PROJECT REPORT

ON

“A STUDY OF THE PROCESS OF RECRUITMENT AND SELECTION

PROCESS IN COCA COLA”

In partial fulfillment of the requirement for the award of the degree of

Master of Business Administration

Under the guidance of: Submitted By:

Mr. Dinesh Verma Reena Gupta

SLMG BEVERAGES PRIVATE LIMITED (AYODHYA)

 Acknowledgement

It is a matter of great pleasure to thank all esteemed persons who helped me to complete my final
research project successfully otherwise it would not been possible.

All praise to God, almighty, and the merciful. Without his blessing and endorsement this report
would not have been accomplished.

The successful completion of this report might never be possible in time without the help some
person whose inspiration and suggestion made it happen.

First of all I want to thank – MR .Archit Tiwari (HR Recruiter) & Mr. Dinesh Verma
(Human Resource Department) for providing me this opportunity. I would like to express my
deepest gratitude and thanks to my project guide as well as my company employees and Mr.
Dinesh Verma for helping me completing my internship report on “A study of The Process
Oof Recruitment and Selection in Coca Cola Company”.

I also, thank my colleague who helped me by providing informative instructions. I was closely
attached with them during my internship tenure. Without them this project would have been very
difficult. I also, thanks to my parents, and my friends who keep on this long process with me,
always offer support.

And finally I also express my sincere gratitude to all those who participated to prepare the
report.

REENA GUPTA

MBA 3rd SEM

Batch: 2022 – 2024

 Preface
I opted for this particular topic names Recruitment & Selection because recruitment and

selection procedure have taken a dramatic change in the industry. Human resource is responsible

for giving birth to human embalmers. The core function of an organization is Recruitment &

Selection because the organization doesn’t want to be a bad recruiter by selecting manpower that

might have the potential to spoil the long earn goodwill or corporate image and also incur heavy

recruitment costs on them.

Recruitment is the process of attracting, screening, and selecting qualified people for a job at an

organization or firm. It is the process to discover sources of manpower to meet the requirement

of staffing schedule and to employ effective measures for attracting that manpower in adequate

numbers to facilitate effective selection an efficient working force. The main objective of the

recruitment process is to expedite the selection process.

Selection is the process of picking individuals who have relevant qualifications to fill jobs in an

organization. The purpose of selection is to pick p the most suitable candidate who would meet

the requirements of the job in an organization best, to find out which job applicant will be

successful, if hired. To meet this goal, the company obtains and assesses information about the

applicant in terms of his age, qualifications, skills experience etc. The need of the job is matched

with the profile of candidates.

Candidate satisfaction is a measurement of a candidate’s perception of your company’s hiring

process. Typically, companies focus on areas like strength of communication, how informed

candidates felt about the company’s culture and benefits, and how well they were prepared ahead

of their interviews.
 Declaration

This is to certify that I have completed the major project report on “A study of the process of

recruitment and selection in coca cola” under the guidance of “Mr. Dinesh Verma” I have

undergone summer training at SLMG BEVERAGES PRIVATE LIMITED,AYODHYA(UTTAR

PRADESH) from 28 AUG 2023 to 28 SEP 2023.

Place; Prayagraj

Name: Reena Gupta

Date: 28-9-2023
 Index

S. No Chapter Topic Page No

1. 1. Objective of the Study

2. 2. Review of Literatures

3. 3. Description of the organization

4. 4. Company History

5. 5. The COCA COLA company

-Mission
-Vision
6. 6. Coca cola Products

7. 7. Research Methodology

8. 8. Recruitment
Objective of the study
 Objective of the study

1. To study the perception about recruitment process in Wire hire company.

2. To study of the post-selection satisfaction of the candidate.

3. To analysis of promotional tools to create awareness in the term of

candidate.
Review of Literature
 Review of Literature

1. Shalini Tomer (2016) -

Successful recruitment and selection practices are key components at the entry point of

human resources in any organization. Efficient recruitment and selection strategies

result in improved organizational outcomes. The main objective of this paper is to

identify general practices that organizations use to recruit and select employees. With

reference to this context, the research paper entitled. Recruitment and Selection has been

prepared to put a light on Recruitment and Selection process. In today's rapidly

changing business environment, organizations have to respond quickly to requirements

for people. 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.

2. Sudhamsetti Naveen, Dr. D.N.M Raju (2014) –

Successful recruitment and selection practices are key components at the entry point of

human resources in any organization. Efficient recruitment and selection strategies result
 in improved organizational outcomes. The main objective of this paper is to identify

general practices that organizations use to recruit and select employee. The study also

focus its attention to determine how the recruitment and selection practices affect the

organizational outcomes and provide some suggestions that can help to different

companies located in Krishna. The data was collected through well-structured

questionnaire. The source of data was both primary and secondary and the Sample size

was 150. Data analysis has been done with statistical tools like tables, graphs, pie charts,

bar diagrams etc.

3. Geeta Kumari, Jyoti Bhat and K. M. Pandey, Member, IACSIT (2010) -

In this research paper, study has been made about recruitment and selection process of

Hindustan Coca -cola Beverage Private limited, Gangyal, in Jammu in India. The

study indicates that although the company follows a well-defined recruitment policy. In

most of the cases the company does compensate the employees for the expenses incurred

by them. It is also observed that the company has got all the databases fully computerized.

All employees said that the company hires consultancy firms or recruitment agency for

hiring candidates. It can be said that in spite of some odd factors, the company is doing well

since establishment.
4. Dr. Radhika Kapur (2016) –

In any kind of organization, recruitment and selection processes are considered useful,

because they help in finding the most suitable candidates for the jobs. Recruitment and

selection are important operations in human resource management, designed to make best

use of employee strength in order to meet the strategic goals and objectives of the

employers and of the organization as a whole. It is a process of screening, sourcing,

shortlisting, and selecting the right candidates for the vacant positions. The employers put

into practice recruitment strategies and methods that would be the most beneficial to

achieve organizational goals and objectives. The main purpose of this research paper is

understood recruitment and selection procedures. The main areas that have been taken

into account include, significance of recruitment and selection, principles of recruitment

and selection, factors affecting recruitment and selection, posting vacancies, recruitment

and selection process, types of recruitment and types of interview.

 Description of The Organization

Company Name - SLMG BEVERAGES PRIVATE LIMITED

Address - Dabhar Semar,Chandpur Harbans Allahabad Road,

Faizabad, Uttar Pradesh 22400

Website - [email protected]

Email Id - www.amritbottlers.com
 About Company

Prior to joining the hands with`PARLE EXPORT’ in 1982 Mr. Lachhman Daas Ladhani had
been `A' class civil construction contractor and has successfully executed various contracts of
Roads, Bridges and Township etc. in West Bengal, Bihar and Uttar Pradesh. The best execution
of civil work was in `RAM KI PAIRI’ on the Bank of `SARYU’ River in Ayodhya which was
designed on the pattern of `HAR KI PAIRI’ Haridwar.
And ITI Mankapur Township was also well appreciated. He also had been the largest
manufacturer of Bricks for Entire Township of `Bharat Cocking Coal Limited'.

In 1982 he was given a challenging and fully diversified job of manufacturing soft drinks viz:
Thums Up, Limca, Gold Spot and Bislery Club Soda etc. as a franchisee of “PARLE EXPORT
PRIVATE LIMITED”. He brought the production with a short span of time and achieved the
highest growth in India in 1985. The franchisee co. is named as `Amrit Bottlers Private Limited’.
Subsequently `PARLE’ brand was taken over by the `COCA COLA’ and Mr. Ladhani
converted the mechanized plant into fully automatic and computerized plant and now is having a
largest production capacity and highest sale in Eastern U.P. for the last several years.

They have a `COLD STORAGE’ named as `Laxmi Cold Storage and Allied Industries’ adjacent
to the `Amrit Bottlers Private Limited’, Faizabad now the same has become of the largest
capacity to preserve to potatoes and fruits in Eastern U.P.

The enterprising factor which can be termed as back bone of the Mr. Ladhani’s success is the
joint efforts of the management, which brought all the ventures to highest level of production and
profitability within a record time.
FACT SHEET
Year of establishment: 1982

Nature of Industry: Corporate

Major markets: Faizabad Uttar Pradesh

Company size: 501-1k employees

Headquarter: Faizabad Uttar Pradesh

Type: Privately Held

 CONTACT DETAILS

Company Name: SLMG BEVERAGES PVT. LTD

Contact person: MR. Archit Tiwari (HR Manager)

Contact No: ……………….

Address: Dabhar Semar,Chandpur Harbans Allahabad Road,

Faizabad, Uttar Pradesh 22400

Email: [email protected]

Website: www.amritbottlers.com
 Company Profile

Amrit Bottlers Pvt Ltd is an unlisted private company incorporated on 23 February, 1983. It is classified
as a private limited company and is located in Howrah, West Bengal. It's authorized share capital is INR
10.00 cr and the total paid-up capital is INR 6.40 cr.

Amrit Bottlers Pvt Ltd's operating revenues range is INR 100 cr - 500 cr for the financial year ending
on 31 March, 2022. It's EBITDA has increased by 79.46 % over the previous year. At the same time, it's
book networth has increased by 12.73 %. Other performance and liquidity ratios are .

Description: The company manufactures non-alcoholic beverages. It offers soft drinks, juices, and
carbonated waters.

Products & Services: Coca Cola, Thums Up, Limca, Fanta, Sprite, Diet Coke, Kinley Soda, Kinley
water, Maaza, Minute maid pulpy orange
Category: Manufacturer

The current status of Amrit Bottlers Pvt Ltd is - Active.

The last reported AGM (Annual General Meeting) of Amrit Bottlers Pvt Ltd, per our records, was held on
30 September, 2022.

Amrit Bottlers Pvt Ltd has five directors - Rakesh Ladhani, Roshan Ladhani, and others.

 Mission –
 Our vision serves as the framework for our Roadmap and guides every aspect of our
business by describing what we need to accomplish in order to continue achieving
sustainable, quality growth.
 People: Be a great place to work where people are inspired to be the best they can
be.
Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate
and satisfy people's desires and needs.
Partners: Nurture a winning network of customers and suppliers, together we create
mutual, enduring value.
Profit: Maximize long-term return while being mindful of our overall
 responsibilities.
Productivity: Be a highly effective, lean and fast-moving organization.

Our Values

 We always try to do the right thing.

We are data-based and intellectually honest in advocating proposals,
including, recognizing risks.

We focus our resources to achieve leadership objectives and strategies.

We accept personal accountability to meet our business needs, improve our
systems and help others improve their effectiveness.

We are determined to be the best at doing what matters most.

We have a compelling desire to improve and to win in the marketplace.
 COCA COLA PRODUCTS

 COCA-COLA

 SPRITE

 FANTA

 DIET COKE
 JOB SPECIFICATION

The first step is to take a detailed job description from the clients to determine their key needs

and requirements. For existing clients, it is normally conducted via telephone and email.

For new clients, they prefer to discuss their requirement in person so as to develop rapport

and become familiar with the organization and the environment. If an appointment cannot be

made straight away, they will search from the job specification received via telephone and

have resumes ready for their client’s consideration at their introductory meeting. The preferred

information required for their job specification includes

 Qualifications/Experience required

 Role and key responsibilities

 Opportunities for career progression

 Software experience required/preferred

 Hours / days of position, additional flexibility required.

 Salary expectations
  ADVERTISING -

Following the database search, they advertise in all the possible media and on the internet to

attract additional interest in the position. All advertising conducted on behalf of our clients is

done so anonymously Various advertising is done through

 LinkedIn

 Facebook

 Instagram

 Job Posting on various portals.

 SHORT LISTING FOR CLIENT CONSIDERATION -

After conducting a thorough screening and interview process, they forward the applicant’s

resume to their clients for consideration, clients can nominate applicants they are interested in

meeting and their consultants will arrange interview times suitable to both client and the

applicant. Wire Hire recruitment guarantees not to waste candidate’s time. If they have only

two suitable applicants, they will provide only these two applications. They will not provide

unsuitable applicants just to make up the numbers as their clients and candidate’s time is

valuable, too. Once interviews are conducted and an applicant is selected, they offer the

position to the applicant. Wire Hire Recruitment will also inform unsuccessful applicants. All

placements will be confirmed in writing prior to commencement.

 PLACEMENT FOLLOW UP -
All permanent placements are guaranteed for three months. During this time, they will keep in

touch with their clients and the successful applicants to ensure their suitability and the

satisfaction of their client.

About the Topic

Candidate job satisfaction is an excellent way to track whether the expectations set during the

recruiting procedure match reality. A low candidate job satisfaction highlights mismanagement

of expectations or incomplete job descriptions.

A low score can be better managed by providing a realistic job preview. This helps to present

both the positive and negative aspects of the job to potential candidates, thus creating a more

realistic view.

When we talk about recruiting metrics, candidate experience shouldn’t be overlooked. Candidate

experience is the way that job seekers perceive an employer’s recruitment and onboarding

process, and is often measured using a candidate experience survey.

This survey uses Net Promotor Score and helps to identify key components of the experience

that can be improved.

How to Measure Recruitment Effectiveness

 Time to Fill
Time to fill is one of the most common recruitment statistics companies monitor to determine the

effectiveness of their recruiting process. This metric can be tracked in various ways such as time

from search kick off to accepted offer or hours spent on each requisition. Time to fill is great for

uncovering inefficiencies and delays in the interview process.

 Quality of Hire

Identifying talent quickly (time to fill) is just one piece of the puzzle. Assessing quality of hire is

equally (if not more) important when determining the success of your recruitment process.

However, this metric can be tricky to measure as it is largely based on subjective feedback. Use a

survey to measure hiring manager satisfaction or look at the retention rates of your new hires

over time to get a glimpse into quality of hire.

 Source of Hire

Source of hire is a great metric to help you determine what resources provide the highest ROI

and deserve your dollar. Where are your top performers coming from? How did they learn about

your employment opportunities? Knowing where to source and post your jobs will help you

accurately target the right audiences quicker.

 Cost per Hire

Measuring cost per hire can help you assess the financial investment your company is making to

attract and hire new talent. There are different methods used to calculate cost per hire. Choose

the one that best fits your current process and business goals.

 Applicant Satisfaction

When assessing recruitment, we often only think of how our business is impacted directly. What

about the new hire? How was her experience from resume submission to signed offer letter?

Administering a survey for new hires geared toward applicant satisfaction will provide

invaluable insight into candidate experience and help you adjust. Administer the survey within

the new hire’s first 30 days while her experience is still fresh in mind.
 Recruitment

Recruitment is an essential part of any organization. Ensuring you have an efficient, cost-

effective, and rewarding experience for all involved is important. When you measure recruitment

on a consistent basis and focus on continuous improvement based on those results, you’ll see

better hires, less time and money spent, and a well-oiled recruiting machine overall.

If you need more information on how to measure your recruitment process, give me a call. We

can help you improve your ability to hire the best talent to meet your needs.

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring

and onboarding employees. In other words, it involves everything from the identification of

a staffing need to filling it. Regardless, recruitment typically works in conjunction with, or

as a part of Human Resources.

An example of recruitment is the efforts made by military forces at high schools and colleges to

try to get students to enlist.

Recruitment encourages a range of important benefits which includes gaining skilled

employees, assures cultural fit, saves time and money, improves employee satisfaction, and

ensures positive brand image.

Recruitment is the process by which a business seeks to hire the right person for a vacancy. The

firm writes a job description and person specification for the post and then advertises the

vacancy in an appropriate place.

Recruitment theory relates to the relative importance of various factors in the career decisions of

individuals, as those factors relate to the ability to recruit those individuals, who are likely to be

successful as leaders, in various professions.

Types of Recruitment -

 Internal Recruitment –

Internal recruitment is a recruitment which takes place within the concern or organization.

Internal sources of recruitment are readily available to an organization. Internal sources are

primarily three - Transfers, promotion, and Re-employment of ex-employees. Internal

recruitment may lead to increase in employee’s productivity as their motivation level increases.
It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the

organization from new blood. Also, not all the manpower requirements can be met through

internal recruitment. Hiring from outside has to be done.

Some of the main types of internal hiring include promotions, transfers, employee referrals, and

moving temporary employees to full-time positions. Setting up a hiring system for internal

candidates can make your job much easier and cut down on your time filling vacant positions.

When recruiters use internal sources for recruitment, it works to motivate the existing employees

to be more productive and maximizes their job satisfaction and sense of security. Recruiting

through internal sources also reduces the attrition rate along with cost and effort.

If someone is unsatisfied about their job and move to a different position instead of quitting

(which cause costs for the company and might be an unpleasant situation for everyone), the new

team get a good professional and the employee grows within the company. It's a win-win

situation.

 Transfers

 Promotions (through Internal Job Postings)

 Re-employment of ex-employees - Re-employment of ex-employees is one of the internal

sources of recruitment in which employees can be invited and appointed to fill vacancies

in the concern. There are situations when ex-employees provide unsolicited applications

also.
  Transfer

The recruiter can fill a vacancy in a different location without any changes in the job role, status,

or salary of the employee by transferring a suitable candidate from within the organization

 Retired Employees

In case of an emergency or a mission-critical project, retired employees can also be called in to

fill a position for a short period till an appropriate candidate is found.

 Existing Employees

The employees of your organization can spread the word and create a buzz on their social media

accounts to help you fill your vacancies. Have an employee referral program where employees

are incentivized for bringing in suitable candidates can also help accelerate the recruitment

process.

 Previous Applicants

Keeping applicants on file who have previously applied and didn't make the cut the first time

around makes for a resourceful database. They can be reached out to when matching positions

open.
  Demotion

Depending on the performance of the employees, sometimes the management has to take the

decision of lowering the position of underperformers. These employees then become a source for

filling the lower positions.

 Existing Employees

The employees of your organization can spread the word and create a buzz on their social media

accounts to help you fill your vacancies. Have an employee referral program where employees

are incentivized for bringing in suitable candidates can also help accelerate the recruitment

process.

 Promotion

A vacancy can also be filled by offering a high performing employee to take over a senior

position within the organization for handling additional responsibilities along with a raise.

Promotions motivate employees to perform better and also reduce the attrition rate.

 External Recruitment-
External sources of recruitment must be solicited from outside the organization. External sources

are external to a concern. But it involves lot of time and money. The external sources of

recruitment include - Employment at factory gate, advertisements, employment exchanges,

employment agencies, educational institutes, labour contractors, recommendations etc.

 Employment at Factory Level –

This a source of external recruitment in which the applications for vacancies are presented on

bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable

generally where factory workers are to be appointed. There are people who keep on soliciting

jobs from one place to another. These applicants are called as unsolicited applicants. These types

of workers apply on their own for their job. For this kind of recruitment workers tend to shift

from one factory to another and therefore they are called as “badli” workers.

 Advertisement –

It is an external source which has got an important place in recruitment procedure. The biggest

advantage of advertisement is that it covers a wide area of market and scattered applicants can

get information from advertisements. Medium used is Newspapers and Television.

 Employment Exchanges –
There are certain Employment exchanges which are run by government. Most of the government

undertakings and concerns employ people through such exchanges. Now-a-days recruitment in

government agencies has become compulsory through employment exchange.

 Employment Agencies –

There are certain professional organizations which look towards recruitment and employment of

people, i.e. these private agencies run by private individuals supply required manpower to needy

concerns.

 Educational Institutions –

There are certain professional Institutions which serves as an external source for recruiting fresh

graduates from these institutes. This kind of recruitment done through such educational

institutions, is called as Campus Recruitment. They have special recruitment cells which helps in

providing jobs to fresh candidates.

 Recommendations –

There are certain people who have experience in a particular area. They enjoy goodwill and a

stand in the company.

 Process
  Job analysis for new jobs or substantially changed jobs. It might be undertaken to

document the knowledge, skills, abilities and other characteristics (KSAOs) required or

sought for the job. From these, the relevant information is captured in a person

specification.

 Sourcing — attracting or identifying candidates

 Screening and selection - picking, interviewing and hiring the right candidate.

 Sourcing

Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies.

It may involve internal and/or external recruitment advertising, using appropriate media such

as job portals, local or national newspapers, social media, business media, specialist recruitment

media, professional publications, window advertisements, job centre, or in a variety of ways via

the internet.

Alternatively, employers may use recruitment consultancies or agencies to find otherwise scarce

candidates—who, in many cases, may be content in their current positions and are not actively

looking to move. This initial research for candidates—also called name generation—produces

contact information for potential candidates, whom the recruiter can then discreetly contact and

screen.

 Referral recruitment programs

Referral recruitment programs allow both outsiders and employees to refer candidates for filling

job openings. Online, they can be implemented by leveraging social networks.

  Employee referral

An employee referral is a candidate recommended by an existing employee. This is sometimes

referred to as referral recruitment. Encouraging existing employees to select and recruit suitable

candidates results in.

 Improved candidate quality ('fit'). Employee referrals allow existing employees to screen,

select and refer candidates, lowers staff attrition rate; candidates hired through referrals

tend to stay up to 3 times longer than candidates hired through job boards and other

sources. The one-to-one direct relationship between the candidate and the referring

employee and the exchange of knowledge that takes place allows the candidate to

develop a strong understanding of the company, its business and the application and

recruitment process. The candidate is thereby enabled to assess their own suitability and

likelihood of success, including "fitting in."

 Reduces the considerable cost of third-party service providers who would have previously

conducted the screening and selection process. An op-ed in Crain's in April 2013

recommended that companies look to employee referral to speed the recruitment process

for purple squirrels, which are rare candidates considered to be "perfect" fits for open

positions.

 The employee typically receives a referral bonus and is widely acknowledged as being cost-

effective. The Global Employee Referral Index 2013 Survey found that 92% of participants

reported employee referrals as one of the top recruiting sources.

 As candidate quality improves and interview-to-job-offer conversion rates increase, the

amount of time spent interviewing decreases, which means the

company's employee headcount can be streamlined and be used more efficiently. Marketing

and advertising expenditures decrease as existing employees source potential candidates

from existing personal networks of friends, family, and associates. By contrast, recruiting

through third-party recruitment agencies incurs a 20–25% agency finder's fee – which can

top $25K for an employee with $100K annual salary.

There is, however, a risk of less corporate creativity: An overly homogeneous workforce is at

risk for "fails to produce novel ideas or innovations."

 Social network referral

Initially, responses to mass-emailing of job announcements to those within employees' social

network slowed the screening process.

Two ways in which this improved are:

 Making available screen tools for employees to use, although this interferes with the "work

routines of already time-starved employees"

 "When employees put their reputation on the line for the person they are recommending.

External recruitment is when a company searches for an outside hire. The search

committee finds new candidates by advertising positions to the public or using the skills of
a recruiter. Through outside recruitment, a company can invigorate their organization

with fresh talent.

When you look outside your own company, you can explore a much larger pool of candidates for

your position. This can increase your chances of finding a qualified, successful applicant. Having

more potential hires can allow you to be more selective and find candidates with the right

education and experience for the job.

Process of Recruitment

Recruitment is a process of finding and attracting the potential resources for filling up the

vacant positions in an organization. It sources the candidates with the abilities and attitude,

which are required for achieving the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analysing the job

requirements, reviewing applications, screening, short listing and selecting the right

candidate.

To increase the efficiency of hiring, it is recommended that the HR team of an organization

follows the five best practices (as shown in the following image). These five practices

ensure successful recruitment without any interruptions. In addition, these practices also
 ensure consistency and compliance in the recruitment process.

1. Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are

analysed and described. It includes job specifications and its nature, experience, qualifications

and skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of

candidates. The potential candidates should be qualified, experienced with a capability to take

the responsibilities required to achieve the objectives of the organization.

 Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. This process

begins with receiving the requisition for recruitments from different department of the

organization to the HR Department, which contains −

 Number of posts to be filled

 Number of positions

 Duties and responsibilities to be performed

 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether

the position is required or not, permanent or temporary, full-time or part-time, etc. These

parameters should be evaluated before commencing recruitment. Proper identifying, planning

and evaluating leads to hiring of the right resource for the team and the organization.

 Job Analysis

Job analysis is a process of identifying, analysing, and determining the duties, responsibilities,

skills, abilities, and work environment of a specific job. These factors help in identifying what a

job demands and what an employee must possess in performing a job productively.

Job analysis helps in understanding what tasks are important and how to perform them. Its

purpose is to establish and document the job relatedness of employment procedures such as

selection, training, compensation, and performance appraisal.

The following steps are important in analysing a job −

  Recording and collecting job information

 Accuracy in checking the job information

 Generating job description based on the information

 Determining the skills, knowledge and skills, which are required for the job

The immediate products of job analysis are job descriptions and job specifications.

 Job Description

Job description is an important document, which is descriptive in nature and contains the final

statement of the job analysis. This description is very important for a successful recruitment

process.

Job description provides information about the scope of job roles, responsibilities and the

positioning of the job in the organization. And this data gives the employer and the organization

a clear idea of what an employee must do to meet the requirement of his job responsibilities.

Job description is generated for fulfilling the following processes −

 Classification and ranking of jobs

 Placing and orientation of new resources

 Promotions and transfers

 Describing the career path

 Future development of work standards

A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location

 Summary of Job

 Job Duties

 Machines, Materials and Equipment

 Process of Supervision

 Working Conditions

 Health Hazards

 Job Specification -

Job specification focuses on the specifications of the candidate, whom the HR team is going to

hire. The first step in job specification is preparing the list of all jobs in the organization and its

locations. The second step is to generate the information of each job.

This information about each job in an organization is as follows −

 Physical specifications

 Mental specifications

 Physical features

 Emotional specifications

 Behavioral specifications

A job specification document provides information on the following elements −

  Qualification

 Experiences

 Training and development

 Skills requirements

 Work responsibilities

 Emotional characteristics

 Planning of career

 Job Evaluation

Job evaluation is a comparative process of analysing, assessing, and determining the relative

value/worth of a job in relation to the other jobs in an organization.

The main objective of job evaluation is to analyze and determine which job commands how

much pay. There are several methods such as job grading, job classifications, job ranking,

etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage

negotiations.

2. Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared

for hiring the resources. After completing the preparation of job descriptions and job

specifications, the next step is to decide which strategy to adopt for recruiting the potential

candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points −
  Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources

The development of a recruitment strategy is a long process, but having a right strategy is

mandatory to attract the right candidates. The steps involved in developing a recruitment

strategy include −

 Setting up a board team

 Analyzing HR strategy

 Collection of available data

 Analyzing the collected data

 Setting the recruitment strategy

3.Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the

requirement of the job. After the recruitment strategy is done, the searching of candidates will

be initialized. This process consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of the

vacancy, the search for candidates starts.

 Selling − Here, the organization selects the media through which the communication of

vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly divided

into two categories: Internal Sources and External Sources.

 Internal Sources

Internal sources of recruitment refer to hiring employees within the organization through −

 Promotions

 Transfers

 Former Employees

 Internal Advertisements (Job Posting)

 Employee Referrals

 Previous Applicants

 External Sources

External sources of recruitment refer to hiring employees outside the organization through −

 Direct Recruitment

 Employment Exchanges

 Employment Agencies

 Advertisements

 Professional Associations

 Campus Recruitment

 Word of Mouth
 3. Screening / Shortlisting

Screening starts after completion of the process of sourcing the candidates. Screening is the

process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or

irrelevant candidates, which were received through sourcing. The screening process of

recruitment consists of three steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the

candidates are reviewed and checked for the candidates’ education, work experience, and

overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in mind, to

ensure better screening of the potential candidates −

 Reason for change of job

 Longevity with each organization

 Long gaps in employment

 Job-hopping

 Lack of career progression

Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates. In this

process, after the resumes are screened, the candidates are contacted through phone or video by

the hiring manager. This screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.

 It also helps in giving a quick insight about the candidate’s attitude, ability to answer

interview questions, and communication skills.

Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In this

process, the cream/top layer of resumes are shortlisted, which makes it easy for the hiring

manager to take a decision. This process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager

 Helps the hiring managers to take a decision in hiring the right candidate

4. Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the

effectiveness and the validity of the process and methods are assessed. Recruitment is a costly

process; hence it is important that the performance of the recruitment process is thoroughly

evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled effectively.

These include the following −

 Salaries to the Recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.

 Administrative expenses and Recruitment overheads

 Overtime and Outstanding costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process

 Time spent by the Management and the Professionals in preparing job description, job

specifications, and conducting interviews.

Finally, the question that is to be asked is, whether the recruitment methods used are valid or

not? And whether the recruitment process itself is effective or not? Statistical information on the

costs incurred for the process of recruitment should be effective.

 Research methodology
Research – Research is "creative and systematic work undertaken to increase the stock of

knowledge". It involves the collection, organization and analysis of information to increase

understanding of a topic or issue. A research project may be an expansion on past work in the

field. Research is a way of looking for new information, new understanding, and new facts. A

person who does research is called a researcher.

Research is often used for solving problems or increasing available knowledge. This can be done

by testing theories and making observations.

Research is essential to find out which treatments work better for patients. ... Research can find

answers to things that are unknown, filling gaps in knowledge and changing the way that

healthcare professionals work. Some of the common aims for conducting research studies are to:

Diagnose diseases and health problems.

Research Methodology - Research methodology is the specific procedures or techniques used to

identify, select, process, and analyze information about a topic. In a research paper, the

methodology section allows the reader to critically evaluate a study's overall validity and

reliability.

 Types of Research –

 Descriptive
 Correlational
 Causal-Comparative/Quasi-Experimental
 Experimental Research
Sample Design - Convenience sample

Sources of data collection - Both primary & secondary data.

 Primary Source – Questionnaire, Survey, Interview

 Secondary Data – Research Paper, Book Published, Journal, Intern

Limitations of the study –

1. The data used in this study largely depends upon published annual report

only.

2. Future plans of the company will not be disclosed us.

3. Less response by some of the candidates.

4. The sample area and sample size has been limited due to time constraint.
CONCLUSION:-

Recruitment and selection is critical to the organization just like human resources. In fact, the
quality of human resources is a direct outcome of the recruitment and selection process. As
such, recruitment process begins with identification of vacancies existing in the organization
until the employees are finally inducted into the organization as new employees. Irrespective
of the fact that the hiring decisions are made by the HR, line managers, supervisors, and
subordinates contributes to the recruitment and selection process. Ideally, there are basically
two sources of employment which includes both the internal and external sources. The Job
search process forms an integral part of the recruitment process since it is a potential source of
recruitment. Logically, Selection begins with short listing and ends when the employees are
finally obtained. The latter employs diverse tools and approaches including resumes,
application forms, and interviews personality tests among other application which varies from
one organization to the next. Finally, the selection and recruitment process must uphold to the
legality of employment and selection including the equal opportunity laws of contracts, anti-
employment discrimination laws among others.