An Industry Oriented Dissertation Project On

RECRUITMENT AND SELECTION PROCESS

OF BALDOR TECHNOLOGIES PVT.LTD.
Submitted for the partial fulfilment of the requirement of the degree of

MASTER OF MANAGEMENT STUDIES

OF
UNIVERSITY OF MUMBAI
Submitted by
(Shifali Prashant Shetty)
Roll No. 94
Specialization: Human Resource
Submitted To

SASMIRA’S INSTITUTE OF
MANAGEMENT STUDIES AND
RESEARCH, SASMIRA MARG, WORLI,
MUMBAI.
July 2019
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 DECLARATION BY THE CANDIDATE

I hereby certify that the work which is being presented in this Industry Oriented Dissertation Project
entitled- “HUMAN RESOURCE RECRUITMENT” in partial fulfillment of the requirement for the award
of the Degree of Master of Management Studies, University of Mumbai and submitted to the Sasmira’s
Institute of Management Studies and Research, Worli , Mumbai, is an authentic record of my own work
carried out during a period from 3rd May,2019 till 30th June, 2019 under the guidance of Dr. Sanskruti
Kadam, .

The matter presented in this project report has not been submitted by me for the award of any other
degree of this or any other Institute.

Wherever references have been made to intellectual properties of any individual / Institution /
Government / Private / Public Bodies / Universities, research paper, text books, reference books, research
monographs, archives of newspapers, corporate, individuals, business / Government and any other
source of intellectual properties viz., speeches, quotations, conference proceedings, extracts from
the website, working paper, seminal work et al, they have been clearly indicated, duly acknowledged
and included in the Bibliography.

Name of the Student: Shifali Prashant Shetty

Signature of the students:

This is to certify that the above statement made by the candidates is correct to the best of our knowledge.

Signature of Guide:

Name of Guide: Dr. Sanskruti Kadam

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2
 CERTIFICATE BY THE GUIDE

This is to certify that Ms. SHIFALI PRASHANT SHETTY of the two years full-time

Master’s Degree Programme in Management studies (MMS), (Human Resource), Roll no.94.

has carried out the work on the Industry Oriented Dissertation Project titled

RECRUITMENT AND SELECTION OF BALDOR TECHNOLOGIES under my guidance in partial

fulfillment of requirement for the completion of the MMS as prescribed by University of Mumbai.

The Industry Oriented Dissertation Project Report is the record of the authentic work carried out by her
during the period from May 2019 to June 2019

Place: Mumbai
Date:

Signature of Guide
Name of Guide: Sanskruti Kadam

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 ACKNOWLEDGEMENT

I would like to express my very great appreciation to Dr. Sanskruti Kadam for her valuable and
constructive suggestions during the planning and development of this research work. Her willingness to give
her time so generously has been very much appreciated.

I express my heart felt gratitude towards my industry guide Mrs. Snehal Hanchate who through her
mentorship guided me during course of internship

I would also like to thank the company for their assistance with the collection of my data. I came to know
about so many new things. I am thankful to them.

I would also like to extend my gratitude to Dr, Kamal Tandon, Director of Sasmira’s Institute Of
Management Studies & Research for giving me the opportunity to work on the project and broaden my
knowledge and experience

Lastly, I wish to avail myself of the opportunity, express a sense of gratitude and love to my friends and
beloved parents for their manual support, strength and help.

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 EXECUTIVE SUMMARY

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.

The project report is about recruitment and selection process that’s an important part of any organization
which is considered as a necessary asset of a company. Recruitment and selection form the process of hiring
the employees. Recruitment is the systematic process of generating a pool of qualified applicant for
organization. The process includes the step like HR planning, attracting applicant and screening them.

“Recruitment and selection process” is a segment of human resource process. As an intern in “Talent Corner
HR Services Pvt.Ltd.”, I have tried my best to go through their Recruitment and Selection process in
permanent and temporary staffing within tenure of 2 months.

The purpose of the study was to understand the behaviors as well as the techniques used in hiring a
candidate. Attrition and recruitment are directly proportional to each other whereas retention and recruitment
are inversely proportionate.

With reference to this context, this project is been prepared to put a light on Recruitment and Selection
process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of
Recruitment, Sources of Recruitment, Recruitment v/s Selection, and Important Aspects of Recruitment.

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 LIST OF CHART

Chart No Chart Title / Heading Page No.

1 Bar Diagram
32

2 Pie Chart 1
33

3 Pie chart 2
34

4 Pie chart 3
35

5 Pie chart 4
36

.n

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 CONTENTS

Chapter Details Page No.

No.

Candidate’s Declaration 1

Certificate by the Guide 3

Acknowledgement 4

- Abstract / Executive Summary 5

List of Charts 6

1 INTRODUCTION 10-13

1.1 Background 10

1.2 Significance of the Study 11

1.3 Need for the Study 12

1.4 Scope of the Study 12

1.5 Aims and Objectives of Study 13

2 LITERATURE REVIEW 14-29

2.1 Company Profile 14

2.2 Mission 15

2.3 Vision 15

2.4 Business Profile 15

2.5 Achievements 16

2.6 SWOT Analysis 16

2.7 Major Compititors 17

2.8 Definition 17

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2.9 Types of Recruitment 18

2.10 Process of Recruitment 20

2.11 Factors Influencing Recruitment 21

2.12 Problems faced by Recruitment 22

2.13 Critical Problems 24

2.14 Steps in Selection Process 24

2.15 Types of Selection Process 28

2,16 Factors Influencing Selection 30

3 RESEARCH METHODOLOGY 30-31

3.1 Problem Identification 32

3.2 Research Methodology 32

3.3 Data Collection Method 32

3.4 Data Analysis Tools and Techniques 33

4 DATA DESCRIPTION & ANALYSIS 32-37

4.1 Introduction 34

4.2 Research Questionnaire 34

5 SUMMARY & CONCLUSION 38-42

5.1 Findings 40

5.2 Conclusions 40

5.3 Recommendation and Suggestions 41

5.4 Learning Outcome 41

5.5 Strength and Limitation 41

5.6 Scope for further research 41

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6 BIBLIOGRAPHY & REFERENCES 42

7 QUESTIONNAIRE 43

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 CHAPTER 1 - INTRODUCTION

1.1 Background of the study

Recruitment and Selection: Introduction

Recruitment and Selection are two different activities, Recruitment is basically a mechanism of making
interest for people to apply for work and selection is final decision of a specific candidate for a particular
position. For any organization it is important that people going to be hired must have abilities, talent and
perspective. In long term phase organization needs those types of employees who have ability to face
challenges and can continue learning. So, there are more chances of the organization to get the competitive
edge

What is Recruitment?

Recruitment is a positive process of searching for prospective employees and stimulating them to apply for
the jobs in the organization. When more persons apply for jobs then there will be a scope for recruiting better
persons.

The job-seekers too, on the other hand, are in search of organizations offering them employment. Recruitment
is a linkage activity bringing together those with jobs and those seeking jobs. In simple words, the term
recruitment refers to discovering the source from where potential employees may be selected. The scientific
recruitment process leads to higher productivity, better wages, high morale, reduction in labour turnover and
enhanced reputation. It stimulates people to apply for jobs; hence it is a positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and
making out selection of requisite manpower both in their quantitative and qualitative aspect. It is the
development and maintenance of adequate man- power resources. This is the first stage of the process of
selection and is completed with placement.

What is Selection?

Selection is when you decide which candidate(s) to offer the job to.

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Different methods can be used, including an interview but using a variety of suitable tests will improve your
chances of getting the best candidate and will help to make sure that the process is fair.

You probably thought about what selection methods you will use when you were writing the job description
and person specification. It is important to spend time planning selection methods to use as the more appro-
priate and plausible they are, the more likely you are to select the best candidate for the job.

HR can help with this and there are examples of interview questions and additional tests which you can tailor
for your job.

1.2 Significance of the Study

The recruitment and selection of the individuals within the organizations result from a thorough and a
systematic process. The employees need to possess complete knowledge of the strategies and methods that
are required to get implemented for recruitment and selection. Legislation and good practice and the range
of recruitment sources and selection methods as well as possessing the skills and abilities in interviewing
and evaluating potential employees highlight the significance of recruitment and selection (Chapter 5, 2010).
The areas that highlight the significance of recruitment and selection have been stated as follows:

When job vacancies arise within the organizations, then the employers give due consideration to the
recruitment and selection processes. These processes enable the employers to identify and analyse the
positions that are required to get filled in order to achieve the desired goals and objectives. Vacant positions
within the organizations signify the lack of human resources and these are regarded as barriers within the
course of implementation of tasks and in the achievement of goals and objectives. Thus, whether it may take
place on an immediate basis or may be a time consuming process, importance of these processes is
recognized during the time of job vacancies.

Resources are considered as the most important asset of any organization, hence, hiring the personnel
with appropriate skills and abilities is important. The patterns of recruitment and selection differ from one
company to another. When machines, equipment and devices are made use of to enhance productivity, then
it is the human resources that operate them. The machines, devices and other equipment are made use of in
an effective way, when they are put into operation by skilled and proficient personnel. It is vital that
individuals should possess complete knowledge regarding how to make use of machines and enhance
productivity. In some cases, this job may be manageable, whereas in others it may be tedious and
demanding. Therefore, recruitment and selection are considered as important aspects in any organization and
should be made of appropriate personnel.

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 The significance of recruitment is recognized by the fact that organization gets satisfied with more
productive employees. It not only enhances productivity and profitability, but also encourages good
relationships among the employers and the employees. It contributes towards growth and development of
the organization. It determines the current and future job requirements. It helps in increasing the success rate
of selecting the right candidates, who are able to make efficient use of their skills and abilities in leading to
growth and development. It helps in evaluating the effectiveness of various recruitment methods. It
determines the present future requirements of the organizations and formulate plans accordingly.
Recruitment strategies contribute in the implementation of managerial functions in an operative manner
(Recruitment and Selection, 2016).

The significance of selection is recognized, because it helps in choosing the most suitable and qualified
candidates, who can meet the requirements of the jobs within an organization. For meeting the goals and
objectives of the organization, it is vital to evaluate the various attributes of each candidate, such as their
qualifications, skills, abilities, experiences, personality, nature and overall attitude. The other candidates, who
have not found to be suitable to carry out the job duties are eliminated. The organization is required to follow
appropriate selection processes, the reason being, if the selection is not carried out in an appropriate manner,
then it would impose unfavourable effects upon the organization and loss would be incurred to the employer
in terms of money, time, and efforts (Recruitment and Selection, 2016)

1.3 Need for the Study

 To determine the present and future requirements

 To increase the pool of job candidates at maximum cost
 To reduce the probability of employee turnover
 To increase the succession rate of employee process
 To increase organizational and individual’s effectiveness

1.4 Scope of study

The scope of Recruitment and Selection is very wide and it consists of a variety of operations. Resources are
considered as most important asset to any organization. Hence, hiring right resources is the most important
aspect of Recruitment. Every company has its own pattern of recruitment as per their recruitment policies and
procedures.

The scope of Recruitment and Selection includes the following operations −

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the organization
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  Identifying the areas, where there could be a scope of improvement.
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of resources

Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is a very
important task for any organization.

1.5 Aims and Objective of study

 To understand the internal recruitment and selection process in organization.

 To identify areas where there can be scope of improvement.

 To develop practical knowledge with theoretical aspects.

 To know about the importance of recruitment and selection.

 To Identified different methods in recruitment and selection process

 To know the selection process of employees and its impact on job satisfaction

 To know the job satisfaction levels of the employees of recruited

 To know the recruitment policy followed by organizaation

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 CHAPTER 2- LITERATURE REVIEW

2.1 Company Profile:

We provide fraud detection and risk-free onboarding solutions for global majors.

We process a million people profiles every day keeping safe more than 200 companies across Fintech,
Cryptocurrencies, Insurance, Telecom, E-commerce, Taxi aggregation, and P2P exchanges.

Committed to fighting fraud

IDfy is helping build a world without fraud where people and businesses can engage with confidence. As a
gatekeeper, IDfy ensures that only the real can enter and transact.

Our proprietary systems are built on the latest in machine-learning based anomaly detection, machine vision,
and identity authentication techniques. These systems catch new and emerging fraud as well as fraud that
previously went undetected, keeping our clients, their customers and employees safe and secure.
IDfy provides risk and fraud solutions processing a million people profiles every day for more than 150
companies .It is bringing their fraud detection platform to 150 clients across financial services (insurance,
fintech, loans, credit cards, payment gateways), and new economy companies (cab aggregators, tenancy,
matrimony, delivery), keeping them and their customers safe.

IDfy is enabling the digital future with tools that build the trust between organizations and individuals. With
fraud detection solutions and digital forensics engines running on machine learning algorithms, IDfy ensures
that organizations reduce their risks by dealing with genuine people.

Company Background:

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 Founded 2011
Head Quarter Mumbai
Status Private Independent Company
Industry Sector Internet Software
SIC Code 7372
Key Official Founder & Ashok Hariharan
CEO

2.2 Mission
1. World Class Fraud Detecting Company
2. To keep clients, customers and employees safe and secure
3. Best practices in terms of product offering, technology, risk management and compliance

2.3 Vision Statement

Our AI-driven fraud detection systems for employee background verifications help ensure organization’s
future by ensuring employee integrity.

IDfy is enabling the digital future with tools that build the trust between organizations and individuals. With
fraud detection solutions and digital forensics engines running on machine learning algorithms, IDfy ensures
that organizations reduce their risks by dealing with genuine people.

2.4 Business Profile

IDfy is the most innovative company in regulatory technologies hence catering tovarious sectors with a
purpose of serving them with risk free on-boarding solutions.

 Banks and Financial Services

IDfy empowers banks, Fintech and payment enablers with deep intelligence to make customers trust
decisions with confidence

 Insurance

IDfy keeps Insurers safe from claims and identity fraud, helps improve customer quality and facilitates a real
time customer onboarding experience.

 Staffing and Recruiters

Our AI-driven fraud detection systems for employee background verifications help insure your
organization’s future by ensuring employee integrity.

 On Demand Economy

IDfy helps on-demand companies build a safe network of service providers while making onboarding
smooth and seamless.

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  Real Money Gaming

IDfy helps Real Money Gaming companies verify and authenticate their users in realtime to prevent
fraud, money laundering, and improving user experience.

 P2P Marketplaces and Online Communities

IDfy keeps P2P Marketplaces and Online Communities safe with digital authentication of members while
making onboarding a seamless part of their website.

2.5 Achievements
IDfy Recognized Amongst the World's Top 100 Innovative Companies for Fintech in the year 2018,

IDfy has been featured in the REGTECH100 for 2019, a list of world’s most innovative companies
in Regulatory Technologies (Reg.Tech).

Listed in REGTECH100 as a leader in Regulatory Technologies in 2019.

2.6 SWOT Analysis

Strengths
 Leader in Regulatory Technology
 Years of experience and expertise in various domain and business process management
 Diversified business
 Strong Financial position
 Market leadership providing competitive edge

Weaknesses

 Lack of streamline processes in every department.

 Not much process oriented
 Employee Centric

Opportunities

 To strengthen international presence

 Strategic joint ventures strengthening business

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  Emerging markets

Threats

 Upcoming new technology risk

 Bigger MNC's entering India and competing for global clients
 Economic slowdown and uncertainty

2.7 Major Competitors

1. Vv Score
2. Insta Veritas
3. Better Place Safety Solution Pvt. Ltd.
4. SecUR Credentials Ltd.
5. Auth Bridge
6. Manpower

2.8 Definition

 Recruitment:
According to Edwin B. Flippo, “It is a process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.” He further elaborates it, terming it both negative and
positive.

He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio,
i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a
good number of those who apply, leaving only the best to be hired. ”

In the words of Dale Yoder, Recruitment is the process to “discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.”

Kempner writes, “Recruitment forms the first stage in the process which continues with selection and ceases
with the placement of the candidates.”

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2.9 Types of Recruitment:

1. Internal Recruitment

Internal recruitment is a recruitment which takes place within the concern or organization. Internal
sources of recruitment are readily available to an organization. Internal sources are primarily three -
Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one
of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies
in the concern. There are situations when ex-employees provide unsolicited applications also.

Internal recruitment may lead to increase in employee’s productivity as their motivation level
increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains
the organization from new blood. Also, not all the manpower requirements can be met through internal
recruitment. Hiring from outside has to be done.

Internal sources are primarily 3:

a. Transfers:

Transfer is defined as the permanent movement of an ongoing employee from one position to
another position in the teaching service with the same or lower attainable maximum salary than
the employee’s substantive position

b. Promotions (through Internal Job Postings):

Promotion is defined as the permanent movement of an ongoing employee from one position
to another position in the teaching service with a higher attainable maximum salary than the
employee’s substantive position.

c. Re-employment of ex-employees:

Re-employment of ex-employees is one of the internal sources of recruitment in which

employees can be invited and appointed to fill vacancies in the concern. There are situations
when ex-employees provide unsolicited applications also.

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2. External Recruitment:

External sources of recruitment have to be solicited from outside the organization. External sources
are external to a concern. But it involves lot of time and money. The external sources of recruitment
include - Employment at factory gate, advertisements, employment exchange, employment agencies,
educational institutes, labor contractors, recommendations etc.

a. Employment at Factory Level:

This a source of external recruitment in which the applications for vacancies are presented on
bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable
generally where factory workers are to be appointed. There are people who keep on soliciting
jobs from one place to another. These applicants are called as unsolicited applicants. These
types of workers apply on their own for their job. For this kind of recruitment workers have a
tendency to shift from one factory to another and therefore they are called as “badli” workers.

b. Advertisement:

It is an external source which has got an important place in recruitment procedure. The biggest
advantage of advertisement is that it covers a wide area of market and scattered applicants can
get information from advertisements. Medium used is Newspapers and Television.

c. Employment Exchanges:

There are certain Employment exchanges which are run by government. Most of the
government undertakings and concerns employ people through such exchanges. Now-a-days
recruitment in government agencies has become compulsory through employment exchange.

d. Employment Agencies:

There are certain professional organizations which look towards recruitment and employment
of people, i.e. these private agencies run by private individuals supply required manpower to
needy concerns.
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 e. Educational Institutions:

There are certain professional Institutions which serves as an external source for recruiting
fresh graduates from these institutes. This kind of recruitment done through such educational
institutions, is called as Campus Recruitment. They have special recruitment cells which helps
in providing jobs to fresh candidates.

f. Recommendations:

There are certain people who have experience in a particular area. They enjoy goodwill and a
stand in the company. There are certain vacancies which are filled by recommendations of such
people. The biggest drawback of this source is that the company has to rely totally on such
people which can later on prove to be inefficient.

g. Labor Contractors:

These are the specialist people who supply manpower to the Factory or Manufacturing plants.
Through these contractors, workers are appointed on contract basis, i.e. for a particular time
period. Under conditions when these contractors leave the organization, such people who are
appointed have to also leave the concern.

2.10 Process of Recruitment

Recruitment Process Passes through the Following Stages:

 Searching out the sources from where required persons will be available for recruitment. If young
managers are to be recruited then institutions imparting instructions in business administration will
be the best source.

 Developing the techniques to attract the suitable candidates. The goodwill and reputation of an
organization in the market may be one method. The publicity about the company being a
professional employer may also assist in stimulating candidates to apply.
 Using of good techniques to attract prospective candidates. There may be offers of attractive
salaries, proper facilities for development, etc.
 The next stage in this process is to stimulate as many candidates as possible to apply for jobs. In
order to select a best person, there is a need to attract more candidates.

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2.11 Factors Influencing Recruitment

All enterprises, big or small, have to engage themselves in recruitment of persons. A number of factors
influence this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise:

The number of persons to be recruited will depend upon the size of an enterprise. A big enterprise requires
more persons at regular intervals while a small undertaking employs only a few employees. A big business
house will always be in touch with sources of supply and shall try to attract more and more persons for making
a proper selection. It can afford to spend more amounts in locating prospective candidates. So the size of an
enterprise will affect the process of recruitment.

2. Employment Conditions:

The employment conditions in an economy greatly affect recruitment process. In under-developed economies,
employment opportunities are limited and there is no dearth of prospective candidates. At the same time
suitable candidates may not be available because of lack of educational and technical facilities. If the
availability of persons is more, then selection from large number becomes easy. On the other hand, if there is
a shortage of qualified technical persons, then it will be difficult to locate suitable persons.

3. Salary Structure and Working Conditions:

The wages offered and working conditions prevailing in an enterprise greatly influence the availability of
personnel. If higher wages are paid as compared to similar concerns, the enterprise will not face any difficulty
in making recruitments. An organization offering low wages can face the problem of labor turnover.

The working conditions in an enterprise will determine job satisfaction of employees. An enterprise offering
good working conditions like proper sanitation, lighting, ventilation, etc. would give more job satisfaction to
employees and they may not leave their present job. On the other hand, if employees leave the jobs due to
unsatisfactory working conditions, it will lead to fresh recruitment of new persons.

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4. Rate of Growth:

The growth rate of an enterprise also affects recruitment process. An expanding concern will require regular
employment of new employees. There will also be promotions of existing employees necessitating the filling
up of those vacancies. A stagnant enterprise can recruit persons only when present incumbent vacates his
position on retirement, etc.

2.12 Problems faced by Recruitment

1. Finding the Right Candidates

Finding the right candidates is a big challenge for recruiting companies today. Your clients need skilled,
focused workers, and these people aren't always easy to find. This is especially true with the increased demand
for contract workers. The year 2014 has seen higher numbers in contract staffing than we have seen in many
years. Recruiting companies can overcome this problem by stepping up their networking and advertising,
especially through social media. The farther you can reach the more quality candidates you'll find.

For those recruitment firms that specialize in permanent placements and are having a hard time finding skilled,
quality candidates in today’s market, offering to fill the vacant role temporarily until the right candidate can
be found may be the route to take. A contract worker with less expertise may ease the time constraints allowing
you more time for your search as well as satisfy the clients need to have someone fulfilling that role
immediately.

2. Candidate Competition

When that perfect candidate is found, you want exclusive rights to present them to your client but what if they
are registered with your competition as well and have applied directly to available positions too? In today’s
candidates market it’s important to offer more than other staffing firms and even more than the client can get
on their own. Background checks, testing, references as well as a thorough interview process can put you far
and above your competition as well as offer your client a fully vetted candidate right from the get go.

3. Speed

The business world moves much faster today than it has in the past, and a recruiting company that can't keep
up will surely be left behind. Indecisive managers are one of the biggest reasons that transactions are slowed
down. Any delays in hiring could derail your chances of placing a sought after candidate in a position. Training
your recruiters to act decisively and quickly is one thing, but coaching your client to move quickly with the

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interview and hiring process is another. In today’s market, great candidates can have multiple interviews and
offers on the table. If your client moves too slowly, they could miss a great new hire and you could miss your
commission.

4. Antiquated Search Tools

Numbers talk, and if your search tools are antiquated and of little value to your clients, you will find your
recruiting company falling behind. Ensuring that job orders can post quickly and potential candidates are
easily found across the web is crucial to you keeping up with your competition. If you are not familiar with
the various social media sites where candidates gather, get familiar with them or hire someone in the know.
Good people are hard to find, but are almost impossible to find if your technology doesn’t allow you to utilize
the web.

5. An Influx of Ineffective Recruiters

Contract staffing is big business and it has seen incredible growth in 2014 with expectations of further growth
in the upcoming year. As the staffing industry grows, the temptation to become a recruiter to profit from this
growth is great. Those that have no recruitment experience may have some success as companies further their
reach for partners that can help them find their next great hire, but that success may just be a stroke of luck.
As a business owner or an independent recruiter, it’s important that you sell your experience and dedication
in the industry to your client. Independent staffing firms have much more invested in the success of their
agency than multinationals who often have a revolving door of recruiters. As you sell your service to a
potential client ensure that part of your pitch includes your ‘why’ – why you started your business in the first
place – to ensure that you provide individualized, dedicated service.

These problems are real, but they can also be seen as opportunities. When you know what the hurdles are to
your recruiting company's success, you can formulate plans to jump over them and succeed. Contact The
Staffing Edge to speak with experts on Canada's recruiting industry. We can help you to develop a strategy
that will help you to overcome today's recruitment challenge.

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2.13 Critical Problems faced by today’s recruitment organization:

1. Hiring manager/companies believe they can handle the recruiting process internally

The issue is not that the companies can’t handle internal recruitment process but in lot of cases the process
is broken. The key factor to successful hiring is momentum and constant communication with the
candidate. Companies feel as if they are on the driver’s seat, which is sometimes true but not with the top
candidates. The top 20% will always have options and always be in demand and most companies view
hiring as a one way street vs. really selling the opportunity and prioritizing 2nd/final interviews within 72
hours of first rounds. The common misconception is that speed to hire can sacrifice quality, but if managed
correctly and prioritized properly, you can still vet a half dozen qualified candidates in less than a week
and make a hire within 5 days of starting the process.

2. Many hiring managers have unrealistic credential requirement for candidates

With a national unemployment rate of 8% most companies think they have the pick of the litter and that
qualified candidates are just sitting around waiting for a call to interview. This is not true as the reason for
that 8% is the skills gap that has emerged. The unemployed masses may not have the up-to date skills that
companies demand, and those who have those skills are employed.

3. Low-balling the compensation

The companies think that candidates are desperate for work and will take anything. Not only is this wrong,
but if you low-ball someone they will always be keeping an eye out for another opportunity and/or be
highly stressed and less productive based on trying to make ends meet. If you are going to lowball
significantly, you are better off not hiring someone at all as they WILL leave when someone offers them
more money if they are (and know they are) worth more.

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4. The longer the process takes the more likely the candidate will lose
interest.
Speed in hiring does not mean sacrificing quality. The biggest challenge in general is that many companies
view hiring as a secondary function of the business but the most successful companies, specifically in the
service and tech and engineering space, prioritize hiring and spend as much time bringing in new people
as they do developing their current staff and products.

 Selection:
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater
likelihood of success in a job.”

The process of interviewing and evaluating candidates for a specific job and selecting
an individual for employment based certain criteria. Employee selection can range from a very simple process
to a very complicated process depending on the firm hiring and the position. Certain employment laws such
as anti-discrimination laws must be obeyed during employee selection.

2.14 Steps Involved in Selection Process

A scientific and logical selection procedure leads to scientific selection of candidates. The criterion finalized
for selecting a candidate for a particular job varies from company to company.

Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is
a question of getting the most suitable candidates for which various tests are to be done and interviews to be
taken. The procedure for selection should be systematic so that it does not leave any scope for confusions and
doubts about the choice of the selected candidate.

1. Inviting applications

The prospective candidates from within the organization or outside the organization are called for applying
for the post. Detailed job description and job specification are provided in the advertisement for the job. It
attracts a large number of candidates from various areas.

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2. Receiving applications

Detailed applications are collected from the candidates which provide the necessary information about
personal and professional details of a person. These applications facilitate analysis and comparison of the
candidates.

3. Scrutiny of applications

As the limit of the period within which the company is supposed to receive applications ends, the applications
are sorted out. Incomplete applications get rejected; applicants with un-matching job specifications are also
rejected.

4. Written tests

As the final list of candidates becomes ready after the scrutiny of applications, the written test is conducted.
This test is conducted for understanding the technical knowledge, attitude and interest of the candidates. This
process is useful when the number of applicants is large.

Many times, a second chance is given to candidates to prove themselves by conducting another written test.

5. Psychological tests

These tests are conducted individually and they help for finding out the individual quality and skill of a person.
The types of psychological tests are aptitude test, intelligence test, synthetic test and personality test

6. Personal interview

Candidates proving themselves successful through tests are interviewed personally. The interviewers may be
individual or a panel. It generally involves officers from the top management.

The candidates are asked several questions about their experience on another job, their family background,
their interests, etc. They are supposed to describe their expectations from the said job. Their strengths and
weaknesses are identified and noted by the interviewers which help them to take the final decision of selection.

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7. Reference check

Generally, at least two references are asked for by the company from the candidate. Reference check is a type
of crosscheck for the information provided by the candidate through their application form and during the
interviews.

8. Medical examination

Physical strength and fitness of a candidate is must before they takes up the job. In-spite of good performance
in tests and interviews, candidates can be rejected on the basis of their ill health.

9. Final selection

At this step, the candidate is given the appointment letter to join the organization on a particular date. The
appointment letter specifies the post, title, salary and terms of employment. Generally, initial appointment is
on probation and after specific time period it becomes permanent.

10. Placement

This is a final step. A suitable job is allocated to the appointed candidate so that they can get the whole idea
about the nature of the job. They can get adjusted to the job and perform well in future with all capacities and
strengths.

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2.15 Types of Selection Test

Different selection test are adopted by different organization depending upon their requirements. These tests
are specialized test which have been scientifically tested and hence they are also known as scientific test.
Different types of test can be explained with the help of following diagram:

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1. Aptitude test

Aptitude tests are test which assess the potential and ability of a candidate. It enables to find out whether the
candidate is suitable for the job. The job may be managerial technical or clerical. The different types of
aptitude test are the following:

a) Mental ability/mental intelligence test

This test is used to measure the overall intelligence and intellectual ability of the candidate to deal with
problems. It judges the decision making abilities.

b) Mechanical aptitude test

This test deals with the ability of the candidate to do mechanical work. It is used to judge and measure
the specialized knowledge and problem solving ability. It is used for technical and maintenance staff.

c) Psycho motor test

This test judges the motor skills the hand and eye co-ordination and evaluates the ability to do jobs lie
packing, quality testing, quality inspection etc.

2. Intelligence test

This test measures the numerical skills and reasoning abilities of the candidates. Such abilities become
important in decision making. The test consists of logical reasoning ability, data interpretation, comprehension
skills and basic language skills.

3. Personality test

In this test the emotional ability or the emotional quotient is tested. This test judges the ability to work in a
group, inter personal skills, ability to understand and handle conflicts and judge motivation levels. This test is
becoming very popular now days.

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4. Performance test

This test judges and evaluates the acquired knowledge and experience of the knowledge and experience of the
individual and his speed and accuracy in performing a job. It is used to test performance of typist, data entry
operators etc.

2.16 Factors that Influence Selection Method

1. Budget

Human resources aren’t a revenue-producing business function, which can make it difficult to allocate
substantial sums of money for recruiting activities. Money is a factor in the HR selection method because it
determines how your company advertises job openings or whether you can travel to college campuses to
recruit new graduates. Budgets for recruiting also may determine whether to use an applicant-tracking system
for managing the recruitment and selection process or rely on traditional paper employment applications.
Small businesses with limited capital and resources may rely on the simplest methods for recruiting and hiring
staff.

2. Expertise

Even if your company has a dedicated HR department, staff expertise could influence your HR selection
methods. Experienced recruiters typically understand the full life-cycle process, which starts with sourcing
candidates and ends with new-employee onboarding or orientation. If you don't have an HR department and
prefer to outsource the recruitment functions, the staffing agency you choose can influence your selection
method. In temp-to-hire arrangements, you shift responsibility for selecting suitable candidates to the staffing
firm. Direct hire solutions give you more input during the selection process.

3. Recruiting Distance

National recruiting efforts influence everything from the way you conduct interviews to the compensation and
benefits package that you negotiate for relocating employees. Preliminary interviews can be conducted via
phone like many already are; however, a face-to-face interview may be conducted via videoconference to save
the expense of flying candidates in for second-round interviews. The recruiting distance also may affect the

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time it takes to make hiring decisions because it's likely that small businesses, in particular, may want to
exhaust their options for finding a local candidate before embarking upon a national search.

4. Line Managers

When front-line supervisors are involved in the selection process as hiring managers, they usually meet
first with recruiters to explain their departmental staffing needs. Recruiters send the hiring managers their
picks from candidates who successfully passed the preliminary interview. Hiring managers then conduct
face-to-face interviews and make their decisions, which they communicate to the recruiters. When line
managers aren't involved in the hiring process, recruiters may be responsible for the entire process. Also,
the hiring process may be shorter when there are fewer people who conduct interview.

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 Chapter 3- Research Methodology

3.1 Problem Identification:

There are vary less time for study in this organization. Proper information is not available and candidate will
not provide their information. Most of the time candidates would not receive the calls and even if they
receive they won’t communicate properly.

It is very difficult to find right person for right job.

3.2 Methodology Adopted:

Data was collected through the primary source and secondary sources. For primary sources use the
convection method of research.

3.3 Data Collection Method:

Data was collected through primary and secondary method

Primary Data:

In primary data, information on a first hand basis is taken with the help of Training.

In this training, a personal contact was made with the recruiters as well as the candidate. The contact can be
in all the forms of communication viz., email, telephonic conversations as well as direct contact. The
resumes were handled and screened with the help of project guide.

This gave an in-depth knowledge on screening, reviewing and sorting of the resumes. Further, with the help
of various sources, the resumes were taken into consideration for recruitment. Also, data was collected by
survey.

Secondary Data:

Secondary data is the data used previously for the analysis and the results undertaken for the next
process. Data was collected from web sites, going through the records of the organization.

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3.4 Data Analysis:

The whole data analysis is based in the form of the Content Analysis as if was provided and discussed in
structure format.

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 4- Data Description and Analysis

4.1 Introduction:

Data analysis is the most crucial part of any research. Data analysis summarizes collected data. It involves
the interpretation of data gathered through the use of analytical and logical reasoning to determine patterns,
relationships or trends.

4.2 Research Questionnaire:

Above diagram indicate that 100% of employee are Working in the organization between 0 to 5 years.

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Above Pie chart indicate that 12.5% employee says that the organization doesn’t takeover timeliness
recruitment process,12.5% employees say Sometimes and 75% employees say that organization does
timeliness recruitment process

The above Pie chart indicate that 12.5% employees say sometimes the HR provides adequate pool of quality
applicants and 87.5% employees say yes, HR provides adequate pool of quality applicants

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The above pie chart indicate, 25% employees say sometimes organization clearly define the position
objective, requirements and candidate specification and remaining 75 % employees say that yes organization
clearly defines the position objective, requirements and candidate specification in the recruitment process.

The above pie chart indicate that 12.5 % employees say Sometimes, 25 % employees say No and remaining
62.5% employees say that client are always happy by the candidates provided by the company.

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The above pie chart show that 12.5 % employees say that dept interview are taken while selection,37.5 %
employees say that the type of interview is decide depend upon the situation and remainingn50 % of
employees say that Face to Face interview are taken while selection.

The above pie chart show that 37.5 % employees say they are very satisfied by hiring process and remaining
62.5 % of employees are satisfied by the hiring throughout the hiring process.

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The above pie chart show that 12.5 % employees say that recruitment can be done by campus 37.5 % of
employees say that recruitment process is done by online and remaining 50 % of employees say that the
recruitment process is done by campus, referenced and online method.

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 Chapter 5- Summary and Conclusions

5.1 Finding
The collected data are analysed. Mostly external sources of recruitment are considered and general
observation has proven that IDfy has done its remarkable job in its Human Resource department.

The main findings are as follows:

 In IDfy, employees feel that the HR department is co operative and good.

 The recruitment and selection process are decentralized.

 About 90% of the employees are satisfied with the recruitment and selection process.

 Most of the managers prefer Face to face and personal interview

 Mostly external sources of recruitment are considered.

 About 90% of employees feel that they are comfortable working with current HR policies of the company
and 10% feel that they need some changes. The policy of the company is to submit one of the original
educational documents and cannot leave the company for 1 year, if done so then they have to pay a sum
of Rs.28,000 to the company to get the certificate back, where some oof the employees find it risky or
unnecessary.

5.2 Conclusion

Recruitment is the process of searching for prospective employers and stimulating and encouraging them to
apply for jobs in an organization and selection is selecting the right candidate at the right time in the right
place.

Employees of IDfy are satisfied with the current recruitment and selection process. IDfy is recruiting their
employees mainly through various job portals, references and/or consultancies. Consultancies are the
mediator between organization and the candidates as it serves the requirements of employees as well as the
organization.

Also, IDfy has to consider internet sources of recruitment of employees so that it could motivate the
employees. Employees are also as well aware about the various sources and methods of recruitment and
selection. IDfy has to implement innovative techniques in selection process like group discussions, stress
interview, etc.

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5.3 RECOMMENDATIONS & SUGGESTIONS:

Concentrate on Minimum Profile:

Managers should distribute equal one of opening among the recruiters. Some recruiter gets 10 profile to
handle where as some 2-3 profiles, this should not happen. Overloaded recruiters cannot do justice to ant of
the profile so it’s better to give few profiles and get better result in that.

Compensate for Overtime:

Company should provide compensate for late sitting or who come and work during weekend. Giving
compensation motivate employees to come and work more for the organization. Compensate can be like
paid leaves, food coupons and movie coupons etc. which says that organization care for the employees.

Employees Engagement Program:

Company should organized events, functions so that employees are happy and willing to work more. Good
engagement with employees means it will increase theire moral and will give high productivity, employees
will be satisfied due to which there will be less iteration rate,employees will be positive and will contribute
good and creative ideas.

5.4 LEARNING OUTCOME:

My whole experience of working at IDfy was great. This organization has a superb work culture, great
minds and vary high quality of work. I learned a lot about Recruitment and Selection. The work I could
complete here was very satisfactory. I have tried to do my best in sourcing so that the open position is closed
as soon as possible.

Two main things that I’ve learned the importance of time management skills and self-motivation.

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5.5 STRENGTH AND LIMITATION OF STUDY:

Strength of Study:

Practically experienced the process of end to end recruitment process.

Employees in the organization are helpful to provide the information.

Limitations of Study:

The main limitation of the study is the collection of information because most of the information is
confidential

Employees are not ready to answer the questions.

Insufficient sample size for statistical measurement

When conducting a study, it is important to have a sufficient sample size in order to conclude a valid
research result. The larger the sample, the more precise your results will be. If your sample size is too small,
it will be difficult to identify significant relationships from the data.

5.6 SCOPE FOR FURTHER RESEARCH:

There are many different reasons why employers might decide to use an external recruitment consultant. They
may also wish to engage with them in many different ways – from simply a source of CVs to a full advisory
role.

However a good recruitment consultant will both provide a good service but also earn their fee by adding
value and expertise. For a retained search ofcourse you expect to get a Rolls Royce service and a whole lot
more attention and greater certainty of a successful outcome!

Ultimately of course they need to come up with great candidates but whether contingency or retained this is
what you should expect from a good recruiter.

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 Chapter 6 – Bibliography and References

6.1 Company Profile

https://www.idfy.com/

6.2 Books

C.B Gupta, (1996) Human Resource and Management, Sultan Chand & Sons.

K. Ashwathapa, (1997) Human Resource and Personnel Management, Tata Mc. Graw Hill.

Dr. C.R Kothari (1998), Research Methodology.

Chris Duke (2001), Recruiting the right staff

6.3 Websites

www.google.com
www.en.wikipedia.org
www.citehr.com
www.scribd.com

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 QUESTIONNAIRE

What could the recruiting department have done to make this hiring process more efficient and
effective for you as a recruiter?

This question is answerd by the employees by own opinion

By providing proper facilities to their employees

There is a proper recruitment process in our company with a proper management.

Good understanding about the JD and company profile. Provide the qualitative and quantitative CV to the
client

They need to be more specific and clear in the requirements

Should focus on the Client Co ordination

Taking depth information from candidate is beneficial for recruitment.

Should provide with feedback

Hire more employees

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