CHAPTER 1

INTRODUCTION
Successful human resource should identify human resource needs in the organization.
Once the needs are identified, the process of recruitment or acquisition function starts.
Recruitment is the discovering of potential candidates for actual or anticipated organizational
vacancies. Or, from another perspective, it is a linking activity bringing together those with jobs
to fill and those seeking job. The ideal recruitment effort will attract a large number of qualified
applicants who will take the job if it is offered. It should also provide information so that
unqualified applicants can self-select themselves out of job application this is a good recruiting
program should attract the qualified and not attract the unqualified. This dual objective will
minimize the cost of processing unqualified candidates.
Recruitment helps to create a talent pool of potential candidates for the benefits of the
organization. It increases the pool of job seeking candidates at minimum cost & helps in
identifying and preparing potential job applicants who will be the appropriate candidature for the
job. Recruitment is known to be a positive process as it motivates more of candidates to apply for
the job. It generates a pool of applicants. It is just sourcing of data.
Most of the organization has a continuing need to recruit new employees to replace those who
leave or are promoted, to acquire new skills and to permit organizational growth. Other words
recruitment is about generating a pool of candidates. When it happens means, when there is a
need arises. Hiring and retaining high quality talent is critical to an organization. Recruiter need
to be more selective in their choices because the job markets are increasingly competitive and the
available skills growing more. Poor recruiting may be the reason to produce long term negative
impacts. For them organization have to provide training and development to minimize the
incidence of their poor performance.

INDUSTRY PROFILE
Business process outsourcing
Business process outsourcing (BPO) is a subset of outsourcing that involves the contracting of
the operations and responsibilities of specific business functions (or processes) to a third-party
service provider. Originally, this was associated with manufacturing firms, such as Coca
Cola that outsourced large segments of its supply chain. BPO is typically categorized into back
office outsourcing

which

includes internal

business

functions such

as human

resources or finance and accounting, and front office outsourcing - which includes customerrelated services such as contact Centre services.
BPO that is contracted outside a company's country is called offshore outsourcing. BPO
that is contracted to a company's neighboring (or nearby) country is called near shore
outsourcing. Often the business processes are information technology-based, and are referred to
as ITES-BPO, where ITES stands for Information Technology Enabled Service. Knowledge
process outsourcing (KPO) and legal process outsourcing (LPO) are some of the sub-segments of
business process outsourcing industry.

Industry size:
India has revenues of US$10.9 billion from offshore BPO and US$30 billion from IT and total
BPO (expected in FY 2014). India thus has some 5-6% share of the total BPO Industry, but a
commanding 63% share of the offshore component. This 63% is a drop from the 70% offshore
share that India enjoyed last year: despite the industry growing 38% in India last year, other
locations like Philippines, and South Africa have emerged to take a share of the market. The
South African call center industry has grown by approximately 8% per year since 2003 and it
directly employs about 54 000 people, contributing 0.92% to South Africa's gross domestic
product(GDP) China is also trying to grow from a very small base in this industry. However,
while the BPO industry is expected to continue to grow in India, its market share of the offshore
piece

is

expected

to

decline

Important

centers

in India are Bangalore, Hyderabad, Chennai,Kolkata, Mumbai, Pune, Patna and New Delhi.

The Association of Southeast Asian Nation (ASEAN) countries, along with the People's
Republic of China and India known collectively as ACI countries are likely to see services like
BPO figure strongly in their economies over the medium term. Services trade among ACI
countries has been growing at a very rapid rate over recent years, despite starting from a
relatively low baseline. Although data are scarce and must be interpreted with caution, an
analysis of applied services sector policies in the region suggests there is much policymaker can
do to intensify this process, and increase the pace at which the transformation to a service
economy is taking place.

Theoretical background of the study

Recruitment is the process by which organization locate and attract individuals to fill job
vacancy. The hiring manager has to fully aware of the job requirements, the reason behind that is
even though most of the tele-calling jobs are like similar in nature, requirements may vary,
according to the subject knowledge and language proficiency and basic qualifications for the job,
segregate candidates in terms of language proficiency is the first step for the recruitment process.
Other rounds of interviews are depended according to the segregation or categorization.
Recruitment process will start sourcing of data from different job sites like noukari.com
Monstar.com,freshers world etc. without accurate planning, organizations may recruit the wrong
number or type of employees. When a job vacancy arises the recruiter gets authorization to fill
those jobs, the next step is crucial analysis of the job and careful examination of the skills,
experience which is needed to perform the job. Recruiter has to take a number of steps in order
to fill a job. First of all, recruiter has to determine what the job entails. What type of task is the
person going to perform? What is the educational qualification and skills are necessary to
perform the job? After that recruiter should decide which recruitment strategy would be the most
effective to find out qualified candidates. Using the internet or posting a newspaper
advertisement? Job fairs? It is necessary or essential to look for potential candidates in different
places.
Job descriptions
Before moving forward, recruiter should know about what are the skills necessary to do the job
successfully duties and responsibilities, performance expectations, competencies. Once the job
requirements are identified, job recruiter should ready to write an effective description. Because
once he clear about the job description, he is enable job seekers to determine
Finding the candidate
Candidate sources
Now the recruiter is clear about what he is actually looking for in an employee. Then the next
step is to where to find potential job candidates because there are number of ways to get job

seekers. After the job analysis, recruiter selects methods to generate pool of qualified candidates
internally or externally.
Internally means from the present employees who desire transfer or promotion. Externally means
from the labor market or from the outside. Here recruitment may be conducted internally through
the transfer of employees, promotion, and through referrals
Internal or External recruitment sources
Recruitment process will start with taking a decision on whether the vacancy is filled
by internally or externally. Most of the organizations are using both internal and internal sources.
The thing is each source has its own disadvantages and advantages.
Internal sources
Internal sources mean recruiting from the present employees who desire transfer or
promotion. While deciding when where and how to implement recruitment process, initial
consideration should be given to organizations current employees, especially for filing jobs
above the entry level. Even though there are some disadvantages to using internal sources.
Promoting employees from within the firm generates problems. If the organization uses less
qualified candidates because the reason of they are working there, even excellent candidates are
available on the outside. Searching candidates from internal sources also may create infighting
among rival candidates for promotion. The organization is also recognizing that by the consistent
use of internal sources may not promote a different skilled people or ideas.
Advantage of referrals: it is mainly less expensive. Reputation of the people who is doing the
referring may be improved if they are suggested good quality of candidates.
Disadvantages: Relationship will be destroyed if employees are continuously referring
inappropriate candidates.
Advantages of internal recruiting
One of the advantage of promoting from within the organization is motivates current
employees. The employees who are skilled and ambitious are less likely to become involved in

developmental activities. And also organization can reduce training time, if the job vacancy is
filled by internally. Recruiting is also being less expensive and faster if it is filled by internally.
Disadvantages of internal recruiting
Internal recruitment only will provide limited choice of candidates accessible in the firm as it
avoids the entrance of fresh candidates. Internal employees are sheltered from competition by not
providing opportunity to fresh talents. When an employee is promoted his/her preceding position
will be vacant. Again they have to find new one for the vacant position. Another disadvantage of
internal recruitment is more favourism will be there. There will be a tendency of referring friends
and family member in the organization. Then the organization will be overstaffed with talent-less
employees.
External sources
Careful planning and coordination is necessary for a successful external recruiting. Most of
recruitment will do HRM professionals. For some lower level jobs, recruiters may make hiring
decisions. Usually they will refer to the most qualified candidates to the manager. This manager
will take the final decisions. Recruiters have to work closely with hiring manager to find the
right candidates. After the job requirements received by recruiter must also identify what might
attract candidates to the job. Recruiter can begin to plan how many to look for, where look for
applicants and final how to screen them.
In addition to searching internally for candidates, firms recruiting
candidates through advertisements (including internet postings), colleges, employment agencies,
universities and professional organizations. Advertisement is the best way to tell the public about
vacancy in organization. Advertisement of lower- level jobs usually comes in regional trade
journals, daily newspapers or on internet job sites like freshers world, career builder etc.
Employment agencies are another type of external source which exist to help workers and
employees to find candidates. Private employment agencies, management consulting firms,
public agencies all are providing employment services.

Disadvantages of external recruiting

One of the main disadvantages of external recruitment is the high cost. The reason behind
that is external labor market is much larger to reach than internal recruiting. External recruiting
takes longer time and cost. Current employees chances to move in the organization may reduce,
if there is a too much external recruitment.
Universities, colleges and schools:
Most of the educational institutions operate a placement department for placing the
students in to different companies.

Here employers can review certificates and interview

graduates. Through internship employers can see prospective employees performance. If the job
needs or requires a bachelors, masters or diploma, educational institutes are the good source of
potential employees. If the job requires experienced candidates, educational institutions cannot
provide. Educational institutional are only able to provide inexperienced candidates.
Online recruiting
Internet recruitment has become a key medium for recruitment, because of the advances in
technology. Online recruitment is a process in which using the internet to seek out talent
candidates for an organization. It is became one of the best recruitment tool for recruiters.
Company can do online recruitment through their websites. Many organizations are now doing
online recruiting through job posting. Many job seekers are also using internet to their advantage.
They will create their own web pages with online resumes to sell their job candidacy.
With internet recruitment organizations have a number of choices; emerging
direct applicants through their own website, setting up their own recruitment website, or
advertising vacancies on specialist internet recruitment sites such as monster, career developer,
noukri.com etc.
In addition internet recruitment can create opportunities for organizations to use a number of preselection tools and tests, thus helping to improve likelihood of a match between applicants job
vacancies

The benefits of internet recruitment for organizations include; reduction in

recruitment cost; reaching a wider pool of applicant reduction in the recruitment cycle,
technology can be used to scan resume and match against key selection criteria; a reduction in
the amount of paperwork associated with the recruitment process.
Job fairs:
Job fair is an effective recruiting tool. It is like an event where recruiters, employers providing
information to the job seekers. It is also an opportunity for organizations to meet the students and
understand them about their expectations. Online job fairs are also conducting now.
Newspaper Advertising
Advertisement is one of the most popular method using in local, state or national newspapers, or
in professional or trade journals. Advertisement is the best way to tell the public about the
vacancy in organization. Newspaper advertisement is effective when the job responsibilities and
competencies are well defined. If you decide to use this method, it is important to make or
advertisement very clear about the job requirements as unemployment levels are still relatively
high. A clear and attractive, eye-catching layout gives details of the type of person required.
Employment agencies
Employment agencies are another type of external source which exist to help workers and
employees to find candidates. There are many great employment agencies providing their
services in the recent years. Some of the agency will specialize only in office staff and some of
them are for computer technicians, legal profession, labors. Usually they are having good amount
of candidates in their books.
Drop-ins
Many of the organizations will accept their application and screen from drop-ins. These
candidates inspire themselves and come for interview. They may be attracted by the reputation of
the company. It is quite inexpensive. Recruiters may get applications from candidates which is
not suitable for the job requirements.

Evaluating recruitment strategy

As a recruiter, what is the strategy he has done should be effective and cost efficient. The
recruiter can analyze what he has worked and what he is not worked in the earlier by keeping
track. By using a table which including recruitment strategy and the cost, number of responses,
helps to better of use of his/ her valuable time.
Recruitment process
Recruitment process will when a vacancy occurs or the recruiter gets authorization to fill it. After
the authorization receives, the next step is a careful examination of the job. Recruitment process
involves systematic procedure for sourcing the candidates and to arrange them to conduct
interviews and requires many resources and time.
Recruitment process can easily analyze with the help of following flow

Recruitment process

Decision is made as to whether recruitment is

necessary
Perform job analysis
Plans are made on how and when to advertise

Generate candidate pool via internal or external

recruitment process
Applicants are shortlisted

Interview candidates

Send for final interview

Decision is made as to whether recruitment is necessary

At first, concerned division/department must fill the manpower requisition form. In
requisition form, there are some aspects. These are:
1) Position details: Here, manger from concerned division/department will write down the
position name, department, division, type of vacancy, number of employee needed, date by
which personnel is required to join. There are two types of vacancy. These are:
i) Replacement
ii) New position

If vacancy is against replacement, managers must mention previous employees name and
resigning date. If the vacancy is against new position, then managers must show the judgment.
This judgment is about why new position is raised. This judgment must be approved by Human
resource Division and board of director.
Perform job analysis
Job description: In job description, managers mention about task of vacant job. If job description
is same as their job description book, manager will write as role play
Job specification: In job specification, manager will point out skills that need to perform. Here,
he will portray about educational qualification, experience, and age limit. If experience is not
needed, manager will write that experience is not mandatory but preferable. Manager can add
other points like employee must active, stress free mind etc.

Plans are made on how and when to advertise

After job analysis recruiter will plan about how and when to advertise. Recruiter should have
clear idea about how and when to advertise. Advertising remains mainly the common means of
attracting and recruiting. Advertisement should be real, and relate to job that really exists. And
the responsible person should have idea about the posting periods, additional advertising
resources etc.
Generate candidate pool via internal or external recruitment process
After job analysis, Human resource division will create their recruitment tasks. HR division will
send the copy of manpower requisition form and it will maintain the original copy. After that it
will set how to draw applicants interest. There are two sources for collecting resumes. These are:
Internal sources: Through internal source they collect resumes. Internal sources help HR
division decrease the cost. There are some sources that are used to make use of internal
resources.
External sources: externally means from the labor market. In addition to searching internally for
candidates, firms recruiting candidates through advertisements, campus interviews, walk-ins, job
fair etc.
Applicants are shortlisted
After generated candidates through internal or external sources, next work is informing
candidates about the first round of screening the applicants. For informing HR division will
make call list. These call list may include applicants mobile number, name, college etc. after that
they will call themselves if the applicants are less number and inform about the interview.
Applicants may shortlisted after the first round of screening.
Interview candidates
Once the shortlisted candidates are approved by office of faculty or staff, the interview process
will begin. It is very important to correctly prepare for the interview, because this is the
opportunity to evaluate the skills and competencies and validate their arrangement the applicant
has provided in their application. Recruiter has to decide one or two questions from each

minimally necessary skill and capability to develop interview questions. Review the applicants
application and make note of issues that you need to follow-up on.
Send for final interview
Most of the organization final interview may be taken by the HR head. He only will take the final
decision whether to accept or reject the candidates. Under final interview the responsible person
will confirm that all applicants were treated uniformly in the recruitment, screening and
interview etc.
NEED FOR THE STUDY
The process of recruiting all categories of employees into both private and public companies has
been a matter of concern to many and needs attention. Personnel are really the most valuable
resource of an organization. An adequate human resource management ensures the success of an
enterprise, regardless of its size and capital.
Most of the organization still practices traditional recruitment and the
organization resistance to change. An efficient human resource management starts with efficient
recruitment. This process can be considered as the most important stages of human resource
management because the success of an enterprise directly depends on its employees quality. It is
the wish of every organization to attract the best human recourse in order to channel their
collective effort into excellent performances.

Chapter 2
LITERATURE REVIEW AND RESEARCH DESIGN
According to Recruiting and Attracting Talent Hiring talented individuals A Guide to
Understanding and Managing the Recruitment Process by James A. Breaugh in the year 2004 has
analysis that a hiring talented employees is a critical to an organizations success. But in order to
hire the most talented, you must first recruit them. Recruiting employees can be a challenging
task. Even in a recession, it can be difficult to fill certain types of jobs,1 so recruiters have to
make important decisions, including whom to target, what message to convey and how to staff
recruitment efforts. If not done correctly, an organizations recruitment efforts can produce job
applicants who are unqualified, who lack diversity or who may decline job offers. and he
concluded by There is no doubt that recruiting the right employees can be challenging, but the
rewards of a well-constructed strategy are enormous, because effective recruiting is the
foundation upon which any talent management program is built.
According to Parry & Wilson (2009) declared that recruitment includes those practices and
actions passed by the organization with the main purpose of identifying and attracting qualified
employees. As achievement of service sector as in case of civil aviation s manufacturing
depends upon the human capital, recruitment & selection of the correct people into the service
business is critical to attain organizational success.
According to the article by Dr. Ahmad Al Azzam Dr. Salih A. Jaradat in Global Journal of
Human Resource Management Vol.2, No.1, pp.16-29, March 2014 Recruitment function comes
as a result of human resources management strategic planning outputs, while in the other hand
recruitment is the inputs of selecting and placement. Human resources management strategy
determines recruitment sources and sets the appropriate recruitment program for the desired the
human resources from workplace. Recruitment process is described as the set of activities and
processes used to legally obtain a sufficient number of qualified people at the right place and
time , so that the people and the organization can select each other in their own best short and
long terms interest's Schuler, Randall's(1987). On the other words, the recruitment process
provides the organization with a pool of potentially qualified job candidates from which
judicious selection can be made to fill vacancies.

According to the article of oracle Human capital management & Modern HR in the cloud its
mentioned by implementing recruiting best practices and supporting technology, you can
potentially reduce your time to hire by up to 50 percent, reduce cost per hire by up to 70 percent,
and improve recruiter efficiency while finding the talent you need for driving business results.
Smart Sourcing Cloud Service is a big benefit for us. This allows us to recruit simultaneously for
a wide variety of employee roles and levels, from professional scientists to sector executives.
Anne Brown Senior VP of Human Resources, NeoSphere Energy. A FAILURE TO SCREEN A
large San Francisco bank employing an agency to provide janitorial services did a spot
background check on the 217 workers who were performing services at the time and found that
12 had known preemployment felonies and major misdemeanors. Luckily, there was no incident
and the agency was fired. from Taleo Research, Background Checking: Uncovering the
Facts
Before [Oracle Recruiting Cloud Service], we had all candidates applying through e-mail and

we managed the candidates on an Excel spreadsheet. We are now able to search, track, and report
metrics to our executive team. Alissa Dare Human Resources Manager, ProService Hawaii.
According to the texas instrument Secrets to Recruiting Success Measuring the results of
recruiting efforts is the best way to determine the success of a recruiting program,says Steve
Lyle,director of worldwide staffing for Texas Instruments (TI).Not only does the company track
traditional measures,such as hiring cycle time and cost-to-hire,to ensure productivity,it also uses
a quality-of-hire metric to determine whether its getting the right talent for the right job. Four
months after an employee is hired at TI (http://www.ti.com),his or her manager is asked to rate
the

employee

(as

part

of a survey)

on whether the person is

meeting,not

meeting,orexceedingthe managers expectations of him or her. Currently,TI managers report

that 97 percent of their new hires are exceeding expectations, Lyle reports.New employees are
also surveyed to see if the job they are performing is what they had expected.We know our
strategy is working, based on the feedback from both surveys, Lyle explains.Its a matter of
staying the course and continually improving

According to Raymond J. Stone (2005) in the fifth version of his book Human Resource
Management defines recruitment as the process of seeking and attracting a pool of applicants
from which capable candidates for job vacancies within an organization can be selected.
According to the Management, Vol. 18, 2013, 2, pp. 141-156 V. Sinha, P. Thaly: A review on
changing trend of recruitment practice to enhance the quality A third-party recruitment agency
or corporate recruiting department may be made up of individuals dedicated to just the sourcing
of candidates. Human being resource is no longer considered a business requirement; rather it
has magisterial itself as one of the key possession of any organizational formation.. Human
resource is no longer considered a business requirement; rather it has distinguished itself as one
of the core assets of any organization. The statement by Mr Narayan Murthy, "my company's
assets walk out of the door every evening", really holds the paradigm shift of the growing
economy. In the above quote, emphasis has been given on effective talent management. Growing
at a pace of about 100 to 150 percent, this recruitment mode promises, its share from 2 percent o
10 percent in the next 4 to 5 years. A recent study in Sunday Times by Chhapia (2012) showed
that new recruiters like LinkedIn, Twitter and Blackstone have signed up.
Boxall, Purcell and Wright, (2007) highlight five different questions an organization has to
answer to have an effective recruitment strategy in order to pursue its survival and success.
Those questions are Whom to recruit?, Where to recruit?, What recruitment sources to
use?, When to recruit? and What message to communicate? The notion of effectiveness in
this study relates to the manner by which SO.NA.RA implements its employment policies. The
essence is to understand whether such policies are applied appropriately in the way they have
been designed. What is of interest here is that if such policies are contravened in the process of
implementation it implies that the recruitment and selection of candidates in the studied company
is likely to be biased. Boxall and Purcell (2008) present the best fit and best practice approaches
as a two way process to be used by firms in order to connect their human resource strategy with
their business strategy. Efficiency on the other hand reveals whether the planned objectives of
the policies bring forth the anticipated returns to the business. The bone of contention here is to
establish a matrix of the policy objectives and the intended outcome. James et al., (1979) state
that effectiveness is measured in terms of achieving and with the use of limited resources. They
emphasize that; the concept of efficiency must be added to that of effectiveness. Though these

two concepts are related, they however have some common differences. To understand the
meaning of effective performance it is realized that achieving desirable ends is necessary for
effective performance whereas the efficient use of resources is necessary but not sufficient for
effectiveness.
According to Windolf (1986), the choice of a particular recruitment strategy by a firm is specific
to the resources available to the organization at hand and its environmental dynamics. The labor
market power of companies is determined in relation to local competition and is defined as the
degree of choice a company can exercise in deciding upon a particular recruitment strategy.
Windolf as well argues that the recruitment process usually begins by defining the profile of the
ideal candidate which implies the applicant who will best fit the job. Sometimes the profile could
be more or less clearly defined in terms of formal education, sex or age. He points out that a
narrow definition of the ideal candidate in terms of age 30-35, male, native born or otherwise
excludes many potential applicants (women or older workers) who might be capable of doing the
job. It is at these first stages of the recruitment process that discrimination actually begins (ibid).
Firms may advertise the vacancy or they may restrict recruitment to the internal labor market
(ILM) or to friends or relatives of employees. The use of such closed recruitment channels based
on ILM or social networks of employees enable only a small group of potential applicants to
have access. In which case, the use of these channels discriminates against outsiders who have
no close connections with the firms workforce (Manwaring 1984; cf. Windolf 1986). Windolf
however reveals that the choice of a particular recruitment channel represents the second
selective stage of the recruitment process meanwhile the third stage implies that applicants have
to pass through a set of 'filters' such as application forms, reading, writing, personality tests, and
interviews with personnel and first-line managers. The interview is the most important filter built
into the procedure and at this juncture, discrimination is most difficult to influence or control
because it operates in an informal way against the social background and the whole life-style of
an applicant.

STATEMENT OF PROBLEM
This study intends to understand the recruitment strategies and process and

find the

effectiveness of recruiting an employee in order to help the organization to achieve its goal and
objectives. Proper placement of employees will lower the chances of employees absenteeism.
By selecting the right candidate for the right job, organization will also save money and time.
Most of the organization have problem of poor employee selection, which happens in some cases
due to inappropriate present employee referral. When candidates are given priority due to their
connections, hiring managers tend to be more reluctant about making sure the candidate has the
required qualifications and skills necessary to do the job.

OBJECTIVES

To understand the recruitment strategies, process and practices at vee technologies

To assess challenges administrated during recruitment process pertaining to cost overrun
To suggest changes to be implemented based on problems projected during recruitment
process

RESEARCH METHODOLOGY:
Research Design: Descriptive Study

SAMPLING:
Sampling Size: 50
Sampling Method: Convenience Sampling
Sampling Techniques: Non-Probability Technique

SOURCES OF DATA
Primary Source

Primary data are generated in an investigation according to data collection in which personal
interview and questionnaire will be used.
Secondary Source
Secondary sources of information include data collection in which textbooks, journals, articles,
reports and other similar sources will be used.

TOOLS FOR DATA COLLECTION

For collecting the data here is choosing tools like:

Questionnaire

Interview

Observation

PLAN OF ANALYSIS
The completely filled questionnaires were transferred into a list of needed information by
a process. A number of categories and classes were established for several questions of the
questionnaires. The data is then stored into various category and classes and number of
respondents associated with each others and then summarize the summary of statistics,
percentage and bar graphs.
The entire study is divided into five chapters

Introduction
Review of literature
Research methodology
Data analysis & Interpretation
Finding, suggestion & conclusion

CHAPTER 3

COMPANY PROFILE
VEE TECHNOLOGIES

Vee Technologies Pvt Ltd is an ISO 9001-2008 & ISO 27001 certified BPO Company in Salem,
Chennai with headquarters in Bangalore. Vee is part of Sona Valliappa group, a Premier Business
Group in India. Vee Technologies has been listed amongst the TOP Global 100 Companies and is
Providing BPO services to US-based Clients.
Total Employees = 1800
Mission:
At Vee Technologies, we understand the operational and technological needs of our clients
and strategize to focus on providing innovative and configurable technology business process
services. Our goal is to treat each client as our partner, towards this our mission:
Vee

Technologies

offers

quality

and

timely

service

to

its

clients.

We believe in being an integral arm of our partner company."

Vision:
Vee will be one of the Asia's top line premier BPO companies offering world-class
standards of quality in the transactions processing space. Continuing this trend, Vee will offer
better quality, reduce cycle time and provide greater efficiencies, in our services to our clients so
as to position ourselves as Global Leaders in the ITES BPO space.
Focus:
Vee Technologies is a dedicated transaction processing company. Vee offers total back-office
processing solutions in niche verticals.

BUSINESS PROCESS OUTSOURCING:

Vee has demonstrated and proven experience to deliver world-class solutions, which are
result-oriented and committed to customer satisfaction. With a 'total solutions approach', Vee

works as an extended arm of your organization. Our ability to provide best-of-breed services
derives from an expert knowledge of our business, as well as in-depth understanding of our
clients' business and business processes.
We possess a deep working knowledge of the technologies and processes that are crucial
to successful business process outsourcing and pride ourselves on our ability to provide end-toend, scalable and result-oriented solutions. We provide a complete spectrum of Back Office
Outsourcing services in the areas like Insurance, Medical Billing, Medical coding, Engineering
Services, Media Tracking, Logistics, Banking and Financial Services and E-Commerce
Vee offers gold standard quality levels An ISO 9001:2008 certified company offering
Six Sigma levels of accuracy. Our mantra for quality is to offer Quality in every transaction.
Vee Credentials
1.
2.
3.
4.
5.

An ISO 9001:2008 by TUV

HIPAA compliant
ISO 27001:2005 / BS7799 by BVQI
SPMM-Level 3/3
Rk Aement ung E CarnegieMelons OCTAVE tools ( OperationallyCritical

Threat Asset Vulnerability Evaluation)

6. Offering Six Sigma levels of accuracy.

Vee has 2 operating facilities in India with a total workforce about 1,800 working 24*7.
1. Vee has been announced and published as the Top 100 Global Service Providers by the
Information Week, Cyber Media and Neo IT.
2. Vee also figure in nda Top 100 Te & BPO Companies as publhed by Dun &
Bradstreet.
3. Vee has been selected by the Government of Netherlands through CBI-BPO Program as
the preferred BPO Services Vendor.

4. Vee is proud to have passed over 80 continuous audits from one of the top 5 Health
Insurance Companies.
Mr. Valliappa The Chairman
Founded by Mr.ValliappaSoftwareTechnological Park. Foremost in bringing IT intoIndia
(TI in 1984). Has led delegations from India across the globe and was also invited to visit USA
as a guest of the American Government to understand American business and identify the future
growth of business between India and the US - a rare honor vested on only one businessman,
each year.

Mr. Chockalingam (Chocko Valliappa) - Chief Executive Officer & Managing Director
Chocko Valliappa is the moving force behind Vee Technologies. Thanks to a wide range of
exposure to new technology and software throughout the years, Chocko has accumulated vast
experience in developing and exploring technologies. Chocko founded Vee Technologies in
2000.

2.5QUALITY OF WORKLIFE AT VEE TECHNOLOGIES:

Compensation and Benefits Policy:
Vee Technologies focused on compensation as being integral to our work and recognizing
talent.
Philosophy:
Salaries vary according to the various departments, designations, qualification, previous
work experiences and a successful, stable work record.
Compensation Structure
Monthly compensation components include:

Gross salary
Annual Benefits
Retirement Benefits

Employee Benefits:
The following are the Existing Benefits/Best Practices at Vee Technologies:
1. ESI & PF Statutory benefits
2. Personal Accident Insurance to all the employees
3. Medical claim Policy up to 4 family members including employee (for people not
covered under ESI)
4. Subsidized Meal & Free hot/cold beverages
5. 9 Public Holidays & 2 Optional Holidays
6. Extensive Departmental Training Programs
7. Confirmation/Promotion notices to employees, in advance
8. Committees/Clubs/Competitions
9. Cultural Celebrations
10. Picnics/Outings
11. HR mail ID for any sort of grievances, criticism & suggestions from employees

Leave Policy:
There are 5 types of leaves at Vee Technologies

Casual Leave
Sick Leave

Earned Leave
Maternity Leave
Paternity Leave

Employee Welfare Programs:

Keeping in mind the need to expand Vee Technologies cultural enthusiasm, imitativeness
and employee interaction, in a defined manner, we have come up with various Clubs with the
employees taking charge of it.
The various clubs are as follows:

Sports Club -For all sporting activities in the organization

Cultural Club - It takes care of employee recreation and takes responsible for organizing

annual day cultural events.

Community Service Club By this we involve in many activities for social causes like
orphanage visits, Blood donation camps etc.

CHAPTER 4

DATA ANLYSIS AND INTERPRETATION

QUESTIONNAIRE

I am JANCY RAJ studying second year MBA at KIMS (Koshys Institute of Management
studies) Bangalore. AS a part of my curriculums requirements, am undertaking a dissertation
entitled A study to understand effectiveness of recruitment strategies and process with reference
to Vee Technologies . Therefore I request you to spare few minutes to fill up this questionnaire
and furnish the information sought there in.

General information about yourself:

Age: a. 20-25 ( )

b. 25-30

c.30-35

d. 35-40 e. 40- 45

Gender.
Educational qualification:
Position: .
1. Which department you are working in?
.
2. How many years you are working with the Vee Technologies?
a. 0-3 years

b. 3-5 years

c.5-10years

d. More than 10 years

3. How did you come to know about vee technologies?

a. Newspaper ad
c. Job fair

b. employment agents
d. reference ( )

e. None of these

4. How you will rate the effectiveness of recruitment process in vee technologies?
a. Excellent
b. Adequate
c. Poor
5. Does the HR provide adequate or efficient pool of candidates for the requirements?
a. Yes
b. No
6. Does the organization clearly mentioned about the position requirements, objectives and
specification of candidates in the recruitment process?
a. Yes
b. No

7. Are the HR train hiring employers to take the right decisions?

a. Yes
b. No

8. How would you rate the performance of HR departments in their recruitment process and
selection?
a. Poor
b. Adequate
c. Excellent

09. Does the company disclose the complete job specification at the time of recruitment?
a. Discloses
b. Does not disclose
c. Partially disclose

10. Are the candidates you are employ meeting or beyond job expectations?
a. Yes
b. No
11. What are different source you capture for recruiting candidates?
a.
b.
c.
d.
e.
f.

Employee referral
Advertising
Recruitment agencies
Job portals
Campus recruitment
Others. Please specify ..

12. Out of 100% recruitment that you did in the last fiscal year, please define which source
generated what percentage of candidates?
Through
a. Advertising - %
b. Employee referrals - .%
c. Recruitment agencys - .%
d. Job portals - %
e. Others - .. %
13 Do you follow different recruitment process for different grade of employees?
a. Yes
b. No
14. Does the HR team act as a consultant to improve the value of the applicant pre-screening
process?
a. Yes
b. No
15. Does the HR maintain sufficient pool of quality safe class applicants?
a. Yes
b. No
16. Rate the effectiveness of the interviewing procedure and other selection tools, such as
testing?
a. Poor
b. Adequate
c. Excellent
17. Do you use any of the following tests through the process of recruitment?
a. Written
b. Aptitude
c. Group Discussion

d. Individual Interview
f. Other, please specify
18. Do you go through from high employee turnover?
a. Yes
b. No

19. What is the normal time spent by HR dept. during recruitment (each candidate)?
a.10mins. b. 10 to 20minsc. 20 to 30mins.d. More
20. What percentage of candidates leaves within the period of less than1- 6 month?
a.0-5
b.5-10
c.10-15
d. 15-20s

21. What are the different challenges you face at the time of recruitment process?

22. If any suggestions please comment

..
..
..

DATA ANALYSIS
Table 1: showing no of years employees are working with vee technologies
Years
0-3 years
3-5 years

no of respondent
30
14

5-10 years
More than 10 years

4
2

Total

50

Series 1
35
30
25
20
15
10
5
0

0-3 years

3-5 years

5-10 years
Series 1

Interpretation

more than 10 years

The above graph shows the number of years employees are working with vee technologies. By
analyzing the graph 30 number of employees are working with vee technologies from 0 to 3
years. Only 14 members are working with vee technologies from 3 to 5 years.it clearly shows
only few employees are still with vee technologies from more than 10 years

Table 2: showing how employees came to know about vee technologies

Source
Newspaper ad
Employment agents
Job fair
Reference
None of these
Total

No of respondent
11
5
10
12
12
50

Series 1
14
12
10
8
6

11

4
2

12

10

12

Series 1

Interpretation
The above graph shows how employees came to know about vee technologies. More number of
employees are came to know about vee technologies by reference and from other source.11
number of employees came to know about vee technologies by newspaper advertising.
Employment agents shows only 5 in number. After newspaper advertising 10 number of
employees came to know about vee technologies by job fair.
Table 3: Showing how employees will rate the effectiveness of recruitment process in vee
technologies?
Rate of effectiveness of recruitment
Excellent
Adequate
Poor
Total

No of recruitment
25
24
1
50

Series 1
30
25
20
15
10
5
0

excellent

adequate

poor

Series 1

Interpretation
From the 50 number of respondents 25 respondent are saying effectiveness of recruitment is
excellent. Out of fifty 24 number of employees are saying the effectiveness of recruitment is
adequate. Only one person says the effectiveness of recruitment in vee technologies is poor.

Table 4: showing does the organization clearly mentioned about the position requirements,
objectives, and specification of candidates in the recruitment process

Variables
Yes
No
Total

No of respondent
43
7
50

Series 1
50
45
40
35
30
25
20
15
10
5
0

yes

no
Series 1

Interpretation
From the above table it is clearly shows about 90 percentage of respondents says the organization
clearly mentioned about the position requirements, objectives, and specification of candidates in
the recruitment process. Only 5 percentage of employees are saying the organization not clearly
mentioned about the position requirements, objectives, and specification of candidates in the
recruitment process

Table 5: Showing are the HR trains hiring employers to take the right decisions?
Variables
Yes
No
Total

No of respondent
45
5
50

Series 1
50
45
40
35
30
25
20
15
10
5
0

yes

no
Series 1

Interpretation
While analyzing the above graph it showing 90 percentage of respondents are saying the HR
trains hiring employers to take the right decisions.5 percentage of employees are saying the HR
does not trains hiring employers to take the right decisions

Table 6: Showing how employees will rate the performance of HR departments in their
recruitment process and selection?
Variables
Poor
Adequate
Excellent
Total

No of respondent
7
28
15
50

Series 1
30
25
20
15
10
5
0

poor

adequate

excellent

Series 1

Interpretation
The above table showing how employees will rate the performance of HR departments in their
recruitment process and selection. Graph shows the clear graphical representation of how much
employees are responded to poor, excellent, and adequate. By analyzing the graph 7 number of
employees are saying the performance of HR department in their recruitment process is poor.28
number of employees are saying the performance of HR department in their recruitment process
is adequate. Out of 50 number of respondents only 15 employees are saying the performance of
HR department in their recruitment process is excellent

Table 7: Showing does the company disclose the complete job specification at the time of
recruitment?
Variables
Disclose
Does not disclose
Partially disclose

No of respondent
30
5
15

Total

50

Series 1
35
30
25
20
15
10
5
0

disclose

does not disclose

partially disclose

Series 1

Table 8: Showing are the candidates you are employ meeting or beyond job expectations?
Variables
Yes
No
Total

No of respondent
44
6
50

Series 1
50
45
40
35
30
25
20
15
10
5
0

yes

no
Series 1

Table 9: Showing different source recruiter capture for recruiting candidates?

Variables
Employee referrals
Advertising
Recruitment agencies
Job portals
Campus recruitment

No of respondent
17
22
9
28
14

Total
50
50
50
50
50

Other

50

Series 1
30
25
20
15
10
5
0

Series 1

PART B
Which source of recruitment is more effective?
Variables
Employee referrals
Advertising
Recruitment agencies
Job portals
Campus recruitment

Number of respondent
9
20
2
19
12

Others

employee referal

advertising

recruitment agencies

job portals

campus recruitment

other

Table 10: Showing out of 100% recruitment that recruiters did in the last fiscal year, and defining
which source generated what percentage of candidates?
Through
Variables
Advertising
Employee referrals
Recruitment agencies
Job portal
Campus recruitment
Other
Total

No of respondent
22
18
9
28
14
1
50s

Total
50
50
50
50
50
50

Series 1
30
25
20
15
10
5
0

Series 1

Table 11: Showing out of 100% recruitment that they did in the last fiscal year, and defining
which source generated what percentage of candidates
Variables
Advertising
Employee referrals
Recruitment agencies
Job portals
Others
Total

% of recruitment (100)
42
18
10
28
2
50

Chart Title
45
40
35
30
25
20
15
10
5
0

Column2

Table 12: Showing are the employers following different recruitment process for different grade
of employees?
Variables
Yes
No
Total

No of respondent
42
8
50

recruitment

yes

no

Table 13: Showing does the HR team act as a consultant to improve the value of the applicant
pre-screening process?
Variables
Yes
No
Total

Number of respondent
41
9
50

Series 1
45
40
35
30
25
20
15
10
5
0

yes

no
Series 1

Table 14: Showing does the HR maintain sufficient pool of quality safe class applicants?
Variables
Yes
No
Total

Number of respondent
37
13
50

respondent

yes

no

Table 15: Showing the different tests following through the process of recruitment
Variables
Written
Aptitude
Group discussion
Individual interview
Other

Number of respondent
9
25
7
28
2

Total
50
50
50
50
50

Total

50

number of respondent
30
25
20
15
10
5
0

number of respondent

Table 16: Showing if they are going through from high employee turnover
Variables
Yes
No
Total

Number of respondent
33
17
50

number of respondent

yes

no

Table 17: Showing the normal time spent by HR dept. during recruitment
Variables
0-10 mins
10-20 mins
20-30 mins
More
Total

Number respondent
3
30
12
5
50

Series 1
35
30
25
20
15
10
5
0

0-10 mins

10-20 mins

20-30 mins

more

Series 1

Table 18: Showing percentage of candidates leaves within the period of less than1- 6 month

Variables
0-5
5-10
10-15
15-20
Total

Number of respondent
27
17
4
2
50

Sales

0 to 5

10 to 15

15 to 20

15 to 20

Table 19: 1. What are the different challenges you face at the time of recruitment process

21: if any suggestions please comment.

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