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A PROJECT

ON RECRUITMENT AND SELECTION


HYDERABAD
SUBMITTED BY

IN

K.NIRMALA JYOTHI
M.B.A. (HR)

UNDER THE GUIDANCE OF

Mr. R. RAMANJAN REDDY


In partial fulfillment of

MASTER OF BUSINESS ADMINISTRATION

PADALA RAMA REDDI COLLEGE OF COMMERCE AND MANAGEMENT NARSINGI,HYDERABAD

DECLARATION

I hereby declare that this Project Report titled RECRUITMENT AND SELECTION IN EDIFICE IT SOLUTIONS submitted by me to the Department of Business Management, O.U., Hyderabad, is a bonafide work undertaken by me and it is not submitted to any other University or Institution for the award of any degree diploma / certificate or published any time before.

Name and Address of the Student

Signature of the student

CERTIFICATION
This is to certify that the Project Report title RECRUITMENT AND SELECTION IN EDIFICE IT SOLUTIONS submitted in partial fulfillment for the award of MBA Programme of Department of Business Management, O.U. Hyderabad, was carried out by K.NIRMALAJYOTHI under my guidance. This has not been submitted to any other University or Institution for the award of any degree/diploma/certificate.

Name and address of the Guide

Signature of the Guide

ACKNOWLEDGEMENT

I express my deep sense of gratitude to my manager Human Resources for providing me an opportunity to do project work in EDIFICE IT SOLUTIONS I am grateful to Mr. PADALA SRINIVAS REDDY, Principal, PADALA RAMI REDDY COLLEGE OF COMMERCE AND MANAGEMENT for his encouragement in this academic pursuit. I am greatly indebted to MR.R.RAMANJAN REDDY Internal Guide, PRR COLLEGE OF COLLEGE AND MANAGEMENT, for his valuable guidance and encouragement throughout the project. I would also like to take this opportunity to thank all the people to extend their immense help to complete my project work.

(K.NIRMALA JYOTHI)
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CONTENTS

CHAPTERS 1 2 3 4 5

NAME OF TOPIC INTRODUCTION RESEARCH METHODOLOGY COMPANY PROFILE LITERATURE REVIEW

PAGE NO 6-10 11-13 14-29 29-50

RECRUITMENT AND SELECTION AT 51-53 EDIFICE IT SOLUTIONS

DATA ANALYSIS AND DATA INTERPRETATION

54-65

FINDINGS ,SUGGESTIONS AND CONCLUSIONS

66-69

ANNEXURES QUESTIONNAIRE BIBLIOGRAPHY

CHAPTER-I

INTRODUCTION

Recruitment & Selection:

Recruitment is the set of activities takes place in an organization to attract job candidates possessing the appropriate characteristics to help the organization reach its objectives. It involves seeking and attracting a pool of people from where suitable qualified candidates can be chosen for vacancy. The basic purpose is to collect a group of potentially qualified people. Selection is the process of finding out the most suitable candidates for the suitable job. After identifying the sources of manpower, searching for prospective employees and stimulating them to apply for jobs in the organization, the management has to perform the function of selecting the right employees at the right time and at the right post. Recruitment refers to the process of screening, and selecting qualified people for a job at a group. While generalist managers or administrators can undertake some components of organization or firm, or for a vacancy in a volunteer-based organization or community the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

Recruitment Vs Selection
Both recruitment and selection are the two phases of the employment process. The differences between the two are:

1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

OBJECTIVES OF THE STUDY:

The objectives of the project study include :

To know the various sources of recruitment and their availability at EDIFICE IT SOLUTIONS.

To obtain the feed back of the employees about the recruitment and selection procedures followed in the company.

To review the recruitment process and to make improvements to the forthcoming recruitment programs at EDIFICE IT SOLUTIONS.

To find out the effectiveness of the selection procedure at EDIFICE IT SOLUTIONS.

To know various methods of selection procedures by EDIFICE IT SOLUTIONS. To suggest measures accordingly.

SCOPE OF THE STUDY

The scope of the study includes the following aspects of recruitment and selection 9

The feed back of an employee. Proper utilization of human resource planning. Effectiveness of recruitment process and techniques. The selection procedure is effective or not. Cost effectiveness.

LIMITATIONS

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The superior may not dedicate much time to fill up the questionnaire which results in not so authentic data or information.

The employees may not reveal the secrets of the company. As the questionnaire is restricted to only 12 questions, the study could not cover the other aspects of the topic

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CHAPTER-II

RESEARCH METHODOLOGY

METHODOLOGY
The recruitment and selection process followed in Edifice IT Solutions is comparatively well defined. Most of the candidates are recruited through Employee Reference and Consultancy. Candidates selected are given a probationary period. The suggestions drawn through the project study are like before posing the candidates to personal interviews, tests like aptitude, achievement, situational, interest, group discussion and personality 12

development interview should be conducted. This helps the company in retaining employees for long time. Overall manpower planning in Edifice IT Solutions is conducted systematically and selection procedure is done through experts. This makes the company to lower the employee turnover at the same time developing the selected candidates for future organizational goals. SOURCE OF INFORMATION: Source of data is both primarily and secondary data were gathered and utilized for the study of recruitment and selection. To elicit the primary data for proposed study a well, designed questionnaire is used for independence. The statements cover the aspects recruitment and selection and associated issues. Personal interviews are taken with respondents to strength the information. DATA ANSLYSIS: The recruitment and selection data are analyzed using basic parametric techniques such as percentages and average etc., wherever they are required. SAMPLE SIZE: The well structured questionnaires with a sample size of 100 employees are taken for the purpose of study of recruitment and selection process in organization. The sample was selected randomly.

SOURCES OF DATA:
1. Primary data 2. Secondary data 3. Analysis of data 13

Primary data is collected in order to avoid any mistakes due to transcription which may arise when collected through secondary sources. The data is collected by questionnaire method. Secondary data is collected from the companies reports, manuals and brochures. Through company records, books, HR reports etc.

SAMPLING PROCEDURE:
The sampling method used was random sampling. The sampling method was used because of lack of time and lack of knowledge about the universe. The sample size was fixed to 100 respondents; the sampling procedure is response form.

STATISTICAL TOOLS USED: PERCENTAGE ANALYSIS:

PIE CHART:

In this research, various percentages are identified in the analysis and they are presented pictorially by way of bar diagrams and pie charts in order to have a better quality.

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CHAPTER- III

COMPANY PROFILE

Edifice IT Solutions is a consulting and outsourcing company with clear vision. With a team of highly experienced professionals, providing consulting services, education & training services, project management support and staffing services to diverse industry sectors. It includes management consulting, competency development & training on project & process management, tools & technology solutions and on-site & off-site services. 15

Because ours is a primarily outsourcing company having access to a large pool of IT professionals, we provide a cost-effective way of completing projects on time and budget. Be it an individual product or service or outsourcing an entire IT department, Edifice has people who can help. Building products and providing leading edge software development services to small and medium business that are expanding or transitioning is our specialty. Our team of outsourcing technical experts will help in delivering innovative IT solutions to help meet your companys goals at a greater value. Being a primary user of Microsoft technologies, we specialize in developing web based applications for qualitative and effective usage. We also provide application maintenance and support for your developed product in this rapidly changing technology environment. Edifice IT Solutions is an exciting and rapidly growing IT consulting firm. We are always on the look out for talented professionals who are seeking a dynamic career in professional services. If you are a skilled software engineer who can combine in-depth IT expertise with strong industry background and have relevant experience in one or more of the following areas, we'd love to hear from you. Edifice offers a challenging work atmosphere for continual learning and growth. With a culture focused on technical excellence, we look for self-motivated software engineers who love their profession and consider the challenges of work its own reward. With remuneration that matches any in the industry, we try to make it a fun and rewarding place to work. EIS(Edifice IT Solutions) understanding business domains that create new avenues for the innovative application of IT solutions is one of the vital strengths the team at Edifice Technologies strives to continually increase. Combining this deepest understanding of various technologies, Edifice Technologies delivers a range of services that are innovative in design, way they are developed and way they perform - enabling its clients not only in achieving the intended benefits out of the application developed but also in utilizing the 16

developed application as a source continually generating sustainable advantages.

EIS was founded by professionals with years of experience in software engineering, Training, management and consulting. EIS intelligence maturity as well as the capability of continuous process improvement is a key to meeting clients' requirements within the shortest possible time frame. Also, Edifices talented pool of software engineers and high technology infrastructure at the development center are providing substantial support in providing timely services to the global client. As a result the clients are able to get the maximum cost advantage since Edifice's development practices are focused on maximizing performance of various stages of software development lifecycle to directly arrive at a favorable cost structure for the client. EIS offer comprehensive, end-to-end software solutions and services. Its services encompass a broad technology spectrum, catering to leading international companies across the globe

SERVICES:
OFFSHORE & OUTSOURCING: Edifice IT Solutions is an offshore software development company that offers programming, design, and consulting services to a wide range of industries and business areas. Working with you continuously, we are able to execute a project from a mere concept to the final, polished solution. Our highest quality services are driven by the 17

customer's comfort, cost benefits, schedule and budget targets, and confidentiality and security issues. EIS has a list of distinguished clients and Edifice is committed to establish and maintain long \ standing partnerships with the clients, where they obtain professionally crafted products and services on par with global industry standards. Many of our clients have progressed in achieving their goal easily and successfully with Edifice as their technology partner. We actively promote Project Management culture, methodology and best practices worldwide. You would agree that managing project has become very crucial in this competitive business scenario. And managing scope of the projects within time, cost and quality constraints is the challenge. Our philosophy is to utilize knowledge to provide value-addition to our clients. Our team provides solutions & services to clients with a globally accepted methodologies, tools & techniques based on extensive industry experience. We play an important role in the making difference in our clients projects & operations by our active participation. We help organizations to align their strategic objectives with dayto-day operations by streamlining management processes, optimizing teams productivity and effective application of tools & techniques

BUSINESS CONSULTING: Edifice IT Solutions strategic business consulting services focus on enhancing business performance of its clients by streamlining processes, reducing organizational risk and leveraging the global sourcing / outsourcing organizational model. We have worked with clients in a wide range of industries to help them leverage the strengths of IT to optimize their business performance and produce value driven results. We specialize in helping organizations grow their businesses 18

and their bottom line. Optima's services deliver a solution designed to meet our clients business and technology needs. Our expertise is focused on: Optimizing applications and workload where we help our clients align applications to business strategy, prioritize critical work requests and plan internal resources Improving productivity where we help our clients redesign processes to work more efficiently, and design and institutionalize metrics for process improvements Ensuring effective outsourcing where we help our clients assess outsourcing suitability of applications and infrastructure, design governance structure to manage relationship issues in global outsourcing and manage organizational change involved in an outsourcing initiative Process improvement & implementation We implement diagnostics to identify process improvement opportunities and work extensively with our clients to implement changes in their business process. Managing operational risk We facilitate design and development of processes and architecture to support improved operational risk management Outsourcing consulting and health check To assist outsourcing decisions we develop cost analysis, risk analysis, business case and transition options. Change management and re-organization The design and management of the organization and HR transition programs are reworked to incorporate outsourcing requirements. Managing / governing offshore resources We analyze and design an effective 19

program management office, identify skills, capabilities, roles, and responsibilities that are essential elements in managing offshore resources and policy.

PROJECT MANAGEMENT: Project management is the discipline of organizing and managing resources in such a way that these resources deliver all the work required to complete a project within defined scope, time, and cost constraints. A project is a temporary and one-time endeavor undertaken to create a unique product or service. This property of being a temporary and one-time undertaking contrasts with processes, or operations, which are permanent or semipermanent ongoing functional work to create the same product or service over-and-over again. The management of these two systems is often very different and requires varying technical skills and philosophy, hence requiring the development of project management.

The first challenge of project management is ensuring that a project is delivered within the defined constraints. The second, more ambitious, challenge is the optimized allocation and integration of the inputs needed to meet those pre-defined objectives. The project, therefore, is a carefully selected set of activities chosen to use resources (time, money, people, materials, energy, space, provisions, communication, quality, risk, etc.) to meet the pre-defined objectives.

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Project control systems:


Project control is that element of a project that keeps it on-track, on-time, and within budget. Project control begins early in the project with planning and ends late in the project with post-implementation review, having a thorough involvement of each step in the process. Each project should be assessed for the appropriate level of control needed; too much control is too time consuming, too little control is too costly. Clarifying the cost to the business if the control is not implemented in terms of errors, fixes, and additional audit fees. Control systems are needed for cost, risk, quality, communication, time, change, procurement, and human resources. In addition, auditors should consider how important the projects are to the financial statements, how reliant the stakeholders are on controls, and how many controls existing. Auditors should review the development process and procedures how they are implemented. The process of development and the quality of the final product may also be assessed if needed or requested. A business may want the auditing firm to be involved throughout the process to catch problems earlier on so that they can be fixed more easily. An auditor can serve as a controls consultant as part of the development team or as an independent auditor as part of an audit.

Businesses sometimes use formal systems development processes. These help assure that systems are developed successfully. A formal process is more effective in creating strong controls, and auditors should review this process to confirm that it is well designed and is followed in practice. A good formal systems development plan outlines:

- A strategy to align development with the organizations broader objectives - Standards for new systems

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- Project management policies for timing and budgeting - Procedures describing the process

CORE COMPETENCY: Staffing Services In today's business environment, Information Technology is progressing at a lightening speed. Businesses need trained, ready-to-go IT consultants and project managers to meet their immediate business objectives. Success depends on having the right people and the right team to get the job done. Staff Augmentation is the answer when you wish to maximize control and manage your own project, but need experienced professionals to follow your Lead. Keeping our consultants ahead of the technology curve is the cornerstone of our methodology. The utilization of various training methods, certification programs, and development seminars assure the excellence of our consultants. Edifice IT Solutions provides System Architects, Project Managers, Project Leaders, and Programmers and functional consultants in the areas of: Web Technologies

ERP Databases Data Warehousing Staffing Process

Edifice IT Solutions 10-step fulfillment process is the culmination of experience in the IT talent industry. Permanent staffing Edifice is a skilled and knowledgeable recruiter of Executive talent. Edifice has the ability to understand the uniqueness of a position and devise the appropriate 22

recruitment strategy. This includes trying out fresh ideas, out-of-the-box thinking and flexibility to Edifice follows a methodical process in its Executive search practice. Based on the given brief, Edifice IT Solutions conducts a search for top-notch candidates from its rich database, pre-screens him/her, sets up interviews and continues the process till the client organization finds the right individual. This option includes a Service Level Agreement with the replacement guarantee, if the selected candidate does not match up to expectations.

Edifice IT Solutions has evolved with the changing needs of the industry, globally and locally; and has built solid and far-reaching relationships with clients and candidates. The firm has built name recognition and a reputation for its grasp of cultural factors, changing demographics and professional environments. The preeminent stringent practice adopted to recruit candidates for our clients encompasses:

Executive Search Campus Selection Research Mapping Generic Resourcing

Temporary staffing: Edifice has proven expertise, innovation, flexibility and access to resource to meet an organization's temporary staffing needs. Over time, Edifice IT Solutions has successfully developed its business and service portfolio to adjust to the changing needs of its clients. Edifices temporary Staffing practice and is suitable for organizations who need additional and dedicated resources for immediate project requirements. Temporary assignments can last a few days, weeks or months and generally cover up for vacations, maternity leave, sick leave and seasonal or peak loads. Edifice IT Solutions has the resources and infrastructure to mobilize a single person or an entire workforce based on the client's need, 23

and deliver to their expectations. Edifice IT Solutions has a wide selection of temporary workers experienced across a range of disciplines. The client is assured of the best choice of employees available on flexible terms of short, medium or long-term employment. Edifice does not compromise on the quality of the temporary employees or the responsiveness to the client. Edifice also offers advice and consultancy in planning your short term, specific project or seasonal staffing requirements.

EXPERTISE:
Edifice IT Solutions has spent years refining the process of identifying and attracting the most experienced and knowledgeable technical resources the market has to offer. Our extensive recruiting process has enabled VTech to assemble a talent pool of thousands of consultants we focus on filling our talent pool with technical resources in the following areas: System Development Database Administrator Information Architect 24

Mainframe Programmer Programmer/Analyst Quality Assurance Software Architect Software Engineer Software Tester Web Developer Project and IT Leadership Business Analyst Program Manager Project Manager Solution Architect System Analyst Technical Writer IT Support Desktop Support Helpdesk Support LAN/WAN Administrator Network Engineer Security Specialist

INDUSTRIES WITH EXPERIENCE:


Leveraging our vast domain knowledge and in-depth technology expertise, Edifice offers solutions designed to meet the specific needs of industries worldwide. Edifice IT Solutions specializes in developing strategic Software solutions for diverse industries and businesses, to enable them to gain a competitive edge and maximize their Return on Investment (ROI). We architect enterprise-wide technology solutions that are high performing, robust, reliable and meet the emerging challenges of both large and small organizations. Using our standard model and a combination of Onsite, Offsite and Offshore resources, we provide cost-effective solutions and help organizations increase the returns on their IT 25

budgets.

Edifice IT Solutions address a range of industries, including, but not limited to, the following:

Banking Computer Software Financial Services Healthcare Insurance Logistics Pharmaceuticals Public Utilities Publishing Telecom

APPLICATION DEVELOPMENT AND MAINTENANCE: Our Custom application development, offer your company an opportunity to develop a competitive advantage by using technology in a more productive or effective way than your competitors. It does not have to be expensive. These solutions can become an efficient method for both industry leaders and small companies to reduce expenses and retain a competitive advantage. We provide total flexibility in terms of Custom application development - the process is essentially "Client Driven". It is important to remember that a well-designed database should provide the end product that is tailored to meet both your professional and practical 26

business needs and therefore serve its intended purpose. The Custom application development process normally includes, but is not limited to:

Comprehensive and detailed analysis of the business needs, Preparation of design specifications Initial design concept Programming Testing/Validation Client support (Training & support material provided) Ongoing development and maintenance

Industry Profile:

Human Resources (HR) and recruitment are increasingly viewed as distinct industries with related areas of work. Both are growing considerably and have seen significant changes over the past ten years. These changes have helped HR to shed its common previous image as a welfare or administrative role, and it is now widely recognized as a key function in driving business forward and influencing business strategy. 27

As companies become more aware of the value and importance of their HR functions and the need to recruit and retain the best workforce, more organizations are employing graduates with key skills into HR roles, although this remains a popular and competitive sector. Recruitment roles may be based either in-house, managing the recruitment needs of an organisation, or in a consultancy, handling recruitment for a range of different clients. Executive recruitment consultancies typically operate in specialist areas sourcing candidates for senior appointments. They often approach individuals directly rather than advertising openly - hence the term headhunting, which is sometimes used to describe the role. Recruitment is a large and growing business and recruitment consultancies are becoming an increasingly significant source of graduate employment.

What kind of work can I do?


Employee relations (handling employee rights, contracts and complaints) Employment legislation Recruitment and selection Performance appraisal 28

Compensation, including pay and benefits Consultancy Health and safety Training and development

Whats it like working in this sector?


Human resources
Salaries vary considerably depending upon location, industry sector and level of seniority. Basic salary levels range from an average 22,000 for junior HR officers to 70,000 for HR directors. Pay may also be affected by your specialist; for example, compensation and benefits roles are the highest paid, with salaries as much as 20% above the average salary for a senior Most HR professionals have contracted hours of 35-37.5, but only a third actually works as few hours as this, and half work up to eight hours more per week. Of HR directors, 90% typically work 40 hours a week or more.

Recruitment
On average, recruiters earn a basic salary of 26,000, but this is an industry where commission plays a big part in salary, raising the average on-target earnings (OTE) to 36,000 and, in some cases, leading to double the basic salary, or even more. As with HR, salaries in recruitment vary considerably according to your role and the sector in which you work. Specialist headhunters in lucrative sectors can earn up to 70,000 OTE. Recruiters in the IT sector can expect to earn the highest total salaries and the finance sector pays the second highest. The lowest total salaries for recruiters are paid in the healthcare sector (figures obtained from

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Recruitment consultants often work long hours, contacting clients at the end of their working day.

How big is this sector?


HR and recruitment is a large sector that spans numerous industries. The Chartered Institute of Personnel and Development (CIPD) is the professional body for HR and their current membership stands at 127,000. Of these, 44% are employed in the private sector (services), 35% in the public sector, 13% in the private sector (manufacturing) and 6% in the voluntary/not-for-profit sector (Annual Report, CIPD 2007). The professional body representing the recruitment industry, the Recruitment and Employment Confederation (REC), reports that over 97,000 individuals are employed in recruitment roles (Annual Turnover Survey, REC, 2006).

CHAPTER IV
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LITERATURE REVIEW Recruitment and selection

HUMAN RESOURCE PLANNING

Human resource planning is a process by which an organisation should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organisation and the individual receiving maximum long-run benefit.

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Human Resource Planning is the efficient utilization of organizational resources-Human, capital and technological with the continual estimation of future requirements and the development of systematic strategies designed toward goal accomplishment.

The process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organizations ----Coleman Human resource planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivational people to perform duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organization members. ----Leon C.Megginson

OBJECTIVES

The important objectives of human resource planning in an organisation are:-

To recruit and retain the human resource required quantity and quality. To foresee the employee turnover and make the arrangements for minimizing turnover and filling up of consequent vacancies. To meet the needs of the programmes of expansion ,diversification etc., 32

To foresee the impact of technology on work, existing employees and future human resource requirements. To improve the standards, skill, knowledge, ability, discipline, etc. To assess the shortage of human resources and take measures accordingly. To maintain congenial industrial relations by maintaining optimum level and structure of human resources To minimise imbalances caused due to non-availability of human resources of right kind, right number in right time and at right place. To make the best use of its human resources To estimate the cost of human resources

RECRUITMENT AND SELECTION

MEANING AND DEFINITION

Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organisation charts and control systems would not do much. 33

A person unknown, living somewhere comes to a working unit through this recruitment and selection process provided he is interested in working. Where recruitment reduces the number of persons applied for the post due to limited vacancies, selection gives a way to be into the organization and training the after cup taste. Once the person gets into it he gets a golden goose i.e., a life time security. However the applicant attitude pays him a lot. Stringent rules and regulations are applicable in this process of recruitment and selection.

Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an efficient workforce -------Yoder The process of searching for prospective employees and stimulating them to apply for jobs in the organization, -----Edwin B.Flippo

SUB SYSTEMS OF RECRUITMENT

There are four subsystems in recruitment which can be divided into further subsystems.

Finding out and developing the sources where the required number and kind of employees are are/will be available.

Developing suitable techniques to attract the desirable candidates. 34

Employing the techniques to attract candidates, and Stimulating as many candidates as possible and making them to apply them for job irrespective of number of candidates in order to increase selection ratio.

COMPLEXITY OF THE FUNCTION OF RECRUITMENT

The activity of recruitment i.e., searching for prospective employees is affected by many factors like, Organizational policy regarding filling up of certain percentage of vacancies by internal candidates Local candidates (sons of soil) Influence of trade unions. Government regulations regarding reservations of certain number of vacancies to candidates based on community/region/caste/sex .and Influence of recommendations, nepotism etc. The other activity of recruitment is consequently affected by the internal factors such as Working conditions Promotional opportunities Salary levels, type and extent of benefits Other personnel policies and practices Image of the organization, and 35

Ability and skill of the management to stimulate the candidates

It is also affected by external factors like Personal policies and practices of various organizations regarding working conditions, salary, benefits, promotional opportunities, employee relation etc. Career opportunities in other organizations: and Government regulations. However, the degree of complexity of recruitment function can be minimized by formulating sound policies.

RECRUITMENT POLICIES
Recruitment policy of any organization is derived from personnel policy of the same organisation. Recruitment policy y itself should take into consideration the governments personnel policies of the other organization regarding merit, internal sources, social responsibility in absorbing minority sections, women etc Recruitment policy should commit itself to the organizations personnel policy like enriching the organizations human resources or serving the community by absorbing the worker sections and disadvantaged people of the society, motivating the employees through the internal promotions, improving the employee loyalty to

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the organization by absorbing the retrenched or laid off employees or casual/temporary employees or dependants of present/former employees etc., The following factors should be taken into consideration in formulating recruitment policy. They are; Government policies Personnel policies of other compete ting organizations Organizations personnel policies Recruitment sources Recruitment costs Selection criteria and preference etc.

SOURCES OF RECRUITMENT

Sources are those where prospective employees are available like employment exchanges. When a person is needed to fill a vacant organization position, this individual may come from inside or outside the company. Some companies prefer to recruit from within, since this aids employee morale, loyalty and motivation. Other companies prefer to recruit externally to prevent inbreeding and to encourage new ways of thinking.

INTERNAL SOURCES Internal sources include; Present permanent Employees organizations consider the candidates from internal source for higher level jobs due to: Availability of most suitable candidates for jobs relatively or equally to the external sources. To meet the trade unions demand To the policy of the organization to motivate the present employees. Present temporary or casual employees: 37

Organisation find this sources to fill the vacancies relatively at lower level owing to the availability of suitable candidates or trade union pressures or in order to motivate them in their present jobs. Retrenched or retired employees: The organization takes the candidates for employment from the retrenched due to obligation, trade union pressure. Some times the organizations prefer to re-employ their retired employees as a token of their loyalty to the organization or to postpone some inter personal conflicts for promotion etc. Dependents or deceased, disabled, retired and present employees: Some organizations, in an attempt to show loyalty, provide employment to the dependents of deceased, disabled and present employees. Such organizations find this source as an effective source of recruitment.

External Sources: Organizations have at their disposal a wide range of external sources for recruiting personnel. External recruiting is often needed in organizations that are growing rapidly, or that have a large demand for technical, skilled, or managerial employees. External source provide a larger pool of talent, and they prove to be cheaper, especially when dealing with technical or skilled personnel who need not be offered any training in the organization, in the long run. External source include

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Educational and training institutes: different types of organizations like industries, business firms, service organizations can get experienced candidates of different types from various educational institutions like colleges and universities imparting education in science, commerce, arts, engineering and technology, agriculture, medicine, management studies, etc., and trained candidates in different disciplines like vocational, engineering, medicine from training institutions like vocational training institutes of state government in various states, national industrial training institute for engineers etc., all these provide facilities for campus recruitment and selection. Private employment agencies/consultants: public employment agencies are consultants like ABC consultant in India perform the recruitment functions on behalf of a client company by charging fee. Public employment exchanges: the government setup public employment exchanges in the country to provide Information about vacancies to the candidates and to help the organizations to find out suitable candidates. Professional organizations: professional organizations or associations maintain complete bio data of their members and provide the same to various organizations on requisition they also act as an exchange between the members and recruiting firms in the exchanging information, Clarifying doubts etc., Organizations find this source more useful to recruit the experienced and professional employees like executives managers and engineers. Data banks: the management can collect the bio-data of the candidates from different sources like employment exchange, educational training institutes, candidates etc., and feed those in the computer can get the particulars as and when it needs to recruit. Casual applicants : depending upon the image of the organization .its prompt response, participation of the organization in the local activities, level of unemployment, candidates apply casually apply casually for jobs through mail or handover the applications in personnel department. 39

Similar organizations: Generally, experienced candidates are available in organizations producing similar products or are engaged in similar business. The management can get most suitable candidates from this source. Trade unions: Generally, unemployed or under employed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting a suitable employment due to the latters intimacy with management. The trade union leaders are aware of this fact and in order to satisfy the trade union leaders, management enquires trade unions for suitable candidates. Online recruitment: it has been one of the dominant sources where in various websites provide the various opportunities and vacancies in different companies. The candidates can directly apply for the jobs online and also the companies can get the data bases of the candidates through the internet.

Agency types
The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organizations application process. As a general rule, the agencies are paid by the companies, not the candidates.

Traditional Agency

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Also known as a employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agencys books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary ("temp") or permanent ("perm") basis. Compensation to agencies takes several forms, the most popular:

A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% based and calculated of the candidates first-year base salary), which usually has some form of guarantee (30-90 days standard), should the candidate fail to perform and is terminated within a set period of time (refundable fully or prorated)

An advance payment that serves as a retainer, also paid by the company, nonrefundable paid in full depending on outcome and success (e.g. 30% up front, 30% in 90 days and the remainder once a search is completed). This form of compensation is generally reserved for high level executive search/headhunters

Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee, in which the agency is paid and pays the applicant as a consultant for services as a third party. Many contracts allow a consultant to transition to a full-time status upon completion of a certain number of hours with or without a conversion fee.

Headhunters
A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to 41

the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidates annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruits.

In-House Recruitment
Larger employers tend to undertake their own in-house recruitment, using their human resources department. In addition to coordinating with the agencies mentioned above, inhouse recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. Alternatively a large employer may choose to outsource all or some of their recruitment process (recruitment process outsourcing).

[edit] Passive Candidate Research Firms / Sourcing Firms


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These firms provide competitive passive candidate intelligence to support company's recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead. Many times this uncovers names that cannot be found with other methods and will allow internal recruiters the ability to focus their efforts solely on recruiting.

In simple terms, Recruitment is the process of attracting qualified Applicants for a specific job. The process begins when Applications are brought in and ends when the same is Finished. The result is a pool of applicants, from where The appropriate candidate can be selected.

SELECTION

Selection is the process of finding out most suitable candidate to the jobs. After identifying the sources of manpower, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable candidate for each unfilled spot. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. 43

JOB ANALYSIS: job analysis is the basis for selecting the right candidate. Every organization should finalize the job analysis, job description, job specification and employee specification before proceeding to the next step of selection. RECRUITMENT: recruitment refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization. Recruitment is the basis for the remaining techniques of the selection and the later varies depending upon the former. APPLICATION FORM: application form is also known as application blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary level. Many companies formulate their own style of application forms depending upon the requirement of information based on the size of the company, nature of business activities, type and the level of the job etc., they also formulate different application forms for different jobs, at different levels, so as to solicit the required information for each job.

WRITTEN EXAMINATION: the organisation have to conduct return examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidates attitude towards the job, to measure the candidates aptitude, reasoning, knowledge and English language. PRELIMINARY INTERVIEW: preliminary interview is to solicit necessary information for the prospective applicants and not to asses the applicants suitability to the job. The information thus provided by the candidate may be related to the job or personal specification, regarding education, experience, salary expected, physical requirement etc. preliminary interview is useful as a process of eliminating the undesirable and unsuitable candidates. If a candidate satisfies the job requirements regarding most of the areas, that 44

candidate may be selected for the further process. Preliminary interviews are short and known as stand-up interviews or seizing up of the applicants or screening interviews. Certain required amount of care is to be taken to ensure that the desirable workers are not eliminated. This interview is also useful to provide the basic information about the company to the candidate. GROUP DISCUSSSION: The technique of group discussion is used in order to secure the further information regarding the suitability of the candidate for the job. Group discussion is a method where groups of the successful applicants are brought around the conference table and are asked to discuss either a case study or a subject matter. The candidate in a group is required to analyze, discuss, find alternative solutions and select the sound solution. A selection panel thus observe the candidates in the areas of initiating the discussion, explaining the problem, soliciting unrevealing information basing on the given information and using common sense, keenly observing the discussion of others, clarifying controversial issues, influencing others, speaking effectively, concealing and mediating arguments among the participants and summarizing or concluding aptly. The selection panel, basing on its observation, judges the candidates skill and ability and ranks them according to their merit. In some cases, the selection panel may also ask the candidate to write the summary of the group discussion in order to know the candidates writing ability as well. TESTS: The objective of the tests is to solicit further information to asses the employee suitability to the job. Some of the important tests are; Intelligent test Aptitude test Achievement test Interest test and personality test Situational test Judgment test Projective test 45

FINAL INTERVIEW: this is the most essential step in the process of selection. The interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtained through his own observation during interview. Some of the types of interviews are: Informal interview Formal interview Planned interview Patterned interview Non-directive interview Depth interview Stress interview Group interview Panel interview

MEDICAL EXAMINATION: certain jobs require certain physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone etc. medical examination reveals whether or not a candidate possesses these qualities. REFERENCE CHECKS: After completion of the final interview and medical

examination, the personnel department will engage in checking references. Candidates are required to give the names of reference in their applications forms. These references may be from the individuals who are familiar with the candidates academic achievements or from the applicants previous employer, who is well versed with the applicants job performance, a some times from co-workers.

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FINAL DECISION BY LINE MANAGER: The line manager concerned has to make the final decision whether to select or reject a candidate after soliciting the required information through different techniques. EMPLOYMENT: After taking the final decision, the organization has to intimate the The

decision to the decision to the successful as well as unsuccessful candidates.

organization sends the appointment orders to the successful candidates, either immediately or after sometime, depending upon its time schedule. The organization communicates the conditions of employment to the successful candidates along with appointment order. Organizations prepare contracts of employment and the organization and the candidates enter into the contract. Then the candidate is employed by the organization by receiving the joining report from the candidate formally. After this stage, the candidate becomes the employee of the organization. The management places the new employee, referably on probation, before placing him on the right job.

STEPS IN SCIENTIFIC SELECTION PROCESS RECEIVING APPLICATIONS SCREENING OF APPLICATIONS EMPLOYMENT TESTS REJECTION OF UNSUITABLE CANDIDATES INTERVIEW REFERENCE CHECKING 47

MEDICAL EXAMINATION FINAL SELECTION SELECTION TESTS The most vital technique of selection which gained significance in recent years is testing. Employment-tests help the management in evaluating the candidates suitability to the job. These tests are also called psychological tests because psychologists have contributed a lot in developing these tests. Employment tests is an instrument designed to measure the nature and degree of ones psychological potentialities, based on psychological factors, essential to perform a given job efficiently. The purpose of these tests is to help in judging the ability of a candidate in a given jobsituation. The tests help in ranking candidates and are valuable in determining subsequent success on the job. Thus tests are useful in selection, placement, promotions, performance appraisal and potential appraisals.

TESTING CONCEPTS INCLUDE: JOB ANALYSIS: Job analysis provides basic information about the type of the
candidate needed by the organization. Job specification and job requirements provide information about the demands made by a job on the incumbent, whereas employee specification gives the information about the characteristics, qualities, behavior of the employee needed to perform a job successfully.

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RELIABILITY: After identifying the tests, the administrator of test should ensure the
reliability of test/instrument. Reliability of a test refers to the level of consistency of score or results obtained throughout a series of measurements.

VALIDITY: Any selection device should aim at finding out whether a candidate
possessed the skills or talents required by a particular job or not.

TYPES OF TESTS
Tests are classified into five types. 1. Aptitude tests Intelligence tests Mechanical aptitude Clerical aptitude tests Psychomotor tests 2. Achievement tests Job knowledge tests Work sample tests 3. Situational tests Group discussion In basket 4. Interest tests 5. Personality tests Objective tests Projective tests

SELECTION INTERVIEWING
Interview is defined as a conversation or verbal interaction, normally between two people, for a particular purpose. The most widely and popularly used selection technique is interview. Almost all the organizations adopt interview technique. It measures all relevant traits, factors and integrates all necessary information, about the candidates, collected through various means as its scope is wider than any other selection technique. 49

OBJECTIVES:
The objectives of interview are: To collect accurate and essential information about the candidates. To provide the candidates with the facts of the job and the organizations. To establish a rapport with the prospective employees. To sell the company at a premium to the candidates. To judge and evaluate the suitability of the candidate to the job, basing on job and organizational requirements. To see the inner view and feeling of the candidates.

TYPES OF INTERVIEWS
Employment interviews for selecting a most suitable candidate for a job. Appraisal interviews for appraising the performance of a subordinate by superior. Sales interviews for convincing a customer by a salesman. Counseling interviews for counseling the employees regarding their family, Personal and career problems by the personnel manager. Discussing and enquiring about the grievance or a disciplinary case (grievance interview/ disciplinary interview). Collection of data and information for a research study (data collection interview).

PLACEMENT
Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to that job. When once the candidate reports for duty, the organization has to place him initially in that job, for which he is selected. Immediately the candidate will be trained in various related jobs during the period of probation of training or trial. The organization, generally, decides the final placement after the initial training is over, on 50

the basis of candidates aptitude and performance during the training/probation period. Probation period generally ranges between six months and two years. If the performance is not satisfactory, the organization may extend the probation or ask the candidate to quit the job. If the employees performance during the probation period is satisfactory, his services will be regularized and he will be placed permanently on a job. INDUCTION Induction means introducing the employee who is designated as a probationer to the job, job location, surroundings, organization, organizational surroundings, and various employees is the final step of employment process.

CHAPTER-V
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Recruitment Process of Edifice IT Solutions

GENERAL POLICY Recruitment shall be resorted to only in such cases where suitable personnel are not available with in the organization to fill a vacancy/new position. Recruitment shall be through advertisements in media / placement agencies / campus recruitment / Employee Reference / jobsites or internet / walk-in

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Those who have not completed 18 years of age shall not be considered for training or employment in any category.

SOURCES OF RECRUITMENT The different sources of recruitment at Apollo Health Street are : Consultancies Educational institutions Jobsites or internet Reference scheme Media Job Rotation JOB ROTATION- The organization will look for a capable person for a particular position internally. For the employee it is a change in the job or job rotation. EDUCATIONAL INSTITUTIONS- Edifice IT solutions also recruit efficient candidates from colleges/universities. CONSULTANCIES- Edifice IT solutions dont miss the efficient candidates from consultants. As we know, consultancies are major source of supplying the efficient people. By this Edifice IT solution saves time and recruit best human. Job Sites and Internet job sites like monster.com, naukri.com, and employment .com provide a good assistance for the organization to get the list of candidates who are Eligible for the vacant post. Edifice IT Solutions has its own web site where the interested candidates can submit their resume online. EMPLOYEE REFERENCE- Employee reference is recommended as one of the best sources of recruitment. Edifice IT Solutions considers personal reference and the right candidate will be recruited. 53

MEDIA- Edifice IT Solutions also gives advertises the vacancies through newspapers which is a part of media. News paper helps the candidates to walk-in directly without any reference.

edifice recruiting sources

consultancies educational institutions jobsites/interne t reference media job rotation

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CHAPTER-VI DATA ANALYSIS & DATA INTERPRETATION

1. How did you come to know about Edifice IT Solutions? 1) 2) 3) 4) 5) CATEGORY 1 2 Employee reference walk-in interview website newspaper Consultancy. RESPONDENTS 30 10 55 PERENTAGE 30 10

3 4 5 TOTAL

5 5 50 100

5 5 50 100

30%

1 2 3 4 5

50%

10% 5% 5%

INTERPRETATION Here we have to consider that major candidates are coming through consultancies.

2. Were you explained about the number of rounds to be conducted in the selection process? 1) yes 2) no

CATEGORY 1 2 TOTAL

RESPONDENTS 30 70 100 56

PERENTAGE 30 70 100

2 30% 1 2 70%

Interpretation
Most of the people were informed about the number of rounds in selection process

3. What do you prefer in the selection process? 1) Group discussion 2) Role play 3) Written examination 4) Face to face interview 5) Telephonic interview

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CATEGORY 1 2 3 4 5 TOTAL

RESPONDENTS 10 5 10 50 25 100

PERENTAGE 10 5 10 50 25 100

10% 25% 5% 1 10% 2 3 4 5 50%

INTERPRETATION
Most candidates prefer face-to-face interview which is the current selection process at Edifice IT Solutions.

4. How much time is taken for the interview process? 1) Less than 2 hours 2) 2-6 hours 3) 6-8 hours 4) More than a day

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CATEGORY 1 2 3 4 TOTAL

RESPONDENTS 0 10 20 70 100

PERENTAGE 0 10 20 70 100

0%

10%

20%

1 2 3 4

70%

INTERPRETATION Edifice IT Solutions takes more than a day to complete the whole interview process for a candidate.

5. How much time is given to you to join the organization? 1) Immediate spot interviews 2) 1-2 weeks

3) 2-4 weeks 4) more than one month CATEGORY RESPONDENTS 59 PERENTAGE

1 2 3 4 TOTAL

25 50 15 10 100

25 50 15 10 100

10% 25% 15% 1 2 3 4

50%

INTERPRETATION Here we have to consider that candidates have to join within 2 weeks.

6. What is the motive behind choosing the job at Edifice IT Solutions? 1) Financial support 2) Knowledge gaining 3) Skill enhancement 4) Career growth

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CATEGORY 1 2 3 4 TOTAL

RESPONDENTS 20 10 20 50 30

PERENTAGE 20 10 20 50 100

20%

1 50% 10% 2 3 4

20%

Interpretation
Most of the candidates choose Edifice IT Solutions for career growth 7. Do you agree candidates with more experience should be given preference regardless to merit level? 1) strongly disagree 2) disagree 3) neither agree nor disagree 4) agree 5) strongly agree

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CATEGORY 1 2 3 4 5 TOTAL

RESPONDENTS 5 2 10 30 50 30

PERENTAGE 5 2 10 30 50 100

5% 2% 10% 1 2 53% 30% 3 4 5

Interpretation
Candidates with more experience should be given preference

8. Are you satisfied by the way the vacancies are advertised by the HR DEPARTMENT? 1) Yes 2) No

CATEGORY 1 2 TOTAL

RESPONDENTS 22 78 100 62

PERENTAGE 22 78 100

22% 1 2 78%

Interpretation:
Most of the people are satisfied with the way the vacancies were advertised.

9. Do you think Edifice IT Solutions spends too much in term of time and cost for the Recruitment process? 1) Strongly disagree 2) Disagree 3) Neither agrees nor disagrees 4) Agree 5) Strongly agree

CATEGORY

RESPONDENTS 63

PERENTAGE

1 2 3 4 5 TOTAL

20 10 10 25 35 100

20 10 10 25 35 100

20% 35% 10% 10% 25%

1 2 3 4 5

Interpretation:
Many of the employees feel that Edifice IT Solutions spends too much of time and cost for recruitment 10. Does the selection process at Edifice IT Solutions bring in the right candidate for the right job? 1) Strongly disagree 2) Disagree 3) Neither agree nor disagree 4) Agree 5) Strongly agree

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CATEGORY 1 2 3 4 5 TOTAL

RESPONDENTS 5 10 10 40 35 100

PERENTAGE 5 10 10 40 35 100

5% 35%

10% 10%

1 2 3 4 5

40%

Interpretation:
Most people feel that Edifice IT Solutions bring in right candidates through recruitment process.

11. How did you feel when you were facing the interview at Edifice IT Solutions? 1) Confident 2) Tensed 3) Stress 4) Relaxed

CATEGORY 1 2

RESPONDENTS 30 20 65

PERENTAGE 30 20

3 4 TOTAL

10 40 100

10 40 100

30% 40%

1 2 3 4

10%

20%

Interpretation:
Most of the candidates felt relaxed during their interview.

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CHAPTER-VII

FINDINGS

1. Most of the recruitment at Edifice IT Solutions is done through consultancy, followed by employee referrals. 2. The candidates are informed about the number of rounds in the selection process. 3. Most of the candidates prefer face to face interview. 4. Edifice IT Solutions takes more than a day to complete the interview process.

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5. Most employees feel that the candidates with more experience should be given reference regardless to merit level. 6. It is found that Edifice IT Solutions, the cost of recruitment process is high 7. It is found that the interview process is conducted in an open climate and helps them to express themselves freely. 8. It is found that the selection process of Edifice IT Solutions is effective in getting the right candidate.

SUGGESTIONS:
1. It would be more effective for Edifice IT Solutions to choose as Employee Referral process for recruitment rather than consultancies as it would help them to reduce the cost. 2. It was felt that there is a shortage of recruitment personnel as the candidates had to wait for long time to finish the initial rounds. 3. It is advised that Edifice IT Solutions has to increase the recruitment personnel or manage the selection process effectively.

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4. The recruitment and selection time for a candidate can be reduced when the internal recruitments are conducted in lieu with the client interviews. 5. It was found that the Management Information System of Edifice IT Solutions is not effective as the candidates themselves had to call back to confirm their status of appointment. 6. Data bases of passed out graduates can be considered as a source of effective recruitment strategy for any immediate requirement.

CONCLUSIONS

1. At Edifice IT Solutions most of the recruitment is done through consultancies which in turn leads to high HR cost 2. Candidates are satisfied by the way the present selection process is conducted most of the candidates choose for face to face interview which is the current selection process at Edifice IT Solutions

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3. At Edifice IT Solutions the delay in the interview process is mainly due to the client round where the recruiter needs to line the candidate for an interview based on the clients availability.

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QUESTIONNAIRE

1. How did you come to know about Edifice IT Solutions? 1) 2) 3) 4) 5) Employee reference walk-in interview website newspaper Consultancy.

2. Were you explained about the number of rounds to be conducted in the selection process? 1) Yes 2) No 3. What do you prefer in the selection process? 71

1) Group discussion 2) Role play 3) Written examination 4) Face to face interview 5) Telephonic interview 4. How much time is taken for the interview process? 1) Less than 2 hours 2) 2-6 hours 3) 6-8 hours 4) More than a day

5. How much time is given to you to join the organization? 1) Immediate spot interviews 2) 1-2 weeks

3) 2-4 weeks 4) more than one month

6. What is the motive behind choosing the job at Edifice IT Solutions? 1) financial support 72

2) Knowledge gaining 3) Skill enhancement 4) Career growth 7. Do you agree candidates with more experience should be given preference regardless to merit level? 1) Strongly disagree 2) Disagree 3) Neither agrees nor disagrees 4) Agree 5) Strongly agree 8. Are you satisfied by the way the vacancies are advertised by the HR DEPARTMENT? 1) Yes 2) No

9. Do you think Edifice IT Solutions spends too much in term of time and cost for the recruitment process? 1) Strongly disagree 2) Disagree 3) Neither agree nor disagree 4) Agree 5) Strongly agree 10. Does the selection process at Edifice IT Solutions bring in the right candidate for the right job? 73

1) Strongly disagree 2) Disagree 3) Neither agrees nor disagrees 4) Agree 5) Strongly agree 11. How did you feel when you were facing the interview at Edifice IT Solutions? 1) Confident 2) Tensed 3) Stress 4) Relaxed 12. Any suggestions for improving the current recruitment and selection process?

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BIBILOGRAPHY

BOOKS

1. Employee Selection, Lilly M Berry, Thomson Publications. 2. Human Resource Planning, Dipak Kumar Bhattacharyya. 3. High performance hiring by Robert w. Wendover.
JOURNALS: edifice IT solutions Personnel manual. Recruitment and selection forms of edifice IT solutions.

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INTERNET http://www.recruitment and selection.com/intro.htm www.edifice itsolutions.com www.humanresource.com

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