A PROJECT REPORT

ON
RECRUITMENT AND SELECTION

SUBMITTED TO

MAEERs MIT SCHOOL OF BUSINESS

BY

CHANDAN JAISWAL
Roll No.2903208
Batch No.29TH

IN PARTIAL FULFILLMENT OF
POST GRADUATE DIPLOMA IN MANAGEMENT
(PGDM) HR
MONTH, 2011-13

MAEERs MIT SCHOOL OF BUSINESS

PUNE
 Table of
CONTENTS

Chapter No. Title Page No.

Declaration from student 3
List of pie charts 4
List of flow charts 5
ACKNOWLEDGEMENT 6
Executive Summary 7-8
I Introduction 9
1.1 Company profile 10-16
1.2 Objectives of the study 17
1.3 Limitations of Study 18
II Research Methodology 19
2.1 Primary data 20
2.2 Secondary data 20
2.3 Sample design 20
2.4 Population 20
2.5 Sample size 21
2.6 Sampling method 21
2.7 Method of data collection 21
2.8 Instrument for data collection 21
III Theoretical Background 22-38
3.1 Data- analysis techniques 39
IV Data Processing and Analysis 40-50
V Management Lessons 51-52
VI Findings 53-54
VII Recommendations 55-56
VIII Conclusions 57-58
Bibliography 59
Appendices / Annexure 60-61

2
 DECLARATION

I, Mr. /Ms.

Hereby declare that this project report is the record of authentic work carried out by me

during the period from ----------to -----and has not been submitted to any other

University or Institute for the award of any degree / diploma etc.

Signature
CHANDAN JAISWAL
2903208

Date:
`

3
 LIST OF CHARTS

S.NO PIE CHARTS PAGE

NO.
1. INDUSTRIES SERVED 16
2. SURVEYED SAMPLE SIZE 41
3. SOURCES OF RECRUITMENT 42
4 MOST PREFERRED SKILLS 43
5 REASONS OF RECRUITMENT AND SELECTION 44
6 EMPLOYEE SATISFACTION REGARDING 45
RECRUITMENT PROCESS
7 DOCUMENTATION OF RECRUITMENT PROCESS 46
8 UNIFORMITY OF RECRUITMENT PROCESS AT ALL 47
LEVELS
9 RESPONSE FROM CLIENTS AFTER RECRUITMENT 48
10 CLIENTS SATISFACTION INDEX 49
11 CANDIDATES SATISFACTION 50

4
 LIST OF FLOW CHARTS

S.NO FLOW CHARTS PAGE

NO
1. ORGANISATIONAL HIERARCHY 15
2. INTERNAL&EXTERNAL SOURCES OF RECRUITMENT 27
3. RECRUITMENT PROCESS 28
4. FACTORS AFFECTING RECRUITMENT 29
5. HEADHUNTING PROCESS 35

5
 ACKNOWLEDGEMENT

The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to
brass tacks of things, I would like to add a heartfelt word for the people who have
helped me in bringing out the creativeness of this project.
To commence with things, I would like to take this opportunity to gratefully and
humbly thank to Miss.Shriya Reddy-MD, Project guide, ASPIRE ERP, Pune, for being
appreciative enough by giving me an opportunity to undertake this project.

I would also like to thank Respected guide Prof A.G. APTE, Faculty, MITSOB, Pune
for his undeterred guidance for the completion of the report.

My parents need special mentions here for their constant support and love in my life.
I also thank my friends and well-wishers, who have provided their whole hearted
support to me in this exercise. I believe that this Endeavor has prepared me for taking
up new challenging opportunities in future

CHANDAN JAISWAL
2903208

6
 Executive Summary

The project titled STUDY OF RECRUITMENTAND SELECTION PROCESS

Undertaken in ASPIRE ERP SYSTEMS (India) Ltd. for a period of two months. The
project was carried under the guidance of Miss. Shriya Reddy, Managing Director.

Aspire ERP Systems has top clients in the Insurance sectors. It is diversifying in other
sectors also like IT. They are working faster, better, and smarter, producing solutions
that enable clients to fulfill their requirements.

The aim of the project is to carry out the study of recruitment procedures followed by
the firm. The company follows online recruitment technique to carry out recruitment.
Hence the requirements of the clients are fulfilled within time. The company not only
follows its motto which is Strive towards an Ultimate Goal but it also practices
whatever commitments they are giving to their clients.

Recruitment is one of the tools which nowadays most of the companies are adopting by
allotting those to consultancy firms, which ultimately fulfills the requirement by hiring
the right candidate at right time. Thus the companys efforts are saved on it.

Every organization has its own policies and objective before it starts functioning. It is
needless to say that the organization objectives are to make profits to grow and all times
to meet certain social goals. The organizational effectiveness depends upon the growth
of the individual employees. Therefore, the effectiveness of individual or his efficiency
plays a major role in reaching organizational objectives. This can be only achieved if
the right candidate has been hired, which is done very effectively by recruitment. From
this project work company officials will get an idea and new insights of the recruitment
process.

7
The reason for choosing this topic is that requirements are increasing and problem of
hiring the right candidate is arising. Recruitment and selection gives a home ground to
the organization acumen that is needed for proper functioning of the organization. It
gives an organizational structure of the Company. It is a methodology in which the
particular organization works and how a new candidate could be recruited in such a way
that he/she would be fitted for the right job in the right place.

Further I chose to do my research in the recruitment consultancy because of my

personal interests and to understand the process of recruitment and selection.
In the report I have included general information about recruitment and selection such
as definitions, types, sources and recent trends of recruitment etc. further I have
undertaken a study by questionnaire form in order to find out the objectives of the
report.

8
 CHAPTER.I
INTRODUCTION

9
 1.1COMPANY PROFILE

Brief History:-
Aspire ERP Systems (India) Limited is striving to create a niche for itself by
providing quality services to its customers.
It provides total Recruitment Solutions. Aspire ERP Systems is recognized for Staffing
and Manning services and is also in corporate training programs. It is tier one consultant
for few MNCs which are one of the most leading and reputed organizations.

In short span of its operations Aspire ERP Systems has been able to retain all the
customers it has been working for and have been complimented by all for its efforts. It
has aspired to provide itinerary in Entire gamut of HR i.e., Recruitment Services,
Contractual Staffing, Training, HR Consulting.
The motto of the company is Strive towards the ultimate goal.

Values and Commitment:-

It recognizes that despite of rapid technological change, the most important resource
available to a company is its people. It aims to play a vital role in the health of
organizations by maintaining the highest professional standards at all times, by
continuously improving performance, and utilizing effective teamwork in order to
deliver a superior service to all its clients, candidates, colleagues and suppliers.

10
Recruitment Philosophy
The search process is designed to attract exceptional talent in the shortest possible
timeframe.
Many recruitment agencies feel recruitment is just getting the right person at right time
at right place and at right price, but its not that simple. Recruitment is not just getting
vacancy filled, in opinion of the company it is just halfway through recruitment,
because the problems start after that, which are
Attrition
False commitments
Discrepancy in perceived role and responsibility
Increasing market and responsibility
Interpersonal issues with peers and superiors
Work delegated not in tune with professional interest
Hence the recruitment philosophy takes into account all these parameters while hunting
a prospective employee for any employer.

Aspire ERP conducts an extensive screening process to ensure the current requirements
and the future anticipated problems, are taken care of all candidates are evaluated
according to the specific job requirements and the prospective candidate's potential &
abilities. Reference checks are also done on all the candidates and can be made
available on request. It also does the credit and background checks, should the position
require personnel with a clean credit history.

Aspire is Indias one of the largest recruiting consultancy. It is one of the leading
providers of all kinds of employees to all the working sectors in India. With a history
dating back, Aspire has more than 40 clients as on todays date.

11
AspireTeam
People come to the company with intellect, knowledge and energy. Company instill in
them both passion and a commitment to work effectively. Its the teamwork that enables
the company to take performance and service to new levels of excellence.
The company believes in fulfilling targets on time and providing qualitative services to
its employers. The company presently achieves this with its team of dedicated and
qualified professionals, who strive to go one step beyond the expected.With a strong
work force of over more than 100 employees, Depending on the qualifications, work
experience, other skills, current earnings of the candidate, the company assesses and
recommends the right job for the candidates.

Aspire has pioneered the top recruitments and selections in the Insurance industry, and
has leveraged its global expertise successfully in India. Aspires service have been
designed in a manner to provide client flexibility, transparency and value for money. It
has been among the first companies to introduce the modern and quick service in the
market. Its services includes:

Doing the best one can, doing the job in the best way it can be done and
being responsible and accountable for it, whatever the circumstance. Aspire guarantees
the performance by having a compensatory clause in the contract if the sourcing is not
up to the clients expectation or within the specified time period.
One of the main challenges faced by almost every organization is to fit the right person
at the right post. Recruiting and selecting candidates has become one of the most
resource consuming processes both in terms of money and time.
Aspire is one of the unparalleled overseas placement bureau helps organizations recruit
quality manpower, without having to go through the cumbersome recruitment process.

12
Vision:

This is the compelling vision that Aspire has created through the active contribution of
its employees. These lines not only define the way they live and work but also serve as
a reminder to deliver the best to their customers, shareholders, colleagues, partners &
employees at all times.
Mission:
Strive towards an Ultimate Goal
1) To ensure that the identification, short listing, interview, selection and deployment of
the candidates to support the planning and implementation of the clients project.
2) Add value to the clients by optimizing and reducing the entire recruitment cycle.
Locations:
Aspire has 1 Branch in India (including rural branches) supporting its distribution
network. Through its franchise partner locations, Aspire helps its clients to close their
requirements of all skilled and competent workforces in all the towns and cities across
India.
Aspire is also keen to reach out to the underprivileged and uneducated candidates that
have not had employment so far. Through its association with different associations and
other NGOs, it has been able to reach the weaker sections of the society and provide
lifetime employment to them.
Pune:
Aspire Erp Systems
C-1/11Brahma Estate,
Besides ICICI Bank,
NIBM Road,Pune 411048

13
HUMAN RESOURCE DEPARTMENT IN ASPIRE ERP SYSTEMS
Objectives
The Human Resource objective consists of the following:

1. Manpower planning.

2. Recruitment and selection.

3. Employee Development.

4. Performance Appraisal.

5. Develop belongingness for work.

6. Excellence performance award every month.

7. Training and Development.

8. Planning future goals for career development.

9. Teamwork & cooperation with people in the organization.

10. To provide security for work.

11. Promotion.

12. To build organization with integration, honesty & Quality of work.

14
ORGANIZATIONAL HIERARCHY

MANAGER

TEAM LEADER

SENIOR RECRUITER

RECRUITER

15
 Industries Served
Information
Technology Other Industries
Telicom

Insurance

Key Clients:

1. AVIVA LIFE INSURANCE,

2. FUTURE GENERALLI,

3. MAX NEWYORK,

4. HDFC LIFE,

5. AEGON RELIGARE,

6. ICICI PRUDENTIAL,

7.IDBI FEDRAL LIFE, ETC.

16
 1.2OBJECTIVE OF THE STUDY

Primary Objective:
1. To study the process of recruitment and selection followed in ASPIRE ERP
SYSTEMS.

Secondary Objective:

1. To study the various sources of recruitment followed in ASPIRE.

2. To search or headhunt people whose skill fits into the companys values?

17
 1.3LIMITATIONS OF THE STUDY
Each research has certain limitations due to the inherent factors and these factors vary
for each research. Following limitations are applicable to the study done during the
course of this project.

The study was limited to the employees of one unit of the multi-locational
organization. This inherently introduces sckewness in result, which may not
represent the population of the total organization.
The research questionnaire was extensive but could not be exhaustive and hence
certain attributes could not be a part of this study.
Stratified random sampling method was used. However still certain employees who
were shortlisted in the random data, refused to be a part of the study. Alternative
members were thus included. Thus it creates limitations about the true
representative nature of the research.
Despite being objective type close ended questions, employees may have provided
the diplomatically correct inputs rather than their actual inputs. The data thus
obtained contains an inherent proxy answers.
All the interviews were done during the same period every day and hence only those
members, who were available at that hour, could be the part of the study.
As the study was conducted under the guidance of the HR manager, the researcher
had to work as per the guide and limited access to certain levels of information.

18
 CHAPTER.II
Research Methodology

19
 2.1 PRIMARY DATA
Primary data was collected from different ways like reference from colleagues,
superiors of the companies HR, friends etc. The data was collected in a very simple
process first the reference was given by people, by reference I mean the feedback of the
person and phone number was given, then I used to call that person tell him about the
job opening and then tell him forward me the resume by mail and then I used screen the
data and decide whether the specifications are matching with the job description or no
and revert accordingly so this was the whole process of collecting primary data.

2.2 SECONDARY DATA

Secondary data was simply collected from job portals like monster.com, shine.com on
this site there were thousands of resume uploaded by people the company used to pay
monthly rental to use all these sites. These sites were having a very good system of
power search (Boolean search) in which we could put the specific specifications
according to the job description to find the right candidate and when we used to get the
data we used to contact the person and tell him/her about the job and if the person was
interested then we used to call them for interview.

2.3 SAMPLE DESIGN

The data which I collected was from much bigger sample size but I selected only ten for
the study.

2.4 POPULATION
The target population for the interview was the employees of the organization who were
recently recruited by Aspire. The sampling unit of the study was 50 employees.

20
 2.5 SAMPLE SIZE

Since the limitation of time was the essence of the study, the sample size was restricted
to 10 employees of the organization. Since this number is more than 1% of the total
population of the organization under study, the sample was good enough to provide
credible sampling data for the analysis.

2.6 SAMPLING METHOD

Stratified random sampling was adopted for the current project. The employees were
randomly picked up from across the various functional departments and levels of
hierarchy to ensure a true representative sample for the entire population.

2.7 METHODS OF DATA COLLECTION

The focused face-to-face interview using the pre-structured close ended questionnaire
was used for collection of the data for the study. Since there were restrictive conditions
related the time off-the-work for each employs, the detailed data collection was done
over the period of 4 weeks and in certain cases, the interview was completed in 2-3
sessions.
Also, during the interview, care was taken not to lead or provoke employee into
providing prejudiced inputs, which may critically skew the results of the analysis.

2.8 INSTRUMENT OF DATA COLLECTION

An objective type close ended questionnaire was utilized for maintaining the
consistency of the questions put to the various employees and also soliciting their
responses for a meaningful analysis.
The Questionnaire is provided as annexure at the end of this project.

21
CHAPTER.III

THEORETICAL
BACKGROUND

22
 RECRUITMENT AND SELECTION

Recruitment is the process of attracting prospective candidates who are likely to get
selected. Recruitment process starts with the drafting of advertisement for the required
post mentioning the name of the post, qualifications required, place of posting etc. Not
only print media, but other media like internet is also used for posting the
advertisement. Selection is the process of selecting right candidates from the list of
prospective candidates. Selection process involves tests, interviews, which is conducted
by the various department heads and HR managers.

RECRUITMENT:

Recruitment is concerned with developing suitable techniques for attracting more and
more candidates. The aim of personnel planning is to determine the needs for persons
both in terms of number and type. For deciding about the number both present and
future requirements should be taken into account. If there are expansion plans in near
future then these requirements should also be considered. Besides number, the type of
persons needed is also important. The educational and technical requirements to manage
various jobs should be analyzed properly so that right types of persons are employed.
Recruitment is sometimes confused with employment. The two are not one and the
same. Recruitment is just one step in the process of employment. Recruitment is a
linkage activity bringing together those with jobs and those seeking jobs. When more
persons apply for jobs then there will be scope for recruiting better persons.

DEFINITION:

Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.
In simple terms, recruitment is understood as the process of searching for and obtaining
applicants for jobs, from among whom the right people can be selected. The result is a
pool of applicants from which new employees are selected.

23
The recruitment process is immediately followed by the selection process i.e. the final
interviews and the decision making, conveying the decision and the appointment
formalities.
RECRUITMENT POLICIES:

It specifies the objective of recruitment and provides a framework for the

implementation of the recruitment program. A recruitment policy may involve
commitment to broad principles such as filling vacancies with the best individuals. It
may also involve the organizational system to be developed for implementing
recruitment program and procedure to be employed.

ELEMENTS OF GOOD RECRUITMENT POLICY:

Identification of recruitment needs:

The recruiters should prepare profiles for each category of workers and accordingly
work out the main specifications, decide the sections, departments or branches where
they should be placed.
Preferred sources of recruitment :
The sources of recruitment should be identified properly.
Criteria of selection and preferences :
Selection and preferences should be based on conscious thought and serious
deliberation.

PRE-REQUISITES OF GOOD RECRUITMENT POLICY:

1) It should be in conformity with the general personnel policies.
2) It should be flexible enough to meet the changing needs of the organization.
3) It should integrate organizational needs and employee needs.
4) It should match the qualities of the employees with the requirements of the work for
which they are employed.
5) It should highlight the necessity of establishing job analysis.

24
FACTORS AFFECTING RECRUITMENT POLICY:
Every organization, big or small has to engage in recruitment of persons, recruitment
has
Two aspects-
1) To find out the number of vacancies to be notified and the type of applicants needed
to fill them.
2) To approach the potential applicants to apply for such vacancies.
No organization can recruit successfully without taking into consideration the following
factors

Organizational objectives The size of organization

Need of the organization.

The employment conditions in the community where the organization is located.
The effect of past recruiting efforts which shows the organization ability to locate
and keep good performing people.
The working condition, salary and benefits package offered by the organization.
The rate of growth of organization.
The level of seasonality of operation and future expansion and production programs
and the culture, economic and legal factors, etc.
Government policies on reservations.

Recruitment costs and financial implications.

SOURCES OF RECRUITMENT
Before an organization actively begins to recruit applicants it should consider the most
likely source of the type of employee it needs. Some companies try to develop new
sources while most try to tackle the existing sources they have. These sources
accordingly may be termed as internal and external.
These can be broadly classified into two types:
1. Internal Sources
2. External Sources.

25
Internal Sources
This is one of the important sources of recruitment. The employees already working in
the organization may be more suitable for higher jobs than those recruited outside.
External Sources-
All the sources apart from the organization employees are considered as external
sources of employment.

26
These can be listed as follows:

INTERNAL SOURCES EXTERNAL SOURCES

Transfers Press advertisements

Educational institutes
Promotions
Placement
agencies/outsourcing
Upgrading
Employment exchanges
Demotions
Labour contractors
Retired employees
Unsolicited applicants

Retrenched employees
Employee referrals

Dependents & relatives of

deceased employees Recruitment at factory gate

27
Recruitment Process

Manpower Plan

Position
Description

Manpower
Requisition

Blank Application

Preliminary
Interview.

Application Form.

Personal Test

Selection

Medical Test.

Appointment
Letter

Final Joining

28
FACTORS AFFECTING RECRUITMENT

INTERNAL EXTERNAL
FACTORS SOURCES

Recruitment Supply &

policy demand

Human resource
Labour market
planning

Size of firm Image/Goodwill

Political-Social-
Cost of
Legal
recruitment
environment

Growth and Unemployment

expansion rate

Competitors

29
RECENT TRENDS IN RECRUITMENT:-
The following trends are being seen in recruitment:
1. Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs of
the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing
people for them and make available personnel to various companies as per their needs.
In turn, the outsourcing firms or the intermediaries charge the organizations for their
services.

2.Poaching/Raiding
Buying talent (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry. A company can attract talent from
another firm by offering attractive pay packages and other terms and conditions, better
than the current employer of the candidate. But it is seen as an unethical practice and
not openly talked about. Indian software and the retail sector are the sectors facing the
most severe brunt of poaching today. It has become a challenge for human resource
managers to face and tackle poaching, as it weakens the competitive strength of the
firm.

3.E-recruitment:

Many big organizations use Internet as a source of recruitment. E- Recruitment is

the use of technology to assist the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs

30
 in worldwide web, which can be drawn by prospective employees depending upon
their requirements.

The two kinds of e- recruitments that an organization can use are:

Job portals: i.e. posting the position with the job description and the job
specification on the job portal and also searching for the suitable resumes posted
on the site corresponding to the opening in the organization.

Resume Scanners: Resume scanner is one major benefit provided by the job
portals to the organizations. It enables the employees to screen and filter the
resumes through pre-defined criterias and requirements (skills, qualifications,
experience, payroll etc.) of the job.

RECRUITMENT STRATEGIES

The level of performance of and organization depends on the effectiveness of its

recruitment function. Organizations have developed and follow recruitment strategies to
hire the best talent for their organization and to utilize their resources optimally. A
successful recruitment strategy should be well planned and practical to attract more and
good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy should
cover the following elements:

1. Identifying and prioritizing jobs:

Requirements keep arising at various levels in every organization; it is almost a
never-ending process. It is impossible to fill all the positions immediately.
Therefore, there is a need to identify the positions requiring immediate attention and
action. To maintain the quality of the recruitment activities, it is useful to prioritize
the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

31
2.Candidates to target:
The recruitment process can be effective only if the organization completely
understands the requirements of the type of candidates that are required and will be
beneficial for the organization. This covers the following parameters as well:

1. Performance level required: Different strategies are required for focusing on hiring
high performers and average performers.

2. Experience level required: the strategy should be clear as to what is the experience
level required by the organization. The candidates experience can range from being
a fresher to experienced senior professionals.

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

2. Sources of recruitment:

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

3. Trained recruiters:

The recruitment professionals conducting the interviews and the other recruitment
activities should be well-trained and experienced to conduct the activities. They should
also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to
focus while interviewing and selecting a candidate.

How to evaluate the candidates:

The various parameters and the ways to judge them i.e. the entire recruitment process
should be planned in advance. Like the rounds of technical interviews, HR interviews,
written tests, psychometric tests etc.

32
RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools facilitated
by the information management systems to the HR of organizations. Recruitment
management system helps to contour the recruitment processes and effectively
managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are
explained below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and reliable

processing of applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate the various links
like the application system on the official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision making to the main
recruitment process.

Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.

Recruitment management system provides and a flexible, automated and interactive

interface between the online application system, the recruitment department of the
company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI.

33
 Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool

which helps to save the time and costs of the recruiters and improving the recruitment
processes.

FORMS OF RECRUITMENT:-

Organizations adopt different forms of recruitment practices according to the specific

needs of the organization. The organizations can choose from the centralized or
decentralized forms of recruitment, explained below:

Centralized:

When the HR / recruitment department at the head office performs all functions of
recruitment, the recruitment practices of an organization are centralized. Recruitment
decisions for all the departments of an organization are carried out by the one central
HR or recruitment department. Centralized form of recruitment is mainly practiced in
government organizations.

Decentralized:

Decentralized recruitment practices are most commonly seen in the case of

conglomerates operating in different and diverse business areas. Since the business
areas and offices are diverse and geographically spread, it becomes important to
understand the needs of each department and frame the recruitment policies and
procedures accordingly. Each department carries out its own recruitment. Choice
between the two will depend upon management philosophy and needs of particular
organization.

Lower level staffs as well as top level executives are recruited in a decentralized
manner.

34
HEADHUNTING

Headhunting refers to the approach of finding and attracting the best experienced person
with the required skill set. Headhunting involves convincing the person to join your
organization.

HEADHUNTING PROCESS

INDENTIFY THE
PERSPERCTIVE
OF THE
EMPLOYEE

HOLD A TALK
WITH THE
EMPLOYEE

IF NOT
LOOK FOR
CANDIDATE
OTHER
INTERESTED CANDIDAT
E

CALL FOR
FORMAL
DISSCUSSION
IF NOT
INTERESTE
D LOOK
JOB OFFER FOR
OTHER
CANDIDAT
E
ASK THE
PERSON TO
JOIN WITH
NECESSARY
DOCUMENTS.

35
SELECTION:

Once the recruiting effort has developed a pool of candidates, the next step in the HRM
process is to determine who is best qualified for the job. This step is called the selection
process. Selection involves mutual decision and prediction. The enterprise decides
whether to make a job offer and how attractive the offer should be. The job candidate
decides whether the enterprise and the job offer fit his or her needs and personal goals.
The process also seeks to predict which applicants will be successful if hired. Success,
in this case, means performing well on the criteria the enterprise uses to evaluate
employees. Selection decision can result in four possible outcomes.

While doing the selection process some errors may occur which are of two types.

Job Performance Selection Decision

Accept Reject
Successful Correct Decision Reject Error
Unsuccessful Accept Error Correct Decision

Reject error: - Errors arise when we a candidate is rejected who would have performed
successfully on the job. This is termed as reject error.

Accept error: - While in certain cases a candidate is accepted ultimately and performs
unsatisfactorily. This is called accept errors.
Hence correct selection decisions are to be made so as to avoid the time and the cost
involved in selecting a wrong candidate. Correct selection decisions are those where the
candidate was predicted to be successful in advance and prove to be successful on the
job.

36
STEPS IN SELECTION PROCESS:
There are broadly four steps in the selection process and each step can further be
subdivided depending on the need.
1. Screening of application forms
Application forms are wealth of information and should be used wisely. It should be
interpreted correctly. The primary objective would be to eliminate applicants failing to
meet minimum qualifying requirements.
2. Tests
These include tests of intelligence, aptitude, ability and interest. Tests in intellectual
ability, spatial and mechanical ability, perceptual ability and motor ability have shown
to be moderately valid predictors for many semi-skilled and unskilled operative jobs in
the industrial organizations. Intelligence tests are reasonably good predictors for
supervisory positions. But the burden is on management to demonstrate that any test
used is job related. There are two sets of tests performance and psychological.
The following are some such tests:
Performance simulation tests-- These tests are aimed to find out if the applicants can
do the job successfully by asking him to do it.
Work sampling-- It is an effort to create a miniature replica of a job. The applicants
demonstrate that they possess the necessary skills by actually doing the tasks
Assessment center-- In assessment centers, line executives, supervisors and qualified
psychologists evaluate candidates as they go through two to four days of exercises that
simulate real problems that the candidates are likely to encounter on the job.

Psychological test-- Psychological tests are considered extremely beneficial. They,

however, can be easily misused and misinterpreted by untrained people. Good tests are
useful in the right circumstances because they can provide an objective measure of
peoples abilities. These tests are a most sophisticated tool for measuring human
characteristics and are unbiased as compared to other tests and are therefore extensively
used in selection decision. Some such psychological tests are described below:
(i) Intelligence tests-- Certain intelligence tests that are used now a days are Benet
Simon test, Thurston test and Wechsler Bellevue Intelligence Scale.

37
(ii) Aptitude tests-- These tests measure whether an individual has the capacity or
latent ability to learn a given job if given adequate training.
(iii) Interest tests: - These tests are designed to find out the interest of an applicant in
the job he has applied for.
(iv) Personality tests: - This test is of great importance and should be conducted for all
posts. Individuals possessing intelligence, aptitude and experience for a certain job have
often been found unsuccessful because of their inability to get along with others.

3. Interview
Interviews are designed to probe into areas that cannot be addressed by the application
form or tests. These areas usually consist of assessing candidates motivation, ability to
work under stress, inter-personal skills and ability to fit-in the organization.

4. Selection decision
In practice, the final decision will probably be between three or four candidates. It is
unlikely that any of the three or four remaining applicants meet the person specification
in every way. The personnel specialist together with line management will now have to
weigh up the strengths and weaknesses of each candidate. The right decision depends
on management judgment.
Recruitment and selection is vital function of HR in the organization. Slightest mistake
will lead to a square peg in round hole. Instead of following a blind elimination process,
focus should be on selecting people based on the skills and competencies required for
the job.
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
Both recruitment and selection are the two phases of employment process. The
difference between these two are:
1. RECRUITMENT is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization whereas SELECTION involves
the series of steps by which the candidates are screened for choosing the most suitable
persons for vacant posts

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2. The basic purpose of RECRUITMENTS is to create a talent pool of candidates to
enable the selection of best candidates for the organization, by attracting more and more
employees to apply in the organization whereas the basic purpose of SELECTION
process is to choose the right candidate to fill the various positions in the organization.

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.

3.1DATA ANALYSIS TECHNIQUE

The data analysis technique which I have used is pie diagram basis on percentage
weightage on sample population and according to that interpretation

39
 CHAPTER.IV

DATA PROCESSING
AND ANALYSIS

40
DATA ANALYSIS

Surveyed Sample Size

Q. WHAT WAS THE SAMPLE SIZE THAT WAS USED FOR SURVEY?

Total Employees 50
Surveyed 10

Surveyed population
0% 0%
20%

Total Employees

80% Surveyed

ANALYSIS:

The sample size of study was 10 nos. which represents 20% of the population.

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Sources of recruitment

Q.WHAT WAS THE SOURCES OF RECRUITMENT AND THEIR WEIGHTAGE

OF USE?

Response Percentage (%)

Job portals 4 40

Employee 2 20

referrals

Advertisements 2 20

Campus recruits 2 20

Total 10 100

Sources of Recruitment

Campus
Recruits
20% Job Portls Job Portals
Advertisements 40%
Employee Referals
20%
Advertisements
Campus Recruits

Emploee
Referals
20%

ANALYSIS: The chart shows that 40 % of recruiting efficient and effective

manpower was through job portals, then advertisement, employee referrals , campus

recruitment proved the same effectiveness of 20%.

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Most preferred skills that companies sought out for when they are recruiting.

Q.WHAT WERE THE SKILLS MOSTLY PREFFERED BY THE COMPANIES

Response Percentage (%)

Human Skills 4 40
Technical Skills 5 50
Social Skills 1 10
Total 10 100

Preffered Skills

Human Skills
Social Skills
Technical Skills

ANALYSIS:

The pie chart shows that the most preferential skills that the company seeks are

technical skills i.e. 10% of it is preferred whereas 40% of human skills are preferred and

50% of social skills are preferred.

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Reasons that lead to recruitment and selection

Response Percentage (%)

Expansion 4 40

Transfers 2 20

Attrition 3 30

Other Reasons 1 10

Total 10 100

Need of Recruitment and Selection

Other Reasons
10%
Expznsion
Attrition 40% Expansion
30%
Transfers

Tranfers Attrition
20% Other Reasons

ANALYSIS:

The chart shows that 40% of employee believe that because of expansion of branches as
phase wise higher recruitment is needed, 30% said that the reason must be due to
attrition whereas rest of the employees were in favor that recruitment takes place
because of transfer and any other reason such as getting higher degrees , demographic
transition etc.

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Employee Satisfaction with the Recruitment Process

Q.HOW MANY EMPLOYEES WERE SATISFIED WITH THE

RECRUITMENT PROCESS?(%)

Response Percentage (%)

Satisfactory 3 30

Good 3 30

Excellent 4 40

Total 10 100

Employee Satisfaction with the Recruitment

Process
0%

Excellent Satisfactoty
40% 30% Satisfied
Good
Good
30% Execellent

ANALYSIS:
The chart shows that 30% the employees think that the recruitment process is

satisfactory, 30 % think the recruitment process is good whereas the rest 40% think that

the recruitment process followed by Aspire erp is excellent.

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Documentation of recruitment process.

Q.HOW MUCH DOCUMENTATION WAS INCLUDED IN THE PROCESS? (%)

Response Percentage (%)

Yes 7 70

No 3 30

Total 10 100

Documentation of Recruitment Process

No
30%

Yes Yes
70% No

ANALYSIS:
From the above responses it is seen that majority of employees feel that recruitment
process is documented in the company. However, they can access whenever they
want. 30% of the people dont have knowledge about it.

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Uniformity of recruitment process at all levels

Q.HOW MUCH PROCESS USED TO VARY IN DIFFERENT

DEPARTMENT?

Response Percentage (%)

Yes 3 30

No 0 0

Varies as per department 7 70

Total 10 100

Uniformity of Recruitment Process

Yes
30%
Varies as per Yes
deprtment
70% Varies as per department

ANALYSIS: From the above responses it is seen that recruitment process varies

many a times from department to department, so it helps the department heads to select

the right person for the job as per his requirement and needs

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Response from the clients after recruitment
Q.WHAT WERE THE FEEDBACK FROM THE CLIENTS?

Response Percentage (%)

Not slow 0 0

Slow 2 20

Quick 0 0

Very responsive 5 50

Excellent 3 30

Total 10 100

Response from The Clients

Slow
Excellent 20%
30%
Slow
Good
Good
50% Excellent

ANALYSIS:

From the above responses it is seen more than 50% of recruiters feel that the response is

quite quick

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Client Satisfaction Index

Response Percentage

No 0 0

Not much 2 20

To some Extent 5 50

Satisfied 3 30

Total 10 100

Client Satisfaction Index

Not much
Satisfied 20%
30%
Not much
To some extent
To some extent
50% Satisfied

ANALYSIS:

From the above responses it is seen that most of the clients are satisfied to some extent.

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 Candidates Satisfaction

Q.WHAT WAS THE LEVEL OF SATISFACTION?

Response Percentage (%)

No 1 10

Not much 2 20

To some extent 5 50

Very much 2 20

Total 10 100

Candidates Satisfaction

Very much No
20% 10%
Not Much
No
20%
Not much
To some extent To some extent
50%
Very much

ANALYSIS:From the above responses it is seen that most of the

candidates are satisfied with the process of recruitment but still almost 30%

were not so satisfied.

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 CHAPTER.V

Management lessons

51
 MANAGEMENT LESSONS

1. Always be punctual or your image will be spoilt.

2. Dont be so casual in behavior at work place.
3. Never comment on any colleague.
4. Always have positive attitude.
5. Never get aggressive in discussion it leads to conflict.
6. Dress properly in formals.
7. Respect all levels of employees.
8. Co-ordination is very important for achieving the goals
9. Do not let personal issues have effect on your professional life
10. Do not let out all your plans in front of your colleagues
11. Nobody is your friend in your professional life
12. Do not be dependent on anyone for anything
13. Fulfill your commitment on time
14. Choose your word carefully while communicating
15. Never disagree to things directly
16. Do everything with planning
17. Concentrate on your task dont interfere in others
18. Maintain discipline and dignity
19. Always do the right thing in a right way
20. If you think you are right at your point then dont be afraid of any one

52
CHAPTER.VI
FINDINGS

53
 Findings

The most important thing was searching for the most suitable person at the
appropriate place and online job portals was one of the major sources of
recruitment followed by advertisements, employee referrals, campus
interviews.
Recruitment really needs an eagles view for getting a competent person for
the organizations continuous growth. Technical skills were given preference
while selecting a candidate by most of the companies.
Most of the recruitment takes place during the expansion phase as at this
phase many new branches starts operating followed by attrition, transfers
and other reasons thus there is a high volume of recruitment at expansion
level.
A majority of employees feel that the recruitment process carried out in the
can be developed even more.
Almost all the information regarding the recruitment process is documented
and all the employees have the access to this information 24*7.
The clients are satisfied with the efficiency and promptness of the company.
While, some others think that it can be more effective and the duration could
be further reduced.
Most of the candidates are satisfied with the recruitment process but few of
them are not satisfied and the process can still be upgraded.

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 CHAPTER.VII
RECOMMENDATION

55
 RECOMMENDATION

Following are the recommendation to improve the recruitment process:-

The process should be future oriented, which can be done by keeping attitude
and knowledge in consideration instead of just emphasizing on qualification and
experience.
While following the process, the two most important factors to be emphasized
are time and economic factors.
If the recruiter is not able to make the allotted number of joining, then a
preliminary warning should be given before taking some action.
There should be proper interaction between HR & employees as to avoid the
confusion.
There should be a probe system as in to check whether the recruiter is putting
his/her name in front of the joining made by other recruiter.

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CHAPTER.VIII
CONCLUSION

CONCLUSION

57
Aspire erp systems is the company who has been serving the insurance sector as the
priority in their services, as they have big clients in insurance sector they have studied
their every needs of this sector and accordingly have been successful in serving their
needs .The recruitment process of this company is very simple in nature and have
proved to be useful.
According to the recommendations made the company should try to enhance the
process in a more innovative way in order to achieve perfection and some more
interpersonal skills should be developed in order to communicate and analyze the right
candidate and his/her skills for selection .The recruiters should use rifle approach not
machine gun approach so that time is saved and money is also saved.

Bibliography

58
 A. Books:-

1. Human Resource Management Nirali Publishing -S Chandra Pune,

2. Personnel Management; Himalaya Publishing House Pvt. Ltd; Mumbai.
3. Ashwathappa K.(2006); Human Resource Management; Tata Mc Graw Hill;
Noida.

B. Internet Sites :-

1. <http://recruitment.naukrihub.com/meaning-of-recruitment.html>
2. <http://recruitment.naukrihub.com/importance-of-recruitment.html>
3. <http://recruitment.naukrihub.com/recruitment-process.html>
4. <http://recruitment.naukrihub.com/e-recruitment.html>
5. <http://www.citehr.com/14439-difference-between-recruitment-
selection.html>

ANNEXURE
Questionnaire:
1. What are the different sources used by Aspire erp for recruitment?
A. ADVERTISEMENTS
B. JOB PORTALS
C. EMPLOYEE REFERRAL

59
D. CAMPUS RECRUIT

2. What are the most preferred skills that companies sought when they are
recruiting?
A. SOCIAL SKILL
B. HUMAN SKILL
C. TECHNICAL SKILL

3. What are the reasons that lead to recruitment and selection?

A. EXPANSION
B. TRANSFERS
C. ATTRITION
D. OTHER REASON

4. Are the employees happy with the recruitment process?

A. SATISFACTORY
B. GOOD
C. EXCELLENT

5. Is the recruitment process documented?

A. YES
B. NO

6. Is the recruitment process uniform at all level?

A. YES
B. NO

7. What do clients feel about the recruitment process followed by Aspire?

A.NOT SLOW
B. SLOW
C. QUICK
D. VERY RESPONSIVE

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E. EXCELLENT

8. Are the clients satisfied with the service provided by Aspire?

A. NO
B. TO SOME EXTENT
C. SATISFIED

9. Are the candidates satisfied with recruitment process followed by Aspire?

A.NO
B.TO SOME EXTENT
C.SATISTIED

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