A FINAL REPORT

ON
RESEARCH AND RECRUITMENT
BY

Chilamanthula srinij
21FMUCHH010604

THE TECH DESTINY COMPANY

Date of Submission: 28/07/2022

Faculty Guide : Preshita Neha Tudu
Company Guide : Gaurav Singh

A FINAL REPORT
 ON
RESEARCH AND RECURITMENT
BY

Chilamanthula srinij
21FMUCHH010604

THE TECH DESTINY COMPANY

A Report Submitted By the Partial Fulfilment

Of
The Requirements of
BBA Program at
IBS Hyderabad

TABLE OF CONTENTS

Authorization
Acknowledgments
Executive Summary
Introduction
Research and Recruitment
Methodology
Human Resource Management (HRM)
Research Process and Methods
Recruitment process
Sources of Recruitment
Recruitments Tools
Findings
Limitations
Objective
Conclusion
References

AUTHORIZATION

Mrs. Preshita Neha Tudu

Faculty Mentor
IBS Hyderabad

TO WHOMSOEVER IT MAY CONCERN

I, Mrs.Preshita Neha Tudu, hereby authorize the submission of the Project Work titled –
“Research and Recruitment”, undertaken by Mr. Chilamanthula srinij (Enrolment No.
21FMUCHH010604) as partial fulfilment of requirement of BBA Program of IBS
Hyderabad. The Project Work was executed by the student under my guidance and no
part of the project has been submitted for any other degree or recognition before.

Sincerely,

(Prof. Preshita Neha Tudu)

ACKNOWLEDGEMENT

This project was possible with the humble assistance and participation of all the people
whose encouragement helped me complete the report. On the very outset of this report, I
would like to sincerely acknowledge their grateful contributions.

I am extremely thankful and pay my gratitude to my faculty Mrs. Preshita Neha Tudu for
her valuable guidance and support during this project. I am deeply indebted to Mr. Gurav
singh (Company Mentor) for his guidance, suggestions, and encouragement. With a sense
of reverence thanks to my parents and members of family, who have supported me
Morally.

At last, gratitude goes to all the friends who directly or indirectly helped me complete
this project report. Any omission in this brief acknowledgement does not mean lack of
gratitude.

EXECUTIVE SUMMERY

I am Chilamanthula srinij (21FMUCHH010604) pursuing my BBA program at IBS,

Hyderabad. As part of my curriculum, I have done my internship at The Tech Destiny
company. In this project I have explored the research and recruitment techniques and
tools used by the company. At the end of the report the reader should be able to recognize
and state the recruitment and research process from start to end.

The title of my internship report is- “Research and Recruitment”, the main objective is
“To understand and compare the company’s existing recruitment and research process
and tools with the general process used in most companies.”

The report explains the basic HR functions and roles, the company’s profile including its
history, strategies, values and services, the recruitment process, factors effecting
recruitment, sources of recruitment, job description, recruitment tools, selection,
interviewing, and background checks.
The main observation of the report is that only a small percentage of the applicants are
offered the job and in that only some of them join the company, meaning that there is a
lot of resources put into the process, but the outcome is not as satisfactory.

The conclusion of the report is that companies have to find the best suited recruitment
and research process to hire the right person and therefore lead the company to success.

INTRODUCTION

Human Resource Management Research is used to evaluate HR practices and

performance. Research is systematic and scientific process of collecting information,
analyzing the information and drawing conclusions for decision making

Human Resource Management investigates the strategic role of individual, group,

structure, and organization in planning, development and management of R&D.

Recruitment is a part of Human Resource Management (HRM), it is a process which

starts with a need to fill position(s). HR is basically managing the human capital,
facilitating the overall goals of the organization through efficient administration of human
resource, the most important asset. The human capital is built in the organization through
recruitment, which is a systematic process which involves identifying the need, job
posting, filtering the candidates (short-list), interviewing and selection tests, and finally
the on boarding. The process may vary from company to company, but the skeleton
remains the same.
The core objective of the internship is to learn the processes and understand the tools
used in the company in contrast to other companies. The aim was to not restrict the
internship to theoretical approach but to emphasize more on the practical learning. The
company is just starting out in India, and it doesn’t have a whole team for recruiting,
which has given me a lot of scope for grasping how each and every factor plays out in the
hiring operation. The time needed to process a candidate, the software used for job
posting and maintaining profiles, the skills needed for interviewing and to determine the
candidate’s worth, knowing if the candidates fits the organization properly, understanding
the candidate’s needs, the cost of hiring a person, are some of the reasons why
recruitment plays a crucial step to define the future of the company

RESEARCH AND RECURITMENT

Human Resource Management is used to evaluate HR practices and performance.

Research is systematic and scientific process of collecting information, analyzing the
information and drawing conclusion for decision making. At times the research may be
advance, relaying on sophisticated designs and statics.

HR knowledge grows at faster rates. HR researches significantly contributes to building

up of new knowledge and strengthening existing knowledge. HR research supplies the
inputs needed for the thorough evaluation of proposed programmes, practices and
activities.

Research can assess the nature of impact (desirable/undesirable) and the degree of impact
(weak/strong) of HR initiatives on performance. It can help recognize the reasons for the
weak impact and new ways to strength the weak impact.

The main methods of collecting data are interviews, recruitment, questionnaires, surveys,
case studies and experiments and many others. The most important thing is recruitment
that we are discussing in this report.
Recruitment is a key responsibility of the HR department. While HR works in many areas
including employee engagement, employee development, statutory compliance, data
management and many others, one of the key areas of focus for HR is to attract, select
and onboard suitable candidates for the organization.

Recruitment, in brief words, is the process of attracting qualified candidates for a job
role; Selection is the process of identifying and selecting the right candidate for the job.

The contributions of each employee play a pivotal role in the sustenance and growth of
the business. Hence it is extremely important to select the right person for the job. The
impact to your business when you hire the wrong candidate is often much worse than not
hiring a person at all.

When it comes to recruitment, the focus is on attracting, selecting, and designing the
appropriate candidates for one or more positions within an organization, permanent or
temporary. The selection process aims at conducting interviews and evaluating candidates
for a specific job, defined at recruitment.

The cost of recruitment and selection can be staggering; hiring new employees should
occur only after careful consideration and only when the organization anticipates a
longterm need for additional labor. Careful HR planning must consider the overall growth
prospects of the organization and accurate forecasting of future labor needs.

METHODOLOGY

To achieve the required results to establish the objective, some methods were used. This
section will clarify the methods I used to do this project.
 Qualitative Analysis- I have gained information for this report through some
unstructured conversations with my company mentor, employees in HRM and a few
other experienced employees who have been with the company for a while, to get their
insights and to explore the steps and the functioning within the scope of my topic.

Quantitative Analysis – I have been given access to a few of the company’s details and
procedures, including statistics of the recruitment rate and need.

Data Source- I’ve been given access to some of the company’s information that is
relevant to my report, which is my primary source. My secondary source mostly includes
an amalgamation of knowledge and reports from articles, websites, white papers, internet,
other reports, and textbooks.

HUMAN RESOURCE MANAGEMENT

Human resource management is the term used to describe formal systems devised for the
management of people within an organization. Essentially, the purpose of Human
Resource Management is to maximize the productivity of an organization by optimizing
the effectiveness of its employees.

“The basic mission of human resources will always be to acquire, develop, and retain
talent; Thrive in the workforce with business; and be an excellent contributor to the
business.” – Edward Gubman.

HRM structures vary widely from business to business, shaped by the type, size, and
governing philosophies of the organization they serve. But most organizations organize
HRM functions around the clusters of people to be helped – they conduct recruiting,
administrative and other duties in a central location. Different employee development
groups for each department are necessary to train and develop employees in specialized
areas, such as sales, engineering, marketing, or executive education. In contrast, some
HRM departments are completely independent and are organized purely by function.

Human resource management is concerned with the development of both individuals and
the organization in which they operate. HRM, then, is engaged not only in securing and
developing the talent of individual workers, but also in implementing programs that
enhance communication and cooperation between those individual workers to nurture
organizational development.

ROLEs OF HRM
The HR department provides the knowledge, tools, training, legal advice, administration,
and talent management which is crucial to sustaining and advancing a company. Human
resource management boils down to optimizing company performance through better
management of human resources.

1. STAFFING
Staffing involves the entire hiring process from posting a job to negotiating a salary
package. Recruiting candidates and selecting the best ones to come and work for the
company is a key HR responsibility. People are the lifeblood of the organization and
finding the best fits is a crucial task. The request for new hires usually starts when a new
job is created, or an existing job opens up. The management team then send the job
description to HR and starts recruiting candidates. In this process, HR can use different
selection instruments to find the best person to do the work; these include interviews,
different tests, reference checks and other recruitment methods.

2. DEVELOPMENT OF WORKPLACE POLICIES

Every organization has policies to ensure fairness and continuity within the organization.
One of the jobs of HRM is to develop the technicalities of surrounding these policies. In
the development of policies, HRM, management, and executives are involved in the
process. The HRM professionals will likely recognize the need for a policy or a change of
policy, seek opinions on the policy, write the policy, and then communicate that policy to
employees. It is key to note here that HR departments do not and cannot work alone.
Everything they do needs to involve all other departments in the organization. Examples
of the workplace policies are discipline policy, vacation time policy, dress code, ethics
policy.

3. PERFORMANCE MANAGEMENT
It involves helping people to become their best selves at work, boosting the company’s
bottom line. Usually, employees have a defined set of responsibilities that they need to
take care of; performance management is a structure that enables employees to get
feedback on their performance – to reach their best performance. Usually, companies
work with an annual performance management cycle, which involves planning,
monitoring, reviewing, and rewarding employee performance. The outcome of this
process enables the categorization of employees in high vs. low performers and high vs.
low potentials.

4. COMPENSATION AND BENEFITS

Fair compensation is key in motivating and retaining employees. One of the
fundamentals of human resource management concerning pay is ensuring equity and
fairness. Making the right offer of pay is a key part of attracting the best talent; this must
be balanced with the budget and profit margins of the company. HR should monitor pay
increases and set standards of merit. The goal here is to reward people in ways that
motivate them. Compensation includes anything the employee receives for his/her work.
In addition, HRM professionals need to make sure the pay is comparable to what other
people performing similar jobs are being paid. This involves setting up systems that take
into consideration the number of years with the organization, education, years of
experience and similar aspects. Compensation usually includes pay, health benefits,
retirement plans, stock purchase plans, vacation time, bonuses etc.
5. TRAINING AND DEVELOPMENT
It is important to make sure that the new employees are not only trained to do the job but
also continue to grow and develop new skills in their job; this results in higher
productivity for the organization. Training is a key component in employee motivation,
employees who feel they are developing their skills tend to be happier in the jobs. Within
HR, learning and development ensures that employees adapt to changes in processes,
technology, and societal or legal shifts. Learning and development helps employees to
reskill and upskill; it is led by HR, and good policies can be very helpful in advancing the
organization towards its long-term goals.

6. HUMAN RESOURCE INFORMATION SYSTEM

HRIS is a tool which helps in managing the other functions of human resource
management better. It supports recruitment and selection; HR professionals often use an
applicant tracking system to keep track of applicants and hires. For performance
management, performance management system is used to keep track of individual goals
and put in performance ratings. In learning and development, a learning management
system is used for the distribution of content internally, and other HR systems are used to
keep track of budgets and training approvals. Compensation specialists often use a
parallel system, and there are also digital tools that enable effective succession planning.
All these functionalities can often be done in one single system – the HRIS. Sometimes
the management of the functionalities is split up into different HR systems.

HR POLICIES
Human resource policies are continuing guidelines on the approach of which an
organization intends to adopt in managing its people. They represent specific guidelines
to HR managers on various matters concerning employment and state the intent of the
organization on different aspects of human resource management. Most commonly the
policies are:

• Employee contracts
• Code of conduct

• Employee wages

• Gratitude policy

• Employee Provident fund

• Leave policy

• Sexual harassment in the workplace policy

• Maternity and paternity leave policy

• Termination of employment policy

• Adaptive work culture policy

• Communications policy

• Non-discrimination policy

• Dress code policy

• Probation and confirmation policy

RESEARCH PROCESS AND METHODS IN HRM

Research Methods in Human Resource Management is a key resource for anyone

undertaking a research report or dissertation. It covers the planning and execution of
HRM research projects, from investigating and researching HR issues to designing and
implementing research and then evaluating and reviewing the results.

Data may be grouped into four main types based on methods of collection: observational,
experimental, simulation and derived.

OBSERVATIONAL:
Observational data are captured through observation of a behavior or activity. It is
collected using methods such as human observation, open-ended surveys, or the use of an
instrument or sensor to monitor and record information -- such as the use of sensors to
observe noise levels at the Mpls/St Paul airport. Because observational data are captured
in real time, it would be very difficult or impossible to re-create if lost.

EXPERIMENTIAL:
Experimental data are collected through active intervention by the researcher to produce
and measure change or to create difference when a variable is altered. Experimental data
typically allows the researcher to determine a causal relationship and is typically
projectable to a larger population. This type of data are often reproducible, but it often
can be expensive to do so.

SIMULATION:
Simulation data are generated by imitating the operation of a real-world process or system
over time using computer test models. For example, to predict weather conditions,
economic models, chemical reactions, or seismic activity. This method is used to try to
determine what would, or could, happen under certain conditions. The test model used is
often as, or even more, important than the data generated from the simulation

DERIVED:
Derived data involves using existing data points, often from different data sources, to
create new data through some sort of transformation, such as an arithmetic formula or
aggregation. For example, combining area and population data from the Twin Cities
metro area to create population density data. While this type of data can usually be
replaced if lost, it may be very time-consuming (and possibly expensive) to do so.
Research methodology is the specific procedure or techniques used to identify, select,
process, and analyze the information about the topic. In a research paper the methodology
section allows the reader to critically evaluate study’s over all validity and realibality.

The study of human resource practices and activities gives the extent of success or failure
of policies and practices. Research on HRM activities provides an understanding of what
does work, what does not work, what needs change, the nature and extent of change.

The purpose of a research methodology is to explain the reasoning behind your approach
to your research - you'll need to support your collection methods, methods of analysis,
and other key points of your work. Think of it like writing a plan or an outline for you
what you intend to do.

RECURITMENT PROCESS

While trying to fill job openings in the company or hire candidates for a new project, the
main goal is to make the procedure of recruitment as efficient as possible and try to make
the best choice. It might take a while to find the right procedure, that is cost-effective and
fits the organization’s needs. Most companies probably are not using the best procedure
for them but continue to make the most of it as finding the most suited method would
cost them more resources than they are willing to spend. I wanted to look more into how
the company uses different techniques for recruitment and try to find out if it is worth the
money and effort that is put in. Firstly, the HRM team is notified of a requirement for
staffing (freshers or experienced candidates). The candidates are sourced from different
platforms. Potential applicants are then contacted to schedule an interview and then
selection is done according to requirements.
 The recruitment teams can be large or small depending on the size of an organization.
However, in smaller organizations, recruitment is typically the responsibility of a
recruiting manager. Many organizations outsource their recruiting needs while some
companies rely exclusively on advertisements, job boards, and social media channels to
recruit talent for new positions. In many companies, they use recruitment software to
make the recruitment process more effective and efficient.

An efficient recruitment process in is an organization-specific sourcing model that aims

to find the right fit for the right job at the right time. It is a step-by-step approach to bring
in talented people who can help the company grow.

An all-inclusive recruitment process has key phases, but it may vary from company to
company depending on the business vertical, organizational structure, size of the
company, nature of operations, existing recruitment workflow and selection process.

Any foolproof recruitment process is typically targeted towards attracting qualified

candidates and encouraging maximum possible job seekers to apply. This makes it
possible to build a big pool of talented players in the job market and minimizes the time
involved in finding candidates and filling roles for the present and future requirements of
the company. A well-planned and thoughtfully crafted recruitment process helps the
hiring team build the right candidates faster while staying focused on engaging the
eligible candidates for maximum conversions. The recruitment process not only reflects
the company’s professionalism but also helps attract the right kind of candidates while
saving the time and money spent on identifying, attracting, engaging, recruiting, and
retaining talent.

The recruitment life cycle consists of seven interrelated steps which are as follows:

1. Identifying the hiring needs

2. Preparing the job description

3. Talent search
4. Screening and shortlisting

5. Interviewing

6. Evaluation and offer of employment

7. Introduction and on-boarding of the new employee

FACTORS AFFECTING RECRUITMENT:

INTERNAL FACTORS:

The internal factors also called as ‘endogenous’ factors are the factors within the
organization that affect a recruiting personnel in the organization. The internal forces,
that is, the factors which can be controlled by the organization are:

1. Recruitment Policy The recruitment policy of an organization specifies the objectives

of recruitment and provides a framework for implementation of recruitment program.
It may involve an organization system to be developed for implementing recruitment
programs and procedure by filling up vacancies with best qualified people.

2. Human Resource Planning Effective human resource planning helps in determining

the gaps present in the existing manpower of the organization. It also helps in
determining the number of employees to be recruited and what qualification they must
possess

3. Size of the Organization Size of organization affects the recruitment process, it

determines the number of employees needed for recruitment, the departments in the
organization, the hiring team, and the structure of the organization.
4. Cost involved Recruitment incurs cost to the employer; therefore, organizations try to
employ this source of recruitment which will bear a lower cost of recruitment to the
organization for each candidate.

5. Growth and expansion Organization will employ or think of employing more

personnel if it is expanding its operations.

EXTERNAL FACTORS:
1. Supply and Demand The availability of manpower within and outside the
organization is an important determinant in the recruitment process. If the
company has a demand for more professionals and there is limited supply in the
market for the professionals demanded by the company, then the company will
have to depend upon internal sources by providing them special training and
development programs.

2. Labour Market Employment conditions in the community where the organization

is located will influence the recruiting efforts of the organization. If there is surplus
of manpower in the time of recruitment, even informal attempts at the time of
recruiting like noticeboard display of the requisition or announcement in the
meeting etc. will attract more than enough applicants.

3. Image of the organization Image of the organization is another key factor having
its influence on the recruitment process of the organization. An organization with
positive image and goodwill finds it easier to attract and retain employees than an
organization with negative image. Image of a company is based on what
organization does and affected by industry. Managerial actions like good public
relations, rendering public service like building roads, public parks, hospitals in
schools helps earn image or goodwill for organization.
 4. Political-Social-Legal Environment Various government regulations prohibiting
discrimination in hiring and employment have direct impact on recruitment
practices. For example, Government of India has introduced legislation for
reservation in employment for schedule caste, scheduled Tribes, physically
handicapped etc. Also, trade unions play important role in recruitment. This
restricts management freedom to select those individuals who it believes would be
the best performers.

5. Unemployment rate One of the factors that influence the availability of applicants
is the growth of the economy (whether economy is growing or not and its rate).
When the company is not creating new jobs there is often oversupply of qualified
labor which in turn leads to unemployment.
6. Competitors The recruitment policies of the competitors also affect the recruitment
function of the organizations. To face the competition, many a times organizations
have to change their recruitment policies.

SOURCES OF RECRUITMENT

INTERNAL RECRUITMENT

1. Job Posting

Job posting is a procedure for advertising job openings within the company to existing
employees. The job description and requirements are typically posted on the bulletin
board, in a company newsletter, or in an internal computerized job bank that is
accessible only to the employees. Job posting helps organizations discover hidden
talent, allows employees to take responsibility for career planning, and make it easier
for companies to retain talented workers who are dissatisfied in their current jobs and
would otherwise leave the company.

The most common method used to find qualified applicants from inside the
organization is job posting. The procedure to inform employees the job opening exists
is what job posting means. The traditional method to announce a job opening was to
post a notice of the job on the HR bulletin board; this is the origin of the term job
posting. Today, many organizations post the jobs electronically through organization
wide intranets or send e-mails to all employees about the job vacancy. Other
employers publish employment newsletters or distribute job announcement flyers.
Whatever the method used, the job announcement should include information about
the position, the required qualifications, and instructions on how to apply. It is
important that the job announcement is made available to all employees.

2. Employee

Referrals Some managers believe that the best method to find top performers is to hire
individuals referred by existing employees. Current employees can play an important
role in recruiting new employees, and send some organizations pay a bonus to
employees for successful referrals. It sounds like everyone wins – the organization
gets a successful new hire, the new employee has a job, and the referring employee
has a bonus in their pocket. There is a downside to extensive use of employee
referrals; relying on word-of-mouth recruiting may generate applicant pools that do
not reflect the diversity of the labor market and may be discriminatory. Therefore, it
would seem prudent to use employee referrals sparingly.

EXTERNAL RECRUITMENT

• Depending on the organization’s policies and the size of hiring budget, the
company may want to use an employment agency. Private agencies and executive
search firms are usually used for recruiting white collar employees, but they can be
used for virtually any type of position. Using job criteria provided by the organization,
an agency will generate the applicant pool and do the preliminary interviews, thereby
screening out unqualified candidates and sending only those who are actually
qualified for the job. This can save a lot of time; however, private agency fees can be
costly because they are often a percentage of the position’s annual salary.

• Large organizations often hire in-house recruiters whose sole focus is to generate
qualified candidates for open positions. Recruiters are generally used in high-tech
industries and focus their efforts on technical schools, community colleges and
universities. Since in-house recruiters are employees of the organization, applicants
generally base their perception of the organization on their interaction with the
internal recruiters.

• The organization can choose to advertise the open position in local newspapers,
trade journals, radio, and television. Advertising can range from a simple help wanted
ads in the classifieds to an extensive multimedia campaign. Local newspaper
advertising was the common recruitment method, particularly for entry-level
positions, because it was low-cost and could generate a good number of applicants.

• Campus Recruitment- in campus recruitment, companies visit some of the most

important technical and professional institutes in an attempt to hire young intelligent
and smart students at source. It is common practice for institutes today to hire a
placement officer who coordinates with small, medium, and large sized companies
and helps in streamlining the entire campus recruitment procedure.

INTRNET RECRUITING

The most significant change in recruiting practices has been the rise in the use of
online recruiting. Many organizations post job openings on their website or
onspecialized sites and some accept only online application, completely eliminating
the hardcopy application.

There are advantages to online recruiting. First, it costs less than traditional
advertising, it’s easy and quick to post an ad; responses are faster and in greater
quantity; and a wider range of applicants can be generated. Online processes can also
screen applications and administer some selection tests, thereby significantly reducing
the time required to generate a pool of qualified candidates.
In companies most of the times, when there is a job vacancy internal recruitment is
considered, if an existing employee is more open to move or is interested in the field
with the opening, they are considered, but sometimes it is not as optimal and external
hire is the next step.

For external recruitment, the company goes for campus recruitment, referrals, through
online platforms like Naukri, LinkedIn, shine or even walk-ins. The source of
recruitment depends on the requirement; for the most part when there is a need for
experienced candidate the company uses LinkedIn or considers internal hiring,
meanwhile for freshers – campus recruitment, Naukri or Shine are used. Referrals can
be for experienced as well as freshers.

RECRUITMENT TOOLS

To attract potential employees, company uses different platforms for recruitment. The
company uses software including Naukri, LinkedIn, Zoho, Hackerrank; I will be
discussing each one further in the below sections.

NAUKRI

Naukri.com is a recruitment platform that provides hiring related services to

corporate/recruiters, placement agencies and to job seekers in India and overseas. It
offers multiple products like resume database access, listings, and response
management tools. The website follows Business-to-business and business-
toconsumer model. Subscription fees and advertising are two ways the website
generates revenue. 90% of the revenue earned is from the recruiters and 10% of the
income sources are from job seeker services.

LINKEDIN

LinkedIn is an American business and employment-oriented online service that

operates via websites and mobile apps. The platform is mainly used for professional
networking and allows jobseekers to post their CVs and employers to post jobs. It
allows members (both workers and employers) to create profiles and double “connect”
to each other in an online social network which may represent realworld professional
relationships. Members can invite anyone (whether an existing member or not) to
become a “connection”. The basic functionality of LinkedIn allows users to create
profiles, which for employees typically consist of a curriculum vitae describing the
work experience, education and training, skills, and a personal photo. Employers can
list jobs and search for potential candidates. Users can find jobs, people and business
opportunities recommended by someone in one’s contact network. Users can save
jobs that they would like to apply for. Users also have the ability to follow different
companies.

HACKERRANK

HackerRank is a technology hiring platform that is the standard for assessing

developer’s skills for companies. It helps companies hire skilled developers and
innovate faster by enabling tech recruiters and hiring managers to objectively evaluate
talent at every stage of the recruiting process. It is a tech company that focuses on
competitive programming challenges for both consumers and businesses, where
developers compete by trying to program according to provided specification.
HackerRank’s programming challenges can be solved in a variety of programming
languages (including Java, C++, PHP, Python, SQL, JavaScript) and span multiple
computer science domains. HackerRank for Work is the subscription service that aims
to help companies source, screen, and hire engineers and other technical roles. The
platform gives businesses the option to leverage a built-in library of programming
challenges so as to tailor that programming challenge directly to a company’s open
position. Technical recruiters then use these programming challenges to test
candidates on the specific programming skills and better understand their qualification
of a certain role.

ZOHO

Zoho recruit is a cloud-based applicant tracking system that is built to provide

diverse, end-to-end hiring solutions for staffing agencies, corporate HRs, and
temporary workforce. Zoho Recruit is an all-inone free recruiting software to manage
every aspect of recruiting firm from job requisition to interview scheduling and
finding the matching candidates. To attract potential employees, eAppSys uses
different platforms, as mentioned above, for recruitment. The company uses Zoho
 recruit which streamlines the recruitment process using an automation technology that
integrates recruiting activities from start to finish. Simply posting the job opening,
will get you nowhere. To filter through the resumes to suit the position is the most
tedious work. One of the features of Zoho recruit allows to narrow down the
applications to the ones actually qualified for the job by integrating prescreen service.
Now that the applicant is narrowed down, the company receives many resumes
through mails, Zoho also supports resume management. In this, the software helps
you review and categorize resumes sent by building a database of resumes. It is an
efficient way to look through any candidates’ resumes and can also be used for future
reference. When you want to look through for a specific job opening, you can also use
the search function to match the condition.

FINDINGS

The following are the findings from the above analysis of recruitment at the companies

• Most of the experienced candidates were hired from LinkedIn and it is a good source
for that purpose.

• Naukri and Campus drives/coaching centers are a major source for freshers.

• In 2019 and 2021 most candidates were hired from referrals, in 2020 most candidates
were hired from coaching centers.

• From the pie chart, it is clear that 33% of the hires are through referrals, 25% from
coaching centers, 18% from LinkedIn, 16% from Naukri, only 4% from campus drive,
3% from advertisements and a mere 1% from Indeed.

• It is evident that the most hires are through referrals, coaching centers, Naukri, and
LinkedIn.

• Even though there is a very small percentage of hires through campus drives, the
company only started the campus drives in 2021 and the result might not be completely
valid as it is still in process and is affected by the mean of other sources from previous
years.
• From the last two graphs we can draw an observation that only a small percentage of
those interviewed are selected regardless of the source.

• In both the years, out of the 171 interviewed only 7 were selected and who joined from
LinkedIn. Out of the 592 interviewed only 10 were selected and joined from Naukri.
Out of the 24 referrals only 9 joined; from the 99 candidates through coaching centers
only 16 joined; and out of the 173 candidates in campus drive only 3 joined.

• Overall, only 5% of the total interviewed candidates are selected from all the sources.

LIMATIONS

• Lack of experience in the field.

• COVID-19 restrictions; to not be able to work in-office.

• Limited recruitment and hiring team.

OBJECTIVE

To understand and compare the company’s existing recruitment process and tools with
the general process used in most companies.
 CONCLUSION

Human Resource Management is an essential part of running a company as it takes care

of the most essential resource. Recruitment is where the HRM functions begin, and it
becomes the determining factor for the rest of the company’s operations. It might seem
simple but is a lengthy process that includes a lot of aspects that affect the recruitment
and selection.

The recruitment and selection process involves identifying the need, job posting and
description, sourcing and screening the candidates, maintenance of candidate’s profile,
application forms, selection tests, interviewing the candidate and background checks.

Every company needs to be aware of the best suited method for their company to recruit
and select candidates in order to cut the costs and make proper use of the resources in the
company. Although the process of recruitment is a deciding factor and should be done
carefully, using up all the resources can waste company’s money which could be
repurposed for the development of the business. So, it is important to find the most
efficient yet effective process for recruitment.

A company should identify the challenges at each stage and resolve them for a better and
easier way of recruiting. At the same time, companies should be aware of the legalities of
hiring and be attentive at every phase to avoid complications and company damage.

The best way to find a process that suits the company is to look at its previous statistics
and try to improve along the way. It is key to evaluate the process to make sure you are
hiring the right person. Creating a suitable recruitment policy allows for a better hiring
process.

I would like to conclude my report by stating that companies have to pay attention to
their recruitment process and make sure it suits the company, hiring the right people
could be the key to success.

REFERENCES
• V.S.P.Rao, “Human Resource Management”. Excel Books Publications, Second
Edition.

• Robbins, “Organizational Behavior”. Pearson Publications. Thirteenth Edition.

• Society for Human Resource Management. (2002). Basic interviewing [SHRM white
paper]. Retrieved from www.shrm.org/hrresources/whitepapers.

• https://www.hrexchangenetwork.com/employmentlaw/articles/avoid-these-6recruiting-
related-legal-issues • https://zenatta.com/5-features-to-help-you-get-startedwithzoho-
recruit/

• https://hbr.org/2021/03/reengineering-the-recruitment-process

• https://www.smartrecruiters.com/resources/glossary/recruitme nt/

• https://open.lib.umn.edu/humanresourcemanagement/chapter/ 1-1-what-is-
humanresources/

• https://ideal.com/top-recruiting-software/