SUMMER INTERNSHIP PROGRAM

A REPORT ON
“RECRUITMENT INITIATIVES IN
WOODCREEPER
HOMES PRIVATE LIMITED”

Submitted by:
Pakhi Srivastava
(17BSPHH01C1337)
IBS Hyderabad
At
Woodcreeper Homes Pvt Ltd

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 A REPORT
ON

“RECRUITMENT INITIATIVES IN WOODCREEPER

HOMES PRIVATE LIMITED”

Submitted by:
Pakhi Srivastava
(17BSPHH01C1337)
IBS Hyderabad

A report submitted in partial fulfilment of the requirements of MBA

program
of

Submitted to:
Damini Srivastava

Faculty Guide: Company Guide:

Dr. Vaibhav Shekhar
IBS Hyderabad HR Executive

Date of Submission: 9th May, 2017

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 Woodcreeper Homes Pvt Ltd

AUTHORIZATION:
The report is submitted as partial fulfilment of the requirement of MBA Program
of IBS Hyderabad. This report document titled “RECRUITMENT INITIATIVES
IN WOODCREEPER HOMES PRIVATE LIMITED” has been conducted and
completed at Woodcreeper Homes Pvt Ltd, Gomti Nagar, Lucknow from February
2018 to May 2018.

Pakhi Srivastava
17BSPHH01C1337
IBS, Hyderabad

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 ACKNOWLEDGEMENTS:
The content and exhilaration that accompanies the successful completion
of any task would be incomplete without acknowledging the people
whose invariable guidance and encouragement made it possible. A word
“THANK” is inadequate to express my gratitude for the support, help,
guidance and affection showed by all the well wishers. It is my privilege
to register my gratitude to all those who have helped me to make my
dissertation with success.

I thank, Almightly, for the blessings showered on me every step of this

venture.

It’s my honor to express my deep source of thanks to Mr. Ankit

Srivastava, Managing Director, Woodcreeper Homes & Miss Damini
Srivastava, HR-Executive, Woodcreeper Homes for guiding me
throughout the internship process. I would like to thank Woodcreeper
Homes Pvt Ltd for their assistance for making my project successful .

It’s my privilege to express my gratitude and profound thanks to my college

guide Dr. Vaibhav Shekhar. It’s my pleasure to extend heartful thanks to
IBS, Hyderabad for giving me a wonderful opportunity to get corporate
exposure. I wish to elicit my thanks to all the Teaching staff, Librarian,
Laboratory technicians and all non-teaching staff members of IBS,
Hyderabad for their timely helping nature.

I offer my humble and sincere thanks to my beloved parents who are the
never ending source of inspiration to me. There are many others whose
names have flashed my mind when I enlisted those to whom I am
grateful. It would rather be impracticable to mention each of them
separately but I am conscious my obligation and thank them collectively.

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 TABLE OF CONTENTS:
Authorization……………………………………………………..3
Acknowledgement………………………………………………..4
Abstract…………………………………………………………...7
Objective of the Study……………………………………………8
Introduction to the company……………………………………...9
Introduction to Recruitment……………………………………...11
 Definition…………………………………………………..11
 Need for Recruitment………………………………………12
Recruitment & Selection…………………………………………13
Recruitment & Selection Process………………………………..14
Recruitment & Selection Provisions…………………………….17
 Review the job and the need for it…………………………17
 Design selection process……………………………………18
 Advertising…………………………………………………19
 Applications………………………………………………..22
 Short listing…………………………………………………22
 Interview……………………………………………………23
 Selection…………………………………………………….25
 Offer…………………………………………………………25
Role of Recruiter…………………………………………………26
Project Details……………………………………………………28
Research Methodology………………………………………......30
 Objective of the study………………………………………30
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  Data Sources………………………………………………...31
 Primary data……………………………………………31
 Secondary data………………………………………….32
Data Analysis…………………………………………………….33
 Analysis of the Questionaire………………………………….33
Findings…………………………………………………………..40
Conclusion………………………………………………………..41
Attachments
 Questionaire………………………………………………..42
 Job Description…………………………………………….44
Bibliography………………………………………………………45

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 ABSTRACT:
In today’s rapidly changing business environment, organization have to
respond quickly to requirements for people. The market has been witnessing
growth which is manifold for last few years. Many players have entered the
economy thereby increasing the level of competition. In the competitive
scenario it has become a challenge for each company to adopt practices that
would help the organization stand out in the market. The competitiveness of
a company is measured through the quality of products and services offered
to customers that are unique from others.

Thus the best services offered to the consumers are result of the genius
brains working behind them. Human resource in this regard has become an
important function in any organization. All practices of marketing and
finances can be easily emulated but the capability, the skills and talent of a
person cannot be emulated. Hence, it is important to have a well-defined
recruitment policy in place, which can be executed effectively to get the
best fits for the vacant positions. Selecting the wrong candidate or rejecting
the right candidate could turn out to be costly mistakes for the organization.
Therefore a recruitment practice in an organization must be effective and
efficient in attracting the best manpower.

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 Objective of the study

The main objective for undertaking this project are:

 To understand the internal Recruitment process in an organization.

 To identify areas where there can be scope for improvement.

 To give suitable recommendations to streamline the hiring process.

 To develop practical knowledge with theoretical aspects.

 To know about the importance of recruitment and selection.

 To know about the role of recruiter.

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 Introduction to the company
Woodcreeper Homes Private Limited is an Indian commercial real
estate services company. It was established on 21st Nov. 2014. The company is
located in Lucknow and is globally present inUAE and Singapore.
Their strong foundation makes them one of the most trusted names in the industry.
Woodcreeper Homes prides itself on delivering the highest level of service to their
clients to meet their needs and exceed their expectations.
They mainly function into Commercial Broking and Leasing where they buy any
non residential property such as stores, malls, office buildings, and industrial parks,
etc. and then lease them to another party in exchange of a monthly rent for that
property.
Woodcreeper’s fully integrated platform of services provides clients with a single-
source solution for every phase of owning or occupying a property from strategic
planning, site selection, design, construction and initial occupancy to ongoing cost-
effective operations and dispositions.. They service prominent multinational
corporations and institutional investors across the globe as well as owners,
occupiers and developers of real estate. Additionally, as a leader in real estate
technology, they utilize the most high-tech tools in the industry along with our
deep bench of knowledge, data and research to optimize businesses and properties.
They Connect sellers with buyers and owners with managers. It is their ability to
understand both sides of the equation.
Everything they do is founded in the belief that when their clients succeed, they
succeed. As a result, many of the world’s leading companies choose them when
they need trusted, expert advice.
They are a tradition of Excellence, Trust and Service.

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Woodcreeper Mission
"Our mission is to provide our clients with the highest quality of brokerage
services available. To bring a value-added and highly qualified team of real estate
professionals to the table for all of our clients from the smallest to the largest. To
provide our clients with extensive market analysis and expertise that fosters
innovative solutions and rewarding real estate opportunities."

Woodcreeper Vision
“Our vision is not to be the biggest but just the best real estate adviser of choice in
our selected markets.”

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 Introduction to Recruitment

Definition-:
Recruitment is the process of recruiting potential personnel to fill up the existing
requirement of the organization. It is the process of discovering potential applicant
for actual or anticipated job vacancies. Recruitment involves encouraging
individuals with the needed skills to make applications for employment with the
firm.

Objective-:
The main objective of recruitment is to increase the number of applications for the
job available in the organization, to select the best applicant who is the best fitted
to the job.

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Need for recruitment-:

It makes possible to choose the right person in the right time at the right place. It
also makes it possible to acquire the number and type of people necessary to
ensure the continued operation of the organization.

 Planned needs:- Such needs arise from changes in the organization policies.

 Anticipated needs:- It refers to those movements in personnel which an

organization can predict by studying trends in internal or external need.

 Unexpected needs:- Such need arises due to illness, death and resignation.

Recruitment follows HR planning and goes hand in hand with selection process by
which organizations evaluate the suitability of candidates. With successful
recruiting to create a sizeable pool of candidates, even the most accurate selection
system is of little use.

Recruiting begins when a vacancy occurs and the recruiter receives authorization
to fill it. The next step is careful examination of the job and enumeration of skills,
abilities and experience needed to perform the job successfully.
Other steps follows:
 Creating applicant pool using internal or external methods
 Evaluate candidates via selection
 Convince the candidate
 And finally make an offer.

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 Recruitment and Selection

Recruitment and Selection are the two phases of the employment process.
The differences between the two are:

The recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization WHEREAS selection
involve the series of step by which the candidates are screened for choosing the
most suitable persons for vacant posts.

The basic purpose of recruitment 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.

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 Recruitment and Selection Process

Recruitment process involves a systematic procedure from sourcing the

candidates to arranging and conducting the interviews and require many resources
and time. A general recruitment process is as follows:

 Identify vacancy

 Prepare job description and person specification

 Advertising the vacancy

 Managing the response

 Short-listing

 Arrange interviews

 Conducting interview and decision making.

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Overview of Process:-

 Assess the need for the job and ensure there is adequate finding for it.

 Do the job analysis and prepare the job description.

 Draft the advertisement and select the advertising media.

 Short list using the person specification only.

 Interview and test short-listed candidates.

 Validate references, qualifications and security clearances.

 Make appointment.

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 Recruitment and Selection Provisions

 Review the job and the need for it:

In order to review the job, it is necessary to do job ananlysis and prepare a
job description and jon specification.
The job description and job specification of Woodcreeper Homes is as
follows:

Sales Executive Job Duties:

 organising sales visits
 demonstrating and presenting products
 establishing new business
 maintaining accurate records
 attending trade exhibitions, conferences and meetings
 reviewing sales performance
 negotiating contracts and packages
 aiming to achieve monthly or annual targets.

Sales Executive Skills and Qualifications:

 Presentation Skills,
 Client Relationships,
 Emphasizing Excellence,
 Energy Level, Creativity,
 Sales Planning,
 Independence,
 Motivation for Sales
 Confidence
 Patience
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  Design Selection Process

Managers need to design the selection process they will use, giving consideration
to the following points:

Panel Composition:

All interviews for permanent posts must be conducted by a panel. The manager is
responsible for selecting interview panel members – being mindful of:

 The requirement that the panel consists of atleast two people, and if possible, is
mixed in terms of race and gender
 The requirement that atleast one panel member has received training on
recruitment and equal opportunities
 The requirement that each panel member be familiar with anti-discrimination
legislation
 The willingness and ability of potential panel members to attend all interviews
for the duration of the recruitment process, to maintain consistency and to
ensure fair treatment of all candidates.

Selection Tests:

Where selection tests are a valid method of assessing a candidate (i.e.

effectively measures the job criteria, is relevsnt, reliable,fair and unbiased also
considering the predictive capacities of tests), they are an extremely useful tool
are recommended for use. Managers would need advice from HR on the use of
such tests. All psychometric tests used in selection must be developed,
administered and interpreted by accredited people.

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 Interview Questions:

Interviewing is not a science. Nor is it an art form. It is simply an imperfect form

of human communication designed to increase the predictive validity of potential
employer-employee relationships. And it is very imperfect.
There are basically eight types of questions you may face during the course of your
interview:

1. Credential verification questions

2. Experience verification questions
3. Opinion questions
4. Behavioral questions
5. Competency questions
6. Brainteaser questions
7. Case questions
8. Dumb questins.

 Advertising:

Reaching any target market can be extremely difficult. As more and more
people turn to online means for their information and service needs, an
active web presence is vital for any organization, large or small. Specialist
News, ads placed are a great way to generate interest in new products and
services, or to improve awareness of your brand.

 Advertising the vacancy- All vacancies at all levels must be

advertised- there will be no “word of mouth” recruitment as this can
lead to indirect discrimination.
No vacancy can be advertised until the request to fill procedure has
been completed, and up-to-date job description, person specification

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 and KSF outline have been sent to the Recruitment Office. These will ensure that:
 Candidates receive the best possible information;
 We do not break our own operational policies;
 We are properly prepared to respond to candidates’ enquiries;
 We are properly prepared to carry out the best interviews possible and
 Make the correct decisions.
The HR department routinely monitors the cost and response rate of
advertisements and as a result, will give advice on the choice of publications to
ensure more cost-effective advertising.
The aim of the advertisement is to attract suitable candidates only, at the least cost.
The information it should contain is taken largely from the job description and the
person specification, as set out below:
 Job title
 Grade and/or salary as appropriate
 Brief description of the post
 Essential requirements, such as shift work or travel
 Any positive features such as training prospects
 A contact person/telephone number for further information about the job
 Encourage informal visits, where applicable.

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Recruiting a Candidate Pool:
 Looking Inside:
 Consider possible internal candidates with an interest in the post.
 Determine if the position level requires an external search.

 External Search:
 Advertising – Brief position description
Minimum Qualification
Include information needed from candidate:
A resume
Documents

Ways of Advertisements:
 Newspaper - Newspaper display advertising is a form of newspaper
advertisement - where the advertisement appears alongside regular editorial
content.
 Online Jobsites – Many online job websites exist where you can advertise
your job, often for free. Nearly everyindustry has one or more job websites
targeted toward specifc types of jobs. The websites normally charge a fee to
post a job, but it is a reasonable cost for reaching such a wide, targeted
audience in one step.
 Social Networking Sites – Social networking sites are used by millions of
people. Posting about the jobs on these sites can be very helpful because
nowadays people spend more time on these sites than on newspapers or
online portals.
 Ask for references – Testimonials and networking can be valuable in
helping you make the most of your time and money. Ask colleagues within
and outside your company where they have had success seeking job
candidates.

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 Applications:

A file will be set up for each individual vacancy and held in the Recruitment
Office containing the following:

 Application form
 Job description, person specification, KSF outline
 Terms & conditions of Employment
 Information about the Department in which the vacancy exists should be
provided.

 Shortlisting:

The shortlist must be drawn up by minimum of two people, one of whom

should be the recruiting manager. All panel members participating in short
listing must be familiar with the job description, person specification and KSA
outline.
Short listing must be based only on the information given in the application,
which is assessed against the criteria contained in the person specification and
must be consistently applied to all candidates.
If there are a large numbers of candidates meeting all the criteria for the job, it
will be necessary to examine the degree to which each candidate meets the
essential criteria, and by short listing those candidates who, in their
application, demonstrate the greatest ability to meet the criteria which can be
tested at shortlisting stage.

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  Interview:

“Any person to person between two or more individuals with a specific

purpose in mind is called Interview.”

There are basically two types of Interviews:

 Structured Interviews
 Unstructured Interviews.

Structured Interviews – In which interviewer asks those questions which are pre-
defined.
“One type that has been widely studied and is considered relatively structured is
situational questions.”

Unstructured Interviews – In which interviewer asks those questions which are

not pre-defined and ask randomly.

 Arrangements for interviews:

Interviewing and selecting:-

The interview process is a part of nearly all hiring decisions, and is considered by
many experts to be the most important form of hiring practices. Through a series of
questions and answers, the interview process allows both the potential employer
and prospective employee to get to know one another and discuss the position and
workplace. While resumes can give a good idea as to skill level and basic
qualifications of a candidate, the interview process can provide insight into the
attitude and character of the applicant.

For the job-seeker, the interview process can reveal many things about the job,
workplace, and employer. Many people try to get interviews after seeing only a

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short advertisement or posting that gives only the general title and basic
requirements of the job. Going for an interview allows the applicant to ask
questions about exact duties, chain of command, potential for advancement,
workplace atmosphere, and salary or benefits. Although the interview may seem to
be about whether the candidate is right for the job, it is also for the candidate to
decide whether the job is right for him or her.

Making the decision:-

The panel should:

 Consider whether each candidate is appointable.

Do they fulfil the essential criteria?
Do they match the person specification?

 Choose the best candidate.

Screening Interviews:-

These are usually shorter interviews used for the purpose of conducting a brief
evaluation of a candidate. Successful candidates are asked back for more in-depth
interview.

One-to-one Interviews – These interviews involve a candidate being questioned

by one interviewer – also common in early stages of selection.

Telephone Interviews – Occasionally interviews are conducted over the

telephone. This can be a disorienting experience mainly because neither party can
see each other. Hence you need to rely on verbal cues from the interviewer as well
as demonstrating a lot of enthusiasm, clarity and positive tone with your voice.

Panel Interviews and on-site/second interviews – After a first interview you may
be asked to a second interview which is often on-site with the employer. Panels
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consist usually of 2-3 people, often from different parts of an organization e.g. a
graduate recruitment specialist, a technical expert and a person representing the
area you could work in.

Case Study Interviews – Some organizations, especially consulting firms, use

case study questions to evaluate Candidate’s analytical skills. These scenarios can
often be quite challenging.

Competency - Based Interviews – Competency or behaviour based interviews

operate from the premise that the most accurate predictor of future performance is
past behaviour is past behaviour in a similar situation. This type of interview is
now commonly used in selection processes.
e.g.: 1. Give me some examples about when you have had to handle difficult
people.
2. What would be the best example of you giving a project or piece of work your
absolute best effort and being disappointed by the outcome? What would you do
differently a second time?

 Selection:

 Decision to Appoint – After interview process the require candidate is

selected for a job. Panel members decide to hire that individual who is
fulfilling the requirements.

 Offers:

 Offer of Employment – Organization offers the job to the individual.

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 Role of Recruiter

Recruiters work to fill open positions in private-sector companies and government

agencies. Some recruiters work for one company and receive an hourly wage or
annual salary. Others work for staffing agencies, where they fill positions for
several clients and earn a base salary plus commissions. Some recruiters even work
on a contingency basis, which means they only get paid when they place
candidates with employers. Recruiters play an important role in the placement
process.

 Applicant Screening - Recruiters screen applications and resumes to

determine which candidates meet the minimum requirements for an
advertised job. If an applicant does not meet the minimum requirements, the
recruiter will not send his application materials to the hiring manager.

 Initial Interviews - The interview process is not the same for every
organization, so some recruiters conduct initial interviews to save hiring
managers time. A recruiter might schedule interviews with 10 candidates
and, based on the results, narrow the candidate pool to just three people for
the hiring manager to interview at a later date.

 Interview Coordination - Some organizations use panel interviews to select

employees. During this type of interview, a candidate meets with several
people instead of just the hiring manager. The panel may consist of
department heads, supervisors and department employees. Recruiters
coordinate these interviews by reviewing each participant's schedule and
selecting a date and time when everyone is available. The recruiter may send
reminders to each interviewer the day before an interview to ensure that
everyone is able to attend.

 Reference and Background Checks - Before making a job offer, the

recruiter conducts reference and background checks on the potential
employees. During a reference check, the recruiter calls each of the

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 references given by the potential employee and verifies information such as
dates of employment and job titles. Some recruiters ask specific questions
about the candidate's job performance, but past employers may not be
willing to answer such questions. Recruiters may also call past supervisors
or colleagues, even if candidates have not listed them as references.

 Candidate Sourcing - Many recruiters focus their efforts on filling

advertised positions with people who have expressed an interest by
applying. Some recruiters take a different approach; they find high-
achieving candidates who are happy in their current positions and convince
them to consider changing employers. This method is known as
"headhunting," and it is typically reserved for professional and executive-
level positions. The headhunter identifies candidates by networking and
visiting sites such as LinkedIn to find people who match the requirements of
an open position. Some headhunters use phone sourcing to identify viable
candidates. This involves calling companies to determine who holds a
position similar to the one being filled. Headhunters may work on a
contingency basis, which means they only get paid if they successfully place
a candidate.

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 Project Details

Title: “RECRUITMENT INITIATIVES IN WOODCREEPER

HOMES PRIVATE LIMITED”

Objectives: The main objective for undertaking this project are:

 To understand the internal Recruitment process in an organization.

 To identify areas where there can be scope for improvement.

 To give suitable recommendations to streamline the hiring process.

 To develop practical knowledge with theoretical aspects.

 To know about the importance of recruitment and selection.

 To know about the role of recruiter.

Methodology:

 Doing Job Analysis

 Preparing Job Description & Job Specification
 Advertising about the vacancy through different modes.
 Receiving Resumes

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 Short listing the resumes based on the criteria
 Arranging the first round of interview
 Informing the qualified candidates about the second round of interview
 Conducting the second round of interview
 And finally, offering the qualified candidates the job.

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 Research Methodology
Research methodology is a method to solve the research problem
systematically. It involves gathering data, use of statistical techniques,
interpretations and drawing conclusions about research data. Keeping in
view the objectives of the study, data is collected from different sources.
The purpose of this section is to describe the methodology carried out
to complete the work. The methodology plays a dominant role in any
research work. The effectiveness of any research work depends upon the
correctness and effectiveness of the research methodology.

Objectives of Study:
1) The primary objective of the study is to analyze the process of Recruitment and
Selection in the industries.
2) To observe the procedure to select the candidates from internal as well as from
external sources in the industries.
3) To find out the various recruitment sources used by the selected industries.
4) To study the employee satisfactory level with the existing recruitment
policy in the industry.
5) To study the stages of selection procedure in the industries
6) To find the reasons for accepting the offer in the respective selected
industries.

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Data Sources:

There are two types of data sources available to the research processes:
1. Primary data.
2. Secondary data.

 Primary Data - The primary data is collected by using primary methods

such questionnaires, interviews, observations etc. For this study
questionnaires are used to collect primary data from the employees of the
industries. We know relatively little on a systematic basis about how or
why organizations choose to use different combinations of these strategies,
though some of the results reported in the study of recruitment and
selection and in large firms offers some pointers that are worthy of
further exploratory research, particularly among small and medium sized
organizations. Nowadays employees suggests that personality tests are
now being routinely used for some occupations in 19 per cent of
workplaces, and performance tests are being used in Recruitment and selection
in 46% of workplaces. Personality testing seems to be concentrated in larger
workplaces and used upon professional, managerial, and sales staff; and
performance testing concentrated again in larger workplaces but used for
professional and administrative staff. Among the sample of large employers
the overall relative ranking of importance of different skill/suitability
Assessment methods was as follows:
 1. Interview
 2. Work experience
 3. Performance/competency test
 4. Qualifications
 5. Assessment center
 6. Personality/ aptitude test

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 Secondary Data - Secondary data is collected from various Journals, books,
websites, Government reports, News papers, and other research reports.

Sampling Method:
Survey was done by random sampling method.
Sample Area:
Lucknow.
Mode of analysis:
The instrument used for data collection was in the form of questionaire. The
questionaire was used as it facilitates the tabulation and analysis of the data to be
collected. The data collected was subjected to simple frequency distribution and
percentage analysis.

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 Data Analysis

Data analysis is very important aspect of project, as it basically involves the

analysis of all the information that we collected. Data analysis is a body of
methods that help to describe facts, detect patterns, develop explanations and
test hypothesis. After analysis of each of the question in a questionnaire the
interpretation of the same is also being provided which includes the reason about
the particular aspect of the organization.

Analysis of the Questionaire:

1. Analysis regarding the effectiveness of Recruitment & Selection process in
organization
Sources No. of Respondents
Strongly agree 11
Strongly Disagree 0
Disagree 0
Neutral 1
Agree 4
Other 0

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 12

10

6
Series1
4

0
Strongly Strongly Disagree neutral Agree other
agree disagree

2.Analysis regarding the best source of R&S process

Sources No. of respondents

Internal 4
Consultants 4
Print Media 6
Electronic Media 2
Other 0

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 No. of respondents
6
4
2 No. of respondents
0
l s ia ia r
r na nt ed ed he
te lta M M Ot
In u t
ns in ni
c
Co Pr r o
ct
Ele

3. Analysis regarding the method used for recruitment

Sources No. of respondents

Structured 6
Unstructured 3
Problem Questions 3
Case study questions 4
Others 0

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 No. of respondents
6
4
2
No. of respondents
0
d d s s rs
ure u re tion tion the
ct ct s s O
ru tru ue qu
e
St s Q y
Un em tu
d
obl s
Pr se
Ca

4. Analysis regarding the preferred attribute during R&S procedure

Sources No. of Respondents

Experience 3
Qualification 3
Both 9
Others 1

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 No. of Respondents
10
8
6
4 No. of Respondents
2
0
ce on th rs
r ien cati Bo the
pe fi O
Ex uali
Q

5. Analysis regarding the main sources of selection in any organization

Sources No. of respondents

Written 1
Group Discussion 4
Interviews 10
All the above 1

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 12
No. of respondents
10
8
6
No. of respondents
4
2
0

6. Analysis regarding the period when recruitment is done

Sources No. of respondents
Quaterly 3
Annually 1
Half-yearly 3
When required 9

No. of respondents
10
8
6
4 No. of respondents
2
0
rly lly rly ire
d
ate nua yea u
lf- q
Qu An re
Ha en
h
W

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7. Analysis regarding the main reason for accepting the offer from any
organization

Sources No. of Respondents

Relocation 1
Relation with employees 2
Job security 4
Decent salary 3
Opportunities for growth 4
Identification with the 2
company

No. of Respondents
4
3
2
1
0
No. of Respondents
on es rit
y
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y
wt
h
an
y
cati oye cu sa r o p
lo pl se nt g
co
m
Re em Job
ece f or e
th D es th
wi niti ith
o n tu w
lati por tion
e ca
R Op tifi
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Id

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 Findings

The findings from the analysis of the company are listed as follows:-
•The company considered print media as the most important medium of
hiring employees and then employee references also act as the important
source of recruiting people.
•The employees consider employee references as one of the most reliable
source of hiring the new employees and also to some extent print media
and campus placement.
•The most important feature in company’s recruitment &selection policy
is that we need to do job analysis and prepare a job description and
specification.
•The existing recruitment process of company is good but it need not to
change.
•After analysis of the company’s selection procedure I found out the
company is using quite effective method of doing selection of candidates
and they always take in consideration the cost-benefit ratio which is quite
important from the long perspective of hiring employees.
•The ratio of selected candidates to joining candidates is quite effective
and highest in number as the employees being selected are also of the
view that they are analyzed properly and effectively.

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 Conclusion

The main thing that I want to conclude firstly is that with the help of
analysis, feedback generated through questionnaire I found that the
company is following an effective Recruitment and Selection process to
maximum extent. As per my study, out of the various methods of
sourcing candidates, the best one is – getting references via references and
networking. In the process, I came across various experiences where the
role of an HR and the relevant traits he finds in the candidates were
displayed. Company should focus on long term consistent performance
rather than short term. The emphasis towards training and enhancing
skills of recruiters needs to be more and also consistent .
The study suggests that when Recruitment and selection process is properly
established and implemented then organization will grow because all the
employees will be according to the requirements. Recruitment and selection
process affects a lot on the organizational activities regarding its growth
because if the people will be according to the requirements and skillful then
cost will reduce and organization will grow.

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 Questionaire

1.Your Good Name

2. Your age
3. Work Experience
4. Recruitment & selection process is effective for the Organizational objectives?
a. Strongly agree
b. Strongly Disagree
c. Disagree
d. Neutral
e. Agree
5. Which is the best source of R & S process?
a. Internal
b. Consultants
c. Print media
d. Electronic Media
e. Others
6. Which method should be used for recruitment?
a. Structured
b. Unstructured
c. Problem Questions
d. Case Study Questions

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 e. Others
7. What according to you is a preferred attribute to be considered for R&S
procedure?
a. Experience
b. Qualification
c. Both
d. Others
8. The main sources of selection in any organization?
a. Written
b. Group Discussion
c. Interviews
d. All the above
9. What is the period of recruitment in your organization?
a. Quarterly
b. Annually
c. Half – Yearly
d. When required
10. What could be the main reason for accepting the offer from any organization?
a. Relocation
b. Relation with employees
c. Job security
d. Decent Salary
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 e. Opportunities for Growth
f. Identification with the company

Job Description & Specification Sample

Sales Executive Job Duties:
 organising sales visits
 demonstrating and presenting products
 establishing new business
 maintaining accurate records
 attending trade exhibitions, conferences and meetings
 reviewing sales performance
 negotiating contracts and packages
 aiming to achieve monthly or annual targets.

 Sales Executive Skills and Qualifications:

 Presentation Skills,
 Client Relationships,
 Emphasizing Excellence,
 Energy Level, Creativity,
 Sales Planning,
 Independence,
 Motivation for Sales
 Confidence
 Patience

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 Bibliography

 https://resources.workable.com/tutorial/how-to-write-a-good-job-
description
 http://smallbusiness.chron.com/definition-recruitment-selection-
process-2526.html
 https://content.wisestep.com/steps-recruitment-selection-process/
 www.google.co.in
 http://www.yourarticlelibrary.com/human-resources/recruitment-
meaning-and-sources-of-recruitment-with-diagram/32353
 www.slideshare.com
 https://www.google.co.in/search?ei=IMT2WvIchNy-
BMfckpgL&q=how+to+do+a+research+methodology+for+recruitment
&oq=how+to+do+a+&gs_l=psy-
ab.1.0.35i39k1j0l9.11376.16117.0.17741.34.17.0.0.0.0.385.2750.3-
8.9.0....0...1c.1.64.psy-
ab..25.9.3189.6..0i20i263k1j0i67k1j0i131k1.444.XE0kD_rsK1I

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