INTERNSHIP REPORT

ON
“RECRUITMENT AND SELECTION PROCESS” AT
GREENTREE ADVISORY SERVICES

Submitted To: Ms/Mrs Rajni

Internship Advisor

Submitted By: Tushar Agarwal

ID: 22020011
MASTER OF BUSINESS ADMINISTRATION
2022 - 2024
OP JINDAL GLOBAL UNIVERSITY, SONIPAT
ACKNOWLEDGEMENT

Every single work needs backing and direction for the fruitful accomplishment of its points
and goals. First and foremost, I would like to express my gratitude to my mentor Ms. Sonakshi
Srivastav and Mrs. Indu Sharma, for her unwavering guidance, assistance, effort, and
suggestions. I truly appreciate her. This report would not be possible without her direct
guidance. Ms. Sonakshi Srivastav, a very dynamic personality, constantly inspired me to
advance my career and share her knowledge with me. I will be eternally grateful to Ms.
Sonakshi Srivastav for her extraordinary gesture and unwavering effort. This organization's
wonderful working environment and group commitment has enabled me to deal with a variety
of issues.
I am also grateful to and acknowledge my supervisor, Mr. Sandeep, Director (HRD), it would
have been impossible for me to complete this report without his direct help, suggestions, and
assistance.
I'd like to express my heartfelt gratitude to these incredible people for their extraordinary
collaboration, which will be remembered for a long time. This report was created by me, but it
would be outlandish without the assistance of the people listed above, so I'd like to thank
everyone.

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DECLARATION

I, Tushar Agarwal, hereby submitting my internship report, which is a part of my MBA

curriculum. It is a great honour to work under active support and supervision.
This report is based on “Recruitment and Selection of GreenTree Advisory Services”. I have
got the opportunity to work in GreenTree Advisory Services in “Human Resource Department”
under the supervision of Ms. Sonakshi Srivastav. To prepare this report, I gathered the most
relevant information in order to make it more logical and reliable. My superiors and colleagues
are my primary sources of information for this report. I did my best to meet the report's
objectives and hope that my efforts were successful.
I assert that the things said and done are the results of my efforts. Furthermore, I attest that:
1. The work in the report is original and was completed by me under the supervision of Ms.
Sonakshi Srivastav
2. I followed the internship standards provided by the institution when writing and submitting
the report.
3.The work has not been submitted to any other institution for any other
degree/diploma/certificate at this or any other university in India or abroad.
I would be grateful if you could enlighten me by sharing your valuable opinion on this report.
It would be my great pleasure if you found this report useful and informative in gaining a clear
perspective on the subject. Thank you for your focus and patience.

Name: Tushar Agarwal

Student ID: 22020011
Date: 19.02.2023
Location: Gurgaon

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CERTIFICATE

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EXECUTIVE SUMMARY

As part of my MBA program, I have completed my two months internship program from a
well known industry named “Green-Tree Advisory Pvt. Ltd.”. During my internship period in
“Green-Tree Advisory Pvt. Ltd.”, I have gained valuable knowledge and experience in the field
of Human Resource. So based on my learning and experience from the organization I have
completed my internship report on the recruitment and selection activities of “Green-Tree
Advisory Pvt. Ltd.”. In this paper I have tried to focus and analyse the core Human Resource
functions of “Green-Tree Advisory Pvt. Ltd.” and what kind of value added services they are
providing to their employees. In the report I have discussed what kind of activities I have done
describes in details. The services include CV screening, Data entry, Job posting, Assist in
interviews, Help candidate in the time of joining etc.

In CV screening I have basically discussed about the Executive Search of candidates from
Naukri jobs or other relevant sources .In Green-Tree, joining process is very strict and
confidential. In case of training I have tried to explain the different area of recruitment and
selection. These are: current situation of recruitment, how to advertise and attract candidates
through Linkedin, succession planning etc. In methodology I have mentioned about the
screening and sourcing and researching. In recommendations how the industry can improve
and also give some suggestions. In this report the problems, scope, limitations and various
analyses are also done.

In this report I have also tried to analyse the benefits of these services as well as my learning
from the organization. From my personal view the learning aspect was fruitful and the
experience there will help me in the future. I have learnt many aspects of HR, working with
different sections of the company. Mainly working with recruitment and selection section of
the company was a great learning opportunity.

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Table of Contents
ACKNOWLEDGEMENT ............................................................................................................................ 2
DECLARATION .......................................................................................................................................... 3
CERTIFICATE ............................................................................................................................................ 4
EXECUTIVE SUMMARY ........................................................................................................................... 5
COMPANY’S PROFILE ..................................................................................................................................... 7
POSITION OF THE COMPANY ................................................................................................................ 8
ORGANIZATION STRUCTURE .......................................................................................................................... 9
JOB PROFILE ........................................................................................................................................... 10
SCOPE OF THE PROJECT ...................................................................................................................... 12
OBJECTIVES .................................................................................................................................................. 12
DELIVERABLES ........................................................................................................................................... 12
METHODOLOGY ..................................................................................................................................... 13
DATA TYPE: .................................................................................................................................................. 14
DATA SOURCE: ............................................................................................................................................ 14
DATA COLLECTION METHOD: ................................................................................................................. 14
DATA ANALYSIS: ........................................................................................................................................ 15
RESULTS AND INTERPRETATION: ....................................................................................................... 15
SUGGESTIONS AND RECOMMENDATIONS ....................................................................................... 16
LIMITATIONS .......................................................................................................................................... 17
LEARNING ................................................................................................................................................ 18
LIST OF TABLES ...................................................................................................................................... 19
TABLE-1 (SUBMISSION TRACKER) .................................................................................................................... 19
LIST OF FIGURES .................................................................................................................................... 20
FIGURE-1(CLIENT TRACKER) ........................................................................................................................... 20
FIGURE-2 (DAILY TRACKER) ............................................................................................................................ 20
LIST OF ABBREVATIONS ...................................................................................................................... 21
APPENDIX ................................................................................................................................................. 22
BIBLIOGRAPHY ...................................................................................................................................... 23

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COMPANY’S PROFILE

In all of the world's major civilizations. And it is human nature to seek such entities for personal
development as well as the development of the community as a whole. This never-ending
human quest for knowledge, in fact, leads man to seek newer opportunities in today's world,
both personal and professional. The pursuit itself becomes the point at which Green Tree steps
in.
Green-Tree is a well-established Global Human Resource Solution provider whereby it
engages in a client-centric approach to lend world-class recruitment services. Our vast pool of
knowledge based on comprehensive industry research and active camaraderie with business
leaders makes us at Green Tree, experts in searching the right human resource for your
company. It is not an unknown fact how important employees are for an organization, and vice-
versa. And ultimately, it all comes down to finding the right human resources for your business
at the right time.
We are adept at Executive Search, finding the right human resource for your organization after
an in-depth understanding and analysis of your business’s requirements. We focus on quality,
not quantity – this reflection our portfolio. Our rock-solid network in the industry and long-
term business relationships enable us to fulfill effectively and efficiently the hiring needs of
our clients.

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POSITION OF THE COMPANY
Greentree Advisory Services Pvt Ltd is a Human Resources firm based in Gurgaon, Haryana.
It was established in 2008.
It is a non-government company that is registered with the Registrar of Companies in Delhi. It
has a paid-up capital of Rs. 100,000 and an authorised share capital of Rs. 100,000. Its activities
include legal, accounting, bookkeeping, and auditing; tax consulting; market research and
public opinion polling; and business and management consulting.

SERVICES OFFERED
• EXECUTIVE SEARCH
Executive research is an innovative way to discover key individuals who are not visible
within the marketplace and not actively looking for a career change.
Using executive research and talent mapping, we with a team of dedicated specialists
focus our research efforts at executive/leadership levels throughout various industry
sectors.

• GLOBAL RECRUITMENT
As the world is becoming a Global Village, talent too is transcending geographical
boundaries. The technological revolutions , globalization coupled with ever changing
macro-environment provides a great opportunity for talented workforce to scout for
overseas opportunities. The clients too are looking beyond boundaries to win the war
for talent.

• STAFFING SOLUTIONS
Temp Staffing enables your business to adjust more seamlessly and quickly to business
fluctuations. It helps organisations to quickly acquire qualified staff. And at the same
time, when businesses are faced with unfavourable and volatile conditions , temp staff
is easy to part ways with.

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ORGANIZATION STRUCTURE

Mr. Sandeep – Director

Mr. Manish Ambwani – Global Head Operations

Mrs. Indu Sharma – BFSI (AVP)

Mrs. Swati – Data Science (Practice Lead)

Mrs. Shalini – Engineering & Transportation (Practice Lead)

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JOB PROFILE

Assist with all training projects and executive search projects. Provide assistance to other
sectors as well. During my one month of work experience, I have had various responsibilities
such as one-on-one conversations, team meetings, and so on. I also screened the candidates'
CVs, shortlisted them, and called them for interviews, posted jobs on Naukri, and so on. Assist
the HR Manager in the recruitment of management and interns. Select the best CVs from the
available sources. Arrange for an interview date, time, location, and panel, and then coordinate
accordingly.
Working in an industry like "GreenTree Advisory Services" has been a great privilege. It is a
large industry in comparison to other companies' activities or production, as well as to other
industries of its kind; it is a very good place to work. What I most admire is that I had the
opportunity to learn while working for the company. There is a great opportunity to learn many
HR aspects with a broad perspective. As an intern, I was assigned to the department and worked
under one of my senior colleagues. Despite the fact that I was assigned to the recruitment
programme, I also screened the CVs of the candidates, short listed them and called for
interview. Assist the HR Manager in the recruitment of Management and Interns. Select the
best CVs from the available sources. Arrange for an interview date, time, location, and panel,
and then coordinate accordingly.
With my supervisor's full support and permission, I assisted all HR departments and senior
associates on various projects. They did not treat me as an intern, but rather allowed me to
perform tasks that their employees frequently perform. I assisted my team by collaborating
with them on various projects and corporate presentations. The time I spent with the team
helped me understand a variety of HR issues that managers and upper management face on a
daily basis, as well as how to solve them by developing effective guidelines.
I've also learned about the various types of informal tasks, such as arranging application forms,
information forms, interview rating forms, and so on, that are carried out in various types of
organisations, as well as how recruitment varies from industry to industry. It has provided me
with valuable insight into many of the issues that large organisations face, as well as how
organisations such as "GreenTree Advisory services" assist them in resolving recruitment-
related issues.
Setting up a recruitment programme normally takes a lot of time and effort; first, we must
obtain a requisition from a different department. Then, if we believe we need a new employee,

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we will schedule an interview. There are two methods of hiring: external and internal. We
occasionally use HR consultants for Hear hunting. There are various types of hiring
programmes based on the level of the designation. A recruitment session could last three to
four days, or even an entire week.
I had the opportunity to work on a variety of important tasks, including assisting candidates in
their transition to a new position. I had to verify their original documents, certificates, medical
reports, national ID cards, and so on. Throughout this process, I learned a lot about different
job description formats used by various large corporations. Before making phone calls and
offering jobs to candidates, it is critical to understand the job posting and its responsibilities.
To summarise, it is critical to review the job description format provided by the client company.
This has assisted me in learning about the various posts and levels of jobs available in the
market, as well as the requirements and qualifications. These are some of the valuable lessons
I would not have learned had I not participated in such projects.
I was also involved in the organization's CV entry process. I was heavily involved in sorting
through the CVs that came in from jobs and other sources on a daily basis. It is critical to sort
and save CVs to the "Green Tree Advisory Services" database for future use. During my time
in the organisation, I also learned how to write official mail. The entire experience was very
insightful, and I learned a lot from my internship period.

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SCOPE OF THE PROJECT

OBJECTIVES

• The Recruitment and Selection Policy was developed with the goal of recruiting and
selecting individuals who have a strong desire to achieve The GreenTree Advisory
Services Group's vision and who will assist us in achieving business results.
• Another objective of the internship searching for candidates and encouraging them to
apply for jobs in the organisation, whereas selection entails a series of steps in which
candidates are screened in order to choose the best candidates for open positions

DELIVERABLES

• Taking part in the organization's CV submission process.

• On a daily basis, I was heavily involved in sorting through CVs received from jobs
portal and other sources.
• Shortlisted and interviewed the candidate.
• Completion or achievement of goals.

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METHODOLOGY
GreenTree has a consultative approach to Talent Acquisition. Though every search is tailor-
made to suite the clients requirement ,yet we follow a standardized process of Search and
Selection.

• Scoping ( Working closely with Key Stakeholders of an Organization and finalising

the Value Proposition Job Description and Search Strategy )

• Searching and attracting the right talent (Engaging in thorough search for desired
talent through our captive well-cultivated network, and every other available
networking platform )

• Screening and Assessment (Assessing potential candidates on pre-agreed parameters

like Technical skills , Cultural fitment , Right Attitude among others )

• Managing the Interview Process (Making sure the entire interview process is smooth )

• Managing Job Offers (Working closely with the clients in making and presenting the
offer , bringing client and candidate on the same page and facilitate closing the offer )

• Handholding Candidates (Making sure the candidate is well-settled in their new role )

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DATA TYPE:
Types of data collected for the report:
1) Secondary Data Analysis - This report focuses primarily on secondary data analysis.
This means that the information in this report was gathered from the company database
and past record files. Data was also gathered from the Human Resource Manual and
textbooks from various libraries.
2) Primary Data Analysis - I've decided to use primary data analysis for the main
prospect of my report. For this, I designed a small survey using the "descriptive research
design" from the perspective of the company's recruitment and selection department.

DATA SOURCE:
The research is a hybrid of quantitative and qualitative methods. It is an unstructured,
exploratory research methodology based on small samples indented to provide insight and
understanding of the selection and recruitment department's activity in the qualitative section.
However, on the qualitative side, I used a structured questioner method and a standard sample
size from the entire recruitment and selection department's population.

DATA COLLECTION METHOD:

As previously stated, the research design I used in this analysis is "Descriptive Research
Design."
We know that two types of methods are commonly used in descriptive research design; they
are –
a) Survey Method
b) Observation Method

I used the survey method for my analysis. This method collects information from respondents
by questioning them. Respondents are questioned about their behaviour, intentions, attitudes,
awareness, and motivations. Questions are typically asked verbally, in writing, or both at the
same time. In this case, I decided to use the structured questioner format, asking the questions
verbally and allowing them to write their responses (refer to figure-2). I also used the
observation method, where I learned a lot from the official environments and colleagues.
Observation based on personal experiences shared by a Group member.

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DATA ANALYSIS:
I've encountered a variety of tasks carried out by the HR department. I was introduced to the
jobs of an HR professional; there were various types of jobs I was made aware of and some
were regular, while others were irregular.

RESULTS AND INTERPRETATION:

Ø Collecting bio data
Ø Screening bio data
Ø Scheduling interviews and training
Ø Calling for interviews and training
Ø Preparing summaries and proposals for candidates
Ø Managing field visits
Ø Assisting with training programmes

The goal is to hire the best candidate for the job. As a result, unless a person has already been
identified through the succession planning process or other business requirements, it is always
better to advertise the position.
• Advertise the position clearly and emphasise the necessary skills and abilities.
• Resume screening: In this step, try to weed out applicants who are not relevant,
efficient, and effective for the position that the HR department is looking for.
• Phone interview: In this step, the candidate is interviewed via mobile phone.
• Face-to-face interview: In this step, the interviewer speaks with the interviewee in the
conference room face to face and asks specific questions.
• Assessment: It is a predictive assessment or measurement tool that can easily determine
whether or not a candidate is suitable for a specific position.
• Secondary face-to-face interview: this is the second time the interviewer meets with
the interviewee and asks questions.
• Job shadowing: This step determines whether or not the candidates can adopt the
culture of the organisation and communicate with co-workers.
• Check the references: Checking references is necessary because whoever references a
particular candidate's background must be accurate or real or not.
• Job offers: Finally, after reviewing all of the steps of the recruitment and selection
process, offer the job to the qualified candidate.

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SUGGESTIONS AND RECOMMENDATIONS

1. The HR Department should take the issue of consuming more time in the process of
calling applicants after their responses very seriously. The organisation could control
the size of the applicant pool by making more clear and specific statements in the ad
about the minimum educational degree, preferred institutions, and other necessary
criteria for initial application screening. The HR department should include the pay
structure in job advertisements, especially for entry-level employees.
2. The Human Resources Department should look into the issue of consumption. In order
to recruit, the company could attend job fairs. As a result of the exposure created by job
fairs, a significant number of applications are dropped in organisations. Through
successful participation in job fairs, the organisation can enhance its image as a
potential recruiter.
3. To assess market trends, the company should conduct market research on a regular
basis.
4. The firm's future success is dependent on developing innovative methods and finding
solutions to human resource problems.
5. Socio-cultural activities can be developed to improve the working environment.
6. In the case of non-management recruitment, such as Sales Representative, the interview
panel should use the same selection criteria. I noticed that not all boards used the same
selection criteria. One board was extremely difficult to pass, while another was
relatively simple.

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LIMITATIONS

This internship report had some constraints. Some of the limitations are as follows: -
v The study considers the ins and outs of Human Resource practises based on the Human
Resource Manual of GreenTree Advisory Services Group and personal experiences
shared by the Group's fellow. Personal biases and inconsistencies in the HR Manual
with current practises could be potential setbacks.
v A relatively short internship period may also be an excuse to overlook certain
misunderstandings or undiscovered details that may be of valued importance.
v Data may be unavailable due to the engagement of current GreenTree Advisory
Services employees. Experienced employees could have provided the necessary
information.
v Due to the high turnover rate, data collection was complicated. Due to poor record
keeping, it was impossible to calculate the turnover ratio.

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LEARNING

It is difficult to find and hire the right people who will fit in and contribute to the organisation.
Organizations may incur costs if they are unable to recruit, interview, and select the right talent.
This is because valuable time and resources will have been spent on the entire process. It also
causes inconvenience for everyone involved, resulting in inefficiency, deterioration of service,
and potential business loss.
Past performance is the best predictor of future performance. This programme employs
behavioural interviewing techniques to screen and select the best candidates for the jobs. HR
recruitment personnel and line management, including managers and supervisors, must be
trained so that they have the necessary knowledge and skills to conduct effective recruitment
and selection.
This internship taught me about real-world business problems and provided me with the
experience I needed to succeed in any situation. I had the opportunity to put my university
knowledge, abilities, and skills to the test. It also assisted me in determining my interests and
whether I wanted to continue working in the HR field. Because of the relationships I formed
as an intern, I learned a lot about the company, the field, and the work culture.
I improved my communication, teamwork, and leadership abilities. This internship also taught
me about work culture, adaptability to different tasks, patience, and it improved my work
ethics.
Through this internship I learnt how to –
• Identify and avoid common interview mistakes.
• Utilize behavioural interviewing techniques to assess compatibility from the
perspectives of skills and organisational culture "fit."
• Use interviews as an assessment tool to find the best candidates.
• Recruitment strategies for attracting qualified candidates.
• A selection procedure to ensure proper hiring.
• Identifying the essential skills required for a position.

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LIST OF TABLES
Table-1 (Submission Tracker)
Client Position Submission Date Name Current Organization Feedback Recruiter

AXA-XL UAT 23-Dec-22 Anubhav Taneja Fidelity National Information Services Shared Tushar
AXA-XL UAT 24-Dec-22 Nupur Gupta Fidelity National Information Services Shared Tushar
AXA-XL UAT 25-Dec-22 Yashdeep WNS Global Services Shared Tushar
Qlik Sense
AXA-XL 09-Jan-23 Prashant Sahu Statxo Shared Tushar
Developer
Qlik Sense
AXA-XL 10-Jan-23 Bittu Kumar Roy Wipro Shared Tushar
Developer
Qlik Sense
AXA-XL 11-Jan-23 Sunil Kumar Cognizant Shared Tushar
Developer
ETL
AXA-XL 17-Jan-23 Nagendra V Cognizant Rejected Tushar
Developer
ETL
AXA-XL 17-Jan-23 Aman Gupta TCS Rejected Tushar
Developer
ETL
AXA-XL 17-Jan-23 Maheera Reddypalli IBM Rejected Tushar
Developer
ETL
AXA-XL 17-Jan-23 Suvas Dalai Infosys Shared Tushar
Developer
ETL
AXA-XL 17-Jan-23 Sheenam Goyal Infosys Shared Tushar
Developer
ETL
AXA-XL 18-Jan-23 Muktashri Mohapatra IBM Rejected Tushar
Developer
ETL
AXA-XL 18-Jan-23 Somasekhar Societe Generale Shared Tushar
Developer
ETL
AXA-XL 18-Jan-23 Pradnya Zingade Legato Health Rejected Tushar
Developer
ETL
AXA-XL 18-Jan-23 Priyadarshini M HP Shared Tushar
Developer
WTW RA- VBA 11-Jan-23 Sagar Mahindrakar Mahindra & Mahindra Shared Tushar
Sameer Narendra
WTW RA- VBA 11-Jan-23 Valuefy solutions Shared Tushar
Meher

WTW RA- VBA 11-Jan-23 Swapnil Namdeo Kolhe Accenture Rejected Tushar

Nachiket Mohan
WTW RA- VBA 12-Jan-23 Tata Consultancy Services Shared Tushar
Sarang
WTW RA- VBA 12-Jan-23 Dipanjan Mukherjee Amazon Shared Tushar
WTW RA- VBA 12-Jan-23 Shrikanth R K Infosys Shared Tushar
Marsh&Mclennan Bank Recon 04-Jan-23 Jyoti Darwai Volvo Group Rejected Tushar
Marsh&Mclennan Bank Recon 04-Jan-23 Aditi Bagde Travelex India Pvt. Ltd Rejected Tushar
Marsh&Mclennan Bank Recon 05-Jan-23 Kaiwalya Mendsure CMA CGM GBSI Rejected Tushar
Marsh&Mclennan Bank Recon 05-Jan-23 Himanshu Sharma Capita Rejected Tushar
Marsh&Mclennan Bank Recon 05-Jan-23 Neha Satish Moghe Capita India Rejected Tushar
Marsh&Mclennan Bank Recon 05-Jan-23 Sourav Shinde Quarrto Business Support Services Rejected Tushar
Marsh&Mclennan Bank Recon 05-Jan-23 Ujita Dilip Warik Airtel Payments Bank Rejected Tushar
Marsh&Mclennan Bank Recon 05-Jan-23 Anushree Amladi Blenheim Chalcot IT Services India Pvt Ltd Selected Tushar
Marsh&Mclennan Bank Recon 06-Jan-23 Saanvi Sawant Accenture Rejected Tushar
Marsh&Mclennan Bank Recon 06-Jan-23 Bipinchand Jaiswar Posideon shipping agency Rejected Tushar
Marsh&Mclennan Bank Recon 06-Jan-23 Suraj Gupta WPP PLC Rejected Tushar
Marsh&Mclennan Bank Recon 06-Jan-23 Leon.L.Tuscano EisnerAmper Rejected Tushar
Marsh&Mclennan Bank Recon 06-Jan-23 Akash Khandelwal Accenture Rejected Tushar
Knowcraft Sr. Analyst 26-Dec-22 Arpit Manchanda EY GDS Rejected Tushar
Knowcraft Sr. Analyst 26-Dec-22 Mohit Pathak Better.com Rejected Tushar
Knowcraft Sr. Analyst 26-Dec-22 Anurag Kumar BDO Rise Selected Tushar
Knowcraft Sr. Analyst 27-Dec-22 Rahul Kumar Singh Better Mortgage Rejected Tushar
Knowcraft Sr. Analyst 27-Dec-22 Yukti Jain TresVista Analytics LLP Awaited Tushar
Knowcraft Sr. Analyst 27-Dec-22 Jay Kumar Jain Swiss Re Global Business Solution Rejected Tushar
Knowcraft Sr. Analyst 27-Dec-22 Vineet Jain CBRE South Asia Pvt. Ltd. Rejected Tushar
Knowcraft Sr. Analyst 27-Dec-22 Mukul Rana Trifecta Capital Rejected Tushar

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LIST OF FIGURES

Figure-1(Client Tracker)

Figure-2 (Daily Tracker)

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LIST OF ABBREVATIONS

MBA- Masters Of Business Administration

GT- Green Tree

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APPENDIX
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BIBLIOGRAPHY

1) http://green-tree.in/aboutus
2) https://www.linkedin.com/company/greentree-advisory-services-pvt-ltd
3) https://www.yourarticlelibrary.com/recruitment/recruitment-process
4) https://www.aihr.com/blog/selection-process-practical-guide/
5) https://www.economicsdiscussion.net/human-resource-management/recruitment-
and-selection-process/31594

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