A SUMMER TRAINING PROJECT

ON

RECRUITMENT AND SELECTION

IN

A2P SOLUTIONS

Submitted in partial fulfillment of the requirements for the

award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

(2014-2017)

SUBMITTED BY:

NEHA MAHAJAN

(02296901714)

SUBMITTED TO:

Ms. GUNJAN

SANT HARIDASS COLLEGE OF HIGHER EDUCATION

Affiliated to Guru Go bind Singh Indraprastha University, Delhi

1
 Acknowledgement

File work is never the accomplishment of an individual rather it is an amalgamation of the efforts
,ideas and co-operation of a number of entities. I would like to thank GURU GOBIND SINGH
INDRAPRASTHA UNIVERSITY for giving an opportunity to work on a valuable project. I am
thankful to our Faculty Ms. GUNAN for motivating me to complete this project with complete
focus and attention. I wish to express my heartless gratitude to all the people who have played a
crucial role in the research for the project, without their active cooperation this project could not
have been completed within the specified time limit.

2
 SANT HARI DASS COLLEGE OF HIGHER EDUCATION
(Affiliated to Guru Gobind Singh Indraprastha University, Delhi)
Bani Camp, Najafgarh New Delhi-43

CERTIFICATE

This is to certify that Miss NEHA MAHAJAN a student of BBA 5th semester has done her summer training
project at ……………………………………..from……………………to…………………
The project entitled” STUDY OF RECRUITMENT AND SELECTION POLICY IN A2P SOLUTIONS.”
embodies the original work done by her for the partial of the award of BBA degree.
I wish her all the best for her future endeavor.

3
 TABLE OF CONTENT

S.NO. CONTENT PAGE NO. TEACHER SIGN’S

1 Executive Summary 5-7

2 Objective Of The Study 8-9

3 Research Methodology 10-13

4 Co-operative profile 14-22

5 Conceptual framework 23-30

6 Data Analysis 31-40

7 Results and Findings 41-42

8 Conclusion 43-45

9 Suggestions 46-47

10 Bibliography 48-49

11 Appendix 50-53

4
 EXECUTIVE SUMMARY

5
 EXECUTIVE SUMMARY
In today’s cooperate and competitive world, I find that software industry has the maximum growth potential as compared to the
other sector. Software has the maximum growth rate of 70-80% while other sectors has maximum 30-40%. The growth
potential attracts individuals to enter this sector and A2P SOLUTION Company has given me the opportunity to get a perk of
highly competitive and enhancing sector. The awareness related to software project is high but low in rural areas.

A2P SOLUTIONS is an start-up SOFTWARE company founded in 2014 by Ajay Sharma. The company is registered in India,
but has its headquarters in Delhi, India. A2P SOLUTIONS has developed many software’s like ERP(Enterprise Resource
Planning), Web and Mobile projects which manages the resources efficiently and produce maximum output.

A2P SOLUTIONS deals in all kind of software products, web technologies, mobile applications .It's a start up with an
idea of paperless office and has a vision of save trees through technology.

The major factor affecting the purchase of software product are trust, productfeature,and relationship with customers and best
service to customer. Firms like Flip kart, Snap deal are still favored only because of their reputation which they have develop
through years of experience and service. People find it hard to have faith in new start ups . Their job is really hard. People are
now getting aware of the importance of software and web technologies they want to reduce their load through software and web
technologies but all they need a trustable brand which can provide a genuine product to them. The masses in urban cities like
Delhi have started comparing the software products, while talking to different people ,I found that their purchase decision are
highly influenced by their colleagues. They purchased the software when need it most or they have a vision. In my opinion
awareness to software's can be increases by organizing various camp, sending mails or through free counseling for interested
people.

6
Once you have identified the technical skills and job attributes you are seeking in a new employee, you should consider the
most effective way to identify and assess these in candidates. Go over the position description, point by point, and ask yourself,
"How best can I learn about the applicant's ability to perform this function?"

The job interview will be a primary source of information about applicants. However, it may not be the best source for some
information. A job reference may be the most effective way to learn about dependability, follow through, and ability to get
along with coworkers. Written application materials may provide insight into educational background and general written
communication skills.

7
 OBJECTIVE OF THE STUDY

8
 OBJECTIVE OF THE STUDY

 To study the "recruitment and selection policy followed in A2P SOLUTION.

 To study the various sources of recruitment followed in A2P SOLUTION.
 To learn what is the process of recruitment and selection that should followed.
 To study the method of A2P SOLUTION.

9
 Research Methodology

10
 RESEARCH METHODOLOGY
Business research is a systematic enquiry that provides information to guide business decision and aimed to solve managerial
problems. Business research is of recent origin and it is largely supported by business organizations that hopes to achieve
competitive advantages Research Methodology is a way to systematically solve the problems, It may be understood as a science
of studying how the research is done scientifically. It includes the overall research design, the sampling procedure, data
collection method and analysis procedure.

DESCRIPTIVE RESEARCH

Descriptive research study includes surveys and fact-finding enquires of different kinds, which help the researchers to describe
the present situation that makes the analysis about the effectiveness of employee satisfaction among the employees and helps to
reach the objectives.

SAMPLING TECHNIQUE

Sampling design is to clearly define set of objective, technically called the universe to be studied. This research has infinite set
of universe and the sampling design used in this study is non-profitability sampling-convince sampling.

LIMITATION OF THE STUDY

This study was conducted with less sample size due to time constraint and the survey was conducted only in Delhi, so the
research findings may not be generated. Some of the customers are reluctant to give full information, this leads to bias and may
not reflect the true picture. The observations are only based on current situation, as it could change in future.

11
RESEARCH PROCESS

The research process has four different distinct yet interrelated steps for research analysis it has a logical and hierarchical
ordering.

 Determination of information research problem.

 Development of appropriate research design.
 Execution of research design
 Communication of results.

Each step is viewed as a separate process that includes a communication of task, step and specific procedure. The steps
undertake are logical, objective, systematic, reliable, valid and ongoing.

SAMPLE SIZE
I have targeted 50 employees in the age group above 25 years for the purpose of the research. The target population
represents the Delhi City regions. The people were from different professional backgrounds. The details of our sample are
explained in chapters named primary research where the divisions are explained in demographic sections.

SOURCES OF DATA COLLECTION

Primary Data
Primary data was collected through survey method by distributing questionnaires to branch manager and other sales
manager. The questionnaires were carefully designed by taking into account the parameters of my study

12
 Secondary Data
Data was collected from books, magazines, web sites, going through the records of the organizations, etc. It is the data
which has been collected by individual or someone else for the purpose of other than those of our particular research
study.

SAMPLING PLAN
SAMPLING PLAN: Unit was also 50 respondents of A2P SOLUTION
Work area: Delhi city, Karampura, Delhi-110034
Sampling unit: Individual owners of A2P SOLUTION.

13
 Co-operate profile

14
 COOPERATE PROFILE
The project report title "STUDY OF RECRUITMENT & SELECTION POLICY IN A2P SOLUTIONS "

HISTORY

A2P SOLUTIONS

Type Partnership Firm

Industry Software Development

Founded March 2014

Headquarters Headquarters in New

Delhi ,India

Key People Ajay Sharma ,CEO

15
Company Profile
A2P Solutions is a software development company which deals in leading software and web technologies .It's
been reducing the proper and labor work from the past two years through their software and technology.

They have developed ERP software and many web applications in the past two years of evolution which help
in reducing the paper work and employee labor.

16
 ELIGIBILITY OF A2P SOLUTIONS

You should be at least 18 years old

You should be less than 55 years old

You should be either Salaried, Self employed a professional or have your own business
17
 A2P SOLUTIONS AT A GLANCE

A maximum tenure of 25 years

Min Sum Assured: Depends on age, premium payment and policy

tarmacs Sum Assured: No limit subject to underwriting

Specific exclusions: Suicide within the first 12 Month

18
VISION
Reduce the paper work and human labor to minimum with technology and software's.

MISSION
 To continually strive to enhance customer experience through innovative product offerings, dedicated
relationship management and superior service delivery while striving to interact with our customers in
the most convenient and cost effective manner.

 To be transparent in the way we deal with our customers and to act with integrity.

 To save paper and hence save environment.

19
 PRODUCT INTRODUCED TO THE INTERNS

ERP
(Enterprise Resource Planning)

 Planning of Resources of the enterprise

 Efficient planning of Human Labor and Resources
 1000 + reports regarding the costing and profitability of the company
 All the information of the company is located in a single location

BENEFITS OF THIS PLAN

 Efficiency. An ERP system eliminates repetitive processes and greatly reduces the need to manually enter
information. The system will also streamline business processes and makes it easier and more efficient for
companies to collect data.

 Integrated Information. Instead of having data distributed throughout a number of separate databases, all
information is now located in a single location. Data is also kept consistent and up-to-date.
20
 Reporting. ERP software helps make reporting easier and more customizable. With improved reporting
capabilities, your company can respond to complex data requests more easily. Users can also run their own
reports without relying on help from IT.
 Customer Service. It’s easier to provide high-quality customer service using an ERP system. Sales and
customer service people can interact with customers better and improve relationships with them, through
faster, more accurate access to customers’ information and history.
 Security. A new system will improve the accuracy, consistency and security of data. Restrictions to data can
also be enhanced.

21
QUALITY MANAGEMENT SOFTWARE

 Quality Management Software is textile software which is used in MNC'S for quality inspection
 It reduces the paper wastage and human labour
 Generate automatic Reports
 Attached with mail system and send the reports to clients.

PRICING OF THE SOFTWARE

The pricing of the ERP is an important decision for the software company and it will have a number of prime
objectives in this respect.

22
 CONCEPTUAL FRAMEWORK

23
 Conceptual framework

24
Recruitment
Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR
department, because unless the right type of people are hired, even the best plans, organization chart and control system would
not do much good.

Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose
of recruitment is to locate sources of manpower to meet the job requirement and job specification.

It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply
effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce.

Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing
schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of
an effective workforce.

It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought
and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.

Recruitment Procedure

 Manpower Requisition
 Form Recruitment
 Plan Budget
 Sourcing
 Selection Process
 joining
 Post Recruitment
 Joining
25
  Post Recruitment
 Data Updating

Methods of recruitment
 DIRECT METHOD
In this method, the representatives of the organisation are sent to the potential candidates in the educational and training
institutes. They establish contacts with the candidates seeking jobs. These representatives work in cooperation with placement
cells in the institutions Persons pursuing management; engineering, medical etc. programmes are mostly picked up in this
manner.

Sometimes, some employer firms establish direct contact with the professors and solicit information about students with
excellent academic records. Sending the recruiter to the conventions, seminars, setting up exhibits at fairs and using mobile
office to go to the desired centers are some other methods used to establish direct contact with the job seekers.

 INDIRECT METHOD

Indirect methods include advertisements in news papers, on the radio and television, in professional journals, technical
magazines etc.

This method is useful when:

(i) Organisation does not find suitable candidates to be promoted to fill up the higher posts

(ii) When the organization wants to reach out to a vast territory, and

26
(iii) When organisation wants to fill up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up in the organisation, or the skill sought by the more
sophisticated one, the more widely dispersed advertisement is likely to be used to reach to many suitable candidates.

Sometimes, many organization’s go for what is referred to as blind advertisement in which only Box No. is given and the
identity of the organisation is not disclosed. However, organisations with regional or national repute do not usually use blind
advertisements for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following three points need to be borne in mind:

1. First, to visualize the type of the applicant one is trying to recruit.

2. Second, to write out a list of the advantages the job will offer

3. Third, to decide where to run the advertisement, i.e., newspaper with local, state, nation-wide and international reach or
circulation.

 THIRD PARTY
These include the use of private employment agencies, management consultants, professional bodies/associations,
employee referral/recommendations, voluntary organisations, trade unions, data banks, and labour contractors etc., to
establish contact with the job- seekers.

Now, a question arises: which particular method is to be used to recruit employees in the organisation? The answer to it is
that it will depend on the policy of the particular firm, the position of the labour supply, the Government regulations in
this regard and agreements with labour organisations. Notwithstanding, the best recruitment method is to look first within
the organisation.

27
 SELECTION

The Selection is the process of choosing the most suitable candidate for the vacant position in the organization. In other words,
selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization.

Process of Selection

The selection procedure comprises of following systematic steps:

28
 Preliminary Interview: The preliminary interview is also called as a screening interview wherein those candidates are
eliminated from the further selection process who do not meet the minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family backgrounds and their interest in working
with the firm. The preliminary interview is less formal and is basically done to weed out the unsuitable candidates very much
before proceeding with a full-fledged selection process.

Receiving Applications: Once the individual qualifies the preliminary interview he is required to fill in the application form
in the prescribed format. This application contains the candidate data such as age, qualification, experience, etc. This
information helps the interviewer to get the fair idea about the candidate and formulate questions to get more information about
him.
Screening Applications: Once the applications are received, these are screened by the screening committee, who then
prepare a list of those applicants whom they find suitable for the interviews. The shortlisting criteria could be the age, sex,
qualification, experience of an individual. Once the list is prepared, the qualified candidates are called for the interview either
through a registered mail or e-mails.
Employment Tests: In order to check the mental ability and skill set of an individual, several tests are conducted. Such as
intelligence tests, aptitude tests, interest tests, psychological tests, personality tests, etc. These tests are conducted to judge the
suitability of the candidate for the job.

1. Employment Interview: The one on one session with the candidate is conducted to gain more insights about him. Here,
the interviewer asks questions from the applicant to discover more about him and to give him the accurate picture of the
kind of a job he is required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the performance of the job. Through an
interview, it is easier for the employer to understand the candidate’s expectations from the job and also his
communication skills along with the confidence level can be checked at this stage.

2. Checking References: The firms usually ask for the references from the candidate to cross check the authenticity of the
information provided by him. These references could be from the education institute from where the candidate has
completed his studies or from his previous employment where he was formerly engaged. These references are checked to
know the conduct and behavior of an individual and also his potential of learning new jobs.

29
 3. Medical Examination: Here the physical and mental fitness of the candidate are checked to ensure that he is capable of
performing the job. In some organizations, the medical examination is done at the very beginning of the selection process
while in some cases it is done after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The medical examination is an important step in
the selection process as it helps in ascertaining the applicant’s physical ability to fulfill the job requirements.

4. Final Selection: Finally, the candidate who qualifies all the rounds of a selection process is given the appointment letter
to join the firm.

Thus, the selection is complex and a lengthy process as it involves several stages than an individual has to qualify before getting
finally selected for the job.

 Difference Between Recruitment And Selection

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

1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the
organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the
most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for
the 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.

30
 DATA ANALYSIS

31
 DATA ANALYSIS
 What form of interview you have given?
Factor No. of Respondent (% of Respondent)
Personal Interviews 20 40%
Telephonic interview 15 30%
Video Conferencing 10 20%
Other 5 10%
Total 50 100%

20% pi
TI
50% VC
15%
OTHER

10% TOTAL
5%

Interpretation:
40% most of the people given PersonalInterview,30% of the telephonic interviews ,where as only 20% go for video
conferencing and rest 10% adopts some other means of interviews.

32
  How is the induction carried out by A2P Solutions?
Factor No. of Respondent (% of Respondent)
Good 18 36%
Very Good 27 54%
Cant Say 5 10%
Total 50 100%

60

50

40

30 no. of respondent
% of repondent

20

10

0
good very good can't say total

Interpretation
From the above chart it shows that the 54% respondents say very good, 36% respondents say good and 10% respondent say cant
for induction carry out from A2P SOLUTION.

33
  What are the source preferred for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Internal 0 0%
External 0 0%
Both 50 100%
Total 50 100%

no. of respondent

Internal
External
BOTH
total

Interpretation
100% of the respondent says that they prefer both internal as well as external source of recruitment and selection .

34
  What is the period of planning recruitment you have adopted?
Factor No. of Respondent (% of Respondent)
Yearly 10 20%
Quaterly 25 50%
No fixed time 15 30%
Total 50 100%

no. of respondent

10%
Yearly

25% Quaterly
50%
No fixed time
total
15%

Interpretation
In the above chart it shows 50% of the respondent go for Quarterly manpower planning and 30% do not follow any pattern they
dont have any fixed time where as 20% go for yearly

35
  Did you have any biasness in the selection process by the A2P Solutions?
Factor No. of Respondent (% of Respondent)
No 47 94
Yes 3 6
Total 50 100

120

100

80

60
% of respondent

40

20

0
Yes No Total

Interpretation
The study reveals that A2P 94% of the respondent didnt find biasness in the selection process whereas 6% of the employees
find biasness in the process.

36
  How do you rate HR practices in the company?

Factor No. of Respondent (% of Respondent)

Very Good 23 46
Good 15 30
Average 7 14
Bad 5 10
Total 50 100

No. of Responent

23%

50%
15%

5% 7%

Ver Good Good Average Bad Total

Interpretation
30% of the respondents feel that HR department is good where and 46% say that its very good whereas 14% says its average
and only 10% respondents feels its bad.

37
  Which method do you go for recruitment and selection?
Factor No. of Respondent (% of Respondent)
Direct 33 66
In-Direct 15 30
Third Party 2 4
Total 50 100

% of respondent
120

100

80

60
% of respondent

40

20

0
Direct Indirect Third Party Total

Interpretation
About 66% of the respondents go for direct recruitment and selection and 30% go for indirect and only 4% go for third party
recruitment way
38
  Do you think that the criterion of short listing of candidates used by the A2P SOLUTION is satisfactory?

Factor No. of Respondent % of Respondent

satisfied 45 90%
Not satisfied 3 6%
Can’t say 2 4%
Total 50 100%

120

100

80

60

40

20

0
satified no.not satisfied
of respondent %can't say
of respondent total

Interpretation-

The study reveals that in A2P SOLUTION 90% of the respondents think that the criterion of short listing of
candidates used by theA2P is satisfactory. 6% of the respondents are not satisfied with the criteria of short
listing of candidates used by A2P SOLUTION.

39
  Are you satisfied with the salary provided by A2P SOLUTION?
Factor No. of respondent % of respondent
yes 42 84
No 8 16
Total 50 100

160

140

120

100

80

60

40

20

0
yes no total

no. of respondent % of respondent

Interpretation

From the above chart it show that 84% of the respondent say yes and 16% of the respondents say no for the
salary provided by the A2P SOLUTION.
40
 RESULTS AND FINDINGS

41
 RESULTS AND FINDINGS
From the above analysis of A2P SOLUTION I found that
 40% most of the people given PersonalInterview,30% of the telephonic interviews ,where as only 20% go for video
conferencing and rest 10% adopts some other means of interviews.
 From the above chart it shows that the 54% respondents say very good, 36% respondents say good and 10% respondent
say cant for induction carry out from A2P SOLUTION.
 100% of the respondent say that they prefer both internal as well as external source of recruitment and selection .
 In the above chart it shows 50% of the respondent go for Quarterly manpower planning and 30% do not follow any
pattern they don’t have any fixed time where as 20% go for yearly
 The study reveals that A2P 94% of the respondent didn’t find biasness in the selection process whereas 6% of the
employees find biasness in the process.
 30% of the respondents feel that HR department is good where and 46% say that its very good whereas 14% says its
average and only 10% respondents feels it’s bad.
 About 66% of the respondents go for direct recruitment and selection and 30% go for indirect and only 4% go for third
party recruitment way.
 The study reveals that in A2P SOLUTION 90% of the respondents think that the criterion of short listing of
candidates used by theA2P is satisfactory. 6% of the respondents are not satisfied with the criteria of
short listing of candidates used by A2P SOLUTION.
 From the above chart it show that 84% of the respondent say yes and 16% of the respondents say no for
the salary provided by the A2P SOLUTION.

42
 CONCLUSION

43
 CONCLUSION
Summer training is a best example for a trainee to learn about the company working, corporate culture under
which he is operating the function. I learned in the management institute is to utilized them fruitfully leading to
the best advantage to the company and to the best experience for mine.

The employees of any organization are its life blood, without doubt. Withthe dawn of this realization upon the
present day business organizations, there appears to be a major shift towards human resource management.In
fact, the employees of today are encouraged to participate in the majordecisions and thus play a vital role in the
management of the firm. Theperformance of the organization depends on the efficiency that itsemployees
exhibit.

Hence it is of crucial importance that employees withthe most suitable qualifications be selected. This is where
the processes of recruitment and selection come in. It is difficult to separate one from theother. The data
analysis given in this project indicate that theseprocesses require a great deal of thought and advanced planning.
In fact, it is not only the HR department that is involved. The finance department provides the budget for the
processes and the manpower gap is determined by inputs from all the departments. Also the grueling procedure
through which the candidate goes through is, in itself, an indicator of the significance of these processes in the
efficient functioning of the organization

44
Workforce planning is vital if a business wants to meet its future demands for staff. It allows a business time to
train existing staff to take on new responsibilities and to recruit new staff to fill vacancies or to meet skill
shortages. A2P has clear organizational structures, detailed job descriptions and person specifications. It
provides user-friendly ways of applying for jobs and a consistent approach to recruitment and selection. This
means it can manage its changing demand for staff
Recruitment as being one of the major topics is required by most of the organization. Hence the study helped in
understanding the various aspects of recruitment is effective, the internal selection of the organization also is an
economical means which also reduce costs, only after looking the efficiency of the existing employee towards
the company and his sincerity that employee will be selected, in A2P the effective selection process is adopted
in the last 2 years. It can be retained as such. Also the employees of A2P is satisfied with the recruitment and
selection process. Also they are well aware about the various sources and method of recruitment and selection .
.

45
 SUGGESTIONS

46
 SUGGESTIONS
Following are the suggestions made for the benefits and augmentation of the sound working of the

Company- A2P SOLUTION

 All the document should be verified timely by the operation department.

 All the policies should be updated time to time according to the company requirement.

 Proper trainer should be provided to the trainees.

 The work of receiving, issuing, accounting and storing responsibility should be properly.

47
 BIBLIOGRAPHY

48
 BIBLIOGRAPHY
WEBSITES:
http://www.a2psolution.com/pages/home.aspx
http://www.google.com/
http://www.a2p.com/inde.asp
http://en.wikipedia.org/wiki/A2P_SOLUTION

BOOK:

Durai, Praveen, 2010, human resource management, Pearson education.

 Monappa,A.and saiyadain, M. 2001 personnel management, McGraw-Hill
Education.

49
 ANNEXURE

50
 QUESTIONAIRE
Q1. What form of interview you have given?
o Video Conferencing
o personal Interview
o telephonic interview
o other

Q2. How is the induction carried out by the A2P SOLUTION?

o Good
o Very good
o Can’t say

Q3. What are the sources preferred for recruitment and selection?
o Internal
o External
o Both

51
Q4. Did you have any biasness in the selection process?
o No
o Yes
Q5. How do you rate the HR practice of the company?
o Very good
o Good
o Average

Q6. Which method do you go for recruitment and selection?

o Direct
o Indirect
o Third party
Q7. Do you think the criterion for short listing of candidate used by A2P SOLUTION is satisfactory?
o satisfied
o Not satisfied
o can’t say

52
Q8. What are the sources for external recruitment are preferred?
o Campus interview
o Placement agencies
o Data bank
o Casual Applicant
Q9. Are you with the salary provided by A2P SOLUTION?
o Yes
o No
Q10. Do you think that the criterion of short listing of candidates used by the A2P SOLUTION is satisfactory?
o Satisfied
o Not satisfied
o Can’t say

53
54