A

PROJECT REPORT
ON
A STUDY ON RECRUITMENT AND SELECTION
AT
XAVICA SOFTWARE SOLUTIONS PVT LTD
BY
P.D.VAISHALI
H.T. NO: 1520-21-672-064
Under The Guidance Of
Mr. RAJU CHALLA
(Assistant Professor)
Submitted in partial fulfilment of the requirement for the award of the
MASTER OF BUSINESS ADMINISTRATION
(2021-2023)

Department of Business Administration

KESHAV MEMORIAL INSTITUTE OF
MANAGEMENT
(Affiliated to Osmania University)
NARAYANAGUDA, HYDERABAD
ii
iii
 CANDIDATE DECLARATION

I hereby declare that this Project Report titled “ A STUDY ON RECRUITMENT

AND SELECTION” AT“XAVICA SOFTWARE SOLUTIONS PVT.LTD”submitted
by me to the Department ofBusiness Management, O.U, Hyderabad, is a
bonafide work undertaken by me and it is not submitted to any other University
or Institution for the award of any degree / diploma / certificate or published
any time before.

Signature of the Student

P.D. VAISHALI

iv
ACKNOWLEDGEMENT

My heartfelt sincere Thanks to Dr.K.SOMESHWER RAO , Director General, Keshav

Memorial institute of Management, Hyderabad for giving me this opportunity for doing my
project in XAVICA SOFTWARE SOLUTIONS PRIVATE LIMITED Faculty guide Challa
Raj Reddy.Sir has been very supportive and helped me to learn and complete the project. My
sincere thanks to my Industry guide and company.

My sincere and grateful than throughout to my faculty guide MR.RAJU CHALLA.(HR

Manager) for guiding me project. My sincere thanks to who stood by me motivating me to
complete my project successfully.

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ABSTRACT

I opted for this particular topic named “Recruitment & Selection” because recruitment and
selection procedures 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 and Selection because the organization doesn’t want to be a bad recruiter by
selecting manpower that might have the potential to spoil the long-earned goodwill or
corporate image and also incur heavy recruitment costs on them.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job at an organization or firm. For some components of the recruitment process, mid- and
large-size organizations often retain professional recruiters or outsource some of the process
to recruitment agencies. 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 of an efficient working force.
The main objective of the recruitment process is to expedite the selection process.

Selection on the other hand, is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. The purpose of selection is to pick up 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 applicants in terms of age, qualifications, skills,
experience, etc. the needs of the job are matched with the profile of candidates.

I have also applied few research tools in the project such as the questionnaire, interview
method to obtain views of the respondents and thereby, have analysed the factor by applying
columnar, bar & pie charts. However, I faced a few limitations --- such as sample constraint,
time constraint, respondents didn’t take the questionnaire method seriously and so were very
reluctant in answering the questions. Thus, I would like to conclude that from my project I
have definitely understood that employee recruitment & selection is the basics of an
organization.

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 INDEX

S.NO CONTEXT PAGE NO

1 CHAPTER-1 1-20

Introduction and Research Methodology

2 CHAPTER -2 21-24

Review of Literature

3 Chapter-3 25-32

Company profile

4 CHAPTER-4 33-51

Data Analysis and interpretation

5 CHAPTER -5 52-55

Finding suggestions & conclusions

● Annexure

● Bibliography

● Questionnaire

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 CHAPTER-1
INTRODUCTION

1
INTRODUCTION AND RESEARCH METHODOLOGY

Acquiring and retaining high-quality talent is critical to an organization's success. As the job
market becomes increasingly competitive and the available skills grow more diverse,
recruiters need to be more selective in their choices, since poor recruiting decisions can
produce long-term negative effects, among them high training and development costs to
minimize the incidence of poor performance and high turnover which, in turn, impact staff
morale, the production of high-quality goods and services and the retention of organizational
memory.

At worst, the organization can fail to achieve its objectives thereby losing its competitive
edge and its share of the market. Human resource department plays a crucial role in this
process. The backbone of any successful company is the HR department, and without a
talented group of people to hire,culture, and inform employees, the company is doomed for
failure.
Human resource is most valuable assets in the organization. Profitability of the organization
depends on its utilization. If their utilization is done properly will make profit otherwise it
will make loss. To procure right man at right place in right time, some information regarding
job and job doer is highly essential. This information is obtained through jobanalysis, job
description and job specification. Without these recruitment will be unsuccessful.

A well planned and well managed recruitment will result in high quality applicants for the
company. The recruitment process should inform qualified individuals about
employmentopportunities, create a positive image of the company, provide enough
information of thejobs so that applicants can make comparison with their qualifications and
interests andgenerate enthusiasm among the best candidates so that they will apply for vacant
positions.

What distinguishes a successful company from unsuccessful one is the quality of manpower.
The role of management is to optimize the use of resource available to it. The role of HR is to
incorporate the planning and control of manpower resource into the corporate level plans so
that all resources are used together in the best possible combination.

Managing people at work and control of human activities in employment is a function that
must be performed in all societies. It is essential in every type of employment for every
occupation and every type of employed manpower. Manpower management is essential in

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government as well as private employment under socialism or communication in small
business and in large.

Recruitment, as a human resource management function, is one of the activities that impact
poor recruitment decisions continue to affect organizational performance and limit goal
achievement, it is taking a long time for public service agencies in many jurisdictions to
identify and implement new, effective hiring strategies.

Recruitment is a process which provides the organization with a pool of potentiallyqualified

job candidates from which judicious selection can be made to fill vacancies.
Successful recruitment begins with proper employment planning and forecasting. In thisphase
of the staffing process, an organization formulates plans to fill or eliminate future
jobopenings based on an analysis of future needs, the talent available within and outside of
theorganization, and the current and anticipated resources that can be expended to attract
andretain such talent.

Selection is a process of hiring the best among the pool of candidates available.
‘Right person for the right job’ is the basic principle in recruitment and selection.
Everyorganization should give attention to the selection of its manpower, especially its
managers.

The operative manpower is equally important and essential for the orderly working of
anenterprise. Every business organization/unit needs manpower for carrying different
businessactivities smoothly and efficiently and for this recruitment and selection of
suitablecandidates is essential. Human resource management in an organization will not be
possible if unsuitable persons are selected and employment in a business unit.

RECRUITMENT

Recruitment is an important part of an organization's human resource planning and their

competitive strength. Competent human resources at the right positions in the organization
are a vital resource and can be a core competency or a strategic advantage for it. Recruiting
the top talent for a job takes time and attracting the quality candidates who have the
knowledge and skills needed to help the company's growth.

Recruitment and selection are two of the most important functions of personnelmanagement.
Recruitment precedes selection and helps in selecting a right candidate.

3
‘Right person for the right job’ is the basic principle in recruitment and selection.
Everyorganization should give attention to the selection of its manpower, especially its
managers.The operative manpower is equally important and essential for the orderly working
of anenterprise. Every business organization/unit needs manpower for carrying different
businessactivities smoothly and efficiently and for this recruitment and selection of
suitablecandidates are essential. Human resource management in an organization will not be
possibleif unsuitable persons are selected and employment in a business unit.

Meaning of recruitment

“It is the process of finding and attracting capable applicants for the employment. Theprocess
begins when new recruits are sought and ends when their applicants are submitted.The result
is a pool of applicants from which new employees are selected”. In this, theavailable
vacanciesare given wide publicity and suitable candidates are encouraged tosubmit
applications so as tohave a pool of eligible candidates forscientific selection. Recruitment
refers to the process of attracting, screening, andselecting qualified people for a job at an
organization or firm.
Recruitment process involves a systematic procedure from sourcing the candidates
toarranging and conducting the interviews and requires many resources and time.

A generalrecruitment process is as follows:

1) Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions
for
recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
2) Preparing the job description and person specification.
3) Locating and developing the sources of required number and type of employees
(Advertising etc).
4) Short-listing and identifying the prospective employee with required characteristics.
5) Arranging the interviews with the selected candidates.
6) Conducting the interview and decision making

Recruitment is a continuous process because of:

a) Staff departures (e.g., retirements, resignation)
b) Changes in business requirements (e.g., new products, markets,
expended operations)

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c) Changes in business location (are relocation often triggers the
need for substantial recruitment)
d) Promotions
e) Transfers

Objectives of the recruitment process

• To obtain the number and quality of employees that can be selected in

order to help the organization to achieve its goals and objectives.
• It helps to create a pool of prospective employees for the organization so
that the management can select the right candidate for the right job from
this pool.
• To induct the outsiders with new perspectives to lead the company.
• To recruit people whose skill fit the company values?
• To search for talent globally not just within the company.
• To device methodology for assessing psychological traits.
• To anticipate and find people for positions that does not exist yet.

Factors affecting Recruitment:

• The size of the organization.

• The employment conditions in the community where the organization is located.
• The effects of past recruiting efforts which show the organization's
ability to locate and retain the good performing people.
• Working conditions, salary and benefit packages offered by the organization.
• Rate of growth of the organization. The future expansion and production
programs.
• Cultural, economic and legal factors.
However, these factors may be divided specifically as:
• Internal factors
• External factors

Internal Factors:
• Recruitment policy of the organization
• Human resource planning strategy of the company
• Size of the organization and number of people employed
• Cost involved in recruiting employees
• Growth and expansion plans of the organization
• Company pay package
• Career planning and growth
• Quality of work life
• Role of trade union

5
External Factors:
• Supply and demand of specific skills in the labor market.
• Political and legal factors like reservations of jobs for specific sections of society etc
• The job seekers image perception of the company.
• Information system like employment exchange/ tele recruitment like internet.
• Labor market conditions.

Recruitment checklist:

• Before going to actual recruitment, a checklist to be made which helps the

recruiter till the end of the process.
• Whether the vacancy has been agreed by the responsible managerAvailability of the job
Description.
• What are the conditions of employment for the vacant position.
• Whether the candidate specification been prepared.
• Whether the notice of vacancy been submitted earlier.
• Whether the job advertisement been agreed.
• What arrangement have been made for drawing a shortlist of candidates.
• Whether the interview arrangement have been made.
• Whether offers letters been agreed and dispatched.
• Whether rejection letters sent to the unsuccessful candidates.
• Whether confirmation letter received from the selected candidate to whom offer letter has
been sent.

Recruitment policy:

In today's rapidly changing business environment, a well defined recruitment policy

isnecessary for organizations to respond to its human resource requirements in
time.Therefore, it is important to have a clear and concise recruitment policy in place, which
canbe executed effectively to recruit the best talent pool for the selection of the right
candidateat the right place quickly. Creating a suitable recruitment policy is the first step in
theefficient hiring process. A clear and concise recruitment policy helps ensure a
soundrecruitment process.

Most of the companies are having personnel policies for the organization. Recruitmentpolicy
is a part of the personnel policy. But before making the recruitment policy theorganization
must consider the government policies, personnel policies of otherorganization, social
responsibility of the organization etc.

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Sources of recruitment:

INTERNAL SOURCES:

The most common internal sources of internal recruitment are

1. Notice boards
2. Newsletters

The existing employees will probably know their friends or relatives or colleagues whocould
successfully fill the vacancy. Approaching them may be highly efficient methodof
recruitment but will almost certainly offend other workers who would have wished tohave
been considered for the job. To keep employees satisfied make sure that potentiallysuitable
employees are informed of the vacancy so that they can apply. Also anyone elsewho is likely
to be interested is told about it as well so that they can apply for the job.

1) Notice Boards

This is the convenient and simple method of passing on important messages to theexisting
staff. A job advertisement pinned to a notice board will probably be seen andread by a
sufficient number of appropriate employees at little or no cost. However, manyof the staff
will probably not learn of the vacancy in this way either because the noticeboard poorly
located or is full of out dated notices that they don't bother to look at it, asthey assume there
is nothing new to find out. A notice board must be ensured that it is well sited. Wherever it is
been placed it should be certain that it is seen by everyone.
Itmeans there must be equal opportunity to see to it and this happens when they know thatjust
important topical notices are on display. Attention must be paid to the design andcontents of
the notice if it is to catch the eye and make the employee read on and thenwant to apply for
the job.

2) Newsletters

Many companies regularly produce in-house newsletters, magazines or journals for theirstaff
to read. It is hoped that latest company news sheet is read avidly by all staff thusensuring that
everyone is aware of the job opportunity advertised in it. Unfortunately, this is not always so,
because it is sometimes not circulated widely enough andemployees may find it boring and
choose not to read it. Newsletter can be utilized as thesource of recruitment if it is convinced
that everybody will see a copy.MemorandaPossibly the best way of circulating news of the
job vacancy is to send memoranda todepartment managers to read out to the teams or to write
all employees perhapsenclosing memoranda in wage packets if appropriate. However, it can
be a timeconsuming process to contact staff individually, especially if there is a large work
force.It should also be kept in mind as to in which way the memorandum is phrased out
sothat the job appeals to likely applicants.

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EXTERNAL SOURCES

There are many sources to choose from if you are seeking to recruit from outside the
company.
1. Word of mouth
2. Job centers
3. Private agencies and consultants
4. The press
5. Radio
6. Television

1) Word of Mouth

Existing employees may have friends and relatives who would like to apply for he
job.Recruiting in this way appears to be simple, inexpensive and convenient. Never useword
of mouth as a sole or initial source of recruitment if the work force is wholly orpredominantly
of one sex or racial group. Also employing friends and relatives ofpresent employees may be
imprudent because it is not certain that they are as competentas the current
staff.NoticesDisplaying notices in and around business premises is a simple and often
overlookedmethod of advertising a job vacancy. They should be seen by a large number of
passersby, some actively looking for work. It can also be inexpensive with a noticevarying
from a carefully hand written post card up to a professionally produced poster.Pay attention
to the appearance and contents of the notice if it is intended that it isapplied by the right
people.

2) Job Centers

Most large towns have a job center which offers employers a free recruitment service,trying
to match their vacancies to job seekers. Staff will note information about a postand the types
of person sought and then advertise the vacancy o notice boards withintheir premises. Job
center employees can further help if requested to do so by issuingand assessing application
forms and thus weeding out those applicants who areobviously unsuitable for the position.
Short listed candidates are then sent out for theemployer to interview on his business
premises.

3) Private Agencies and Consultants

There are various types of private organization that can help to find the right person fora
particular job. Employment agencies exist in many town and cities. Some handle allgeneral

8
vacancies from junior unto supervisory level while others specialize in variousoccupations
such as accountancy, clerical or computer personnel and marketing or sales.Since they
maintain a register of job seekers, they initially attempt to find applicantsfrom this list. A
short list will be drawn up by reading through applications andconducting interviews on
client organization's behalf. Although fees vary, it is expectedto pay around 10 to 15% of the
annual salary offered if a suitable person is found for thejob. This will be partly refundable if
he leaves within a certain period of time. Fortemporary staff, it is normally charged on
hourly, daily or weekly rate by the agency.They will then pay the employee. Recruitment
agencies are similar to employmentagencies in the services that they offer. The main
difference is that recruitment agenciestend to operate at a higher level, concentrating on
technical, managerial and executiveappointment. Accordingly, increased time, effort and
expertise are needed to compile aquality short list. This will be reflected in the fees charged,
often between 18 and 22%of the annual salary of the staff recruited. Again a proportion of
this may be refundableif the employees proves to be unsatisfactory and subsequently departs.

Search consultants, also known as Headhunters, specialize in finding candidates for senior
positions. They normally head hunt people currently at work in similar posts,possibly at rival
companies. Discrete approaches, by telephone, are made direct to the persons involved. Such
a process is time consuming and requires considerable tact anddiplomacy if it is to be
successful. Charges may be in excess of 30% of the annual salary.

Before opting for this source attention must be paid about those agencies who brashly
promisetogive a lengthy list of candidates very quickly. It may sound impressive but suggests
that theyare simply pulling names from a register perhaps of dubious quality and are not
actively searching for and screening applicants properly.
A good shortlist will take time to compile. It must be ensured that the agency with whichthe
organizations contracting must follow a good refund system in case the new recruitresigns or
needs to be dismissed shortly after joining. Also a free replacement warrantyup to six months
must be provided by the recruiting agency. When employing an agencyor consultant, make
sure that they know exactly what they are expected to do. A clearjob description and
employee specification, must be provided so that they could screenby referring to the
employee specification and so on. Full up to date information aboutthe job and person
required. Supply all details and all instructions in writing to avoidsubsequent
misunderstandings and disagreements.

The recruiting agency or consultant must be in touch with the client company throughout the
recruitment process to ensure that the agency is following the instructions and doing its job
well. Also it must be ensured that they are maintaining equality of opportunity and avoiding
unlawful discrimination against applicants of aparticular sex, marital status or any racial
group. All applicants should be judged solely on their ability to do the job.Educational
Institutions Or Campus Recruitment.

Those companies which require a steady intake of young person's for new YouthTraining to
trainee management positions ought establish and maintain close contactwith colleges and

9
universities. The advantage of campus recruitment is, it is known thatwho the audience to be
addressed are. Promotional literature in the form of posters,broachers, catalogues; press
releases and so on can be issued to the audience so that thecompany's name remains
prominent and their student's minds all the time.

4) The Press

Advertising for the new staff through the press has proved successful for manycompanies.
Choose between local newspapers, national newspapers and the magazines.All will put in
touch with different audience. Local newspapers, read by a largecross-section of the
immediate population, may be most suitable if there is sufficienttalent in the area.
National newspapers, with their mass circulations and differing attitudes to newscoverage
appealing to various tastes, could be better when looking out to fill the seniorposition.Trade
Magazines often under estimated as useful source of recruitment might be worthconsidering
if looking out to recruit someone for a specialized job which possiblyrequires previous
experience of the particular industry.
Naturally there are some drawbacks to newspaper advertising. It is expensive in relationto
other, often equally good source such as job and careers centers, which advertise free.Other
drawbacks of newspaper advertising include a high level of wastage (the vastmajority of
readers will not be job hunting) and a short life span. The daily or eveningnewspaper is
invariably discarded at the end of the day. A short series of advertisementincurring extra
expenses may sometimes be required and multiplying one advert bythree or four starts to
make this source prohibitively costly. Trade magazines could be a better way of recruiting
staff depending upon the circumstances. Most will include employment advertisements
within a classified section which will be read by a small but select and interested number of
people. There some disadvantages, however theinancial outlay is still considerable. If the
magazine is published bi-monthly or quarterly, may have to wait sometime before the
advertisement is seen. It may beintended to fill the vacancy as soon as possible.

5) Radio

Many radio stations broadcast special job finder’s advertisements throughout the day
forcompanies looking for new recruits. Advertising through the radio has got
manyadvantages as it will be transmitted to over a wide geographical area to potentially
largeaudience. Variety of age groups listens thus making it a suitable medium for
differenttypes and levels of jobs. Advertisements can be broadcast very quickly
sometimeswithin hours. Nevertheless, there are some disadvantages that must be
consideredcarefully. As few have tune in to hear advertisements and their thoughts
invariablywander when they are on, or they may start station hopping to find more music.
Theradio is also transient medium.An advertisement lasts for perhaps 30 seconds, which is a
very short period in which to put across all the important points, and is then finished.It is
usually difficult to remember (What was the company's name? what was its phonenumber?)
most listeners will not have a pen and pad handy to make notes.

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6) Television

You can advertise on a regional or national basis. Recruiting staff through the Televisionis
still wely regarded as a new and innovative approach. Companies which use thismedium
maytherefore be seen as go-ahead and dynamic. Thus, this medium may not bean immediate
choice if there is only just one vacancy to be filled, although shorter andexpensive one month
contracts could be negotiable and worth considering. SELECTIONThe selection procedure is
concerned with securing relevant information about theapplicant.
This information is secured in number of steps. The objective of selection process is to
determine whether an applicant meets the qualifications for a specific job and to choose the
applicant who is most likely to perform well in that job. The hiring procedure is not a single
act but it is essentially a series of methods by which additional information is secured about
the applicant. At each stage facts, which came to light, make the acceptance or rejections of
the candidate clear. Some selection processes are quite easy and some with many hurdles this
increases with the level and responsibility of the positions to be filled.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:

1. Someone should have the authority to select. This authority comes from theemployment
requisition as developed by an analysis of the work-load and workforce.
2. There must be some standard of personnel with which a prospective employee maybe
compared i.e., a comprehensive job description and job specification should beavailable
beforehand.
3. There must be sufficient number of applicants from whom the required number
ofemployees may be selected.

PROCESS OF SELECTION

Preliminary Interview or Screening

The initial screening is usually conducted by a special interviewer a high caliberreceptionist
in the employment office. These interviews are short and are known as stand-upinterviews.
The main objective of such interviews is to screen out undesirable/unqualifiedcandidates at
very outset. Such interviews conducted by someone who inspires confidence,who genuinely
interested in people, and whose judgment in the “sizing up” of the applicantis fairly reliable.
Basic criteria that must be met for an application to be eligible for consideration. If
thesecriteria are not met, there is no obligation on the employer to consider such
applications.The screening process therefore seeks to identify those applications that meet the
basicentry-level requirements applications that are therefore incomplete or do not meet the
basicappointment criteria are considered unsuccessful applications. In order to be fair

11
andobjective in the screening of candidates, it is essential that a fixed set of valid criteria
beapplied in terms ofeach and every candidate that applies for a position.
Certain conditions should be met in relation to the format and content of -
a) Application forms
b) Curricula Vitae (CV's) and
c) All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those applicants that do notmeet
the basic requirements, the next objective should be to identify a manageable size(pool) of
applicants (a short-list) who are best suited to fill the position successfully andfrom whose
ranks the most suitable candidate(s) is/are to be selected. It is about identifying a manageable
pool of best suited candidates for a specific position, in the interest of the State, taking into
account Affirmative Action and Employment Equity objectives.
May short-listing be used to reduce a vast number of applications to a manageable size. As
stated, the primary objective of the short-listing process is to reduce the number ofqualifying
applicants to a manageable size for purposes of selecting the most suitablecandidate. A
furtherobjective with short-listing is to rank candidates, and to determine acut-off point below
which candidates will not be interviewed. The criteria utilized forshort-listing purposes
should therefore be in sufficient detail to allow for this and should beapplied consistently.

Application Form

Application form is also known as application blank. The technique of application blank
istraditional and widely accepted for securing information from the prospective candidates.
Itcan also be used as a device to screen the candidate at the preliminary level.
Manycompanies formulate their own style of application forms depending upon the
requirement of informationbased on the size of the company, nature of business activities,
type and level of job etc. theyalso formulate different application forms for different jobs, at
different levels, so as to solicit the required information for each job. But few companies in
our companies in our country do not have prescribed application forms.

Psychological Testing

Test is defined as a systematic procedure for sampling human behavior

Tests are used in business for three primary purposes.
1) For the selection and placement of new employees
2) For appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of paramount
importance for each of these purposes.

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Classification of Tests on the Basis of Human Behaviour

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn newjobs or
skills. They will enable us to know whether a candidate if selected, would be suitable for a
job, which may be clerical or mechanical. These tests may take one ofthe following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she hasmental
capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a particulartype of
mechanical wok. This could help in knowing a person's capability for spatialvisualization,
perceptual speed manual dexterity, visual motor coordination orintegration, visual insights
etc.
c) Psychometric tests – these tests measures a person's ability to do a specific job.

B. Achievement test

Also known as proficiency tests they measure the skill, knowledge which isacquired as a
result of a training program and on the job experience they determinethe admission feasibility
of a candidate and measure what he/she is capable ofdoing.
a) Tests for measuring job knowledge – this type of test may be oral or written. Thesetests are
administered to determine proficiency in shorthand and in operatingcalculators adding
machines dictating and transcribing machines and simple. mechanical equipment.
b) Work sample tests – demand the administration of the actual job as a test. A typingtest
provides the material to be typed and notes the time taken and mistakescommitted.

C. Personality tests

These tests aim at measuring those basic make up or characteristics of an individualwhich are
non-intellectual in their nature. In other words they probe deeply todiscover clues to an
individual's value system, his emotional reactions and maturityand motivation interest his
ability to adjust himself to the illness of the everyday life.And his capacity for interpersonal
relations and self image.Objective tests – itmeasures neurotic tendencies self-sufficiency
dominance submission and self-confidence. These are scored objectively. They are paper and
pencil tests orpersonality inventors.

a) Projective tests – it is a test in which a candidate is asked to project his owninterpretation

into certain standard stimulus situation. The way in which he/sheresponds to these stimuli
depends on his own values, motives and personality.

b) Situation tests – these tests measure an applicant's reaction when he is placed in apeculiar
situation his ability to undergo stress and his demonstration of ingenuity under pressure.

13
Suchtests usually relate to leaderless group situations, in which someproblem is posed to a
group and its members are asked to reach some conclusionwithout the help of a leader.
c) Interest tests – these tests aim at finding out the types of work in which a candidateis
interested. They are inventories of the likes and dislikes of the people of someoccupation
hobbies and recreational activities. They are useful in vocationalguidance and are assessed in
the form of answers to a well prepared questionnaire.

Interviews

Interviews are a crucial part of the recruitment process for most organizations. Theirpurpose
is to give the selector a chance to assess the candidate and to demonstrate theirabilities and
personality. It's also an opportunity for an employer to assess them and to makesure the
organization and position are right for the candidate. An interview is an attempt tosecure
maximum amount of information from candidate concerning his suitability for thejob under
consideration.

The recruitment process ƒor most organizations ƒollows a common theme:

Applications/CVs are received, either online or by post; and candidates are short-listed
andinvited for interview. The interview format can vary considerably and may include
anassessment centre and/or tests. The number of interviews also varies. Some companies
aresatisfied after one interview, whereas others will want to recall a further shortlist
ofcandidates for more. If successful at the final interview stage, an official job offer is sent
tothe candidate. Interview format is determined by the nature of the organization, but there
arevarious standard formats.

Chronological Interviews -

These work chronologically through the candidate's life to date and are usually based on the
CV or a completed application form.

Competency-Based Interviews -
These are structured to reflect the competencies that anemployer is seeking for a particular
job (often detailed in the recruitment information). Thisis the most common type of interview
for graduate positions today.

Technical Interviews - If a candidate has applied for a job or course that requires technical
knowledge (e.g., positions in engineering or IT) it is likely, at some stage in the selection
process, that the candidate will be asked technical questions or have a separate technical
interview to test his/her knowledge. Questions may focus on the final year project and his/her
choice of approach to it or on real/hypothetical technical problems. It seen that the candidate
proves himself/herself but also, they admit to what they don't know.

14
Kinds of Interviews:

1. One to one interview: in this type of interview one selector interviews one candidatealone.
2. Informal interview: in this type there are discussions between the candidate and twoor
more interviewers.
3. Panel of interviews: in these pre planned standard questions ranging overall aspectsof the
job are asked. They focus directly on elements of person specification.
4. Direct planned interview: this interview is straight forward, face to face, questionand
answer situation intended to measure the candidate's knowledge and background.
5. Indirect and direct interview: in this type of interview the interviewer refrains
fromasking direct and specific questions but creates an atmosphere in which the interviewee
feels free totalk and go into any subject he considers important. The object of the interview is
to determine what individual himself considers of immediate concern, what he thinks about
these problems, and how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which illuminatesvalidated
against the record of employees who have succeeded or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates stress to seehow an
applicant operates in stress situation. To induce stress, the interviewer
respondstotheapplicant's answers with anger, silence and criticism. This interview aims
attesting thecandidate's job behavior and level of withstanding during the period of stress and
strain.
8. Depth interview: in this type of interview, the candidate would be examinedextensively in
core areas of knowledge and skills of the job.

Background Checks and Enquiries

Offers of appointment are subject to references and security checks. The references given
inthe candidate's application will be taken up and a security check will be
conducted.Securitychecks can take a while if the candidate has lived abroad for any period of
time.

Final Selection Decision

Those individuals who perform successfully on the employment tests and the interviews,and
are not eliminated by development of negative information on either the
backgroundinvestigation or physical examination are now considered to be eligible to receive
an offerof employment.

Who makes that employment offer?

15
 For administrative purposes the personnel department should make the offer. But their role
should be only administrative.The actual hiring decision should be made by the manager in
the department that had theposition open.

RESEARCH METHODOLOGY

Research Design:

Study will make the use of case study method of research

STUDY AREA:

The study of research is limited to xavica software solutions private limited in Hyderabad
city,Telangana State.

PERIOD OF STUDY:

The period of study for the research will be for 45 days, during which the survey
questionnairewill be developed. The responses of the targetpopulation will be collected
through direct communication, which constituted theprimary data for the research.

METHOD OF DATA COLLECTION

The research was done in order to understand the Recruitment and Selection
Processfollowedat xavica software solutions private limited and the perception of the
employees from all thecadres regarding it. To know how an organization performs in terms of
productivity and thisshould be directlyproportional to quality and quantity of its human
resource.

In order to get the right kind of people in right place in the right time the organization
shouldhave the specific and clear personnel, policies and recruitment methods which are
essential forthe growth of the organization. Hence it was necessary to conduct a research on
the process

Tools and Methods of Data Collection

16
The primary method of data collection was the questionnaire method which was circulatedto
the sample undertaken and the information was collected with its help. Also a
generaldiscussion with the employees helped to gain information regarding the study.

The Secondary in source used to collect data was the company's policy manual which
containsthe policy related to the topic.

The researcher has chosen the questionnaire methods of data collection due to limited time
inhand. While designing data-collection procedure, adequate safeguards against bias
andunreliability must be ensured. Researcher has examined the collected data
forcompleteness,comprehensibility,consistelyand reliability.
Researcher has also gathered secondary data which have already been collected
andanalyzedby someone else. He got various information from journals,historical documents,
magazinesand reports prepared by the other researchers.For the present piece of research the
investigatorhas used the following methods:

● Questionnaire
● Interview
● Observation

DATA COLLECTION:

Data will be collected primary resources as well as secondary resources. The primary data
willbe collected with the help of questionnaire and observation.

Primary Data: The primary data are those which are collected afresh and for the first
time,thus happen to be original in character. Primary data do not exist in record and
publication. Theresearcher has to gather primary data which is fresh for the specific study by,
under taken byhim. The various methods to collect primary data are as follows:

a)Observation

b)Interview

c)Questionnaires

Secondary Data: Source of secondary data is following:

● Books
● Journals
● Magazines
● Newspapers
● Websites

17
 ● Published and unpublished documents of the sampled organization.

Sampling techniques

Sample design: Is a definite plan for obtaining a sample from a given population.The
sampleof 100 employees will be taken. The population-the employees will becategorized as
middle level and low level employees

ii.Sampling Unit:

The collected data will be duly processed analysed and integrated to reach the findings of
study.Use of various tools and techniques will be made if required.

SAMPLE SIZE

The sample undertaken to conduct research study consist of hundred people which
isapproximately one tenth of the total strength working in the organization. The
samplecovered the employees from all the cadres, encompassing the senior most officers to
theworkers. The sample was collected from all the departments of the organization.

A sample size of 100 respondents ofXAVICA SOFTWARE SOLUTIONS PVT LTD

will be considered for this study.

Sampling plan:
The data will be collected from their office situated in Hyderabad city, Telangana State.

Questionnaire design: The questionnaire will consist close ended questions.

OBJECITIVES OF THE STUDY

To get right person at right place and in right time, the organization should have the
specificand clear policies and recruitment and selection methods which are essential for the
growth ofthe organization.

1)To analyse the actual recruitment process in XAVICA SOFTWARE SOLUTIONS

PRIVATE LIMITED.

18
2)To review the importance and needs of recruitment and selection process.State, explain and
evaluate various methods of recruitment.

3)To make a study on the most preferably used recruitment source in the companies.
(internal/external) whether is it in case of junior, middle or senior level.

4)To understand the recruitment strategies followed by the companies.

5)To study the importance of the factors that influences the recruitment policy.

6)To know the steps of the selection process followed by the companies.

7)To know whether induction is carried on by the companies.

SCOPE OF THE STUDY

The scope of Recruitment is very wide and it consists of a variety of operations. Resources
are considered as most important asset to any organization. Hence, hiring right resources is
the most important aspect of Recruitment. Every company has its own pattern of recruitment
as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations:

1. Dealing with the excess or shortage of resources

2. Preparing the Recruitment policy for different categories of employees
3. Analysing the recruitment policies, processes, and procedures of the organization
4. Identifying the areas, where there could be a scope of improvement
5. Streamlining the hiring process with suitable recommendations
6. Choosing the best suitable process of recruitment for effective hiring of resources any
organization wants it future to be in good and safe hands. Hence, hiring the right
resource is a very Important task for any organization.

19
Limitations of the Study:

Although attempt was made to gather all relevant information in connection to the study there
were many shortcomings and difficulties,
which could not overcome.

1.The research sample was limited to one tenth of the total employees hence the information
gathered could be limited.

2.The conclusions are derived from the response of the employees which are expected
to be unbiased

3.Respondents did not take the questionnaire method seriously.

4.Respondents were very much reluctant in answer the question.

5.The study has been limited due to time constraint.

20
 CHAPTER -2
REVIEW OF LITERATURE

21
REVIEW OF LITERATURE

1. Best Practice Recruitment and Selection

The State Services Authority(the Authority) undertook a project in 2007 to evaluatethe

effectiveness of recruitment selection techniques in the Victorian Government.

The project aims to:

• Promote the systematic review of current recruitment selection techniques in the VPS
• Develop recommendations for the use of better practice tools, based on researchand
casestudies
• Promote better selection techniques to improve the quality and speed of
recruitmentactionswithin the VPS and the public sector.
• After the completion of the program the authority decided to adopt the PracticeRecruitment
and Selection Toolkit and develop a training program which will helpin the execution of this
toolkit. The training program guides participants throughbest practice recruitment and
selection using course booklets, PowerPointpresentations, practical exercises and additional
reference material. The similar isthe direction of my project wherein I have to suggest various
measures throughwhich the HR department at NFCL can practice the recruitment and
selectionprocess in the best efficient manner. The HR department should be aware of
therecent trends in Recruitment and Selection so as to adopt them whenever required.They
should be given proper training in adopting various trends in the process.

2.Chris Piotrowski and Terry Armstrong:

say that in their article that around all the organizations are using traditional recruitment
sources and 30% of organizations are screening candidates honestly. According to SHRM
(Society for Human ResourceManagement) says that 15% joined in the organizations are
placing false resume Some of the employers select the candidates with discrimination was not
supposed to be done in the organizations.

3.Tansley and Watson:

observed that the organizational environments have become increasingly complex. Managers
in these organizations face growing difficulties in coping up with workforces as they are
spread across a variety of countries, cultures and political systems. Managers can utilize
Information Technology as a tool in general as well as in human resourcing functions in
particular to increase the potential of the organization.

22
4.Robertston and Smith:

they support the recruitment and selection process and also help to guide the test and
interviews.HR that improvea skill, you get better at it to the level of control and organizing of
a business or other organization and also the decide what the business should do and ensure
that it is done.

5.Jovanovic:

asserts that recruitment and selection is a process of attracting a pool of highquality

applicants with a view to selecting the best among them. For this reason,top
performingcompanies devoted considerable resources and energy to creating high quality
selection systems.Thus, recruitment can be concluded as a process of identifying
andattracting a group of potential candidates from within and outside the organisation to
evaluate for employment.

6.Cloete:

stated that recruitment is all about making sure the qualified people are available to meet
thejob needs of the government. Ineffective recruitment prevents any chance for effective
candidate selection because when recruitment falls short, selection must proceed with a pool
of poorly qualified candidates. He further opined that the task of recruitment is to generate a
sufficient pool of applicants to ensure that there are enough people available with necessary
skills and requirements to fill positions.

7.Purcell and Wright:

in their study highlighted five different questions an organization has to answer to have an
effective recruitment strategy to ensure survival and success. The questions are “Whom to
recruit?”, “Where to recruit?”, “What recruitment sources to use?”, “When to recruit?” and
“What message to communicate?” the above question is patient to get appropriate answer
before establishing recruitment strategy.

23
8.Mellanen’s

work entitled“Diverse Human Resource Management of aNon-profit Organisation” noticed

the improvements of performance management,especially concerning the un-paid
staff.Learning and development opportunities for the key employees should be offered. In
addition, the cultural familiarization should be implemented effectively and also the
employee relations require special attention, as the well being and comfort of the employees
should be appreciated in order to secure the best possible performance

9.Sonal sisodia and Nimit Chowdhary

It can be inferred that illustration in recruitment advertisement of service organisation creates

tangible representation and challenge the application to presume the intended significance of
the illustrative appeal. Service employers should use visual communication to initiative
relationship with prospective employees.

10.Joy and Ugochukwu

on the impact of recruitment and selection process on employees and organizational

performance in Nigeria shows that there is positive relationship between recruitment and
selection process and performance of employees in organizations. There searchers concluded
that Recruitment and selection in any organization is a serious business as the success of any
organization or efficiency in service delivery depends on the quality of its workforce who
was recruited into the organization through recruitment and selection exercises

24
 CHAPTER -3
COMPANY PROFILE

25
COMPANY PROFILE

Xavica software solution pvt Ltd deals with the brand called Qwipo

Qwipo is a B2B sector.

XAVICA SOFTWARE SOLUTIONS PRIVATE LIMITED is an 8.2 Years old

company,incorporated on 22 Jan 2015. It is classified as Private Unlisted Indian Non-
GovernmentCompany.As per MCA the main line of business is Computer and Related
Activities.

Xavica Software Solutions provides holistic solutions for web or mobile project. It
specializes in mobile apps, web development and responsive web design, utilizing the latest
designs andstyles to provide quality resources to enhance business or brand.

The current status of theXAVICA SOFTWARE SOLUTIONS PRIVATE

LIMITEDCOMPANY as per MCA Records is - Active

XAVICA SERVICES

At Xavica software Media, web development is a holistic process. websites don’t only look
great, they also perform. From the start, it considers content strategy, information
architecture, user-pathways and how to market site to audience.

MOBILE APPS

As an app development company, Xavica provides solutions and cross platform development
across multiple OS platforms. It creates highly polished Mobile Apps for startups and
enterprise clients.

WEB DESIGN

It delivers quality, vibrant and cost-effective design solutions for business. The web design
expertise has expanded to cover all major styles and all work is guaranteed that the initial
design before going live.

WEB DEVELOPMENT

House a team of technical, creative and business experts who leverage best practices, proven
expertise, focus on web-based solutions for development of static and dynamic websites.

26
SEO

Each website is unique in its own way and hence search engine optimization (SEO) plans
differs from website to website. However it will assure a compatible solution for the
requirement.

DIGITAL MARKETING

The Organization that comes with a marketing problem, then study the business, advice on
what digital marketing services can help and execute, hybrid of a marketing and web design
shop.

PROCESS

Simply Process is as below.

Listen to ideas and dreams. Based on the extensive experience on current technologies,
Frames thoughts and ideas into a workable design.
The way things are developed paves the way for the developers in making because it’s all
about coding and developing, obvious which deals with creation. It’s not simply developing
but bringing the utmost user experience which is ever lasting. key competence is writing a
good code, as well as maintainable and Sustainable Projects.

Qwipo

Supplying Business Essentials for B2B Markets procured directly from prime suppliers.

One-stop Destination For Business Essentials.

QWIPO is a Tech-based B2B marketplace for groceries and FMCG products. It uses the
latest innovations in technology and are resolving problems that have long plagued the
traditional Indian retail supply chain. As a result, the company has seen increasing confidence
amongst retailers across Telangana and Andhra Pradesh and is turning into a bustling
marketplace with Prime Wholesale Vendors in the region.

The retail industry is one of the sectors which contributes majorly to the economy of this sub-
continent and the need for innovation, digital transformation, and strengthening of the retail
sector becomes more pertinent. Retail giants have been quickly adapting to the prevalent
conditions and staying relevant with changes. There is a pressing need to digitally empower
Prime suppliers, Wholesalers, Small Retailers, & Kirana stores to conduct commerce,
keeping their foothold strong in their respective markets and providing an opportunity to
expand their business. e-Marketplaces are a new trend that will continue to grow strong and
cannot be disregarded. Having an own website is no longer sufficient for business houses and

27
today even the strong brands make use of these e-Marketplace platforms to promote and
conduct business.

There is a serious trust deficit on the quality of food supplies, commodities, and daily
essentials in the market. Business Retailers need to be extremely cautious about the purchase
of quality and safe products. Besides these, the transactional challenges continue to assault
the value chain with logistics, Multi-Geo/Multi-MerchanMulti-Merchant commodity
Sourcing, and Price transparency, etc. There is a clear need for a trusted & tested market
where all essential needs are met uncompromised through a robust digital platform bringing
in Transparency, Traceability, and Trustworthy.

QWIPO is a m-commerce digital marketplace specialized in the delivery of groceries and

business essentials spread across Staples, and FMCG goods, etc., and ensures premium
quality products from network of Prime wholesalers who procure directly from the prime
suppliers. With a decentralized distribution system, it brings an extensive range of product
catalogue, versatile pricing and multiple vendors to platform. cutting-edge technology
ensures transparency and a seamless experience for all business users.

QWIPO is a flagship e-Commerce digital platform benefits everyone in different ways.

● For prime suppliers and producers, it is a way to reduce the costs of acquisition for
newcustomers and make their operations smooth.
● For Prime Vendors, it is a platform helping them penetrate the wider markets
withstrong visibility.
● For business retailers e-Marketplaces represent a trustworthy neutral platform
wherethey find everything they need with vendor ratings, deals and transparency in
price.

Product listing on QWIPO e-Commerce digital platform helps create visibility for
brands,product range, expand their sales territory, and strengthen the brand recall in
consumers’ mindsthrough their quality and consistent presence. Business retailers no longer
want to wait for 34days for their orders to get delivered to their doorsteps, QWIPO assures
very quickdecentralized delivery to all its business retailers from the prime vendors.

Quality, Convenience, Variety & Fast Delivery at a Right Price.

QWIPO, the most trusted and user-friendly online grocery & FMCG Marketplace app, is a
onestop shop for Business Retailers, HORECA, and Enterprises.

28
The Company is engaged in the business Manufacturers, Millers, Grinders, Rollers,
Processors, Tankers, Packers and Preserves, and dealers of all foods from agriculture
products, Dairy products, Horticulture and Poultry products, Fruits, Vegetables, Flowers,
Meats, Processed meat scanned and tinned and processed foods, fast foods, processed fish
and sea foods, frozen foods, Potential foods, health and instant foods of all kinds, including
baby and dietic foods, cereals, beverages, restoratives and aerated mineral waters and food
stuffs and consumable provisions and to extract by-products, derivatives food preparations of
every kind and description, through online shopping, marketing of consumer goods creating,
shops, providing online trading in and outside India, but does not include banking insurance
and money circulating business, through the App. It helps the Users to purchase the Products
at much ease and without hassle.

The User shall have the option to choose the Products from the list available on
theWebsite/App. After choosing the product and Payment it delivers at door.

Services

Touching lives of thousands of business customers across Telangana and Andhra Pradesh.
Soon expanding to more Metropolitan markets across India.

FMCG

Explore and pick users choice of FMCG products from the vast catalogue and be assured of
safe delivery to doorstep with everything at ease and convenience.

GROCERIES

Order and gets business essentials from wholesale kirana suppliers and get a wide range of
groceries (Quality pulses, rice, spices, etc.) procured directly from mills and prime suppliers.

COMMUNICATIONS

By using this Website/App, it is deemed that to have consented to receiving telephonic calls,
SMSs and/or emails with regards to the new product arrivals, coupons, or any other
marketing information including holiday offers at any time it deem fit. Such communications
shall be sent on the telephone number and/or email address provided by the user for the use

29
of this Website/App which are subject to Privacy Policy. These communications include, but
are not limited to contacting through information received from Third Parties. Such
communications is for purposes that inter alia include clarification calls, marketing calls and
promotional calls.

EXACTNESS OF THE PRODUCT

The images of the Products on the Website/App are for illustrative purposes only. Although it
have made every effort to display the colours and other features of the Products accurately, it
cannot guarantee that computer's or phones display of the colours accurately reflect the
colour of the Products. Products may vary slightly from those images. All sizes of Products
are approximate; however it do make every effort to ensure they are accurate as possible. It
takes all reasonable care to ensure that all details, descriptions and prices of Products are as
accurate as possible.

COMMUNICATIONS

By using this Website/App, it is deemed that You have consented to receiving telephonic
calls, SMSs and/or emails with regards to Our new product arrivals, coupons, or any other
marketing information including holiday offers at any time We deem fit. Such
communications shall be sent to You on the telephone number and/or email address provided
by You for the use of this Website/App which are subject to our Privacy Policy. These
communications include, but are not limited to contacting users through information received
from Third Parties. Such communications is for purposes that inter alia include clarification
calls, marketing calls and promotional calls.

CHARGES

The prices of the Products are fixed and are visible to the Users right beside the product. The
prices would be displayed for all the Users visiting the Website/App. Price variation
subsequent to order placement may occur in rare cases like order placement by User and
price modification on the Website/App taking place simultaneously (before User proceeds to
checkout).

The membership of this Website/App is free and this includes the browsing of the
Website/App. However, it reserve the right to amend the charges for the services rendered. In
such situations, the Users will be intimated of the same, and it will be up to users to decide
whether or not you will continue with services offered . Such changes are effective as soon as
they are posted on the Website/App.

30
The Company reserves the right to amend the fee policy for use of the Website/App, the
download of the application and the charges for any or all Services rendered. In such an
event, the User will be intimated of the same when it attempts to access the Website/App, and
the User shall have the option of declining to avail the Services offered on the Website/App.
Any such change, if made, shall come into effect immediately upon such change being
notified to the User, unless specified otherwise.

DELIVERY

Users will be given the options for delivery of Product during the order process.An estimated
delivery time is displayed on the order summary page. On placing the order, it will receive an
email containing a summary of the order and also the estimated delivery time to users
location. Sometimes, delivery may take longer due to unforeseen circumstances. In such
cases, it will proactively reach out to the users by e-mail and SMS. However, it will not be
able to compensate for any mental agony caused due to delay in delivery.

MODE OF PAYMENT

The following payment options are available on the Website/App:

Domestic and international credit cards issued by banks and financial institutions that are part
of the Visa, Master Card, Mastero & Amex Card networks; Visa, Master Card, Rupay,
Mastero Debit cards; Net banking/Direct Debit payments from select banks.

As prescribed by the financial institutions issuing the credit or debit cards affiliated with Visa
/ Master Card / Mastero / the User will be required to submit his/her 16-digit card number,
card expiry date and 3-digit CVV number (usually on the reverse of the card) while making
an online transaction. The User must also have enrolled his/her card with VBV (Verified by
Visa), MSC (MasterCard Secure Code) or any other applicable provider in order to complete
the transaction. The User is hereby expressly made aware that his/her card statements will
reflect that a payment has been made in favour of the Company.

The User is further aware that in case of third party statements, including bank and credit
card statements, the merchant name may appear in an abbreviated format, and the Company
has no control over the same. To successfully subscribe on the Website/App, the User is
required to complete the transaction by making the payment for the services opted.

CREDIT, if users would lie to avail the credit period required to make request through,
Website/app or email, after reviewing the same by management credit period will be allowed
after reviewing users past business transactions. and allow and intimate the credit period and
credit allowed to users. The company will have right to modify or cancel the credit period as
well the limit.

31
Upon confirmation mail from company users can procced for order placement, and processed
the same.

To avail the credit period, users required to produce a blank cheque in company’s name as
security, this will be deposited with the amount after due intimation to the users.

The company is having right to cancel the credit period, and limit at any point of time based
on the recommendations of the internal committees, ie., subject to performance of the bills as
well payments on scheduled dates.

The User takes full responsibility for payment of all taxes and fees that are levied or arise in
the course of use of the Website/App, including but not limited to downloading content and
availing its service partner’s service.

SECURITY

Transactions on the Website/App are secure and protected. Any information entered by the
User when transacting on the Website/App is encrypted to protect the User against
unintentional disclosure to third parties. The User’s credit and debit card information is not
received, stored by or retained by the Company / Website/App in any manner.

PRIVACY

It encourage users to read the Privacy Policy, and to use the information it contains to make
informed decisions regarding users personal information. Disclosures of information to Third
Parties are further addressed in Our Privacy Policy. The data collected from the Users as well
as from the Service provider may be located in servers outside of India.

32
 CHAPTER -4
DATA ANALYSIS
AND
INTERPRETATION

33
DATA ANALYSIS AND INTERPRETATION

1) The recruitment and selection process of company meets the current legal
Requirements?

DATA:
Opinion poll Response
Strongly Agree 45
Agree 36
neutral 18
Disagree 1
Strongly disagree 3

RECRUITMENT AND SELECTION

PROCESS

3%
1%
17%
44%

35%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

Near about 44% of the respondents are strongly agree with the statement that recruitmentand
selection process of company meets the current legal requirements, and 35% are agree only
so, total 80% of the respondent are in favor that the process of recruitment & selection meets
the current legal requirement.

34
 2) Recruitment & Selection Policy of company is clearly stated?

DATA:
Opinion poll Response
Strongly Agree 32
Agree 45
neutral 17
Disagree 3
Strongly disagree 6

RECRUITMENT AND SELECTION

POLICY

6%
3%
17% 31%

44%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

Regarding Recruitment and Selection Policy, 32% of the employees are Strongly Agree, 45%
are Agree, 16% are Neutral, 3% Disagree, whereas 6% of the employees are Strongly
Disagreed. It means that most of the employees get affected but some of the employees want
that evaluation of recruitment and selection should be done with some other method.

35
 3) Internal source is better for company?

DATA:
Opinion poll Response
Strongly Agree 29
Agree 28
neutral 33

Disagree 8
Strongly disagree 5

INTERNAL SOURCE

8%5%
28%

32%

27%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

Regarding Internal Source, 28% of the employees are Strongly Agree, 27% are Agree, and
32% are Neutral, 8% Disagree, whereas 5% of the employees are Strongly Disagreed. It
means that most of the employees get affected but some of the employees want that
evaluation of Internal Source should be done with some other method.

36
4)External source is better for company?

DATA:
Opinion poll Response

Strongly Agree 28

Agree 28

neutral 31

Disagree 14

Strongly disagree 2

EXTERNAL SOURCE

2%
14%
27%

30%

27%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

Regarding External Source, 27% of the employees are Strongly Agree, 27% are Agree, 30%
are Neutral, 14% Disagree, whereas 2% of the employees are Strongly Disagreed. It means
that most of the employees get affected but some of the employees want that evaluation of
External Source should be done with some other method.

37
5) I feel scarcity of manpower at my working place.

DATA:
Opinion poll Response

Strongly Agree 34

Agree 36

neutral 19

Disagree 9

Strongly disagree 5

MAN POWER

5%
9%
33%
18%

35%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

Regarding Manpower at working place, 33% of the employees are Strongly Agree, 35% are
Agree, and 18% are Neutral, 9% Disagree, whereas 5% of the employees are Strongly
Disagreed. It means that most of the employees get affected but some of the employees want
that evaluation of man power at working place should be done with some other method.

38
 Opinion poll Response

Strongly Agree 39
Agree 26
6) I feel neutral 24 that the right job is being performed
by the deserved person at my working
Disagree 5
Environment?
Strongly disagree 9
DATA:

WORKING ENIVRONMENT

9%
5%
38%
23%

25%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

The combined percentage of respondents who either strongly agree or agree is 65% (39% +
26%). This indicates a significant proportion of respondents on working environment24% of
the respondents selected the neutral option, indicating a lack of strong opinion or preference
towards either agreement or disagreement.Only 5% of respondents selected the disagree
option, and an additional 9% chose strongly disagree. This suggests a relatively small
proportion of respondents hold a negative or opposing view towards the statement or topic.

39
7) The employee's competency matches with the job specification?

DATA:
Opinion poll Response
Strongly Agree 30
Agree 30
neutral 31
Disagree 5

Strongly disagree 7

EMPLOYEE COMPETENCY

5%7%
29%

30%

29%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

Regarding Employee Competency, 29% of the employees are Strongly Agree, 29% are
Agree, and 30% are Neutral, 5% Disagree, whereas 7% of the employees are Strongly
Disagreed. It means that most of the employees get affected but some of the employees want
that evaluation of effectiveness of Employee Competency should be done with some other
method.

40
8) Do you consider the reference check as an integral part of recruitment?

DATA:
Opinion poll Response
Strongly Agree 18
Agree 34
neutral 35
Disagree 9
Strongly disagree 7

REFERENCE CHECK

7% 17%
9%

34% 33%

Strongly Agree Agree neutral

Disagree Strongly disagree

Interpretation:

Regarding Reference check, 17% of the employees are Strongly Agree, 33% are Agree, and
34% are Neutral, 9% Disagree, whereas 7% of the employees are Strongly Disagreed. It
means that most of the employees get affected but some of the employees want that
evaluation of effectiveness of reference check should be done with some other method.

41
9) Do you accept e-recruiting as a suitable way of recruiting?

DATA:
Opinion poll Response
Strongly agree 37
Somewhat agree 36
Neutral 23
Strongly disagree 7

E- RECRUITING

7%
22% 36%

35%

Strongly agree Some what agree

Neutral Strongly disagree

Interpretation:

Regarding E-Recruiting, 36% of the employees are Strongly Agree, 35% are Somewhat
Agree, 22% are Neutral, whereas 7% of the employees are Strongly Disagreed. It means that
most of the employees get affected but some of the employees want that evaluation of
effectiveness of E-Recruiting should be done with some other method.

42
10) How is the performance of recruitment over response of candidates?

DATA:
Opinion poll Response
Excellent 27
Good 54
Average 15
Bad 7

PERFORMANCE RESPONSE

7%
15% 26%

52%

Excellent Good Average Bad

Interpretation:

Regarding Performance Response of Candidates, 26% Excellent, 52% Good, 15% Average,
whereas 7% Bad. It means that most of the employees get affected but some of the employees
want that evaluation of effectiveness of performance response should be done with some
other method.

43
11) What, according to you, are the major features of the approach to selection interviewing?

DATA:

Opinion poll Response

Focusing attention to competencies most critical to success 32
Use of interviewers (panel) to share information, reduce judgment bias. 37
Objective, reliable & logical methodological 14
All of the above. 20

FEATURES OF SELECTION

19%
31%

14%

36%

Focusing attention to competencies most critical to success

Use of interviewers (panel) to share information, reduce judgment bias.
Objective, reliable & logical methodological
All of the above.

Interpretation:

From the data, it can be interpreted that the option "Use of interviewers (panel) to share
information, reduce judgment bias" received the highest percentage of responses, indicating
that respondents consider it to be the most critical competency for success. The option
"Focusing attention to competencies most critical to success" also received a significant
percentage of responses.

44
12) Rejected candidates informed by which method?

Opinion poll Response DATA:

Email 59
Phone 29
Social Media 7
Not informed 8

REJECTED CANDIDATES

8%
7%

28% 57%

Email Phone Social Media Not informed

Interpretation

59% of the respondents prefer to use email, 29% of the respondents prefer to communicate
via phone, Only 7% of the respondents prefer to use social media for communication,8% of
the respondents indicated that they are not informed about their preferred method of
communication. Overall, email emerges as the most preferred communication method among
the respondents, followed by phone calls.

45
13) How do you track the source of candidate?

DATA: Opinion poll Response

Software 50
Online 27
Data 19
Recommendation 7

SOURCE OF CANDIDATES

7%
18%
49%

26%

Software Online
Data Recommendation

Interpretation:

Software category received the highest percentage of responses with 50%,Online the second
highest percentage of responses at 27%, the data category received 19% of the responses, The
recommendation category received the lowest percentage of responses, at 7%. Overall, the
data indicates that software, online activities, and data are relatively more important or
relevant to the respondents compared to recommendations.

46
14) Do you think that academic marks play an vital role in the recruitment process?

DATA:
Opinion poll Response

Yes 78

No 25

ACADEMIC MARKS

24%

76%

Yes No

Interpretation:

The response "Yes" has a count of 78, the response "No" has a count of 25. This suggests that
a minority of the participants, 25 out of the total respondents, expressed a negative opinion or
disagreement. Based on these numbers, it can be concluded that there is a higher level of
agreement or support among the respondents.

47
15) What source you adopt to recruit candidates?

DATA:
Opinion poll Response
Direct Hiring 49
campus interview 25
Advertisement 23
Public-Private Agencies
Question 6

RECRUIT CANDIDATES

6%
22%
48%

24%

Direct Hiring campus interview

Advertisement Public-Private AgenciesQuestion

Interpretation:

Direct Hiring is 49%, Campus Interview is 25%, Advertisement is 23%, Public-Private

Agencies is 6%, Overall, the data suggests that direct hiring is the most favoured method
among the respondents, followed by campus interviews and advertising. Public-private
agencies seem to be the least preferred option.

48
16) Which of the following is considered to be the key drivers for e-recruitment in your
Company?

DATA:
Opinion poll Response

Reduce recruitment cost 49

Increasing the speed of time 29

Employee better tool for recruitment team 19
Improving corporate image & profile 6

KEY DRIVERS

6%
18%
48%

28%

Reduce recruitment cost

Increasing the speed of time
Employee better tool for recruitment team
Improving corporate image & profile

Interpretation:

Reduce recruitment cost is 49% Increasing the speed of time is 29 % Employee better tools
for the recruitment team is 19% Improving corporate image and profile is 6 %.
Overall, the data suggests that reducing recruitment costs and increasing the speed of the
hiring process are the most prominent concerns for the respondents. Improving the tools
available to the recruitment team is also seen as important, while enhancing the corporate
image and profile is of relatively lesser concern according to the given responses

49
17) Does your company follow the induction procedure?

Opinion poll Response

DATA:
Yes 73
No 30

INDUCTION

29%

71%

Yes No

Interpretation:

73% people responded with "Yes”, 30% people who responded with "No."
Overall Opinion: Based on the data, the majority of respondents (70.9%), while a smaller
portion (29.1%) disagree or do not support it.

50
18) If the answer of the above given question is yes, then what type of induction procedure is
that?

DATA: Opinion poll Response

Structured & formal 85
Informal 18

INDUCTION PROCEDURE

17%

83%

Structured & formal Informal

Interpretation:

This data suggests that a significant majority of the respondent prefer a structured and formal
response. This preference may indicate that they value professionalism, adherence to rules
and guidelines, and a more serious tone of communication.

On the other hand, a smaller portion of the respondents approximately expressed a preference
for an informal approach. This group may appreciate a more relaxed and casual style of
communication, which allows for a more personal and friendly interaction.

51
 CHAPTER -5

FINDING & CONCLUSIONS

AND
SUGGESTIONS

52
Findings

After a thorough study and discussion on the companies recruitment & selection
policy, to know its effectiveness in the organization a self designed questionnaire has been
prepared to gather the views of employees.

The responses of all the questions were summed up from all the answered
questionnaires.These summed up responses were calculated to derive the percentages to make
the interpretation more meaningful, being represented in the form of pie chart.

These are the findings:

1. The process of recruitment & selection which is followed by the company is helpful to
meet the company's manpower requirement to some extent.

2.Company is highly dependent on employee's referral for higher position and for lower posts
company prefers job portals and outsourcing.

3.Company is recruiting right candidate for right job but some respondent are disagree
so selection process needs improvement and proper verification of recruitee.

4. Candidates are not timely informed for their selection and also for their rejection.

5. Too much time taken by the HPD in recruiting some important urgent posts.

6. Some respondent are satisfied with the external source of recruitment,It is observed
that most of the candidates are recruited through “Reference” or other internalsource.

53
SUGGESTIONS

After concluding the study of the companies recruitment policy, interaction with some of
the recruitment manager, company associates and based on the responses received from the
associates the following suggests are made to the company for further improvement of the
policy.

1. The organization should not majorly Clear job description is given to the candidates
at the time of interview itself, to avoid disappointment after joining.

2. The candidate should be informed in time whether they have been selected or not.
There should not be any delay in informing the candidate.

3. There should be reliability on external sources.

4. Recruitment feedback should be taken by the candidates to improve the recruitment

process.

5. The employees should be called for the interview only after checking their
educational qualifications and job experience in a proper way so as to save the time
and cost involved in the recruitment process.

6. Depend on the application bank as the major source for the details of the candidate
for recruitment purpose. It should also consider other sources which could provide
them better options.

7. Follow up to be done to the newly engaged employees to ensure that they have
settled in and to check on how well they are doing. If they have any problems it is
better to identify them at an early stage rather than allowing them to fester.

8. Internal job posting to be preferred to reduce cost of recruitment.

9. Organization should use social networking sites for creating pool of good candidates.

54
CONCLUSION

Human resources are stated to be an integral part of any organization. The jobs, functions,
tasks and operations can be adequately performed by proficient and skilled personnel.
Therefore, within the organizational structure, it is vital to implement effective recruitment
strategies and selection processes. When the members of the organization are aware of proper
recruitment and selection processes, then they are able to make selection of human resources
in an appropriate manner. There are numerous job duties and functions within the
organization and performance of all kinds of tasks and operations require skills and abilities,
which can be honed by making provision of adequate training to the personnel. The
individuals hired may be experienced and knowledgeable, but they do experience changes
and transformations within the organizations regarding various aspects, such as, the working
environmental conditions, performance of job duties, attitudes and behavioural traits of the
employers, methods to enhance productivity, utilization of innovative techniques and
methods and so forth. When the employees are selected, it is important that they should be
loyal and dedicated towards the organizations. They should be committed towards the
performance of job duties and possess the traits of resourcefulness, diligence, and
conscientiousness. Finally, it can be stated that organizations are required to put into practice
recruitment and selection processes with accuracy, precision and truthfulness.

55
ANNEXURE

56
BIBLIOGRAPHY

1.RECRUITING THROUGH JOB ADVERTISEMENT:

THE EFFECT OF COGNITIV ELABORATION ON DECISION MAKING

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, VOLUME 14,
NUMBER 2, pp . . . . 167-179(13)

• Human resource management and Industrial relations. -By P.Subba Rao

• A Text book of Human Resource Management. - By C.B Memoria & Gankar

● H. John Bernardin “ Human Resource Management”, Fourth Edition, Mc Graw

Hill,2000.

● Angelo S Denisi , “Human Resource Management” ,Second Edition, Biztantra, 2005

.
● GaryDessler, “Human Resource Management” Tenth Edition, Pearson Education,
2007,pg. no.423-530.

● C.R. Kothari, “Research Methodology Methods and Techniques”, Second Edition,

New Age International Publishers, 2004.

● Information from Company Policy Manual Abhishek Agarwal -

EzineArticles.com Expert Author

WEBSITES VISITED:
http://EzineArticles.com/?expert=Ngo Vinet

http://EzineArticles.com/?expert=Jerome_Baladad

www.google.com

www.slideshare.net

www.citrhr.com

www.agi-glaspac.com

www.management.org

http://www.ssa.vic.gov.au

57
QUESTIONNAIRE

Respected Sir/madam,

I am P. D. VAISHALI studying MBA, 2rd YEAR with HR specialization in, KESHAV

MEMORIAL INSTITUTE OF MANAGAMENT HYDERABAD. I will sure that the
information provided by you can be kept as confidentially and it is only for my academic
purpose. So please cooperate with me.

● NAME:

● DESIGNATION:

Questioners

1) The recruitment and selection process of company meets the current legal requirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

2) Recruitment & Selection Policy of company is clearly stated?

.a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

3) Internal source is better for company

.a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

4) External source is better for company.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

5) I feel scarcity of manpower at my working place.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

6) I feel that the right job is being performed by the deserved person at my working
Environment?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

7) The employee's competency matches with the job specification.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

8) Do you consider the reference check as an integral part of recruitment?

A. Strongly agree B. Somewhat agree C. Neutral D. Strongly disagree

9) Do you accept e-recruiting as a suitable way of recruiting?

A. Strongly agree B. Somewhat agree C. Neutral D. Strongly disagree

58
10)How is the performance of recruitment over response of candidates?
A. Excellent B. Good C. Average D. Bad

11)What, according to you, are the major features of the approach to selection interviewing?
A. Focusing attention to competencies most critical to success.
B. Use of interviewers (panel) to share information, reduce judgment bias.
C. Objective, reliable & logical methodological. D. All of the above.

12)Rejected candidates informed by which method?

A. Email B. Phone C. Social Media D. Not informed

13)How do you track the source of candidate?

A. Software B. Online C. Data D. Recommendation

14) Do you think that academic marks play an vital role in the recruitment process?
A. Yes B. No

15)What source you adopt to recruit candidates?

A. Direct Hiring B. Advertisement C. Campus Interview D. Public-Private Agencies
Question

16) Which of the following is considered to be the key drivers for e-recruitment in your
company?
A. Reduce recruitment cost
B. Increasing the speed of time
C. Employee better tool for recruitment team D. Improving corporate image & profile

17) Does your company follow the induction procedure?

A. Yes B. No

18)If the answer of the above given question is yes, then what type of induction procedure is
that?
A. Structured & formal
B. Informal

59
THANK YOU

60