A PROJECT REPORT

ON
(Recruitment: HR Recruiter)
AT
(UBITECH SOLUTIONS PRIVATE LIMITED GWALIOR)
Submitted to:
Prestige Institute of Management and Research
Gwalior
For the partial fulfillment of the award of Masters of Business Administration
(2022-2024)
Submitted by:
(Monu Dandotiya)
Sc. no. – 41110111786
MBA III SEM. (Sec- E)
Batch- 2022-2024

PRESTIGE INSTITUTE OF MANAGEMENT & RESEARCH, GWALIOR

(M.P)
 DECLARATION BY THE CANDIDATE

I hereby declare that the training report entitled, “Recruitment (HR RECRUITER)” submitted
by me to Prestige Institute of Management, Gwalior in fulfillment of the requirement for the
award of Masters of Business Administration is a record of my original work carried out by me
under the guidance of Dr. Abhay Dubey sir. I, further declare that the work reported in this report
has not been submitted, and will not be submitted, either in part or in full, for the award of any
other degree or diploma of this University or to any other institute or university.

Place: Gwalior Signature of the candidate

Date: Monu Dandotiya
MBA 3rd SEM. “E”
Batch- 2022-2024
 CERTIFICATE FROM FACULTY GUIDE

This is to certify that Mr. Monu Dandotiya Student of Masters of Business Administration
(M.B.A) program has completed his summer training of 45 Days from 01.08.2023 to
15.09.2023 and prepared this report entitled Recruitment (HR RECRUITER) under my guidance.
His performance during the training was excellent.

Place: Gwalior Dr. Raveendra Babu A.

Date: Name of Faculty Guide
 Phone: +91 9826274403

Email: [email protected]

Web: www.ubitechsolutions.com

15th September 2023

CERTIFICATION OF INTERNSHIP

This is to certify that Mr. Monu Dandotiya has successfully completed his internship with
Ubitech Solutions Pvt. Ltd. from 01st August 2023 to 15th September 2023. He has completed
his internship in the field of "Human Resources Management" under the guidance of Ms. Somya
Batham.
During his tenure we found him to be hardworking & sincere. We wish him all the best in his
future endeavors.

For Ubitech Solutions Pvt. Ltd

Gwalior
Mr. Vilas Ratan Sharma
HR Manager
 Acknowledgement

The internship opportunity I had with UBITECH SOLUTIONS PVT. LTD. a great prospect for
learning and professional development. Therefore, I consider myself as a very lucky individual
as I was provided with an opportunity to be a part of it. I am also grateful for getting a chance to
meet such wonderful people and talented professionals who led me though this internship period.
I express my deepest thanks to Ms. Namrata Bhansali (Managing Director), Ms. Somya Batham
(Team Leader) and Mr. Vilas Ratan Sharma (HR Manager) for taking part in useful decisions &
giving necessary advises and guidance and arranged all basic facilities to make work easier. I
choose this moment to acknowledge them contribution gratefully.

Place: Gwalior Signature of the candidate

Date: Monu Dandotiya
MBA 3rd SEM. “E”
Batch- 2022-2024
 Table of Contents
CHAPTER - 1 INTRODUCTION..............................................................................................................1

HISTORY OF UBITECH SOLUTIONS PRIVATE LIMITED:...............................................................1

Company Information:...............................................................................................................................4

CHAPTER-2 – HUMAN RESOURCES MANAGEMENT.........................................................................5

HRM Functions:.........................................................................................................................................5

Nature of HRM:.........................................................................................................................................5

Scope (capacity of HRM):.........................................................................................................................6

Objectives of HRM:...................................................................................................................................6

Importance of HRM:..................................................................................................................................7

Role & Responsibilities of an HR Manager:.............................................................................................7

Human Resource Planning:........................................................................................................................8

What Are the Four Steps to Human Resource Planning (HRP)?...............................................................9

HRM Policies:..........................................................................................................................................10

Objectives of HRM Policies:...................................................................................................................10

Factors Affecting HRM policies:.............................................................................................................10

CHAPTER-3 RECRUITMENT (HR RECRUITER)..................................................................................11

What is recruitment?................................................................................................................................11

Methods of recruitment:...........................................................................................................................12

Role of HR Recruiter:..............................................................................................................................14

Responsibilities:.......................................................................................................................................14

What is selection?....................................................................................................................................15

Selection Process Meaning......................................................................................................................15

 Recruitment and Selection.......................................................................................................................16

Steps in Selection Process........................................................................................................................16

Types of Selection Process.......................................................................................................................17

Importance of Selection...........................................................................................................................17

What is an Interview and Types of Interview Evaluation Forms:............................................................17

Sourcing & Scheduling of Candidates:....................................................................................................18

What is a Job Description & How to Draft a JD:....................................................................................18

How to Draft a JD:...................................................................................................................................19

Conclusion:..................................................................................................................................................20

Reference:....................................................................................................................................................21

DAILY WORK SHEET FOR SUMMER TRAINING REPORT................................................................22

WEEKLY WORK REPORT FORMAT.......................................................................................................25

CHAPTER - 1 INTRODUCTION

1.1. HISTORY OF UBITECH SOLUTIONS PRIVATE LIMITED:

Ubitech is a one-stop Software Solutions company with diverse clients and industries. With
integrated IT & HR Software & services.
1.1.1. Prakash Electricals (1945):
Year of Establishment: 1945Nature of Business: Initially started as Prakash Electricals, the
company was primarily involved in electrical contractor activities. This phase reflects the
company's early engagement in electrical-related services.
1.1.2. Transition to UbiTech Pvt. Ltd. (1983):
Year of Establishment: 1983
Name Change: The transition to UbiTech Pvt. Ltd. occurred in 1983, indicating a shift or
expansion in the company's focus and services.
Diversification: The change in name and likely business model suggests a move beyond
electrical contracting to potentially include a broader range of services.
1.1.3. Geographic Presence:
Office Locations: UbiTech Solutions Private Limited has established offices in key locations,
including New Delhi (India), Dubai (UAE) and Gwalior. This indicates a global presence and
engagement in international markets.

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1.1.4. Industry Focus:
Industry Segment: Ubitech Solutions is one of the top Software Companies. Which is committed
to deliver solutions that move business. Its extensive portfolio coupled with the cost efficiency
and timely deliveries has made it a trusted partner of the world’s leading companies.
1.1.5. Passion:
Manned by the most passionate people who can change the world…run by the finest people with
the utmost potential to take the company to heights.
1.1.6. Experience:
Around 2 decades of experience ranging from startups to large enterprises. Varied solutions for
all industry verticals with hundreds of successful global projects.
1.1.7. Clients:
We have served more customers in 100+ countries. The company’s customer centric approach is
reflected in its clientele that includes top notch organizations.
1.1.8. Business Activities:
Integrated HR management Software that works exactly the way you want. Automate your entire
Manpower function…All that you had dreamed of & hoped for. Organization structuring,
Performance management or…Payroll generation…ubiHRM works like magic to manage people
and processes. The HRM software suite comes with Ubitech’s commitment to quality & service.
Built in collaboration with HR Consultants with global expertise.
1.1.9. Services:
a) Attendance Management
b) HR Management Software
c) Recruitment Software
d) Aptitude Software
1.1.10. Different software’s the company work on
Recruitment Software
Automate your entire Recruiting process from advertising the job openings to selecting
the Applicants.

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 Attendance App
Trusted by 2000+ Companies already. Track Employees Time & Location with Selfie –
Whether the employees are in multiple geographies or in a single office.
Ubiaptitude
Aptitude Assessment System
Test Aptitude of job applicants effortlessly. Get unbiased insights through our online
assessment Software.
Ubishift
Employee Shift Manager
Shift Scheduler & Planner to manage work shifts efficiently. Takes care of complex
Rosters & shift requirements.
1.1.12. Campus to Corporate program:
Ubitech solutions provides an Internship Program for College Students & Fresher’s which offers
them an opportunity to gain real-world experience in a work environment.
These internships provide hands-on experience and expert guidance.
1. Web Development Internship
2. Mobile App Development Internship
3. Digital Marketing Internship
Benefits the company provide:
a. Industry-Academia collaboration is essential due to the practical gaps.
b. Learn what it’s like to be part of a global team.
c. Cutting-edge technologies that provide high-growth careers.
d. Real experience in real teams. Get involved in live projects.
e. Scholarships to deserving Candidates.
f. 100% Placement Assistance to successful interns.
This is a 3 Months C2C Program. Which trains students of technical field and help them in
starting their career in this field.
Some of the clients who believed and joined hands in nurturing and building a success in upward
trajectory includes:

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 And many more …...

Company Information:
Phone: +91 9826274403
Email: [email protected]
Web: www.ubitechsolutions.com
Gwalior Address: 1st Floor, Gyan Ganga Building, Nadi Gate 2 Rd, Jayendraganj, Shinde Ki
Chhawani,
Gwalior, Madhya Pradesh 474009

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CHAPTER-2 – HUMAN RESOURCES MANAGEMENT

Human resource management can be defined as: “employing people, developing their source,
utilizing, maintain and compensating their services in tune with the job and organizational
requirements”.

2.1. HRM Functions:

1. HR Acquisition
2. HR Development
3. Performance & Compensation
4. Motivation & Maintenance
5. Industrial Habits
6. HR Information System
7. HR Research
8. HR Accounting
9. HR Audit
2.2. Nature of HRM:
a. Selection, Training, Motivation, and Performance Appraisal: Inherent part of
management. Aims to improve the quality of individuals.
b. Pervasive Function: Present at all levels of management in an organization.
c. Action Oriented: Emphasizes problem-solving through rational policies. Focus on
actions rather than mere record-keeping.
d. People Oriented: Centrally concerned with people at work. Involves job assignment,
result production, rewards, and motivation for improved productivity.
e. Future Oriented: Effective HRM aids organizations in achieving future goals.
f. Development Oriented: Focuses on unlocking employees' full potential through
rewards, training, and job rotation.
g. Integrating Mechanism: Maintains positive relationships between individuals at
different organizational levels.
h. Comprehensive Function: Varies in form and shape but aims at effective human
resource utilization.

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 i. Continuous Function: Requires constant awareness and alertness to human relations
in day-to-day operations.
j. Based on Human Relations: Acknowledges diverse needs, perceptions, and
expectations of individuals.

2.3. Scope (capacity of HRM):

a) Human resource planning-fills various position
b) Recruitment & Selection- develop a pool(team) of candidates
c) Job Design: define task, assign authority & responsibility
d) Training & Development- helps in developing key competencies
e) Appraisal of performance-systematic assessment & evaluation of workforce
f) Motivation of workforce- develop enthusiastic workforce
g) Remuneration of employees-focuses on fair, consistent & equitable compensation
h) Social security & Welfare of employees-working conditions, transport, medical
assistance etc.
i) Review & audit of personnel policies- ensures reliable HR policies
j) Industrial labor relation- ensures healthy union manager relationship e.g.: settlement of
dispute.

2.4. Objectives of HRM:

a. To help the organization reach its goal
b. To employ the skills and abilities of the workforce efficiently
c. To provide the organization with well trained & well motivated employees
d. To increase employees job satisfaction and self-actualization (stimulate employees to
realize their potential)
e. To develop & maintain a quality of work life.
f. To communicate HR policies to all employees.
g. To be ethically & socially responsive to the needs of the society (ensuring compliance
with legal & ethical standards)
h. To provide an opportunity for expression & voice in management
i. To provide fair, acceptable & efficient leadership
j. To establish sound organizational structure & desirable working relationships.

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2.5. Importance of HRM:
a) Attract & retain talent
b) Train people for challenging roles
c) Develop skills & competencies
d) Promote team spirit
e) Develop loyalty & commitment
f) Increase productivity & profits
g) Improve job satisfaction
h) Enhance standard of living
i) Generate employment opportunity

2.6. Role & Responsibilities of an HR Manager:

1. Focus on strategic HR issues: Issues have to be identified & dealt with adequately. It will
act as an in-build advantage
2. Proactive action: Not on reactive basis. Putting action in practice before an issue arises.
3. Developing integrated HR system: Well-balanced system without lack of coherence
(unity) in function
4. Working as Change agent: Must perceive need for change and initiate it. HR
professionals must play an active role.
5. Marketing HR potential: Must have ability to prove their contribution to enterprise
6. Outsourcing HR functions: Business instructs an external supplier to take responsibility
and risk for HR functions.

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2.7. Human Resource Planning:
Human resource planning (HRP) is the continuous process of systematic planning ahead to
achieve optimum use of an organization's most valuable asset—quality employees. Human
resources planning ensures the best fit between employees and jobs while avoiding manpower
shortages or surpluses.
There are four key steps to the HRP process. They include analyzing present labor supply,
forecasting labor demand, balancing projected labor demand with supply, and supporting
organizational goals. HRP is an important investment for any business as it allows companies to
remain both productive and profitable.
2.8. Objectives:
a) Forecast personnel requirement
b) To ensure optimum utilization of resource
c) Use of existing manpower productively
d) Cope with changes (training about technological changes)
e) To provide control measures (ensure resource availability when required)
f) Promote employees in systematic manner (promotions, pay scale)
g) To provide a basis for Management Development Programs.
h) To assist productivity bargaining (good deal)
i) To assess the cost of man power
2.9. Importance:
1. Reservoir of talent- retain skilled talent
2. Prepare people for future-motivated& developed to meet future needs
3. Expand or contract-continuous supply of people to handle challenging jobs
4. Cut cost-HR budget
5. Succession planning- stars are picked for challenging projects set efficient objective
6. Employee skill inventory
7. HR Information system
8. Coordination

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2.10. What Are the Four Steps to Human Resource Planning (HRP)?
There are four general, broad steps involved in the human resource planning process. Each step
needs to be taken in sequence in order to arrive at the end goal, which is to develop a strategy
that enables the company to successfully find and retain enough qualified employees to meet the
company's needs.

a) Analyzing labor supply

The first step of human resource planning is to identify the company's current human resources
supply. In this step, the HR department studies the strength of the organization based on the
number of employees, their skills, qualifications, positions, benefits, and performance levels.
b) Forecasting labor demand
The second step requires the company to outline the future of its workforce. Here, the HR
department can consider certain issues like promotions, retirements, layoffs, and transfers—
anything that factors into the future needs of a company. The HR department can also look at
external conditions impacting labor demand, such as new technology that might increase or
decrease the need for workers.
c) Balancing labor demand with supply
The third step in the HRP process is forecasting the employment demand. HR creates a gap
analysis that lays out specific needs to narrow the supply of the company's labor versus future
demand. This analysis will often generate a series of questions, such as:
1. Should employees learn new skills?
2. Does the company need more managers?
3. Do all employees play to their strengths in their current roles?

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d) Developing and implementing a plan
The answers to questions from the gap analysis help HR determine how to proceed, which is the
final phase of the HRP process. HR must now take practical steps to integrate its plan with the
rest of the company. The department needs a budget, the ability to implement the plan, and a
collaborative effort with all departments to execute that plan.
2.11. HRM Policies:
Human resource (HR) policies are rules and processes that govern the employment relationship
between you and your team members. HR policies describe the rights, responsibilities, and
expected behavior of both you and your employees when it comes to working together.
An organization’s human resources team (or whoever is responsible for HR activities) is often
responsible for creating and maintaining HR policies. Most HR policies apply to all permanent,
temporary, part-time, and full-time employees within an organization.
2.12. Objectives of HRM Policies:
a) Providing Information
b) To help in supervision
c) Provide information to employees
d) To assist in policy administration

2.13. Factors Affecting HRM policies:

a. National Laws
b. Social custom & values
c. Management philosophy & values
d. Development Phases
e. Organization’s Financial Position
f. Goals & Practices of trade union

CHAPTER-3 RECRUITMENT (HR RECRUITER)

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3.1. What is recruitment?
Recruitment is the process of actively identifying, attracting, and hiring qualified individuals to
fill vacant positions within an organization. It involves a series of steps aimed at finding suitable
candidates and encouraging them to apply for job opportunities. The recruitment process
typically includes activities such as job posting, sourcing candidates, screening applicants,
conducting interviews, and ultimately selecting and hiring the most suitable candidates for
specific roles within the organization. Effective recruitment is crucial for building a skilled and
motivated workforce, contributing to the overall success of the organization.

Recruitment is the process of attracting, sourcing, screening, and selecting qualified individuals
to fill positions within an organization. It is a crucial component of human resource management
and plays a vital role in building and maintaining a competent workforce.

The recruitment process involves several key steps:

Identification of Vacancy: The process begins with the identification of a vacancy within the
organization, either due to new positions, employee turnover, or expansion.
Job Analysis: A thorough analysis of the job is conducted to determine the skills, qualifications,
experience, and other attributes required for the position. This analysis forms the basis for
creating a job description.
Job Description and Specification: A job description outlines the responsibilities, tasks, and
duties associated with the position. The job specification details the qualifications, skills, and
characteristics required for a candidate to be successful in the role.
Posting the Job: The job vacancy is then advertised through various channels, such as job
portals, company websites, social media, newspapers, and professional networks, to reach a wide
pool of potential candidates.
Application Screening: Applications and resumes received in response to the job posting are
screened to identify candidates who meet the minimum requirements outlined in the job
description.
Short listing: The short listing process involves narrowing down the pool of candidates to those
who best fit the requirements. This may involve a closer review of resumes, cover letters, and
sometimes initial interviews.

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Conducting Interviews: Shortlisted candidates are invited for interviews, which may include
one or multiple rounds. Interviews help assess a candidate's qualifications, skills, experience, and
cultural fit within the organization.
Selection: After the interview process, the organization selects the most suitable candidate for
the position. This decision may be based on a combination of factors, including interview
performance, skills assessment, and reference checks.
Offer and Negotiation: The selected candidate is presented with a job offer, including details
such as salary, benefits, and other terms of employment. Negotiations may take place before a
final agreement is reached.
On boarding: Once the candidate accepts the offer, the on boarding process begins. This
involves integrating the new employee into the organization, providing orientation, and ensuring
a smooth transition into their new role.
Effective recruitment is essential for organizations to acquire the right talent, enhance overall
productivity, and achieve long-term success. It requires careful planning, clear communication,
and a thorough understanding of the organization's needs and goals.

3.2. Methods of recruitment:

Recruitment methods are the approaches and strategies used by organizations to attract and
identify potential candidates for job openings. These methods can vary based on the nature of the
position, industry practices, and the organization's preferences. Here are some common
recruitment methods:
3.2.1. Internal Recruitment:
Involves filling job vacancies with existing employees. This can include promotions, transfers, or
reassignments within the organization.
3.2.2. External Recruitment:
Involves seeking candidates from outside the organization to fill vacant positions.

External recruitment methods include:

a. Job Advertisements: Posting job openings on various platforms such as company websites,
job boards, newspapers, and social media to reach a broad audience.

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b. Recruitment Agencies: Utilizing the services of professional recruitment agencies or
headhunters to identify and connect with potential candidates.
c. Campus Recruitment: Visiting educational institutions to recruit talented graduates. This is
common for entry-level positions and internships.
d. Job Fairs: Participating in or hosting job fairs to interact with potential candidates face-to-
face and promote job opportunities.
e. Employee Referrals: Encouraging current employees to refer qualified candidates for open
positions. This often results in candidates who are a good cultural fit.
Online Recruitment:
Leveraging online platforms, websites, and social media to connect with and attract potential
candidates. This includes job portals, company websites, LinkedIn, and other professional
networks.
Direct Application:
Allowing candidates to apply directly through the company's website or by sending their resumes
and cover letters via email. This method is common for online job postings.
Headhunting or Executive Search:
Actively seeking out and recruiting individuals with specific skills and qualifications, especially
for high-level or executive positions. Headhunters may approach candidates who are not actively
looking for new opportunities.
Temporary or Contract Recruitment: Hiring individuals on a temporary or contract basis for
specific projects or to cover short-term staffing needs. This can be done through temp agencies
or contract job postings.
Internship Programs:
Offering internship opportunities to students or recent graduates, providing them with practical
experience while assessing their potential for future employment within the organization.

Selection Tests and Assessments:

Administering tests, assessments, or skills evaluations to shortlisted candidates to objectively
measure their suitability for the position.

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Organizations often use a combination of these recruitment methods to ensure a diverse pool of
qualified candidates and to tailor their approach based on the specific requirements of each job
opening.

3.3. Role of HR Recruiter:

An HR Recruiter, also known as a Talent Acquisition Specialist, is a professional responsible for
managing the end-to-end recruitment process within an organization. This crucial role involves
identifying, attracting, assessing, and ultimately selecting candidates who best fit the
organization's needs and culture.
The HR Recruiter plays a pivotal role in aligning the organization's staffing requirements with its
strategic objectives. By understanding the business goals and working closely with hiring
managers, the HR Recruiter ensures that the workforce is not only adequately skilled but also
aligned with the company's values and mission.

3.4. Responsibilities:
Candidate Sourcing: Identify and attract potential candidates for open positions. Utilize various
sourcing channels, including job boards, social media, professional networks, and employee
referrals. Proactively build talent pipelines for current and future staffing needs. Attend
networking events and industry conferences to establish connections.
a) Candidate Screening: Evaluate candidates to determine their suitability for the role. Review
resumes and applications to shortlist qualified candidates. Conduct initial screening
interviews to assess skills, experience, and cultural fit. Administer assessments or tests when
applicable.
b) Interview Coordination: Facilitate the interview process between candidates and hiring
managers. Schedule and coordinate interviews, ensuring timely and efficient communication.
Provide candidates with necessary information about the interview process. Gather feedback
from interviewers and candidates.
c) Selection and Offer Negotiation: Assist in the final selection of candidates and manage the
offer negotiation process. Collaborate with hiring managers to make informed hiring
decisions. Extend offers to selected candidates and negotiate terms when required. Ensure a
smooth transition for candidates accepting job offers.
d) Candidate Experience Management: Ensure a positive experience for candidates throughout
the recruitment process. Communicate transparently with candidates regarding the status of

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 their application. Gather and act upon candidate feedback to enhance the recruitment process.
Uphold the employer brand by providing a professional and respectful experience.
e) Talent Acquisition Strategy: Develop and implement effective talent acquisition strategies.
Work with hiring managers to understand current and future workforce needs. Stay informed
about industry trends and best practices in recruitment. Contribute to employer branding
initiatives to attract top talent.
The HR Recruiter serves as a bridge between the organization and potential employees,
contributing significantly to the overall success of the company by ensuring a steady influx of
qualified and culturally aligned individuals. The role demands a combination of interpersonal
skills, strategic thinking, and a deep understanding of both the organization's needs and the
dynamics of the job market.
3.6. What is selection?
The selection process can be defined as shortlisting the right candidates with the required
qualifications to fill the vacancies in an organization. The process varies from company to
company hence need to be understood what type of process suits accordingly.
The Selection Process is quite a lengthy and complex process as it involves a series of steps
before making a final decision. To know more about the selection process of an organization,
read the article below.

3.7. Selection Process Meaning

The selection process refers to selecting the right candidate with the required qualifications and
capabilities to fill the vacancy in the organization. The selection process is quite a lengthy one
and also complex. It involves a series of steps before the final selection. The procedure of
selecting the employees may vary from industry to industry according to their own needs. Every
organization designs their selection process while keeping in mind the urgency of hiring the
people and the requisites for the vacancy of the job.
3.8. Recruitment and Selection
Recruitment is the process where the potential applicants are searched for and are encouraged to
apply for a vacancy .While the selection is the process of hiring the employees from the
shortlisted candidates and providing them with a job in the organization. The success of any
organization depends on its employees because when an employee is well suited for their job the

15
entire company can enjoy the benefits of their success. Recruitment and selection help
organizations to choose the right candidates for the right positions in the business.
3.9. Steps in Selection Process
Popularly there are seven stages in the process of selection:
1. Application – After the job opening has been announced, the candidates apply for the
respective jobs which suit them.
2. Screening and Pre-selection – The goal of this second phase is to reduce the number of
candidates from a large group to a manageable group of between 3-10 people that can be
interviewed in person. The selection is based on their selection technique and according
to the company’s needs.
3. Interview – The interview gives insight into a person’s verbal accuracy and how sociable
they are. This also provides the opportunity to ask the candidate job-related queries.
4. Assessment- The full assessment usually is more accurate as this helps the organization
to check the candidate well. Assessments include work sample tests, integrity tests, and
related job knowledge tests.
5. Reference And Background Check- An essential step is the reference check, which is
to confirm about the candidate. The candidates are asked to give references and he
follows up on these.
6. Decision- The next step is to decide to choose the correct candidate who promises the
greatest future potentiality for the organization.
7. Job Offer and Contract – After the decision-making process, the candidate needs to
accept the offer which is known as the contract.

3.10. Types of Selection Process

Selection types differ according to different types of organizations. The types of the selection
process are -
a. Application forms and CVs
b. Online screening and short listing
c. Interviews
d. Psychometric testing

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 e. Ability and aptitude tests
f. Personality profiling
g. Presentations
h. Group exercises
i. Assessment centers
j. References

3.11. Importance of Selection

Selection is an important facet for the organization, it’s importance can further be summed up as
below-
a) It identifies the right candidates for the company.
b) Recruiting talented employees can help increase the overall performance of the organization.
c) Helps in avoiding false negatives and false positives of the candidates.
3.12. What is an Interview and Types of Interview Evaluation Forms:
3.12.1. Interview Definition: An interview is a formal conversation between an employer or
recruiter and a candidate to assess the candidate's suitability for a specific role. It is a crucial step
in the hiring process, allowing both parties to exchange information and determine if there is a
mutual fit.
3.12.2.Types of Interview Evaluation Forms:
1. Structured Interview Evaluation Form: Standardized form with predetermined questions,
facilitating fair comparison among candidates.
2. Unstructured Interview Evaluation Form: Allows for open-ended questions, providing
flexibility but may result in inconsistent assessments.
3. Behavioral Interview Evaluation Form: Focuses on past behaviors as indicators of future
performance.
4. Panel Interview Evaluation Form: Used for interviews conducted by a panel of interviewers,
assessing diverse perspectives.
5. Technical Interview Evaluation Form: Assesses a candidate's specific technical skills and
knowledge.
6. Competency-Based Interview Evaluation Form: Evaluates competencies relevant to the job.
3.13. What is Portal Sourcing:

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Portal Sourcing Definition: Portal sourcing refers to the strategic use of online platforms, job
portals, and professional networks to identify and attract potential candidates for job
opportunities. It involves leveraging digital resources to streamline the sourcing process, reach a
broader talent pool, and enhance the efficiency of recruitment efforts.

3.14. Sourcing & Scheduling of Candidates:

3.14.1. Sourcing of Candidates:
a. Identifying Sources: Utilize job portals, social media, professional networks, and industry-
specific platforms to find potential candidates.
b. Boolean Searches: Employ advanced search techniques to refine candidate searches based on
specific criteria.
c. Networking: Tap into professional networks and attend industry events to connect with
potential candidates.
3.15. Scheduling of Candidates:
a. Coordination: Efficiently coordinate with candidates and hiring managers to arrange
interviews.
b. Communication: Provide clear details about the interview process, location, and any required
preparations.
c. Flexibility: Accommodate candidate schedules and preferences as much as possible.

3.16. What is a Job Description & How to Draft a JD:

Job Description: A job description is a detailed document that outlines the responsibilities, duties,
qualifications, and requirements of a particular job role within an organization. It serves as a
critical tool for both recruitment and employee performance management.

3.17. How to Draft a JD:

a) Title and Overview: Clearly state the job title and provide a brief overview of the role.
b) Responsibilities: List specific duties and responsibilities expected of the candidate.
c) Qualifications: Outline the skills, education, and experience required for the role.
d) Reporting Structure: Indicate the position's place in the organizational hierarchy and
reporting relationships.
e) Key Competencies: Identify the key competencies essential for success in the role.

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f) Company Culture and Values: Integrate aspects of the company culture and values relevant
to the role.
g) Application Instructions: Clearly state how candidates should apply and any specific
requirements for the application process.
Creating a comprehensive job description is essential for attracting suitable candidates and
aligning organizational goals with the expectations for the role.

19
Chapter - 4 Conclusion:
In conclusion, the role of an HR recruiter is pivotal in shaping the success and sustainability of
an organization through the acquisition of top talent. Beyond the surface responsibilities of
posting job openings and conducting interviews, a skilled HR recruiter serves as the initial touch
point for potential employees, playing a crucial role in shaping the employer brand and
organizational culture.
Their ability to understand not just the technical skills required for a position but also the
alignment of candidates with the company's values and vision is paramount. In-depth knowledge
of the industry, evolving recruitment trends, and effective communication skills are essential for
a recruiter to navigate the competitive landscape of talent acquisition successfully. Moreover, a
recruiter's role extends to creating a positive candidate experience, which not only impacts
immediate hiring outcomes but also influences the organization's reputation in the long run. In a
rapidly changing job market, adaptability, creativity, and the use of technology have become
integral aspects of modern recruitment strategies. Ultimately, an HR recruiter's effectiveness lies
not only in filling vacant positions promptly but in strategically contributing to the company's
growth by bringing in individuals who contribute meaningfully to the organizational objectives
and foster a dynamic and inclusive work environment.
Ultimately, a skilled HR recruiter goes beyond the traditional responsibilities of filling vacancies;
they actively contribute to building a robust, diverse, and high-performing workforce that aligns
with the organization's strategic objectives.

20
Reference:

1. https://theorg.com/org/xpo-logistics/org-chart
2. https://www.xpo.com/about-us/
3. https://www.smartrecruiters.com/resources/glossary/talent-acquisition/
4. https://empxtrack.com/blog/recruitment-and-selection-the-most-important-hr-
function/#:~:text=Recruitment%20is%20the%20process%20of,and%20growth%20of
%20a%20business.
5. https://www.smartrecruiters.com/resources/glossary/recruitment/
6. https://peoplemanagingpeople.com/articles/what-are-hr-policies/
7. https://blog.hubspot.com/marketing/talent-acquisition
8. https://www.smartrecruiters.com/resources/glossary/interview-evaluation-form/
9. https://www.shrm.org/resourcesandtools/tools-and-samples/job-descriptions/pages/hr-
business-partner.aspx#:~:text=The%20HR%20Business%20Partner
%20(HRBP,management%20in%20designated%20business%20units.
10. https://www.shrm.org/resourcesandtools/tools-and-samples/job-descriptions/pages/hr-
business-partner.aspx#:~:text=The%20HR%20Business%20Partner
%20(HRBP,management%20in%20designated%20business%20units.

21
 11. DAILY WORK SHEET FOR SUMMER TRAINING
REPORT

Name of the Student – Monu Dandotiya

Course and Semester: MBA 3rd SEMESTER
Batch: 2022-2024
Specialization: HR+ Marketing
Name of Summer Training Organization: Ubitech solutions Pvt. Ltd

Days Date Description of Work

1 1 Aug Introduction of the company

2 2 Introduction of workplace

3 3 Working process

4 4 Training

5 5 Training

6 6 Holiday (Sunday)

7 7 Training

8 8 Learned how to make JD

9 9 Learned how to take interviews

10 10 Took telephonic interviews

11 11 Took telephonic interviews

12 12 Holiday (Second Saturday)

13 13 Holiday (Sunday)

14 14 Learned who to use Indeed and Naukri Portal

22
15 15 INDEPENDENCE DAY (Holiday)

16 16 Visited Maharana Pratap college of technology for a seminar

17 17 Introduction to the company’s aptitude test portal

18 18 Worked on the company’s aptitude test portal

19 19 Screening and sourcing of resumes

20 20 Holiday (Sunday)

21 21 Company organized a Sat sang for the employees of the company

22 22 Took telephonic interviews

23 23 Managed Walk-in interviews

24 24 Screening and sourcing of resumes

25 25 Took telephonic interviews

26 26 Holiday (Second Saturday)

27 27 Holiday (Sunday)

28 28 Went IPS College for the Webinar

29 29 Took Follow up from IPS college students regarding the webinar

30 30 Raksha Bandhan (Holiday)

31 31 Managed walk-in interviews

32 1 Sept Took face-to-face interview with my TL

33 2 Screening and sourcing of resumes

34 3 Holiday (Sunday)

35 4 Worked on company’s aptitude portal

23
 36 5 Took telephonic interviews

37 6 Janmashtami (Holiday)

38 7 Took face-to-face interview

39 8 Visited Dr. Bhagwant Sahay College

40 9 Holiday (Second Saturday)

41 10 Holiday (Sunday)

42 11 Managed walk-in interviews

43 12 Screening and sourcing of resumes

44 13 Took telephonic interviews

45 14 Took face-to-face interview with my TL

Name of the Faculty Guide: Dr. Raveendra Babu A.

Signature of Faculty Guide:

24
 WEEKLY WORK REPORT FORMAT

(PERFORMA NO.06)

Name of the Student: Monu Dandotiya

Course and Section: MBA 3rd SEMESTER
Weekly report for (Duration of Week): 45 Days

WEEK FROM TO DESCRIPTION OF WORK

1 1st Aug 5th Aug Introduction of the company and workplace

2 7th Aug 11th Aug  Training

 Learned Telephonic interviews

3 14th Aug 19th Aug Screening and sourcing of resumes from different portals and
also gave a seminar in Maharana Pratap college of
technology

4 21st Aug 25th Aug Took telephonic and Walkin interviews

5 28th Aug 2nd Sept Prepared for webinar and volunteered it

6 4th Sept 8th Sept Learned about various portals company uses for management and had
a visit to Dr. Bhagwat Sahay College

7 11th Sept 15 Sept Took telephonic, Walk-in and face to face interviews

Thanks, and regards,

Yours Sincerely
Monu Dandotiya

25
 STUDENTS PERFORMANCE EVALUATION FORM
(To be filled by Industry Guide)
(PERFORMA NO.07)

Name of Student: Monu Dandotiya.

Duration for Summer Training: 45 Days.
Department: HR
Course: MBA
Batch: 2022-2024

You are requested to give your valuable feedback on following parameters on a scale of 1 to 5
where 1 indicates the strongly disagree for the statement and 5 indicates for maximum agreement
for the student’s performance who has undergone training in your valuable guidance.

Regularity and Punctuality during training

1 2 3 4 5

Openness for Learning and Acceptability of task allotted

1 2 3 4 5

Able to work in team

1 2 3 4 5

Behavior in the Organization

1 2 3 4 5

Quality in work allotted

1 2 3 4 5

26
Any other observation
……………………………………………………………………………………………………
………………………………………………………………………………………………………
………………………………………………………………………………………………………
…

Date:
Place:

Name and Signature of Industry Guide

27
 STUDENT EVALUATION FORM FOR FACULTY GUIDE

(PERFOMA NO.09)

Name of the Student: Monu Dandotiya.

Course: MBA
Specialization: HR + Marketing
Section: E
Batch: 2022-2024
Date and Day when student reported first time:

Kindly give feedback for the following points

1. Whether the student have reported before he/she proceeded for summer training.
a. YES
b. NO

2. Whether the Student get the approval for Topic of Summer Training
a. YES
b. NO

3. Kindly mark the performance of the student for following Parameters on a scale of 1 to 5
a. Regularity and Punctuality during training including reporting and submission of
Weekly wok report
1 2 3 4 5
b. Openness for Learning and Acceptability of task allotted

1 2 3 4 5
c. Able to work in team

1 2 3 4 5

28
 d. Behavior
1 2 3 4 5

e. Quality in work allotted

1 2 3 4 5

Overall Remark on Student performance

……………………………………………………………………………………………………
………………………………………………………………………………………………………
………………………………………………………………………………………………………
…

Date:

Place:

Name and Signature of Faculty Guide

29