A STUDY ON ROLE OF RECRUITMENT AND

SELECTION IN 21st CENTURY SOFTWARE SOLUTIONS

AT HYDERABAD.
A project report submitted to
Jawaharlal Technological University, Hyderabad
In partial fulfillment of the requirements
For the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
By
SHAKIR AHMED KHAN
(Roll No.09k31e0047)
Under the valuable guidance of
Mr. Zulfiqar

ROYAL INSTITUTE OF TECHNOLOGY AND SCIENCE

(Affiliated to Jawaharlal Technological University, Approved by AICTE,New Delhi)
Chevella, Rangareddy District, Hyderabad, Andhra Pradesh.

2009 - 2011
1

S.No.
1

FIGURES

PAGE No

How do you know about 21st CENTURY SOFTWARE

SOLUTIONS?
The reasons for applying to this organization?

52

For how long you are in 21st CENTURY SOFTWARE

SOLUTIONS?

54

What kind of recruitment procedure is adopted

in 21st CENTURY SOFTWARE SOLUTIONS?

55

In 21st CENTURY SOFTWARE SOLUTIONS Company

recruit the applicants through?

56

Which recruitment source is used to recruit the Technical

candidates?

57

Do you come across any applicants taken as per

following?

58

Did you Experience any of the internal mobility in

21st CENTURY SOFTWARE SOLUTIONS?

59

21st CENTURY SOFTWARE SOLUTIONS conduct

background checks for new joinees?
10
What has been the time gap between interview and issue of
offer?
11
To wh at level are you satisfied with the working condition at 21st
CENTURY SOFTWARE SOLUTIONS?
12
Do you recommend this company to any other
Person for making his/her career?
13
The duration of the probationary period for a new
Joiner in 21st CENTURY SOFTWARE SOLUTIONS?
14
How do you think about the recruitment and selection
process in 21st CENTURY SOFTWARE SOLUTIONS?
15
Suggestions for 21st CENTURY SOFTWARE
SOLUTIONS?
16
Recruitment and selection procedure at 21st CENTURY
SOFTWARE SOLUTIONS.
17
HRP

60

53

61
62
63
64
65
66
39
11
2

CHAPTER
1

CONTENTS

PAGE No

INTRODUCTION
4-6

COMPANY PROFILE
7-17

THEORITICAL REVIEW

18-47

4
RESEARCH METHODOLOGY

48-50

DATA ANALYSIS AND

INTERPRETATION

51-66

FINDINGS AND SUGGESTIONS

67-68

ANNEXURE

69-72

BIBLIOGRAPHY

73-74

CHAPTER I
INTRODUCTION

The present project study is on A Study on Role of Recruitment and Selection in 21st
Century Software Solutions at Hyderabad. This study highlights the concept of Recruitment
and Selection. The significance of this study also identifies the prevailing measures adopted by
21cssindia.com.com to retain an Employee. This study also helps the company to analyze its
strength and weakness and to take proper corrective measures.
21st century software solutions a premier organization, founded in 2007 is a growing IT
Training and Services Provider determined to set high standards in IT industry. Initially started
as IT training institute and over the years our services has been expanded to include Software
development and IT consultancy Services Currently we operate as three strategic business units
focusing on IT Training, IT Services and IT Staffing, IT Development Our technological
expertise, high quality standards, creativity and efficiency are combined in our services to deliver
maximum value to our customers.
This project aims the finding out and analyzing the hiring process in the organization.
The method of approach adopted for the same, would be as follows:
1. To work out the various steps and procedures involved.
2. To contacts various companies and collect information
3. To collect the information secondary like magazines, newspapers, internets

Importance and scope

1. This projects will provide a value insight to student on the topic.
2. This project will help to get the practical knowledge in employee hiring in the
organization.
3. The project will equip me for my future in H. R. M.
People form an integral part of the organization. The efficiency and quality of its people
determines the fate of the organization. Hence choice of right people and placing them at
right place becomes essential. Hiring comes at this point of time in the picture. Hiring is
a strategic function for HR department. Recruitment and selection form the process of
hiring the employees. Recruitment is the systematic process of generating a pool of
qualified

applicant

for organization job. The process includes the step like HR

planning attracting applicant and screening them. This step is affected by various
factors, which can be internal as well as external. The organization makes use of
various methods and sources for this purpose.

CHAPTER II
COMPANYS PROFILE

COMPANYS PROFILE
A BRIEF OVERVIEW:21st CENTURY SOFTWARE SOLUTIONS is a leading IT Projects Outsourcing /
Staffing (Contractual Staffing & Permanent Positions Hiring) Services Organization
operating from Hyderabad in India. A partner with many leading IT, BPO, Telecom,
Banking, companies in India and overseas, 21st CENTURY SOFTWARE SOLUTIONS
helps its clients in hiring good resources at relatively lower cost. They achieve this by
using their hiring skills and a large pool of resources and candidates database for hiring
best talent for the client organizations in pretty quick time.
21st CENTURY SOFTWARE SOLUTIONS has niche skills in resourcing in large
numbers, across locations, at various levels. They offer the following services depending
on the customer needs.
a)

Contractor Staffing (with Contractor-To-Hire option) at very attractive rates

b)

Permanent Positions Hiring

c)

Recruitment Process Outsourcing

d)

Corporate Training

e)

BPO Services

The hiring Rates for permanent positions for different levels starting from Fresher Level
to Vice- President Level are as per the industry standards.
21st CENTURY SOFTWARE SOLUTIONS provides Contractual Staffing (TempStaffing) for different skills across all locations. The rates for these resources would vary
depending on the specific requirements of our clients.

21st CENTURY SOFTWARE SOLUTIONS - Service offerings

21st CENTURY SOFTWARE SOLUTIONS is a multi-faceted Organization providing
the following services to its world-wide Clients.

Information Technology

Business & Knowledge Process Outsourcing

Recruitments, Staff Augmentation, Team Staffing

Corporate Training

21st CENTURY SOFTWARE SOLUTIONSs philosophy is, leave your worries on

the above needs of your organisation to us to handle these functions more efficiently &
cost effectively while you focus on your core business activities
21st CENTURY SOFTWARE SOLUTIONS services are managed by seasoned
professionals and Industry experts with decades of experience in delivering strategic
value to their global customers. 21st CENTURY SOFTWARE SOLUTIONS's
professional services teams have served global organisations and have delivered multiple
complex projects in each line of their services.
21st CENTURY SOFTWARE SOLUTIONS is recognized for its ability to provide
thoughtful and efficient services based on an intimate knowledge of the clients' business
needs, they strive to ensure that clients retain their competitive edge in the market place
with strong emphasis on quality assurance, efficient processes, cost effective services and
well qualified people.
21st CENTURY SOFTWARE SOLUTIONS has its objectives to provide costeffective and high quality solutions and services using leading edge technologies through
its secure state-of-the-art facilities and Infrastructure to undertake large client projects in
each of the service lines.
21st CENTURY SOFTWARE SOLUTIONS has grown in terms of its available skills
(Technical, non-Technical and Project Management), resources and experiences. 21st
CENTURY SOFTWARE SOLUTIONS follows global standards to deliver products and
9

services. 21st CENTURY SOFTWARE SOLUTIONS focuses continuously on its

People, Processes, Tools, Technologies and Methodologies to deliver best solutions to its
customers.
A growing number of Project Managers in 21st CENTURY SOFTWARE
SOLUTIONS have earned the Project Management Professional (PMP) certificate from
the Project Management Institute (PMI), Pennsylvania, U.S.A., which is widely
recognized the world over as a leading certification for the project management
professionals.

VISION AND MISSION

We inspire individuals and organizations to work more effectively and efficiently,
and create greater choice in the domain of work, for the benefit of all concerned. As the
worlds leading provider of HR solutions a business that has a positive impact on
millions of people every year we are conscious of our global role.
21st CENTURY SOFTWARE SOLUTIONS is an enabling company. Through its
solutions and services, 21st CENTURY SOFTWARE SOLUTIONS's mission is to assist
global organisations to transition their businesses to next level of maturity

In carrying out its mission, 21st CENTURY SOFTWARE SOLUTIONS

aims to:Assist their clients in transformation of business practices and processes in order to
establish and use secure, robust and efficient IT systems and Business processes Provide
state-of-the-art, efficient and cost-effective business solutions, computer applications
and related services and infrastructure support.
Be a catalyst and a facilitator that integrates different stakeholders' interests, technologies
and service providers, in order to develop sound business solutions for mutual benefit.
Adhere to and promote international best practices, standards and principles for the
benefit of their client organizations.

10

They believe that optimal results are achieved by:

Working in a collaborative consensus-building fashion

Involving all stakeholders and getting their buy-in

Taking a holistic view

Focusing on the fundamentals and

Driving processes to completion.

They believe, they have the capability as a neutral and objective facilitator, to integrate
different technologies, components and services and provide end-to-end solutions and
services from the conceptualisation of an idea through to fully functional and efficient
business processes.

21st CENTURY SOFTWARE SOLUTIONS's partnership philosophy:21st CENTURY SOFTWARE SOLUTIONS is committed to creating and nurturing
strong partnerships with its clients. 21st CENTURY SOFTWARE SOLUTIONSs
mission statement is as follows.
"21st CENTURY SOFTWARE SOLUTIONS seeks to be a trusted partner in the
growth and success of clients' business. They will leverage the breadth and scope of
service offerings from conceptualization to post-deployment support to deliver business
solutions & Services and strengthen our clients' competitive position. They strive to be
viewed as a partner that competes aggressively and earns more business every day
from each of our clients"

Information Technology Service:21st CENTURY SOFTWARE SOLUTIONS provides consultancy and information
technology solutions to meet the requirements of global client organisations across a
wide variety of business areas. 21st CENTURY SOFTWARE SOLUTIONS provides a
range of services include.
11

 Banking and Financial Services Sector

Telecommunications Sector
Manufacturing Sector
Retailing Sector
Government Sector
Services Industry Sector
Hospitality and Entertainment sector
Healthcare and Pharmaceutical sector

Technology Services:21st CENTURY SOFTWARE SOLUTIONS believes in supporting its client with its
comprehensive and complementing Technologies and services. 21st CENTURY
SOFTWARE SOLUTIONS has capabilities to support its global customers on the
following Technology service;
Management Consulting
Project Definition and Planning
Business Requirement Specifications
Systems Design
Software Development
Software Products
Installation and Implementation
Systems Support & Maintenance
Systems Integration
Training and Support
Applications Management
Advanced Technology Research.

12

Technologies
21st CENTURY SOFTWARE SOLUTIONS Technology specialists have delivered
multiple applications on all leading technologies to global customers in the past and look
forward to deliver cutting edge solutions to needy clients.
Java Technologies

Oracle

Hyperion

SharePoint

.NET Technologies

People Soft

Theyb Technologies

Microsoft Dynamics

Mainframe Technologies

SAP

Multiple Databases
Microsoft Applications
Business Intelligence
Data Warehousing
SAS, Informatica, Ab-initio, Business Objects
Multi-Tiered Architecture
Varied Operating Systems
Multiple Hardware platforms
Different Application Servers
Open Systems
Enterprise Appl. Integration (EAI) Tools

BPO Services
21st CENTURY SOFTWARE SOLUTIONS has an in-depth expertise in Business
Process outsourcing for clients in different business sectors, 21st CENTURY
13

SOFTWARE SOLUTIONS's experienced BPO / KPO professional have been servicing

multiple clients in these sectors for the past many years and have seen the industry
growing from close quarters. Its BPO expertise span across
Quality reviews & Feedback
Technical support services
Intellectual Property (IP) research
Process Development
Research and information services
Enterprise Resource Planning processes
Engineering and design services
Telecommunication Services
Medical Transcription
Medical content, coding and services
Equity, financial, and insurance research
Analytics (data analytics/risk analytics) and data mining services
Business and market research (including competitive intelligence)
Pharmaceuticals and biotechnology
Research and Development (IT and non-IT areas

Recruitments, Staff Aug/Temp Staffing Services

Staff Augmentation Temp Staffing Services
21st CENTURY SOFTWARE SOLUTIONS's Staffing Division has a capability to
offer experienced resources in multiple technologies at various levels to its global
customers to support their projects. 21st CENTURY SOFTWARE SOLUTIONS
believes in providing end-to-end resourcing solutions and offering best value-for-money
by providing the right people at right time as Staff Augmentation, to its clients across all
sectors and geographies.

14

21st CENTURY SOFTWARE SOLUTIONS's Temp Staff are experts in their

respective skill area, having undergone through training and experiences in entire
software development Life cycle, project delivery, quality process, and packaged
solutions implementation methodologies.
21st CENTURY SOFTWARE SOLUTIONSs Temp-Staff has worked on multiple
global projects of their clients in the past, capable of quickly adapting to the clients'
teams, project environment, clients' work culture and project delivery deadlines, and are
highly productive from day one of deployment on the projects. 21st CENTURY
SOFTWARE SOLUTIONS's Temps are well qualified, certified in specific skills,
ensuring quality delivery from them to the client and to their end customer.
They have the ability to manage the supply of Temp Staff in a timely and cost
effective manner. 21st CENTURY SOFTWARE SOLUTIONS's consultants support a
broad palette of computing platforms and environments, technically very competent with
proven track record and integrity.
21st CENTURY SOFTWARE SOLUTIONS also offer their clients, Contractor-ToHire o p t i o n of their Temp Staff on completing the contractual period. 21st
CENTURY SOFTWARE SOLUTIONS offers the following staffing services;

On-site contract staffing.

Off-site contract staffing & service delivery.

Bundled recruiting & staffing.

Recruitment Process Outsourcing services .

Permanent Positions Hiring Services:21st CENTURY SOFTWARE SOLUTIONS provides Permanent positions Hiring
Services for acquiring best talent for all sectors.
At 21st CENTURY SOFTWARE SOLUTIONS, they devote time to understand the
clients' hiring needs and organisational culture and map them with the skills, aspirations,
and values of potential candidates. They thoroughly screen every candidate before
proposing to their clients.

15

21st CENTURY SOFTWARE SOLUTIONS consider themselves as an extension of

their client's recruiting & staffing teams rather than just a service vendor, they aim to be
their preferred staffing partner within a short period. They always strive to add value to
the clients, maintain a very high level of integrity and confidentiality and help their
clients in all stages of hiring process
They are extremely well networked with the best of global talent at all times, the
research teams help source right candidates from across the globe to offer to the clients.
They have the niche skills to staff the entire project teams on a short notice
At 21st CENTURY SOFTWARE SOLUTIONS, the team is guided by a strong value
system. These values nurture ethics, empowerment, commitment and resilience and are
practiced at every level
They provide "continuous value" to the clients through a combination of mature
processes, practices & unique delivery models on a sustainable long term relationship
with the clients, they focus on the end-user resource needs, ensure right people are hired
for their projects, resulting in customers' delight.

Corporate Training Services

21st CENTURY SOFTWARE SOLUTIONS recognizes Training as a key tool to
enhance skills and productivity, therefore, offers specialized and advanced Technology
Training Programs to the specific needs of

global customers. 21st CENTURY

SOFTWARE SOLUTIONS provides customized Training programs which saves huge

training cost to their customers. 21st CENTURY SOFTWARE SOLUTIONS's team is
very efficient in rolling out Training Programs across client organisation and across all
locations. 21st CENTURY SOFTWARE SOLUTIONS delivers the following types of
Training programs;

Induction Training for project resources

Skill Enhancement Training program

Cross Skills Training program for those wishing to move to another

technology/skill
16

Pre-Recruitment Training program to short-listed candidates who might be

your potential employees after the training program

Certification Training programs to help those looking to attain certification in a

specific technology

Overview:21st CENTURY SOFTWARE SOLUTIONS management approach is guided by a

well-established quality system and effectively supported by appropriate tools &
technology. The Quality Management function within 21st CENTURY SOFTWARE
SOLUTIONS is driven by ISO 9001 guidelines and conforms to SEI-CMM model and
thus is process driven rather than product driven. It is their firm belief that quality
processes are essential to produce good quality solutions and services.

Quality Policy:We are committed to total satisfaction of our customers, both external and internal,
through innovative and competitive solutions. We nurture excellence by empowering
employees with tools, techniques, methods, skills and by providing a pleasant as
stimulating work environment. Continuous Quality improvement is the essence of
everything we do. Every one at 21st CENTURY SOFTWARE SOLUTIONS is
committed to delivering quality

Quality Management System:The Quality Management System implements the above stated Quality Policy and
includes Organisational Processes, Life Cycle Processes, Life Cycle Support Processes,
Quality Processes and various departmental manuals.

Quality Processes:Quality processes, such as the Quality Plan, Reviews, Product Certification, and Internal
Audits help focus on quality of deliverables and documentation so that 21st CENTURY
SOFTWARE SOLUTIONS delivers Quality Products to its customers.
17

21st CENTURY SOFTWARE SOLUTIONSs Select Clients:

IBM

Virtusa

Bank of America

Genpact

Hdfc bank

Aegis

Millennium Software Solutions

CHAPTER III
THEORETICAL REVIEW

18

INTRODUCTION
Every organization has difficulty in finding good people, when it comes to the longterm survival and prosperity of the firm. In simple terms, recruitment is the set of
activities a firm uses to attract job candidates possessing the abilities and attitudes
necessary for the enterprise to achieve its objectives. The recruitment process is a
systematic, ongoing attempt to find qualified prospects for existing or potential openings
in the organization. All organizations, whether large or small, do engage in recruiting
activity, through not to the same extent. This differs with:

The employment conditions in the community where the organization is located.

The size of the organization.

The effects of past recruiting efforts which shows the organizations ability to
locate and keep good performing people.

Working conditions and salary and benefit packages offered by the organization.

The rate of growth of organization.

Cultural, economics and legal factors etc.

RECRUITMENT
Recruitment is the process of searching for prospective employees and stimulating the
to apply for jobs in the organization Identifying the source of potential employees and
encouraging them to apply for jobs in the organizations.
It is the linking activity bringing together those with the jobs and those seeking
jobs. It aims at securing as many applications from qualified candidates as possible for
decreasing hiring ratio. When more Persons apply for jobs, and then there will be a scope
for recruiting better persons.
Thus recruitment involves locating, maintaing and contacting the sources of
manpower .Recruitment has been regarded as the most important function of personnel
administration, because unless the right type of people are hired, even the best plans,
organization charts and control systems would not do much good. Though theoretically,
19

recruitment process is said to end with the receipt of applications, in practice the activity
extends to the screening of applications so as to eliminate those who are not qualified for
the job.

PURPOSE AND IMPORTANCE:The general purpose of recruitment is to provide a pool of potentially qualified job
Candidates. Specifically the purposes are to:

Determine the present and future requirements of the organization in

conjunction with its personal planning and job-analysis activities.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by reducing the number of
visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition
of its workforce.

Begin identifying and preparing potential job applicants who will be

appropriate Candidates

Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.

THEORIES REGARDING RECRUITMENT:Recruitment is a two way street it takes a recruiter and a recruitee. Just as recruiter
has a choice whom to recruit and whom not, so also the prospective employee has to
make the decision usually on three different basis, the objective factor, critical contact,
and subjective factor.

20

The objective factor theory views the process of organizational choice as being
one of weighing and evaluating a set of measurable characteristics of employment offers
such as pay, benefits, location, opportunities
The critical contact theory suggests that the typical candidate is unable to make a
meaningful differentiation of organizations offers in terms of objective or subjective
factors because of his limited or very short contact with the organization. Choice can be
made only when the applicant can readily perceive the factors such as the behavior of the
behavior of the recruiter, the nature of the physical facilities and the efficiency in
processing paperwork associated with the application.The subjective factor theory
emphasis the congruence between personality patterns and the image of the organization
i.e., choices is made on a highly personal and emotional basis.

RECRUITMENT PROCESS:Recruitment refers to the process of identifying and attracting job seekers so as to build
a pool of qualified job applicants. The process comprises five inter-related stages, viz.,

Planning

Strategy development

Searching

Screening

Evaluation and control

Planning:Planning involves the translation of likely job vacancies and information about the
nature of these jobs into a set of objectives or targets that specify the 1.number 2.Type of
applicants to be contacted. Organization plan to attract more applicants than they will
hire. Some of those contacted will be uninterested, unqualified or both. Each time a
recruitment programmed is contemplated one task is to estimate the number of applicants
necessary to fill all vacancies with qualified people.
21

Strategy Development:Once it is known how many and what type of recruits are required, serious
consideration need to be given to 1.Makeor Buy employees 2.Technology sophistication
of recruitment and selection devices 3.Geographical distribution of labour markets
comprising job seekers 4.sources of recruitment

5.sequencing the activities in the

recruitment process.
Make or Buy organizations must decide whether to hire less skilled employees and
invest on training and education programmes or they can hire skilled labour and
professionals. Essentially the make (hire less skilled workers) or buy (hire skilled
workers and professionals) decision. Organizations which hire skilled labor and
Professionals shall have to pay more for these employees. Buying employees has the
advantage in the sense that the skilled labor and professionals can begin the work
immediately and little training may be needed. But the high remuneration that the skilled
workers and professionals demand may out weigh the benefits
Technological sophistication the second decision in strategy development relates to the
methods used in recruitment and selection. This decision is mainly influenced by the
available technology. The advent of computers has made it possible for employers to scan
national and international qualifications. Although impersonal, computers have given
employers and job seekers a wider scope of options in the initial screening stage.
Technological advancement has made it possible for job seekers to gain better access.
They have begun sending videotapes about themselves to number of organization
Without wasting time and without spending money on travel.

22

Where to look in order to reduce costs, organizations look into labor markets most
likely to offer the required job seekers. Generally, companies look in to the national
market for managerial and professional employees, regional or local markets for technical
employees and local markets for clerical and blue-collar employees.

SEARCHING
Searching involves two steps 1. Source activation
2. Screening.

Source activation:Sources and search methods are activated by the issuance of an employee requisition.
This means that mo actual recruiting takes place until line managers have verified that a
vacancy does exist. If the organization has planned well and done a good job of
developing its sources and search methods, activation soon results in a flood of
applications and/or resumes.

Screening:Screening of applications can be regarded as an integral part of the recruiting process.

The selection process will begin after the applications have been scrutinized and short
listed. Applications received in response to advertisements are screened and only eligible
applicants are called for an interview. Interview is conducted by a selection. Committee
and subject experts. Here the recruitment process extends up to screening the
applications. The selection process commences only later. The purpose of screening is to
remove from the recruitment process at an early stage, those applicants who are visibly
unqualified for the job. Effective screening can save a great time and money. Care must
be exercised, however to assure that potentially good employees are not lost. The
23

techniques used to screen applicants vary depending on the candidate sources and
recruiting methods used. Interviews and application blanks may be used to screen Walkins, Campus recruiters and agency representatives use interviews and resumes. Reference
checks are also useful in screening.

EVALUATION AND CONTROL:Evaluation and control is necessary as considerable costs are incurred in the
recruitment process. The costs generally incurred are

Salaries for recruiters

Management and professional time spent on preparing job description, job

specification,

Advertisements, agency liaison and so forth.

Costs of advertisements or other recruitment methods i.e., agency fee.

Recruitment overheads and administrative expenses.

Costs of overtime and outsourcing while the vacancies remain unfilled.

Costs of recruiting suitable candidates for the selection process.

Questions should always be asked as to whether the recruitment methods used are

valid and whether the recruitment process itself is effective.

Statistical information on the cost advertisements, time taken for the process, and
the suitability of the consideration in the selection process should be gathered and
evaluated.
24

EVALUATION AND RECRUITMENT PROCESS:The recruitment process has the objective of searching for and obtaining applications
from job-seekers in sufficient numbers and quality. Keeping this objective in mind the
evaluation might include:

Return rate of application sent out.

Number of suitable candidates for selection.

Retention and performance of the candidates selected.

Cost of the recruitment process.

Time lapsed data.

Comments on image projected.

FACTORS GOVERNING RECRUITMENT:Recruitment is naturally subject to influence of several factors. These include external
as well as internal forces.
External:
25

Supply and Demand

Unemployment rate
Labour market
Political-Social
Image

Internal:
Recruitment police
Size of the firm
Cost
Growth and Expansion
HRP

26

Human Resource
Planning

Identify the human

resource requirements

Surplus
Retrench

Demand
Determine the number, levels
and criticality of vacancies
Organizational
recruitment policy
Choose the resources and
methods of recruitment

Not
Efficient

Analyze the cost and

time involved
Job
Analysis

Efficient
Start implementing the
recruitment program

Select & hire the

candidates

Evaluate the
program

27

RECRUITMENT POLICY:Such a policy asserts the objectives of the recruitment and provides the frame work of
the implementation of their recruitment on the form of procedures. Such a policy may
involve commitment to broad principles such as filling vacancies with the best qualified
individuals. It may embrace several issues such as extent of promotion within, attitudes
of enterprise. Recruitment policy based on corporate goals, study of environment and the
corporate needs may avoid hasty or ill considered decisions and may go a long way to
man the organization with the right type of person.

Elements of recruitment policy:

Organization objectives.

Identification of the recruitment needs.

Referred sources of recruitment.

Criteria of selection and preferences.

The cost of recruitment and financial implications of the same. The recruitment
policy is concerned with the quantity and qualifications of the manpower. It
establishes broad guidelines for the staffing process. Generally the following
factors are involved in the recruitment policy

To carefully observe the letter and spirit of the relevant public policy on hiring
and on the whole employment relationship.

To provide individual employees with the maximum of the employment security,

avoiding, frequent lay-off or lost time.

To provide each employ with an open road and encouragement and continuing
development of his talent and skills.

To assure each employee of the organization interest in his personal goals and
employment objectives.

To assure employees of fairness in all employment relationships, including

promotions and transfers.
28

To encourage one or more strong, effective, responsible trade unions among the
employees.

SOURCES OF RECRUITMENT:Before an organization activity begins recruiting applicants it should consider the
most likely source of the type of employee it needs. Generally these sources termed as
internal and external

Internal sources:

Present Employees

Employee referrals

Former employees

Previous applicants

External sources:

Professional or Trade Associations

Advertisements

Employment exchanges

Consultants and contractors

University Placement Services

Walk-ins ,write-ins and Talk-ins

Media ,displaced persons, acquisitions and mergers

Competitors

29

METHODS AND TECHNIQUES OF RECRUITMENT

Recruitment techniques or methods are the means or media by which an
enterprise establishes contacts with potential candidates, provides them necessary
information and encourages them to apply for jobs. Management of an enterprise uses
different types of techniques to stimulate or encourage internal and external candidates.
Dunn and Stephens Summarizes the possible recruiting methods into three categories:
1. Direct methods
2. Indirect methods
3. Third party methods
1. Direct methods:
Sending traveling recruiters to educational and professional institutions,
employees contact with public and manned exhibits. Once of the widely used direct
methods is that of sending of the recruiters to colleges and technical schools. Most
college recruiting is done in cooperation with the placement of a college. The placement
office usually provides help in attracting students, arranging interviews, furnishing space,
and providing student resumes. For managerial, professional and sales personnel, campus
recruiting is an extensive operation. Persons reading for MBA or other technical
diplomas are picked up in this manner. For this purpose, carefully prepared brochures,
describing the organization and the jobs it offers, are distributed among the students,
before the interview arrives. Sometimes firms directly solicit information from the
concerned professors about students with an outstanding record. Many companies have
found employees contact with the public very effective method. Other direct methods
include sending recruiters to conventions and seminars, setting up exhibits at fairs and
using mobile offices to go to the desired centers.

2. Indirect methods:30

Indirect methods involve mostly advertising in news papers and media in trade
and professional journals technical magazines and brochures. Advertising in news papers
and trade journals and magazines is the most frequently used method. When qualified or
experienced personnel are not available from other sources. Senior posts are largely filled
by such methods when they cannot be filled by promotion from within.
The main point is that the higher the position is in the organization or the more
specialized the skills sought the more widely dispersed advertisement is likely to be the
search for top executive might include advertisement in national periodical, while the
advertisement of blue collar jobs is usually confined to the daily newspaper or regional
trade journals.
3. Third Party methods:
This method include Private Employment Agencies, Employment exchange,
Professional institutions and colleges, Professional organizations or recruiting firms,
Employee referrals, Trade unions, Casual labour or Applicant at the gate, Unconsolidated
Applications, Computer data banks.

MODERN SOURCES AND TECHNIQUES FOR RECRUITMENT:A number of modern recruitment sources and techniques are being used by the
corporate sector in additional to traditional techniques. These sources, techniques are
discussed 1. Walk-ins: The busy organization and rapid changing companies do not find time to
perform the various functions of recruitment. Therefore they advise the potential
candidates to attend an interview directly and without prior application on a specified
date, time and at a specified place. The suitable candidates from among the interviews
will be selected for appointment after screening the candidates through tests and
interview.

31

2. Consult-in: The busy and dynamic companies encourage the potential job-seekers to
approach them personally and consult them regarding the jobs. The companies select the
suitable candidates and advise such candidates through the selection process
3. Head-hunting: Head-hunters are also called search consultants The companies
request the professional organizations to search for the best candidates particularly for the
senior executive positions. The professional organizations search for the most suitable
candidates and advice the company regarding the up of the positions.
.4.

Body shopping: Professional organizations and the hi-tech training institutes develop

the pool of human resources for the possible employment. The prospective employers
contact these organizations to recruit the candidates. Otherwise, the organizations
themselves approach the prospective employers to place their human resources. This
professional and training institute is called body shoppers, and their activities are
known as body shopping. The body shopping is used mostly for computer professional.
5. Business alliances: Business alliances like acquisitions, mergers and take-over help in
getting human resources. In addition, the companies do also have alliances their human
resources on ad-hoc basis.
.

6. Online recruitment: Online recruitment also e-recruitment is the use of technology to

attract candidates and aid the recruitment process. The technology revolution helped the
organizations to use internet as a source of recruitment. Organizations advertise the job
vacancies through the world wide web internet. The jobseekers send their applications
through e-mail.
.

7. Job fairs: Job fairs are yet another way of recruiting talented employees. Job fairs are
a relatively new phenomenon in India, but seem to be gaining popularity. Job fairs are
held in several major metropolitan areas throughout India periodically for industryspecific recruitment.

32

SELECTION:Selection is the process of differentiating between applicants in order to identify

those with a greater likelihood of success in a job.
The selection procedure is concerned with Securing relevant information about an
applicant, this information is secured in a number of steps or stages .The objective of
selection process is to determine whether an applicant meets the qualifications for a
specific job and to choose the applicant who is most likely to perform well in that job.
Selection is the process choosing a person Suitable for the job out of several
persons. It involves a careful Screening and testing of candidates who have put in their
applications for any job in the enterprise .Selection involves rejection of some Candidates
and hence some times known as negative process or Process of elimination. Thus,
selection is a negative function .The Purpose of selection is to pick up the right person for
every job.
Selection process or activities typically follow a Standard pattern, beginning with
an initial screening interview and Concluding with the final employment decision .The
traditional Selection process includes: preliminary screening interview, Completion of
application

form,

employment

tests,

comprehensive

interview,

background

investigations, physical examination and Final employment decision to hire.

Selection policy:While formulating a selection policy, due consideration should be given to

organizational requirements as well as technical and professional dimensions of selection
procedure. Yoder and others
have suggested goals, technological issues, cost factors, extent of formality, etc. In other
words, an effective policy must assert the why And what aspects of the
organizational objectives.
33

ESSENTIALS OF SELECTION PROCEDURE:The nature of selection, whether faulty or safe, because faculty selection affects not
only the training period that may be needed, but also results in heavy expenditure in the
new employee and the loss that may be incurred by the organization in case the joboccupant fails on his job.
The policy of the company and the attitude of the management. As a practice some
companies usually hire more than the actual number needed with a view to removing the
unfit persons from the jobs.
The length of the probationary or the trail period. The longer the period. The
greater the uncertainty in the minds of the selected candidate about his future.

SELECTION PROCEDURE:Selection is a long process, commencing from the elementary interview of the
applicants and ending with the contract of employment. There is no standard selection
procedure to be used in all organizations or for all jobs. The complexity of selection
procedure increases with the level and responsibility of the position to be filled. The
strategy and method used for selecting employees varies from organization to
organization and from one job to another.
Selection decisions should be made after using a range of tools appropriate to the
time and resources available. The most common techniques are described below. Care
should be taken to use techniques which are relevant to the job and the business
objectives of the organization.
All tools used should be validated and constantly reviewed to ensure their fairness and
reliability.

Steps in Selection Process:34

Preliminary Screening

Application Blank

Selection tests

Employment Interview

Reference and Background Analysis

Selection Decision

Physical Examination

Job Offer

Induction

Preliminary Screening:The first step in screening applications to identify and eliminate those applicants who
do not meet the required minimum qualifications. HRM performs this step for classified
positions and sends to the department only those applications of candidates who meet the
minimum qualifications. A copy of current resume or curriculum vitae should be
provided to the HRM compensation staff for review and recommendation when a
candidates eligibility for professional or academic positions is questionable. After the
first cut has been made, screening methods will necessarily involve qualitative
evaluations of character, competencies/skills, and degree of experience and ability.
Application Blank:Application is a traditional, widely accepted device for getting information from
prospective applicant which will enable a management to make a proper selection. The
blank provides preliminary information as well as Aid in the interview by indicating
areas of interest and discussion. It is good means of quickly collecting verifiable (and
therefore Fairly accurate) basic historical data from the candidate. It also serves as a
convenient device for circulating information about the applicant to appropriate members
of management and as a useful device for storing for, later reference The information
35

required to be given in the applicants own handwriting is needed to identify properly and
to draw tentative inferences about suitability for employment. Many Types of application
forms sometimes very long and Comprehensive and sometimes brief are used.
Selection Tests:Job seekers who pass the screening and the preliminary interview are called for
tests. Different types of tests may be administered, depending on the job or the company.
Generally, tests are used to determine the applicants ability, aptitude and personality.
Ability tests (also called as achievement tests) assist in determining how well an
individual can perform tasks related to the job. An excellent illustration of this is the
typing test given to a prospective employee for a secretarial job. An aptitude test help to
determine a persons potential to learn in a given area. An example of such test is the
General Management Aptitude Test (GMAT), which many business students take prior to
gaining admission to a graduate business school programme.
The objective of tests is to solicit further information to assess the employee
suitability to the job.

Selection tests are also called psychological tests because

psychologists have contributed a lot in developing these tests. Employment test is an

instrument designed to measure the nature and degree of ones psychological
potentialities, based on psychological factors, essential to perform a given job efficiently.
The purpose of these tests is to help in judging the ability of candidate in a given job
situation. The tests help in ranking candidates and are valuable in determining subsequent
success on the job. They help to reduce bias and subjective judgment in the selection
process. They help to identify talent that may be otherwise over looked.
A test has been defined both in a broad and narrow manner. Broadly, it has been defined
as systematic procedure for comparing the behavior of two or more persons. In narrow
sense, it is a sample of an aspect of an individuals behavior, performance or attitude.
It can be define as a systematic procedure for sampling human behavior.
Purpose of Tests:-

36

Tests are also used for the purpose of making a differential placement of
assignment of a person to the job for which he is most suitable; for selecting candidates
for promotion and transfer within an organization for selecting candidates for
assignment to a company training programme; and for assisting in individual employee in
solving his problems.
According to Wendell, tests are used in business for three primary purposes:
1) For the selection and placement of new employees;
2) For appraising employees for promotional potentials;
Proficiency Tests:Proficiency tests are designed to measure proficiency and skills already acquired by the
candidate through training experience. There are various jobs that required specialized
skill. In these jobs, the candidate is asked to demonstrate his abilities by undergoing
trade test. A number of industrial organizations in India are using trade test for the
selection of clerical, supervisors and technical personnel.
Psychological Tests:These tests are gained popularity in selection process because of their positive
contribution to this psychological tests are being increasingly used in selecting
employees.
These tests provide a systematic procedure for sampling human behavior. They are
based on the assumptions that no two individuals are equal in terms of intelligence,
attitudes, personality and other trades. The nature and degree of once psychological and
other characteristics are measured through test. The purpose of these tests is to judge the
ability of candidates in a given job situation. Psychological tests help to predict the
success of a candidate on the job. They help to reduce bias and subjective judgment in
the selection process. They also help to identify talent that may otherwise be overlooked.
37

These tests are called psychological tests because they have been designed by
psychologies. Psychological tests may be further classified into the following types:

Aptitude test or Potential ability test

Achievement test o r Proficiency test

Interest test

Personality test

APTITUDE TEST:These tests measure that latent ability or potential of a candidate to learn a new job or
skill. Peculiarities or defects in a persons sensory are intellectual capacities can be
detected through these test. These tests focus attention on a particular type of talent, such
as reasoning, learning, mechanical bent of mind, etc.
a) Intelligence Tests:These tests in general measure intelligence quotient or intellectual capacity of a
candidate. These reveal whether an individual has the capacity to deal with the new
problems. These help determine a persons word fluency, memory, inductive reasoning,
comprehension, speed of perception and spatial visualization. Intelligence tests measure
the ability to understand instructions and make decision.

These tests are useful in

selecting employees for a wide variety of jobs.

b) Mechanical Aptitude Tests:These tests measure a persons capacity to learn a particular type of mechanical
work. Capacity for spatial visualization, perceptual speed, manual dexterity, visual sides,
specialized knowledge of techniques, problem solving ability, technical vocabulary, etc
are judged in the test.

These tests are useful for selecting apprentices, mechanics,

maintenance workers and mechanical technicians.

c) Psychomotor Tests:

38

These tests measure a person ability to perform a specific job. These tests help to
measure the mental dexterity or motor ability and similar attitudes involving muscular
movement, control and coordination. These are primarily used for selecting workers
whose have to perform semi skilled and repetitive jobs like assembly work, packing,
testing and inspection.
d) Clerical Aptitude Tests:These tests measure specific capacities involved in office work. Items of this test
include spelling, computation, comprehension copying, word measuring etc.
Achievement Tests:These tests measure what a person can do. These tests determine the skill or
knowledge already acquired through training and on the job experience. These tests are
classified into two types:
a) Job knowledge Tests:Under these tests a candidate is tested in the knowledge of particular job. This
test can be both oral and written. This test is also useful in the selection of typists,
office workers, sales persons and public utility employees.
b) Work Sample Tests:Under this test, a portion of actual work is given to the candidate as a test and the
candidate is asked to do it. Thus the candidate achievement in his career is tested
regarding his knowledge about the job and actual work experience.
Interest Tests:
These tests are inventories of the likes and dislikes of candidates in relation to work,
job, occupations, hobbies and recreation activities. These tests are used to discover a
persons area of interest and to identify the kind of work that will satisfy him. These are
generally used for vocational guidance. A well designed questionnaire is used to assess
the likes and dislikes.
Personality Tests:- These are pen and paper tests.

These are used to judge the

psychological makeup of a person. This test probe deeply to discover clues to and
individuals value system, emotional reactions and maturity, and his characteristic mood.
39

These tests help in assessing a person motivation and interests, his ability to adjust
himself to the stress of everyday life, his capacity for interpersonal relations, and for
projecting an impressive image of himself. These are expressed in terms of the relative
significance of traits, such as self confidence, ambition, tact emotional control optimism,
decisiveness, sociability, objectivity, conformity, patience, fear, distrust, initiative,
judgment, Dominance, sympathy and integrity, etc., these tests are used to select
supervisors and executives and for counseling people. These are the widely used in
industry as these provide an all round picture of a candidate personality.
a) Objective tests:Most personality tests are objective tests as they are suitable for group testing and
can be scored objectively.
b) Projective tests:Under these tests candidates are asked to project their interpretation of certain
standard stimulus situations basing on ambiguous pictures, figures etc. the way in which
they respond to these stimulus situations reflect their own values motives and personality.
Non directed or unstructured interview:-

In this interview, the candidate is given freedom to tell about himself by revealing
his knowledge on various items or areas, his background, expectations and interest, etc.
Similarly the interviewer also provides information on various items required by the
candidate.
The candidate is allowed to determine the time and direction of discussion. The
candidate is more likely to reveal his actual self. As a result, a better assessment of the
candidates personality becomes possible.
Depth Interview:-

40

In this type of interview, the candidates would be examined extensively in core

areas on knowledge and skills of the job. Experts in the particular field examine the
candidates by posing relevant questions so as to extract critical answers from them, and
judge candidates capabilities in the area.
Group Interview:In this interview, groups rather than individuals are interview. Generally, a topic
for discussion is given to the group. The candidates in the group are carefully observed as
to who will lead the discussion, how well they will react to each other views. Such
interview is based on assumption that behavior displayed in a group situation is related to
potential success in the job.
Stress Interview:This interview aims at testing candidates job behavior and level of withstanding
during the period of stress and strain. Interviewer tests the candidate by putting him under
stress and strain, by interrupting the candidate from answering, criticizing his options,
asking questions pertaining to unrelated areas, keeping silent for unduly ling period after
he has finishing speaking, etc.

Reference and Background check:Virtually all employers request references as a matter of course, usually without
any thought as to their purpose or value. Where a purpose is expressed, they tend to serve
one or both of the following functions:

To provide a factual check to maximize the probability of a truthful

application.

To provide evidence of character or ability.

41

There is a growing and welcome trend for references to be simple factual checks
rather than a source of evidence for the selection process.

There is also an issue

regarding a referees liability for the consequences of their comments. This varies from
country to country.
Selection Decision:After obtaining information through the preceding steps, selection decisionthe most critical of all the steps - must be made. The other stages in the selection process
have been used to narrow the number of candidates. The final decision has to be made
from the pool of individuals who pass the test, interviews and critical reference checks.
The views of the line manager will be generally considered in the final selection because
it is he/she who is responsible for the performance of the new employee. The HR
managed plays a crucial in the final selection.
Physical Examination:After the selection decision and before the job after offer is made, the candidate
is required to undergo a physical fitness test. A job offer is, often, contingent upon the
candidate being declared fit after the physical examination .The results of the medical
fitness test are recorded in a statement and are preserved in the personnel records. There
are several objectives behind a physical test. Obviously, one reason for a physical test is
to detect if the individual carries any infectious diseases. Secondly, the test assists in
determining whether an applicant is physically fit to perform the work. Third, the
physical examination information may be used to determine if there are certain physical
capabilities which differentiate successful and less successful employees. Fourth, medical
Check-up protects applicants with health defects from undertaking work that could be
detrimental to themselves or might otherwise endanger the employers property. Finally,
such an examination will protect the employer from workers compensation claims that
are not valid because the injuries or illness were present when the employee is hired.
42

c) Situation Tests:This test evaluates a candidate in a similar real life situation. In this test the
candidate is asked to either to cope with the situation or solve critical situations of the
job. These situation tests are of two types:
Group Discussion:
This test is administrated through group discussion approach to solve a problem
under which candidates are observed in the areas of initiating.

Leading proposing

valuable ideas, conciliating skills, oral communicating skills, co-coordinating and

concluding skills.
In-basket:
Situation test is administered through In-basket. The candidate in this test is
supplied with actual letters, telephone and telegraphic message reports and requirements
by various officers of the organization, adequate information about the job and
organization. The candidate is asked to take decision on various items based on the
basket information regarding requirements in the memoranda.

INTERVIEW :An interview is a purposeful and exchange of ideas, the answering of questions
and communication between two or more persons.
The interview is a selection technique which enables the employer to view the
total individual and directly appraise him and his behavior. It is a method by which an

43

idea about applicants personality (including his intelligence, breadth of interests, and
general attitudes towards life) can be obtained by a face-to-face contact.
In other words, an interview is an attempt to secure maximum amount of
information from the candidate concerning his suitability for the job under consideration.
I tries to achieve an exacting appraisal of an applicant, his previous experience,
education, training and family back ground. It enables the interviewer to judge certain
qualities of the prospective candidate before he is selected. The employment interview
can be:
1) One-to One
2) Sequential
3) Panel
One-to-one Interview:In the one-to-one interview there are only two participants, the interviewer and the
interviewee.
Sequential interview:The sequential interview takes the one-to-one a step further and involves a series
of interviews, usually utilizing the strength and knowledge base of each interviewer, so
that each interviewer can ask questions in relation to his or her subject area of each
candidate.
Panel Interview:The panel interview consists of two or more interviewers and the figure may go
up to as many as fifteen. Any panel interview is less intimate and moral formal than oneto-one, but if handled and organized well, it can provide a wealth of information.
Objectives of interview:44

To crosscheck or verify the information obtained in application form and test.

To judge the candidates qualifications and characteristics so as to decide whether or
not to select him.
To establish a rapport or feeling of mutual understanding and confidence between
the Human Resource Department and the applicant who is to be employed.

Types of interviews:Interviews may be classified in many ways. Their main difference arise from the
pattern of interaction by which the interviewer communicates with the interviewee,
responds to his answers, asks questions, and forms the structure of the interview.
Interviews may be conducted planned or patterned and non-directed or nonplanning plane. A planned interview is one that follows a definite plan of action, and is,
therefore, also known as an action interview, while a non-directed interview is one that is
not directed by the interviewer and in which the candidate is given the freedom to speak
his mind freely.

Job Offer:The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointment. Such a
letter generally contains a date by which the appointee must report on duty.
Induction: - Introducing the new employee who is designated as a probationer to the
job, job location, surroundings, organization and various employees is the step of
employment process. Induction plays a pivotal role in acquainting the new employee to
the new environment, company rules and regulations.Induction is the process of
receiving and welcoming an employee when he first joins a company and give him the
basic information he needs to settle down quickly and happily and start work.
45

RECRUITMENT AND SELECTION PROCEDURE AT 21st

CENTURY SOFTWARE SOLUTIONS
The recruitment process at 21st CENTURY SOFTWARE SOLUTIONS starts with
receiving Manpower Requisition form from the Directors or Managers or Team Leaders
of the respective departments.
It is approved by the HOD & HR and the Director/MD.
Sourcing the profiles through various sources like Advertisement, Employee referrals
& portals, consultants and sorting them as per the Job requirement.
A common written test is conducted for the sorted profiles for technical candidates.
Candidates are called for the interview which includes the HR, Technical and Final
round.
Offer letters are extended to the selected candidates through mails.
Induction is conducted followed by the Recruitment backend support which includes
collection of testimonials, opening of Bank, PF,ESI and medical insurance account and
appointment order is dispatched.

46

Man power Plan

Resource Induct

Approval by HOD&HR and MD

Identification of Sources

Internal

Job rotation
Transfer
Promotion
Demotion

External

Receipt of application

Moffi
Team lease
Portals
Advertisement
Campus
recruitment

Prim nary interview

Rejection

Employee reference
Scheduling interview by HR and HOD

Reference check

Selection

Approved by HR&MD

Offer Letter

Appointment Letter
Induction

47

CHAPTER IV
RESEARCH METHODOLOGY

48

STATEMENT OF PROBLEMS
1. To study the reaction of respondents to the existing recruitment and selection process.
2. To suggest the necessary changes in the recruitment and selection.
3. To study how recruitment and selection influence the work performance.

OBJECTIVES OF THE STUDY

The main objectives of the study are
1. To study the recruitment and selection process in general.
2. To study the existing recruitment and selection practices followed by the 21st
Century & Its client company. (Mahindra Satyam).
3. To analyze the factors affecting recruitment and selection
4. To understand how recruitment and selection influence the work performance.
5. To offer suggestions to the applicants about how to face an interview and prepare
relevant resumes.

Scope of the Study

The scope of the study comprises of employees at corporate office.

Methodology
Methodology is systematic procedure of collecting data for analysis and verifies a
phenomenon. The collection of information is done through two sources, Primary data
and secondary data.

49

Primary data: - The factors affecting recruitment and selection in the work environment
collected through questionnaire; interviews which is kept confidential.
The tools used for collecting primary data for the study is questionnaire.
This is otherwise called as closed end questions.

Secondary data:Secondary Data were collected from following sources:

Booklets, quarterly reports, journals, records of the organization etc.
Standing orders and rules of the company.
Publication through authors.
LIMITATIONS OF THE STUDY: Due to the limited time constraint the sample size was limited
The study is limited to corporate office.
The employees were provided with questionnaires and informal interviews conducted
in the company, during the working hours, which might lead to different opinions or the
views provided by the respondents may subject to personal bias and other factors.

50

CHAPTER V
DATA ANALYSIS AND
INTERPRETATION

51

1. How do you know about 21st CENTURY SOFTWARE SOLUTIONS?

S.NO

STATEMENT

RESPONSE

PERCENTAGE

32

NEWS
PAPERS
T.V

FRIENDS

16

64

NONE

TOTAL

25

100

52

CHART 1
70

64

Percentage

60
50
40

32

30
20
10

0
NEWS PAPERS

T.V

FRIENDS

NONE

Analysis
It is clear that the above table that 64% of the employees came to know about the
vacancy through friends, 32% through news papers and 45%through T.V

Interpretation
It is clear from the above table that majority of the employees came to know about the
vacancy through Friends.

2.The reasons for applying to this organization?

SL.N
O
1
2
3
4

STATEMENT
COMPANY
REPUTATION
JOB SECURITY
GOOD
WORKING
CONDITIONS
OPPORTUNITY
FOR
ADVANCEMEN
T
TOTAL

RESPONSE PERCENTAG
E
10
40
7
6

28
24

25

100
53

CHART 2
45

Percentage

40

40

35
28

30

24

25
20
15

10
5
0
COMPANY
REPUTATION

JOB SECURITY

GOOD
WORKING
CONDITIONS

OPPORTUNITY
FOR
ADVANCEMENT

Analysis
The survey revels that 40% are applying because of the company reputation, job
security 28% & good working conditions 24% and remaining 8% was opportunity for
advancement.

Interpretation
The survey reveals that the majority of applicants are applying because of the company
reputation.

3. For how long you are in 21st CENTURY SOFTWARE SOLUTIONS?

54

SL.NO STATEMENT

RESPONSE

PERCENTAGE

0-2 YEARS

16

2-4 YEARS

16

4-6 YEARS

32

ABOVE 6
YEARS
TOTAL

36

25

100

CHART 3
40

36

Percentage

35

32

30
25
20

16

16

0-2 YEARS

2-4 YEARS

15
10
5
0
4-6 YEARS

ABOVE 6
YEARS

Analysis
According to the table 36% employees are working above 6 years, 32% are in-between 46 years& 0-2 and 2-4 are 16% years

Interpretation
In the organization most of the employees are well experienced.

4.What kind of recruitment procedure is adopted in 21st CENTURY

SOFTWARE SOLUTIONS?

55

SL.NO STATEMENT

RESPONSE

PERCENTAGE

INTERNAL

20

EXTERNAL

24

REFERENCE

12

ALL THE
ABOVE
TOTAL

11

44

25

100

CHART 4
50

44

45

Percentage

40
35
30
25

24
20

20
12

15
10
5
0
INT ERNAL

EXT ERNAL

REFERENCE

ALL T HE
ABOVE

Analysis
The above table indicates that the majority 44% through internal, external and references,
24% external and 20% internal recruitment in the organization.

Interpretation
56

It is clear from the above table that majority recruitment is through internal, external and
references.

5. In 21st CENTURY SOFTWARE SOLUTIONS Company recruit the

applicants through?

SL.NO STATEMENT

RESPONSE PERCENTAGE

NEWS PAPERS

12

CONSULTANTS 4

16

CAMPUS
3
RECRUITMENT
ALL THE
15
ABOVE
TOTAL
25

12

60
100

57

CHART 5

Percentage

70

60

60
50
40
30
20

16

12

12

10
BO
V
A

IT
M

LL
A

RE
C
CA

M
PU

CO

TH
E

RU

LT
A
N
SU

S
N
EW

T
EN

N
TS

PA
PE
RS

Analysis
The above table shows that 60%recruitment is through campus recruitment, consultants
and news papers.16% is through consultants and remaining 24% is through news papers
and campus recruitment.

Interpretation
The organization recruits through various sources like, news papers, consultants and
campus recruitment.

6. Which recruitment source is used to recruit the Technical candidates?

SL.NO

STATEMENT

RESPONSE PERCENTAGE

REFERENCE

40

EDUCATIONAL
10
INSTUTIONS
ADVERTISEMENTS 6

ALL THE ABOVE

20

TOTAL

25

100

16

24

58

40

24

20

O
V

N
T
S

A
B
H

IS
E

A
L

R
T
E
A
D
V

A
L
IO
N
E

U
C
A
T

IN
S
T

R
E
F
E
R
E

U
T

C
E

IO
N
S

16

Percentage

CHART 6
45
40
35
30
25
20
15
10
5
0

Analysis
Through the table we can understand the majority of recruitment for technical persons i.e.
40% through educational institution, 24% is through advertisement & 16% through
referrals and 20% from various sources

Interpretation
This shows that the technical candidates recruit trough educational instruction to utilize
their skills.

7. Do you come across any applicants taken as per following?

59

SL.NO STATEMENT

RESPONSE PERCENTAGE

16

12

EMPLOYEE
REFERENCE
PREVIOUS
EMPLOYEE
INTERVIEW

18

72

NONE

TOTAL

25

100

CHART 7
80

72

70
Percentage

60
50
40
30
20

16

12

10

0
EMPLOYEE
REFERENCE

PREVIOUS
EMPLOYEE

INT ERVIEW

NONE

Analysis
The table shows that the 72% is from interview, 16%from employee referrals and
12%comes from previous employee referrals.
60

Interpretation
This shows that the most of the candidates come across by the interview.

8. Do you Experience any of the internal mobility in 21st CENTURY

SOFTWARE SOLUTIONS
SL.NO STATEMENT

RESPONSE PERCENTAGE

TRANSFER

24

PROMOTION

32

BOTH A & B

10

40

NONE

TOTAL

25

100

61

CHART 8
45

40

40
32

Percentage

35
30

24

25
20
15
10

5
0
T RANSFER

PROMOT ION

BOT H A & B

NONE

Analysis
It shows that the most of the employees i.e 40% got both transfer and promotion, 32% got
promotion & 24% is receive transfer and 4% none of the above.

Interpretation
This shows that most of the employees receive promotion with transfer.

9. Does 21st CENTURY SOFTWARE SOLUTIONS conduct background

checks for new joinees?
SL.NO STATEMENT

RESPONSE PERCENTAGE

YES

18

72

NO

28

TOTAL

25

100

62

Chart-9

28
YES
NO

72

Analysis
These table shows that 72% yes for back ground checks and 28% says no.

Interpretation
The organization recruits through various sources like, news papers, consultants and
campus recruitment

10. What has been the time gap between interview and issue of offer?

63

SL.NO STATEMENT RESPONSE PERCENTAGE

1

DAYS

20

80

WEEKS

20

MONTHS

YEARS

TOTAL

25

100

CHART 10
90

80

80

Percentage

70
60
50
40
30

20

20
10

MONT HS

YEARS

0
DAYS

WEEKS

64

Analysis
The above table shows that 60% recruitment is through campus recruitment, consultants
and news papers.16% is through consultants and remaining 24% is through news papers
and campus recruitment.

Interpretation
The organization recruits through various sources like, news papers, consultants and
campus recruitment

11. To what level are you satisfied with working condition of the 21st
CENTURY SOFTWARE SOLUTIONS?
SL.NO STATEMENT
1

RESPONSE PERCENTAGE
40

HIGHLY
10
SATISFIED
SATISFACTION 12

AVERAGE

12

BELOW
AVERAGE
TOTAL

25

100

48

65

CHART 11
60
48

50

Percentage

40
40

30
20
12
10
0
0
HIGHLY
SAT ISFIED

SAT ISFACT ION

AVERAGE

BELOW
AVERAGE

Analysis
The above table shows that 60% recruitment is through campus recruitment, consultants
and news papers.16% is through consultants and remaining 24% is through news papers
and campus recruitment.

Interpretation
The organization recruits through various sources like, news papers, consultants and
campus recruitment.

12. Do you recommend this company to any other person for making
his/her career?
SL.NO

STATEMENT

RESPONSE PERCENTAGE

HIGHLY
RECOMMEND
RECOMMEND

10

40

12

48

LEAST
RECOMMEND
DOES NOT
RECOMMEND
TOTAL

12

25

100

2
3
4

66

CHART 12
60
48

Percentage

50
40

40

30
20
12
10
0

0
HIGHLY
RECOM M END

RECOM M END

LEAST
RECOM M END

DOES NOT
RECOM M END

Analysis
The above table shows that 60% recruitment is through campus recruitment, consultants
and news papers.16% is through consultants and remaining 24% is through news papers
and campus recruitment.

Interpretation
The organization recruits through various sources like, news papers, consultants and
campus recruitment

13. The duration of the probationary period for a new joiner in 21st
CENTURY SOFTWARE SOLUTIONS?

67

SL.NO STATEMENT RESPONSE PERCENTAGE

1

3 MONTHS

11

44

6 MONTHS

13

52

1 YEARS

2 YEARS

TOTAL

25

100

CHART 13
60

52

Percentage

50

44

40
30
20
10

4
0

0
3 MONT HS

6 MONT HS

1 YEARS

2 YEARS

Analysis:
68

The above table shows 44% of employees wants 3 months, 52% of employees wants 6
months and 4% of employees wants 1Year for the probationary period for new joinee.

Interpretation:
Most of the employees require 6 months for probationary period.

14. How do you think about the recruitment and selection process in 21st
CENTURY SOFTWARE SOLUTIONS?
SL.N STATEME
O
NT
1
VERY
GOOD
2
GOOD
3
AVERAGE
4
BELOW
AVERAGE
TOTAL

RESPON
SE
6

PERCENTAGE

14
5
0

56
20
0

25

100

24

69

CHART 14
60

56

Percentage

50
40
30

24
20

20
10
0
0
VERY GOOD

GOOD

AVERAGE

BELOW
AVERAGE

Analysis:
The above table shows the employee response regarding recruitment and selection
process in 21st CENTURY SOFTWARE SOLUTIONS was given as very good by 24%,
Good by 56% and Average by 20%.

Interpretation:
Most of the employees opinion on recruitment and selection process was good in 21st
CENTURY SOFTWARE SOLUTIONS.

15. Would you like to suggest any measures for the improvement of
Recruitment and Selection policy in 21st CENTURY SOFTWARE
SL.NO STATEMENT
RESPONSE
PERCENTAGE
1

YES

NO

23

92

TOTAL

25

100

SOLUTIONS?

70

Chart-15

YES
NO

92

Analysis:
The response given by employees for the above question Yes by 8% and No by 92%.

Interpretation:
There is a positive response towards the Recruitment and Selection policy in 21st
CENTURY SOFTWARE SOLUTIONS.

71

CHAPTER VI
FINDINGS SUGGESTIONS AND
CONCLUSION

FINDINGS:72

The process of sourcing the candidates profiles is usually Advertisement & Media,
Consultancies and Campus interviews. The processes followed during recruitment in 21st
CENTURY SOFTWARE SOLUTIONS are effective as they are able to source the right
candidate most of the times.
The candidates at entry level are assessed on Academic Record, Technical skills,
Attitude, Analytical skills where as the candidates at higher cadre are assessed on
leadership skills, Teambuilding including the above. This show that the capability
requirement analysis is done thoroughly in 21st CENTURY SOFTWARE SOLUTIONS.

SUGGESTIONS:

The Recruitment and Selection Procedure could be done at a faster mode to meet
the growing requirement of the company which can be done by conducting the
written test and then immediately conducting the interviews for short listed
candidates and finally extending offers in a day or two.

The selection percentage at the entry level could be increased without affecting
the intake quality as they are initially trained for 3 months, since major
requirement is at this level.

CONCLUSION:21st CENTURY SOFTWARE SOLUTIONS. services which deals with the

Telecom, Solar, Defence and power services to client. 21st CENTURY SOFTWARE
SOLUTIONS services motto is to satisfy its extensive customer based by providing
services to a state level and international standards to their base.

73

CHAPTER VII
ANNEXURE

74

QUESTIONNAIRE
Name: .
Gender: Male/Female
Educational Qualification:
Designation:.
Department:.

1. How do you know about 21st CENTURY SOFTWARE

SOLUTIONS? [ ]
a) News Papers
c) Friends

b) T.V
d) None

2. The reasons for applying to this organization? [ ]

a) Company reputation
c) Good working conditions

b) Job security
d) Opportunity for advancement

3. For how long you are in 21st CENTURY SOFTWARE SOLUTIONS?[ ]

a) 0-2 years
c) 4-6 years

b) 2-4 years
d) above 6 years

4. What kind of recruitment procedure is adopted in 21st CENTURY

SOFTWARE SOLUTIONS? [ ]
a) Internal
c) Reference

b) External
d) All the above
75

5. In 21st CENTURY SOFTWARE SOLUTIONS Company recruit the

applicants through? [ ]
a) News papers
c) Campus Recruitment

b) Consultants
d) All the above

6. Which recruitment source is used to recruit the Technical candidates? [ ]

a) References
c) Advertisements

b)Education instructions
d) All the above

7. Do you come across any applicants taken as per following? [

a) Employee referrals
b) Interview

b) Previous employee
d) None

8. Do you Experienced any of the internal mobility in 21st CENTURY

SOFTWARE SOLUTIONS?
Yes/No
If yes
[ ]
a) Transfer
c) Both A and B

b) Promotion
d) None

9. Does ICOMM conduct background checks for new jonnies? [ ]

a) Yes

b) No

10. What has been the time gap between interview and issue of offer? [
a) Days

b) Weeks

c) Months

d) Years

11. To what level are you satisfied with working condition of the 21st
CENTURY SOFTWARE SOLUTIONS? [ ]
a) Highly satisfied

b)Satisfaction
76

c) Average

d) Dissatisfaction

12. Do you recommend this company to any other person for making his/her
career? [ ]
a) Highly Recommend
c) Least Recommend

b) Recommend
d) does not recommend

13. The duration of the probationary period for a new jointer in 21st
CENTURY SOFTWARE SOLUTIONS? [ ]
a) 3 months

b) 6 months

c) 1 years

d) 2 years

14. How do you think about the recruitment and selection process in 21st
CENTURY SOFTWARE SOLUTIONS? [ ]
a) Very Good
c) Average

b) Good
d) Below Average

15. Would you like to suggest any measures for the improvement of
Recruitment and Selection policy in 21st CENTURY SOFTWARE
SOLUTIONS?
Yes/No
If yes specify.

77

CHAPTER VIII
BIBLIOGRAPHY
AND
WEBLIOGRAPHY

BIBLOGRAPHY
1. P. Subba Rao, Personal Human Resource Management, Third Edition.
78

2. Aswathappa, Human resource management Fourth edition, 2006.

WEBLIOGRAPHY
www.21cssindia.com
www.google.com
www.hrm.com

A STUDY ON RECRUITMENT AND SELECTION SYSTEM

IN 21st CENTURY SOFTWARE SOLUTIONS.

Respected Sir/Madam,
I am pursuing MBA (Master of Business Administration) student from
ROYAL INSTITUTE OF TECHNOLOGY AND SCIENCE, CHEVLLA.. I am
doing my project in your esteemed organization on the topic RECRUITMENT AND
SELECTION.I here by request you to kindly fill in the following questionnaire that
follows, which help me in completing my study on this topic. The details that are given
by you will be kept confidential and will be strictly used for academic purpose only.

Thanking You,
SHAKIR AHMED KHAN.

79

80