support and 15% from management background.
40 60
Yes
No
No 40%
It was observed that only 60% of the employees were happy while 40% were not happy with Workforce Asias recruitment process.
10 20 40
30
Excellent
Good
Satisfactory
Poor
Excellent
Good
Satisfactory
Poor
40%
30%
20%
10%
Interpretation:
About 40% employees rated excellent for the interview panel, 30% rated good, 20% rated satisfactory and 10% rated poor.
40 60
Yes
No
No 40%
It was observed that 60% of the employees expectation was met by Workforce Asia while 40% expectations were not met.
Q9. Are you happy with the salary that is offered to you by the company?
30
70
Yes
No
No 30%
It was observed that 70% of the employees were happy with their salary while 30% were not happy with salary offered by the company.
Q10. What should be the best recruitment sources according to your preference?
70 60 50 40 30 20 10 40 60
0
Internal Recruitment
Internal Recruitment
External Recruitment
External Recruitment
40% Interpretation:
60%
Employees preferred 60% external recruitment as best recruitment source and some emplolyees preferred 40% internal recruitment as best recruitment source.
Q11. Did you fully know about the company policies before you joined this company?
40 60
Yes
No
Yes 60%
No 40%
Interpretation:
It was observed that 60% of the employees were aware of the company policies while 40% were not aware of the companies policies
95
Yes
No
No 5%
It was observed that 95% of the employees were undergone written test while 5% did not undergone any written test during recruitment.
13. How do you think about Recruitment and selection procedure in your company?
80 70 60 50
80
40
30 20 10 0
Satisfactory Unsatisfactory
20
Satisfactory 80%
Unsatisfactory 20%
Interpretation:
It was observed that 80% of the employees were satisfied with recruitment and selection procedure while 20% were not satisfied with recruitment and selection procedure.
14. Out of the total resumes selected number of candidates who gave acceptance were :
20%
80%
Accepted
Rejected
Rejected 20%
Out of the total resumes selected, the percentage of people who gave acceptance on telephonic interview was 80% and 20 % of them didnt give acceptance.
Fresher's 10% Incresed Package 10% 10% 30% 40% Growth and Promotion Job Satisfaction Work culture
10% of the job seekers were freshers, 30% of them wanted to change the job for increasing their salary, 40% wanted growth & promotion, 10% were dissatisfied with their job and 10 % were not able to adjust to the work culture.
80 70 60 50 40 30 20 10 0
80
20
Approved
Approved 80% Interpretation:
Disapproved
Disapproved 20%
Out of the resumes send to the company, 80% of them were approved while 20% were disapproved by the company.
17.
70
60 50 40 30 20 10 0
70
30
Joined
Not Joined
Joined 70%
Interpretation:
After selection about 70% of the candidates joined the organization and about 30% didnt joined the organization. The reason may be the non acceptance of signing any bond or demand of heavy amount as a bonding token from employer.
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18.
2%
98%
Candidates Joined
About 2% of employees left the organization after joining. There could be many reasons it can be conflict with boss or offer of a higher package or not able to perform or health issues while 98% remained in the organization.
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19. Time taken to complete the recruitment process of one requirement is:
80 70 60 50 40 30 20 10 0 10-20 Days 20-30 Days More than a month 10-20 Days 20-30 Days More than a month
75 % of recruitment process was completed in 10-20 days, 20% was completed in 20-30 days, and 5% took more than a month.
20. The most time consuming process in the entire recruitment and selection process is:
10% 20%
Sourcing 20%
Screening 10%
Interviewing 40%
Selection 20%
Joining 10%
Interpretation:
According to 20% employees interviewing were the most time consuming process in recruitment and selection process, while Sourcing and Selection were given 20% each and Screening and Joining were given 10% each.
21. The most critical process in the entire recruitment and selection process is:
20%
30%
Sourcing Screening
Sourcing 30%
Screening 20%
Interviewing 10%
Selection 20%
Joining 20%
Interpretation:
According to 30% employees sourcing were the most critical process in recruitment and selection process, while Interviewing and Selection were given 20% each and Screening and Joining were given 10% each.
22. The most challenging step in the entire recruitment and selection process is:
20%
10%
Selection Joining
Sourcing 40%
Screening 10%
Interviewing 20%
Selection 20%
Joining 10%
Interpretation:
According to 40% employees sourcing were the most challenging step in recruitment and selection process, while Interviewing and Selection were given 20% each and Screening and Joining were given 10% each.
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FINDINGS
Recruitment is a very challenging job in any company. Recruiters have to work very hard to find the right candidate for right job. While studying the recruitment process followed in Workforce Asia I found that: Around 100 requirements came in Workforce Asia Recruitment Consultant. Out of which I worked in 10 of the requirements. Most of the requirements were from manufacturing sector and IT Sector. For at least 1 requirement I searched around for 50-100 resumes. Out of which around 50% of resumes were found to be relevant as per the requirement given by the company. From these 50% of candidate around 20-40 candidates gave acceptance who were interested in working with that company and to attend the interview. Out of these 20-40 candidates, Company shortlisted around 10-15 candidates. From these candidates around 10-12 or sometimes all the candidates attended the interview. Company selected the candidates as per the number of vacancies they had. Out of the selected candidates, sometimes 2-3 candidates didnt agreed with the terms and conditions of the company. Thus, the recruitment and selection process ended.
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CONCLUSION
Recruitment is one of the important functions of human resource management. It is mainly sorting out the relevant resumes and selecting the right candidate as required for the requirement after following a series of systematic process of recruitment and selection. Learning Recruitment in Workforce Asia was a good experience. They mainly followed online means like job portals of Naukri and Times to search for the candidates which is a very easy means of searching for the candidates. Selecting the right candidate for the right job was the aim of the companys recruitment team. They carried certain steps after receiving the requirement from any company. First they searched for the appropriate candidate using various sources and then arranged an interview with the company. After completing the project I learned about the process of recruitment, how employees are recruited in any organization and I also learned the recent trends followed in recruitment process.
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RECOMMENDATIONS
Recruitment is the biggest challenge for any HR manager. Making wrong decisions when recruiting staff can prove to be a costly affair and further increase attrition rates. Recruitment is all about attaining a right fit between a person, job, and the company. It is the art of finding closest match. Attracting the right talent to an organization helps in gaining competitive advantage. Selecting wrong candidate makes achieving goals and objectives difficult. There needs to be an element of efficiency and competency from the start of the process so as to avoid any unfortunate situation.
The main idea is to get in the best people who have the right blend of qualification, competencies and qualities as required by the post. Some of the limitations which I found with the organization are a) Last minute initiation by the company i.e., at the last moment company gave the requirement and demanded right candidate. This creates a chaos in the organization and the consultancy is unable to provide the company with the appropriate candidate. I would recommend that company should be requested that they should give the requirement at least few days before. b) Wrong job analysis by clients i.e., the company gives a wrong job description about the post, this results in wrong selection of the candidate. I would recommend that company should thoroughly understand the job profile and should then send it to the placement consultancy.
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BIBLOGRAPHY
C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication. K.Aswahthappa (2001),Human Resource and Personnel Management Human Resource Management, (2005), Dr.P.C. Pardeshi C.B Gupta (2005) www.workforceasia.com www.google.com
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SAMPLE QUESTIONAIRE
Name: Gender: Age: Email id: Designation: Q1. What are the sources of recruitment used in Workforce Asia? a) b) c) d) Job portals Registered candidates Data bank Referrals
Q2. How did you come to know about openings in Workforce Asia? a) b) c) d) Friends Internet News Paper Others
a) Yes b) No Q4. What is the age group of candidates who approach for the job? a) b) c) d) 19-25 yrs 25-30 yrs 30-35 yrs 35 and above
Q5. What should be the education qualifications of the job seekers? a) b) c) d) Engineering Technical jobs Customer support Management
Q6. Are you happy with the Recruitment process? a) Yes b) No Q7. Rate the interview panel? a) b) c) d) Excellent Good Satisfactory Poor
Q8. Did Workforce Asia meet your expectations? a) Yes b) No Q9. Are you happy with the salary that is offered to you by the company? a) Yes b) No Q10. What should be the best recruitment sources according to your preference?
a) Internal Recruitment b) External Recruitment c) Both Q11. Did you fully know about the company policies before you joined this company?
a) Yes b) No Q12. Have under gone any Written Test during recruitment?
a) Yes b) No Q13. How do you think about Recruitment and selection procedure in your company? a) Satisfactory b) Unsatisfactory
Q14. What was the total percentage of candidates who gave acceptance for the job? a) Accepted b) Rejected Q15. What were the reasons for searching the job? a) b) c) d) e) Freshers Job satisfaction Increased package Growth and promotions Other
Q16. What was the no. of resumes selected by the organizations after short listing? a) Approved b) Disapproved Q17. Percentage of candidates who joined after selection? a) Joined b) Not Joined
Q18.Number of candidates who left the company after joining? a) Candidates Joined b) Left the Job
Q19.Time taken to complete the recruitment process of one requirement is: a) 10-20 days b) 20-30 days c) More than one month Q20. What do you think is the most time consuming process in the entire recruitment and selection process? a) b) c) d) e) Sourcing Screening Interviewing Selection Joining
Q21. What do you think is the most critical process in the entire recruitment and selection process? a) b) c) d) e) Sourcing Screening Interviewing Selection Joining
Q22. What do you think is the most challenging step in the entire recruitment and selection process? a) b) c) d) e) Sourcing Screening Interviewing Selection Joining