SUMMER TRAINING PROJECT REPORT

ON
“RECRUITMENT AND SELECTION AT
AGILE CAPITAL SERVICES”

Towards partial fulfilment of

Master of Business Administration (MBA)
(Affiliated to DR. APJ Abdul Kalam Technical University,
Lucknow)

Company Guide: Faculty Guide:

Mr. Chinmay Tiwari Mr. Sachin Mishra
(Branch Head HR) (Assistant Professor)
BBDITM, Lucknow

Submitted by:
Mahenoor Fatima
M.B.A. 3rd Semester
Roll No- 2100540700045
SESSION 2022 – 2023
DEPARTMENT OF MANAGEMENT

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 TABLE OF CONTENT

SR. NO. CONTENT PAGE NO.

1. CERTIFICATE FROM THE COMPANY 2

2. ACKNOWLEDGEMENT 4-5

3. DECLARATION 6-7

4. PREFACE 8-9

5. INTRODUCTION 10-36

6. COMPANY PROFILE & STRUCTURE 37-55

7. EXECUTIVE SUMMARY 56-57

8. SWOT 58-61

9. OBJECTIVES 62-65

10. RESEARCH METHODOLOGY 66-70

11. ANALYSIS & INTERPRETATION 71-86

12. FINDINGS 87-88

13. RECOMMENDATIONS 89-91

14. CONCLUSIONS 92-93

15. ANNEXURE 94-98

16. BIBLOGRAPHY 99-100

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ACKNOWLEDGEMENT

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 ACKNOWLEDGEMENT

I take this opportunity to thank the students of the college for giving me the

opportunity to work for this project and I would like to express my heartfelt thanks to

Mr. Chinmay Tiwari (Branch HR Head) who helped, inspired and mentored me and

without their help this project report would not have taken its present shape. Under his

untiring guidance I was able to successfully complete the project being started on

"Recruitment and Selection Process" on time.

And a lot of goodness to my college HOD Dr. Pooja Bhatia and guide Mr. Sachin

Mishra (Assistant Professor), who helped me a lot.. Their meticulous attention and

invaluable suggestions have helped me in simplifying the problem involved in the

work. I would also like to thank the overwhelming support of all the people who gave

me an opportunity to learn and gain knowledge about the various aspects of the

industry.

Mahenoor Fatima

M.B.A. 3rd Semester

Roll No. - 2100540700045

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DECLARATION

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 DECLARATION

I Mahenoor Fatima, student of Babu Banarasi Das Institute of Technology & Management,
2022-2023 Batch declare that every part of the Project Report “RECRUITMENT AND
SELECTION AT AGILE CAPITAL SERVICES” that I have submitted is original.

I was in regular contact with the nominated guide and

contacted several times for discussing the project.

Mahenoor Fatima

M.B.A. 3rd Semester

Roll No.- 2100540700045

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PREFACE

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 PREFACE

Human resource is an important corporate asset and the overall performance of company

depends on the way it is put to use. In order to realize company objectives, it is essential to

recruit people with requisite skills, qualification and experience. While doing so we need to

keep present and future requirements of company in mind. Successful recruitment methods

include a thorough analysis of the job and the labour market conditions. Recruitment is

almost central to any management process and failure in recruitment can create difficulties

for any company including an adverse effect on its profitability and inappropriate levels of

staffing or skills. Inadequate recruitment can lead to labour shortages, or problems in

management decision making.

Recruitment is however not just a simple

selection process but also requires management decision making and extensive planning to

employ the most suitable manpower. Competition among business organizations for

recruiting the best potential has increased focus on innovation, and management decision

making and the selectors aim to recruit only the best candidates who would suit the

corporate culture, ethics and climate specific to the organization.

The process of recruitment does not however

end with application and selection of the right people but involves maintaining and retaining

the employees chosen. Despite a well drawn plan on recruitment and selection and

involvement of qualified management team, recruitment processes followed by companies

can face significant obstacles in implementation. Theories of HRM may provide insights on

the best approaches to recruitment although companies will have to use their in house

management skills to apply generic theories within specific organizational contexts.

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INTRODUCTION

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 INTRODUCTION

PROJECT OVERVIEW

Rigorous sourcing was undertaken to understand the recruitment process. Candidates were

interviewed and then potential candidates were shortlisted. During the tenure of the project I

learnt to put the candidates under assessment tests and took the initial rounds of interview.

Job Portals used by me for the recruitment of candidates through WhatsApp, Instagram,

Facebook and LinkedIn.

The whole process of recruitment from a

recruitment firm like Agile Capital Services is a very exhausting one. It is detail oriented in

nature. The reason why every employee gets motivated to do the job is because of the

knowledge that at that particular moment that particular recruiter was responsible for giving

job to these candidates. To generate employment is one thing but to recruit the right kind of

workforce for a job is another thing. It not only needs the basic understanding of the client

company’s need to fill the position in a period of time but it also requires the recruiter to be

sensitive of the needs of the candidate to find the right job for himself. All this needs a great

profundity of intellect.

During my tenure at Agile Capital Services, I learnt to work as professional. The one thing

that got profoundly clear is that text books do not help in the actual corporate world. There

are unwritten policies and standard operating procedures that each employee has to abide to.

No matter what, profit maximization is the core purpose of the existence of every business.

Meeting targets on your level dedicatedly is your contribution to the revenue generation of

the company.

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Functional area of HRM

• Human resource planning

• Human resource auditing
• Human resource strategic planning
• Manpower panning
• Recruitment / selection
• Induction
• Orientation
• Training
• Management development
• Compensation development
• Performance appraisals
• Performance management
• Career planning / development
• Coaching

• Counselling’s
• Staff amenities planning
• Event management
• Succession planning
• Talent management
• Safety management
• Staff communication
• Reward

Responsibility of HR department in large organization

Position Job Responsibilities

HR Executive committee, organization planning, HR planning & policy, Organization

development Manager, recruitment& employment Recruiting, Interviewing, Testing,

Placement & Termination Manager, compensation & benefits Job analysis and evaluation,

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surveys, Performance appraisal, compensation administration, bonus, Profit sharing plans,

Employee benefits. Manager, Training &Development

Orientation, Training, Management development, Career Planning & development Manager,

Employee relations EEO relations, contract compliance, staff assistance programs,

Employee counselling.

RECRUITMENT

Recruitment is defined as, “a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce.”

Edwin B. Flippo defined recruitment as “the process of searching for prospective employees

and stimulating them to apply for jobs in the organization.” In simple words recruitment can

be defined as a „linking function‟-joining together those with jobs to fill and those seeking

jobs.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job

candidates. Specifically, the purposes and needs are:

• Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of the selection process by reducing the number of

visibly, under qualified or overqualified job applicants.

• Help reduce the probability that job applicants, once recruited and selected, will leave

the organization only after a short period of time.

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 • Begin identifying and preparing potential job applicants who will be appropriate

candidates.

• Induct outsiders with a new perspective to lead the company.

• Infuse fresh blood at all levels of the organization.

• Develop an organizational culture that attracts competent people to the company.

• Search for talent globally and not just within the company.

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

1. INTERNAL FACTORS

• Recruiting policy

• Temporary and part-time employees

• Recruitment of local citizens

• Engagement of the company in HRP

• Company’s size

• Cost of recruitment

• Company’s growth and expansion

2. EXTERNAL FACTORS

• Supply and Demand factors

• Unemployment Rate
• Labour-market conditions

• Political and legal considerations

• Social factors

• Economic factors

• Technological factors

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THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (e.g. salaries, benefits, working

condition, etc), the better applicants weight these factors to arrive at a relative

“desirability” index

2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs

(e.g. security, achievement, affiliation)

2) Thus, play to these needs by highlighting job security or opportunities for

promotion or collegiality of work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter

behaviour e.g. (promptness, warmth, follow-up calls, sincerity, etc.)

2) Research indicates that more recruiter contact enhances acceptance of offer, also

experienced recruiter (e.g middle-aged) more successful than young or

inexperienced recruiter - may be especially important when recruiting ethnic

minorities, women, etc.

Policies:

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Recruitment policy of any organization is derived from the personnel policy of the same

organization. However, recruitment policy by itself should take into consideration the

government’s reservation policy, policy regarding sons of soil, etc., personnel policies of

other organizations regarding merit, internal sources, social responsibility in absorbing

minority sections, women, etc.

Specific issues which may be addressed in Recruitment Policy:

1) Statement: Non-discrimination (EEO employer) or particular protected class members

that may be sought for different positions (see also Affirmative Action guidelines)

2) Position description: Adherence to job description (& qualifications) in recruitment &

selection -BFOQ‟s -bonafide occupational qualifications

3) How to handle special personnel in recruitment/selection: e.g. relatives (nepotism)

veterans (any special advancement toward retirement for military experience?), rehires

(special consideration? vacation days or other prior benefits?), part-time or temporary

personnel (special consideration? benefits?)

4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff

travel to recruit, relocation, expenses, etc.
5) Others:
a. Residency requirement in district?

Special considerations related to recruitment? - e.g get spouse a job?

INDUCEMENTS TO RECRUITMENT

Organizational inducements are all the positive features and benefits offered by an

organization that serves to attract job applicants to the organization. Three inducements need

specific mention here, they are-

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 • Compensation: Starting salaries, frequency of pay increases, incentives and fringe

benefits can all serve as inducements to potential employees.

• Career Opportunities: These help the present employees to grow personally and

professionally and also attract good people to the organization. The feeling that the

company takes care of employee career aspirations serves as a powerful inducements

to potential employees.

• Image or Reputation: Factors that affect an organization’s reputation include its

general treatment of employees, the nature and quality of its products and services

and its participation in worthwhile social endeavors.

CONSTRAINTS

• Poor image: If the image of the firm is perceived to be low (due to factors like

operation in the declining industry, poor quality products, nepotism etc), the

likelihood of attracting large number of qualified applicants is reduced.

• Unattractive jobs: if the job to be filled is not very attractive, most prospective

candidates may turn indifferent and may not even apply. This is especially true of job

that is boring, anxiety producing, devoid of career growth opportunities and

generally not reward performance in a proper way (e.g jobs in post office and

railways).

• Government policy: Government policies often come in the way of

recruitment as per the rules of company or on the basis of merit and seniority.

Policies like reservations (scheduled castes, scheduled tribe etc) have to be observed.

• Conservative internal policies: Firms which go for internal recruitments or where

labour unions are very active, face hindrances in recruitment and selection planning.

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RECRUITMENT- Relationship with other activities
CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some organizations like

commercial banks resort to centralized recruitment while some organizations like the Indian

Railway resort to decentralized recruitment practices. Personnel department at the central

office performs all the functions of recruitment in case of centralised recruitment and

personnel departments at unit level/zonal level perform all the functions of recruitment

concerning to the jobs of the respective unit or zone.

SOURCES OF RECRUITMENT

The sources of recruitment may be broadly divided into two categories: internal sources and

external sources. Both have their own merits and demerits.

Internal Sources-

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Persons who are already working in an organization constitute the „internal sources‟.

Retrenched employees, retired employees, dependents of deceased employees may also

constitute the internal sources. Whenever any vacancy arises, someone from within the

organization is upgraded, transferred, promoted or even demoted.

External Sources-

External sources lie outside an organization. Here the organization can have the services of:

(a) Employees working in other organizations; (b) Jobs aspirants registered with

employment exchanges; (c) Students from reputed educational institutions; (d) Candidates

referred by unions, friends, relatives and existing employees; (e) Candidates forwarded by

search firms and contractors; (f) Candidates responding to the advertisements, issued by the

organization; and (g) Unsolicited applications/ walk-ins.

Surveys may also be conducted to find out the suitability of

a particular source for certain positions. For example, as pointed out previously, employee

referral has emerged as a popular way of hiring people in the Information Technology

industry in recent times in India. Correlation studies could also be carried out to find out the

relationship between different sources of recruitment and factors of success on the job. In

addition to these, data on employee turnover, grievances, and disciplinary action would also

throw light on the relative strengths of a particular source of recruitment for different

organizational positions. It is the process of matching qualifications of applicants with the job

requirement. The selection of a candidate with the right combination of education, work

experience, attitude, and creativity will not only increase the quality and stability of the

workforce, it will also play a large role in bringing management strategies and planning to

fruition

METHODS OF RECRUITMENT

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Internal Methods:

1. Promotions and Transfers

This is a method of filling vacancies from internal resources of the company to achieve

optimum utilization of a staff member's skills and talents. Transfer is the permanent lateral

movement of an employee from one position to another position in the same or another job

class assigned to usually same salary range. Promotion, on the other hand is the permanent

movement of a staff member from a position in one job class to a position in another job

class of increased responsibility or complexity of duties and in a higher salary range.

Job Posting:

Job Posting is an arrangement in which a firm internally posts a list of open positions (with

their descriptions and requirements) so that the existing employees who wish to move to

different functional areas may apply. It is also known as Job bidding. It helps the qualified

employees working in the organization to scale new heights, instead of looking for better

perspectives outside. It also helps organization to retain its experienced and promising

employees.

Employee Referral:

It is a recruitment method in which the current employees are encouraged and rewarded for

introducing suitable recruits from among the people they know. The logic behind employee

referral is that “it takes one to know one”. Benefits of this method are as follows:

 Quality Candidates

 Cost savings

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  Faster recruitment cycles
 Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or

favoutism does not happen, and that such aspects do not make inroads into the

recruitment process.

External Method

External methods of recruitment are again divided into two categories- Direct

External Recruitment and Indirect External Recruitment methods.

DIRECT EXTERNAL RECRUITMENT METHOD

Campus Recruitment

In Campus Recruitment, Companies / Corporate visit some of the most important

Technical and Professional Institutes in an attempt to hire young intelligent and

smart students at source. It is common practice for Institutes today to hire a

Placement Officer who coordinates with small, medium and large sized Companies

and helps in streamlining the entire Campus Recruitment procedure.

Benefits of Campus Recruitment

Companies get the opportunity to choose from and select the best talent in a short span of

time.

1. Companies end up saving a lot of time and efforts that go in advertising

vacancies,

2. screening and eventually selecting applicants for employment

3. College students who are just passing out get the opportunity to present
themselves to some of the best companies within their industry of interest.

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INDIRECT EXTERNAL RECRUITMENT METHOD

Advertisement

Advertisements are the most common form of external recruitment. They can be

found in many places (local and national newspapers, notice boards, recruitment fairs)

and should include some important information relating to the job (job title, pay

package, location, job description, how to apply-either by CV or application form,

etc). Where a business chooses to advertise will depend on the cost of advertising and

the coverage needed i.e. how far away people will consider applying for the job.

Third Party Methods

 Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed and

processed whenever vacancies occur. Walk-ins provide an excellent public

relations opportunity because well-treated applicants are likely to Sinform

others. On the other hand, walk-ins show up randomly, and there may be no

match with available openings. This is particularly true for jobs requiring

specialized skills.

 Public and private employment agencies: Public and private employment

agencies are established to match job openings with listings of job applicants.

These agencies also classify and screen applicants. Most agencies administer

work-sample tests, such as typing exams, to applicants.

 E-Recruiting: There are many methods used for e-recruitment, some of the

important methods are as follows:

a. Job boards: These are the places where the employers post jobs and search for

candidates. One of the disadvantages is, it is generic in nature.

b. Employer websites: These sites can be of the company owned sites, or a site

developed by various employers.

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 c. Professional websites: These are for specific professions, skills and not

general in nature.

 Gate Hiring and Contractors: The concept of gate hiring is to select people

who approach on their own for employment in the organization. This happens

mostly in the case of unskilled and semi-skilled workers. Gate hiring is quite

useful and convenient method at the initial stage of the organization when

large number of such people may be required by the organization

DEVELOP AN EFFECTIVE RECRUITMENT STRATEGY EVALUATION

OF SOURCES OF RECRUITMENT

Time-lapse data: They show the time lag between the dates of requisition for

manpower supply from a department to the actual date of filling the vacancies in that

department. For example, a company's past experience may indicate that the average

number of days from application to interview is 10, from interview to offer is 7, from

offer to acceptance is 10 and from acceptance to report for work is 15. Therefore, if

the company starts the recruitment and selection process now, it would require 42

days before the new employee joins its ranks. Armed with this information, the length

of the time needed for alternative sources of recruitment can be ascertained - before

pinning hopes on a particular source that meets the recruitment objectives of the

company.

Yield ratios: These ratios indicate the number of leads/ contacts needed to generate a

given number of hires at a point at time. For example, if a company needs 10

management trainees in the next six months, it has to monitor past yield ratios in order

to find out the number of candidates to be contacted for this purpose. On the basis of

past experience, to continue the same example, the company finds that to hire 10

trainees, it has to extend 20 offers. If the interview-to-offer ratio is 3:2, then 30

interviews must be conducted. If the invitees to interview ratio is 4:3 then, as many as

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40 candidates must be invited. Lastly, if contacts or leads needed to identify suitable

trainees to invite are in 5:1 ratio, then 200 contacts are made.

Surveys and studies: Surveys may also be conducted to find out the suitability of a

particular source for certain positions. For example', as pointed out previously,

employee referral has emerged as a popular way of hiring people in the Information

Technology industry in recent times in India. Correlation studies could also be carried

out to find out the relationship between different sources of recruitment and factors of

success on the job. In addition to these, data on employee turnover, grievances, and

disciplinary action would also throw light on the relative strengths of a particular

source of recruitment for different organizational positions. Before finally identifying

the sources of recruitment, the human resource managers must also look into the cost

or hiring a candidate. The cost per hire can be found out by dividing the recruitment

cost by the number of candidates hired.

DIFFICULTIES IN RECRUIT PROCOCESS

• Talent Acquisition

• Retention of Employees
• Expensive
• Time Constraint
• Budget

• Managing Low attrition rate

CHALLENGES IN RECRUITMENT AND SELECTION

• Talent Shortage

• Attrition rate

• Remoteness of job

• Reservations and govt.policies

STEPS OF RECRUITMENT PROCESS CAN BE DONE BY TWO WAYS

• Recruitment for Fresher:

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 1. Written/aptitude
2. Group Discussion
3. Technical Interviews
4. HR Interviews

• Recruitment process for higher post:

1. Psychometric Test
2. Business Game
3. HR interviews

SELECTION:

Selection is the process of choosing the most suitable person out of all the applicants.

It is the process of matching qualifications of applicants with the job requirement.

The selection of a candidate with the right combination of education, work

experience, attitude, and creativity will not only increase the quality and stability of

the workforce, it will also play a large role in bringing management strategies and

planning to fruition.

Features of selection

 Selection is choosing the best out of the recruited persons.

 It is a negative process

 It reduces absenteeism and labour turnover

 It helps in increasing the efficiency and productivity

 It helps in building up of a stable workforce

FACTORS AFFECTING SELECTION

• External environment

 Supply and demand of specific skill

 Unemployment rate

 Legal and political considerations

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  Company’s Image

• Internal environment

 Company’s policy

 HRP

 Cost of hiring

SELECTION PROCESS

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RECRUITMENT POLICY AT AGILE CAPITAL SERVICE

RECRUITMENT POLICY

Recruitment Policy asserts the objectives of the recruitment and provides a framework

of implementation of the recruitment program in the form of procedures.

Recruitment and selection Policy of Agile Capital Service is such that:

 It focuses on recruiting the best potential people.

 It ensures that every applicant and employee is treated equally with dignity and

respect.

 It aid and encourage employees in realizing their full potential.

 It’s transparent, task oriented and merit based selection.

 It gives weightage, during selection, to factors that suit organization needs.

 It Optimize manpower at the time of selection process.

 It defines the competent authority to approve each selection.

 It abides by relevant public policy and legislation on hiring and employment

relationship.

 It integrates employee needs with the organizational needs.

RECRUITMENT AT AGILE CAPITAL SERVICE

Agile Capital Service is India’s leading staffing company and provides a range of

manpower solutions to over 1000 clients. The workers who are deputed to various

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companies who prefer to outsource their HR operations. The work for the company

they are assigned to but are on the payroll of the staffing

Recruit as per Client requirement and assign them to Client or Transfer candidate

identified by client on to Agile Capital Service.

Co-employment relationship between the Client, Associate and Agile Capital Service.

Manage HR Administration, Payroll and Regulatory activities

Benefit for Client

As business these days grow on a confounding rate, outsourcing the basic

functions like recruiting becomes a common thing. The need for flexi staffing

is on demand and in such a scenario Agile Capital Service renders these

services to its Clients. A much defined process spans into four distinct stages,

• Initialization

• Transition

• Operations

• Relationship Management.

Direct Method

These include sending recruiters to educational and professional institutions,

employees‟ contacts with public and manned exhibits. Most college recruiting is done

in co-operation with the placement office of the college. The placement office usually

provides help in attracting students, arranging interviews, furnishing space and

providing student résumés. For managerial, professional and sales personnel, campus

recruiting is an extensive exercise. For this purpose, carefully prepared brochures

describing the organizing and the job it offers are distributed among the students,

before the interviewer arrives.

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Indirect Method

These methods involve mostly advertising in newspapers, websites, radio, in trade and

professional journals, technical magazines and brochures. Companies advertise when

qualified or experienced personnel are not available from other sources.

Third Party Method

These include the use of commercial or private employment agencies, state agencies

and placement offices of colleges, recruiting firms, management consulting firms,

friends and relatives.

Professional Organizations:

These organizations maintain a pool of human resource for possible employment.

These firms are also called head hunters raiders and pirates by organizations who lose

personnel thought their efforts. Fundamentally there are two distinct steps of

recruitment and each is a comprehensive process in itself.

Preparation

Know your client

Learning about companies is valuable because knowing what a company values will

help an agent to assess the candidates better. Pertinent information about the processes

of the company would also help you analyse CVs and find the right candidate. This

can be done by reading the corporate website or calling the company for further

information or using your own network and find out the work culture.

This will help one to know about the history of the company, their core values, their

clients and processes, the benefits employees can enjoy and the career growth chart.

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When one has knowledge about these vital parameters, it becomes easier to assess a

resume based on these parameters. Moreover, when one is equipped with such vital

information about the company and the job profile, it helps to motivate and mould the

suitable but reluctant candidates to attend the interview.

Analyse the Job Description (JD)

A job description is a written record of the duties, responsibilities and requirements of

a particular job. It is concerned with the job itself and not the work. It is a statement

describing the job in such terms as “Title, location, duties, working condition and

hazards”. An updated job description is essential for a good selection interview. It

helps one to explain the nature of work to the prospective candidate properly without

any over or under commitment. This also helps to put the candidate, the client

company and the agent on the same platform.

Prepare a Job Specification (JS)

It is a written record of the requirements sought in an individual worker for a given

job. In other words, it refers to a summary of the personal characteristics required for a

job. Once the agent knows what the job is, then he can decide what kind of person

he/she would need to do it. Sometimes the job specification is already prepared and

given by the client along with the job description. In such a case, the job of the agent

becomes easier. The job specification is for the benefit of the employees working in

Agile Capital Service. It is ready reference to check on the requirements that one

needs to keep in mind while sourcing for the different clients. It makes the whole task

easier and more convenient.

Implementation

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Sourcing: Sourcing is the most of all recruitment activities. It is also difficult being

monotonous in nature. A recruiter needs to be self-motivated to do the job. The

sourcing takes place in different levels and in all the verticals of the industry. The

procedures involved are discussed below. Even before sourcing is started, it is very

important to have a clear understanding of the requirement of the client company. The

recruiter must have all knowledge about the company he/she is about to source for. It

makes sure that all the questions that a candidate has regarding the profile or the

credibility of the company are satisfactorily answered. Sourcing is defined as the

process wherein the recruiter creates a pool of potential candidates to fill up a position.

It is the first step of recruitment. Sourcing involves logging on to a job-portal and

doing a search for the potential candidates. After the search is generated, the most

critical part of sourcing starts. Mainly four steps are involved in Sourcing. They are

discussed below:

Analyze the Curriculum Vitae (CV):

Now is the time to scrutinize the candidate’s resume. It is human nature to generally

omit the negative points while creating a resume or to exaggerate the achievements.

Though most of the time people are truthful while forming their resumes, others can

hide or not mention things that can portrait a negative picture of them. A good CV is

one which is precise and presentable. It should contain all details of education and

work experience should be arranged in reversed chronological method so as to

emphasize on the most recent one. Analyzing a CV helps in short- listing a candidate.

Match the JD and JS:

When a CV has been analyzed and is considered as a good one, the next step is to

match it with the job description. It is necessary to match it with the profile given by

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the company. Matching it with the JD gives an idea if the person will be able to serve

well in the position or not. Next it is important to match it with the job specification.

The JS gives the details of the desired skills and the mandatory skills. These are the

criteria for selection.

Shortlist the candidate:

Once the CV has been matched with the job description and matched with the job

specification, CV can shortlisted. Such a candidate is then called in for a face-to-face

interview. There is an individual interview of the recruiter and the candidate. In this

interview the candidate answers the questions the recruiter asks to be sure that the

candidate would suit the profile of the job.

Handling the rejected candidates:

It is very important how a recruiter manages the rejected candidates. It is important to

make the candidate where his lacunas are and what can he do about it. In this way not

only the recruiter helps the candidate to correct itself but also helps in creating an

association with them which is so very vital in the service industry.

Interview

Interviews determine if a potential candidate will be a finalist and if he shall suit the

job. A lot of things get clear during an interview. A face to face talk with the candidate

ensures that the recruiter evaluates the candidate on terms of attitude, confidence and

communication. The gaps that seem in the resume are also questioned. The candidate

may have an explanation for it. On the other hand if he is lying, then he can be cross-

questioned about this. Some of the objectives of interview are:

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 • To get an opportunity to judge an applicant’s qualifications and characteristics as a

basic for sound selection and placement.

• To give an applicant essential facts about the job and the company you are recruiting

for.

• To establish a rapport.

• To promote goodwill about the company whether interview culminates in employment

or not.

• To get a real feel of the candidate.

The nature of the job determines which of these interviews would suit best. All the

interviews are not conducted for all the job profiles. The complexity of the interview

depends on the complexity of the job.

The telephonic Interview

It is said that listening intently gives a good idea of what a person want to say and

what a person does not say. The sound, intonations, the varying pressures that a

prospective candidate uses while he/she speaks tells a lot about his/her attitude. This in

turn helps the recruiter to judge that if the candidate would be suitable for the job or

not. Unlike the face-to-face interview where the recruiter can read the non-verbal

languages, in a telephonic interview he has to even sharper. Listening to the words

used and their tone used gives immense messages about the candidate.

As a recruiter, one has to be completely prepared before taking a telephonic interview.

The following steps can be kept in mind while taking a telephonic interview:

1) You must keep the CV next to you and make notes while taking the interview. 2)

Must prepare a set of questions that would match the JD.

34
 3) To use a call script. This helps in being professional and saves time to in approaching

the right candidate.

4) Do not display any negative emotion during the interview. Not to over or under

commit anyone.

Devise interview questions:

Preparation in advance of an interview is essential if one is to make a successful hire.

Critical in the preparation process is the development of interview questions that elicit

tangible facts from all applicants. Basically, two rules are kept in mind when framing

the questions that will indicate whether or not an applicant meets the requirements you

established for the position:

RULE 1: Ask questions that concentrate on the applicant‟s past performance – to permit

reliable assumptions about future success.

RULE 2: Ask questions that relate directly to at least one of your listed requirements to

maximize the information you will gain in the time allotted.

General Questions:

 Tell me about yourself

 What do you about the company?

 What are your goals?

 What are your strengths and weakness?

 What has been your most significant contribution in your college/previous

organization?

 Why should we hire you?

Specific Questions:

35
  How would you resolve a conflict in a project team?

 What was experience in previous company?

 From how long you are working there?

Indirect Method:

These methods involve mostly advertising in newspapers, websites radio, in trade and

professional journals, technical magazines and brochures. Companies advertise when

qualified or experienced personnel are not available from other sources.

Third Party Method:

These include the use of commercial or private employment agencies, state agencies

and placement offices of colleges, recruiting firms, management consulting firms,

friends and relatives.

Professional Organizations:

These organizations maintain a pool of human resource for possible employment. These firms

are also called „head hunters‟, „raiders‟ and pirates by organizations who lose personnel

thought their efforts. Fundamentally there are two distinct steps of recruitment and each is a

comprehensive process in itself

36
COMPANY PROFILE &
STRUCTURE

37
 COMPANY PROFILE & STRUCTURE

“Agile Capital Services Is One of India's Emerging

Consulting Firm. At Agile Capital, We Provide
Wealth Management Services to High and Ultra

38
High Net-Worth Individuals (Hnis & Uhnis).”

39
ABOUT US

ACS is the one stop solution provider for all your financial needs. Our objective is to serve
the customers with the best solution to direct their finances in the most profitable way.
Financial Planning is a dynamic process and financial goals may evolve over the years due to
changes in lifestyle. ACS is an independent financial services firm committed to help you in
improving your long- term financial success. We provide specialized advisory services to
cater the Investment Management needs of affluent clients. Our principle is to deliver high
returns to our clients through our network with government sector banks in India. We believe
that when it comes to Investment Portfolios, there's no such thing as 'one size fits all'. We
also bring job seekers and Employers together through our Recruitment Services.

Agile Capital Services is the choice of many reputed Multinational Organizations and
businesses because of its commitment to deliver best results. ACS pride itself with the
reputation of being the trusted and reliable talent acquisition partner as well as providing
expert guidance towards achieving financial independence to its clients.
We are having experts who are providing consultancy services regarding financial and
investment sector to individual so that they can secure financial future of themselves and their
family. Providing the professional and expert advice in wealth maximization, career planning
and bridging the gap between the job seeker and talent seeker. Our experts provide financial
advice in the simplest way possible because we believe in managing wealth in less
complicated way

Agile Capital Services Is One of India's Emerging Consulting Firm. At Agile Capital,
We Provide Wealth Management Services to High and Ultra High-Net-Worth
Individuals.

Our highly trained and specialized team engage with clients from across the country as well
as those based abroad. in addition to our custom-designed solutions, we focus on 'un
complicating' the entire process of investment for each client. our focus on building long-
term relationships defines our business. our advisory backed by a strong product and research
team, underscores the unmatched value of the ACS proposition.

At AGILE CAPITAL, we cater to financial needs of individual and corporate clients.

40
 Our Vision is to significantly increase the Wealth of our Clients by providing them
the best Financial Services as well as the most valuable recruitment services. To grow
as the most Reliable and Trusted Brand.

 To Grow as the most Respected Brand in Financial Planning in India.

 To be the most Diversified Brand in providing Investments Options.

 Our Mission We thrive to provide the best and the simplest Wealth Management
advice through Honest Financial Solutions as well as inspire the candidates to explore
job opportunities across various Industrial Sector. Help Indians and NRI’s in
achieving financial success, hence securing their goals and dreams.

41
  Plan investments with the sole motive of helping clients move toward a secure and
peaceful retirement maintaining the quality of life they desire.
 To provide excellent & time sensitive service, product availability and effective
compliance.

Company Services

CONSULTING SERVICS

“As a niche specialist financial services consulting firm we have very deep and broad
expertise and only employee consultants who share the same credentials.”

We gaining importance as world economic engine and with the introduction of the idea of
International Business, each business in each country is making an attempt to induce
connected with one additional despite of the regional variations? We strongly believe that
ACS brings a unique insight into industry trends and challenges. This is based on the
experiences of its consultants and associates who have held senior roles within wealth
management, investment management, investment operations, software vendors and service
providers. Consulting is a client-focused consulting practice in which Business Consultants
assist individuals running small and medium-sized businesses to realize their full potential. A

42
Business Consultant is dedicated to the cause of exponentially enhancing his client’s
efficiency and productivity.

Business consulting is critical for entrepreneurs since it

assists, guides, mentors, and supports businesses. Business consultants are frequently
seasoned entrepreneurs and business owners who want to use their expertise in starting and
growing a company to help other business owners achieve their goals. While information and
guidance are abundant on running a business online, much of it is generic. On the other hand,

the objective of business consulting is to provide personalized, industry-specific advice.

Portfolio Services

“The process of managing individual’s investments so that they maximise their earnings
within a given time horizon.”

It is important for an individual to diversify his investment portfolio as to reduce risk and to
gain maximum returns. So we, hereby, provide assistance in diversifying your investments. It
is important for an individual to diversify his investment portfolio as to reduce risk and to
gain maximum returns. So we, hereby, provide assistance in diversifying your investments.
services offered by the Portfolio Manager. The investment portfolio can be diversified into
stocks, fixed income, and other structured products. These services can potentially be
structured and tailored to meet specific investment objectives based on the risks, rewards and
the goals of the investor as reflected in the Investment Policy Statement (IPS). PMS offers
customized equity options, but to avail service of a Portfolio manager, you should have a
large sum of money to invest (discussed later in the article).

43
A portfolio manager has a thorough understanding of the businesses and uses it to improve
investor's gains. The manager must have a clarity of the investor's risk and reward
expectations to use an appropriate and suitable strategy in order to deliver the high potential
returns.The active portfolio manager aims to make better returns than the overall markets i.e.
to generate Alpha. Higher returns would involve higher than normal risk in the strategies and
therefore, the portfolio manager tries to downsize the risk by diversifying its investments into
various asset classes, sectors and businesses. The turnover of the assets under management is
generally high as compared to Passive style of managing funds.

Recruitment Services

“Nothing is more important than hiring and developing people, as acquiring the right talent is
the most important key for the growth of any Organization.”

Strategies are developed according to the requirements and necessities of our clients
Customized strategies are made after careful study and observation of organization's culture
and its future goals. An effective recruitment and selection policy not only fulfill the
requirements of a job but also ensures that an organization will continue to maintain its
commitment to providing equal opportunity to employees. Here you will have a setup of
well-organized regional consultants who will provide you the pathway towards seamless

44
recruitment services starting from identifying your potential employee to choosing right
selection process.

It is now time for you to work on the finest offshore recruitment services, which can easily
save some of your time and earned earn money. You just have to pay us minimal amount, for
the best response. And you are even free from spending any money in recruiting new labors
for your in-house service. And another reason to outsource services is that we are well-
acquainted with the best candidates, rightful for your company’s growth. We will help you to
make the right decision, when it is related to offshore recruitment, and finding the best team
for your firm’s official growth.

Taxation Services

“Taxation presents arguably the most dynamic and complex challenge in the context of
financial planning.”

Ever changing legislation and rules are matched only by the new methods devised to make
the discharging of tax liabilities as efficient as possible. When it comes to tax planning and
strategy, every case is unique. Our approach remains versatile with an awareness that
individual issues must be dealt with on their own merits but with the overall, long-term
considerations always in mind. To help fund public works and services and to build and

45
maintain the infrastructures used in a country, the government usually taxes its individual and
corporate residents.

Financial Analysis

"Analysis of financial statements refers to the method of determining the significant

operating and financial characteristics from the accounting data with a view to getting an
insight into the
act of an enterprise.

While the analysis implies generalization of the data by logical arrangement of information
given in the financial statement. However, analysis is blind without interpretation, and
interpretation becomes difficult without analysis. Interpretation means elaborating the
meaning and significance of the data so simplified. So analysis and interpretation means
attempt to determine the significance and meaning of the financial statement data so that a
judgment may be made of the prospects for future earnings, ability to pay interest, debt
maturities, both current as well as long term, and profitability of sound dividend policy.

46
Internship Program

We provide domestic and international level internship program. We have a team of

experienced educational and training professionals who can provide service and solutions to
the clients. Exposure to the interns are mixed specialization which is human resource and
marketing which will result in the implication of their theoretical knowledge into the
corporate world. In this training process special emphasis is given to the communication and
presentation skills.

Professional Skill Development

47
To grow with the rapidly changing environment an organization needs to focus on the skills
that their workforce has so, it is important to attend the Skill Development Programs as it
helps in facing the challenges. People being the major differentiator amongst companies in
competition therefore to have edge over your adversary it is crucial that your workforce
possesses the required skills. If an organization and individual want to achieve success in
their corporate or professional careers, then they have to work on the Skill Development. Our
Professional Skill Development programs are developed with a purpose of enhancing
employability and performance of individuals that can further support them in their career
development.

WORKSHOPS
Our objective of inviting you to be a part of our financial planning workshop is to make every
individual understand the importance of financial planning and to spread the awareness about
how one can easily take advantage of our services and plan for achieving their financial
goals. In today’s world, when everybody is busy in their daily life routines, they generally
overlook or forget to plan to resume their financial planning which leads to a delay in their
future savings. Thus through this workshop, we will be trying to make our participants learn
the importance of goal-based investments.

For providing the insight on the same we will organize a full day workshop for all large,
medium or small size corporates, Professional Bodies, Business, Schools, and Housing

48
Societies and also for Individuals. In a few words, if we want to summarize our objective, we
would like to guide people about “How they can achieve their financial freedom”.

Our Program Content (Curriculum) would include awareness on topics like –

1.) Introduction to Financial Planning

 Financial planning and its real importance and meaning in one’s life
 The process we follow for your Financial Planning
 Impact of early & delayed investments
 How to understand, prioritize and plan your finances for achieving and meeting your
future goals (for future).
 Advisors best practice

2.) Risk Management

 Personal risk assessment
 Adverse Selection
 Insurable interest
 Utmost good faith
 Pure Risk

3.) Retirement Planning

 Start early “Happy Life”
 Accumulation phase – spending phase
 Defined Benefits
 Defined Contribution
 Early retirement versus delayed retirement
 Reverse Mortgage

4.) Investment Management

 Asset Allocation
 Portfolio Rebalancing
 Risk-return
 Systematic risk – unsystematic risk

49
  Investment schemes

5.) Tax Planning

 Various deductions available to an individual
 Capital gains
 How to save taxes

6.) Estate Planning

 Nominations
 Wills
SMALL INVESTMENTS BY COMPANYI

Real Estate

Real estate can be simply defined as the land along with any permanent developments
attached to the land, whether natural or man-made—including water, trees, minerals,
buildings, homes, and bridges. Real estate is a form of real property. In addition to having
real value that investors can touch, feel and understand, real estate can be an excellent
diversification tool for investors. If you pay the right amount for your property, there's
potential to reap steady, long-term returns as a landlord. Portfolios containing real estate tend
to outperform those without real estate over the long haul. Investing in real estate can also

50
offer reduced risk because the real estate market is not closely correlated with stock or bond
markets.

Real estate generally breaks down into three categories:

 Residential
 Commercial
 Industrial

Insurance

Insurance is a form of risk management in which the insured transfer the cost of potential loss
to the other entity in exchange of monetary compensation known as premium. It is an
arrangement by which a company or a state provides a guarantee of compensation of
specified loss, damage, illness or death in return for payment of a specified premium.
Insurance helps to remove worries provides tax benefits and most importantly affordable to
almost everyone.

Gold

51
Gold has endured centuries as a mark of wealth and the benefits of gold begins with its
simplicity. Indians love gold and that is no secret. But if we put that number into number it is
unbelievable. According to some estimates, India has a stock of about 23,000-24,000 ton of
gold which is mostly held by households. In value terms, based on the 2015 average price, it
was worth $800 billion.

It is indestructible, relatively scarce and cannot be

manufactured. It is best and refreshing alternative to the complex investment products in the
headlines today and is easy to both buy and sell in fact gold is so simple that it is in today’s
world use as global currency, that can be traded everywhere worldwide.

Stock Market

52
The stock market refers to the collection of markets and exchanges where regular activities of
buying, selling, and issuance of shares of publicly-held companies take place. Such financial
activities are conducted through institutionalized formal exchanges or over-the-counter
(OTC) marketplaces which operate under a defined set of regulations. There can be multiple
stock trading venues in a country or a region which allow transactions in stocks and other
forms of securities. Investment in stock market is nothing short of gamble, especially if you
consider the volatile difficulties during the trading. It is the place where people buy and sell
shares and during the transaction, profit gain or even lose some amount depending upon the
rate of that stock on a particular day.

When you look closely to the Indian stock market

you will find that there are only two types of investors, including those who are aware of the
Indian based investment opportunities and the ones who aren’t aware. India has a market
which is beginning to grow or increase rapidly growing just like all of the other markets
throughout the world, but not everyone knows what they need to know about it. If you invest
in the right business in the right time there is chance that your investment will increase many
folds.

Mutual Funds

53
A mutual fund is a type of investment vehicle consisting of a portfolio of stocks,
bonds, or other securities. Mutual funds give small or individual investors access to
diversified, professionally managed portfolios at a low price. Mutual funds are
divided into several kinds of categories, representing the kinds of securities they
invest in, their investment objectives, and the type of returns they seek. The
overwhelming majority of money in employer-sponsored retirement plans. – Equity
Fund

Stock funds that can be managed actively or passively. Are the riskiest class of mutual
funds, and hence, they have the potential to provide higher returns than debt and
hybrid funds. -Money Market Fund.

A kind of mutual fund that invests in highly liquid, near-term instruments.

54
 JOB PROFILES

Internship

 Interns for Live Project

 Interns for Winter Internship
 Interns for Summer Internship

Marketing

 Corporate Sales Manager

 Territory Manager

HR

 HR Area Manager
 Assistant HR Manager

WORK PROCESS

Pitching to the Client: First Stage

 Client profiling - Identify the decision maker in first two or three meetings.

 Keep in constant touch and recall with the client.

 Be at top of the mind of client.

 Stay in touch through creative means – ask for articles, principal interviews,

workshops and much more.

Pitching to the Client: Second Stage

 Give the school the vision by pitch LARGE number of classes (with or without
pockets to implement)

55
  Create aspiration.

 Pitch with the server model with maximum no of access points.

 Sell laterally rather than vertically (in terms of capturing the classes).

 Discuss price only after demo – (for most of the accounts, not where you can close

without a demo).

Third Stage

 Ensure Post dated cheques

 Every page of the contract to be signed and stamped

 Make two copies of contract

Performance Management System:

The process of Human Resource Development (HRD) in Agile Capital Service helps

the employee‟s to acquire and develop technical, managerial and behavioral

knowledge, skills & abilities and the values , beliefs & attitudes necessary to perform

present and future roles. The process of Performance Appraisal helps the employees

and management to know the level of employees Performance compared to the

standard or predetermined level. The Performance Appraisal system undergone in

Agile Capital Service helps the employees of the Organization to improve their

abilities so as to meet both the personal and organizational present and future

requirements. Whether the organization is reaching its standards by Performance

Appraisal resulting in increase in quality and productivity of the employees observed.

56
EXECUTIVE SUMMARY

57
 EXECUTIVE SUMMARY

This project focuses on “Procedure adopted for “Recruitment and Selection at Agile

Capital Service, Delhi”. The organization has to be more responsive to the changing

scenario and latest trends in, recruitments and then of selection process. Organizational

capabilities need improvement through continuous updating of latest technique,

involving latest trends and methodologies used for Recruitment and Selection of

candidates, formulating recruitment policy and in designing an effective HR Plan as

any failure in HR Planning will be a limiting factor in achieving the objectives of the

organization. Objectives in the present day of stiff challenge from competitive market,

it is ongoing process which requires proper identification of organizational manpower

requirement and also ways of hiring the efficient and right person at the right time. The

scope of the project was to collect data from the selected employees of company,

analyze the significance of the data and the conclusion. The project starts with the

general introduction to what Recruitment and Selection is all about. Then comes the

Company Profile. It consists of an introduction about the organization. Here I have

stated the history of the organization, its objectives, products and capabilities of the

organization. The project provides me excellent opportunity to correlate my theoretical

learning with the ground realities of the industry and the market. To accomplish the

above, around 40 employees were surveyed and interviewed. The core purpose of the

survey was to find out employees perspective towards the Recruitment and Selection

process in the organization. In conclusion, this project will enable one to understand

the concept of Recruitment and Selection process among the employees and

simultaneously it will help the employer in practicing them. This report will also help

to understand benefits and drawbacks of present process of the same.

58
 SWOT

(STRENGTH,WEAKNESS,

OPPORTUNITY,THREAT)

59
 SWOT ANALYSIS OF THE COMPANY

A well-planned SWOT analysis can bring structure and robustness to a strategic planning
process, by prompting thinking about the positive and negative sides of both internal
capabilities and external environment, and how the former can be leveraged to take advantage
of opportunities in the latter. When we look at the qualities of agile teams, or indeed agile
organisations, we see things like collaboration, a focus on delivering customer value, short
and frequent production cycles, sharing of knowledge, regular feedback and a willingness to
learn from experience. Being agile does not preclude teams from being thorough and
methodical. Agility and structure can coexist.

The first step is to build a “confrontation matrix” (sometimes called a TOWS analysis –
SWOT spelled backwards) where internal capabilities are matched to external forces to
develop a set of potential strategies, in 4 categories:

 SO strategies – leveraging an internal strength to take advantage of an external

opportunity. These are sometimes referred to as “attack” strategies.
 ST strategies – leveraging an internal strength to overcome and external threat, also
known as a “defend” strategy.
 WO strategies – recognising an internal weakness which could jeopardise an external
opportunity and investing in strengthening that capability, referred to as a “build
capability” strategy.
 WT strategies – the most difficult to deal with, recognising an internal weakness in
light of an external threat. These represent a risk to be mitigated or dealt with by

60
 divesting that part of the business. These are sometimes referred to as
“mitigate/divest” strategies.

SWOT
STRENGTH

 Managing Regulations and Business Environment

 Robust Domestic Market that Agile Project Operates in.
 Strong relationship with existing suppliers.
 Strong Balance Sheet and Financial Statement of Agile Project.
 Strong Brand Equity and Brand Awareness.
 Superior product and services quality.
 First Mover Advantage.

WEAKNESS

 Lack of critical talent.

 Implementation of Technology in Processes.
 Low Return on Investment.
 Lack of Work force diversity.
 Organization Culture.
 Agile Project business model can be easily replicated even
with the number of patents and copyrights the company
possess.

61
OPPORTUNITIES

 Increasing Standardization.
 Changing Technology Landscape.
 E-Commerce and Social media Oriented Business
Models.
 Opportunities in Adjacent Markets.
 Growing Market Size and Evolving Preferences of
Consumers.
 Lucrative Opportunities in International Markets.

62
THREATS

 US China Trade Relations.

 Culture of sticky prices in the industry.
 Increasing bargaining power of buyers.
 Increasing costs component for working in developed
market because of environmental regulations.
 Credit Binge post 2008 Recession.
 Growing Protectionism.

The four key elements of SWOT analysis are - Strengths, Weaknesses,

Opportunities & Threats. Agile Project can use strengths to create niche positioning
in the market, can strive to reduce & remove weaknesses so that it can better compete
with competitors, look out to leverage opportunities provided by industry structure,
regulations and other development in external environment, and finally make
provisions and develop strategies to mitigate threats that can undermine the business
model of Agile Project.

63
OBJECTIVES OF STUDY

64
 OBJECTIVES OF STUDY

 To study the existing policy of Agile Capital Service regarding Recruitment and Selection

process.

 To know the satisfaction level of employees towards the existing recruitment and selection

process.

 To identify the internal and external sources of recruitment and selection.

 To identify the probable area of improvement to make recruitment procedure more effective

 To search or headhunt people whose, skill fits into the company’s values

 Achieve organizational goals

 Work culture

 Team integration

 Training and Development

 Employee motivation

 Workforce empowerment

 Retention

65
  Data and compliance

The objectives of internship study are:

 Performance Test:
One of the core reasons and purposes of an internship is to expose you to a specific job,
profession, or industry. While you may have an idea of what a job is, it is only when you do it
that you will know if this is what you think, whether you have the education and skills to do
it, and if you like it. For example, you might think that marketing is a creative process that
involves creating a slogan and running a campaign. An internship with an advertising agency
will help you find out that advertising includes consumer demographics, focus groups,
knowledge of customer pricing and sales strategies, and media research and buying.

 Make a Recovery:
When you apply for a job, the more experience and success you have, the more attractive you
will be to potential employers. , you have an internship with a certain title or a well-known
company doesn’t mean your internship will help you organize a good concert. Make an
impact where you work by taking responsibility and finding ways to make it happen. Be
prepared to work for more hours than necessary and ask to work in a different department to
improve your skills. Don’t just drink coffees, make copies, and attend meetings, even if that’s
all to complete your internship.

 Increase Your Confidence:

An internship will, of course, help you find out more about the work environment but also
about yourself.You have a clear idea of your strengths, weaknesses, likes, and dislikes.
Knowing that you have hands-on experience will make you more confident in job hunting
and interviews.

 Network Contacts:
Another advantage of being an internship is the building of business contacts. These people
can help you find a job later, act as a referral, or help you with a project after you’ve been
hired elsewhere. Meet the people who have the jobs you want one day and ask if you can take
them out to lunch. Ask them how they initiated in their career, how they got to where they
are, and if they have suggestions for improving your skills.

66
 RESEARCH
METHODOLOGY

67
 RESEARCH
METHODOLOGY .

The study will be conducted to achieve the aforesaid objectives including both exploratory
and descriptive in nature and involve personal interviews that will be based on the
questionnaire format. A Research Methodology defines the purpose of the research, how it
proceeds, how to measure progress and what constitute success with respect to the objectives
determined for carrying out the research study. There is a unique methodology that Agile
Capital Service adopts to render the service.

 The research methodology for the present study has been adopted to reflect these
realties and help reach the logical conclusion in an objective and scientific

manner.

TYPE OF RESEARCH

EXPLORATORY RESEARCH

A research design is the specification of methods and procedures for acquiring the

information needed to structure or solve the problem. It is the overall operational pattern or

framework of the project that stimulates what information is to be collected from which

source and by what procedure. On the basis of major purpose of our investigation the

EXPLORATORY RESEARCH was found to be most suitable. This kind of research has the

primary objective of development of insights into the problem. It studies the main area where

the problem lies and also tries to evaluate some appropriate courses of action.

DATA COLLECTION

The task of data collection begins after a research problem has been identified and the
research design has been chalked out. While deciding the method of data collection to be
used for the study, the researcher should keep in mind two types of data:
a. Primary data
b. Secondary data

68
 In this research project the data being collected is as follows:

Primary Data: The survey method is used to collect the primary data in this research as it is

the Analytical research to find out the shortcomings and area of improvements according to

the skill required for recruitment team. The data that is collected first hand by someone

specifically for the purpose of facilitating the study is known as primary data. So in this

research the data is collected from respondents through

QUESTIONNAIRE.

 Primary source of data:

(i). Personal interview

(ii). Questionnaire technique.

QUESTIONNAIRE - Survey among the officials and employees of AGILE CAPITAL

SERVICE. PERSONAL INTERVIEWS with the company representatives regarding

recruitment and selection practices in organization.

SECONDARY DATA:

The secondary data is also used in a lesser proportion to find out the name and designation of

the employer who are working with this organization and the company profile. Secondary

data refer to information gathered by someone other than the researcher conducting the

current study. Such data can be internal or external to the organization and accessed through

the Internet or perusal of recorded or published information.

Secondary sources of data provide a lot of information for research and problem solving.

Such data are as we have seen mostly qualitative in nature.

69
  Secondary source of data :

(i). Company brochure.

(ii). Internet.

(iii). Websites

(iv). Organizational Reports & Records.

(v). Business magazines

(vi). Journals etc

SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random selection. In

probability sampling, each unit is drawn with known probability, or has a nonzero chance of

being selected in the sample. Such samples are usually selected with the help of random

numbers. With probability sampling, a measure of sampling variation can be obtained

objectively from the sample itself. Simple Random sampling has been adopted for this

research. Under which we have considered the sampling which has been done for a specific

designated population, because here a small cluster of professionals has been considered out

of the total universe which has been divided in small group like recruitment team &

employee.

SAMPLE SIZE: 100

70
SAMPLE AREA

The sample area refers to the universe to be studied under our research project. The area
denotes the place or the region to be studied and taken into research consideration. Thus, the
sample area chosen for this research project is Agile Capital Service, Delhi.

Human resource research areas are often identified in

terms of high or low appearance – selection, opinion measurement, training and development,
appraisal, motivation, organisational effectiveness, managerial obsolescence, counselling and
retirement. Managerial selection and development and general employee motivation have
generally been identified as the two main human resources areas which are in the greatest

need of additional research. The human resource researcher seeks to discover the basic
relationships which may lead to improved personnel decision-making in such areas as
turnover, absenteeism, compensation levels and structure, job satisfaction, employee morale,
assessment of managerial potential, training effectiveness, grievance handling, labour
relations and collective bargaining.

Research in manpower and human resources covers all

those specific areas which are the subject matter of personnel administration. The scope of
such research may vary from the very simple to the very complex, or from the short and
inexpensive to the long and costly. Most studies reveal that the four most dominant areas of
research are selection; training and development; attitudes and leadership; and measurement
devices.
The collected data need to be analysed after processing it. Tables, charts and diagrams are
used in analysis. Further, statistical packages are used to confirm the results of analysis. The
data analysed are interpreted and then inferences are drawn. Final segment of analysis deals
with implications of the results. All the findings are accommodated in the report segment and
finally suggestions are made for policy makers.

71
DATA ANALYSIS AND
INTERPRETATTION

DATA ANALYSIS AND INTERPRETATTION

72
Q1. How do you come to know about openings in Agile Capital Service?

Options No. of Respondents Percentage

Agile Capital Service 52 52 %

Employees
Newspaper Ads 8 8%

Consultants 10 10 %

Job Portals 30 30 %

60
50
40
30
No. of Respondents
20
10
0
Agile CapitalNewspaper Consultants Job Portals
Employees
Service Ads

INTERPRETATION:

The data emphasizes that the external world will come to know about job openings in Agile

Capital Service through its employees (52%) which helps the companyto bring the best talent

pool into, as the people know what exactly is the requirement, secondly the other major

source is Job portals (30%) as almost all vacancies are published on to the job portals. The

dependency on consultants and newspapers comes into picture only when the requirement is

niche or in large volume.

Q2. Are applicants treated fairly with courtesy?

73
 Options No. of Respondents Percentage

Poor 6 6%

Adequate 46 46 %

Excellent 48 48 %

60

50

40

30 No. of Respondents
Percentage
20

10

0
Poor Adequate Excellent

INTERPRETATION:

The above data explains that all the applicants are treated fairly on equality basis:

Excellent- 48%, Adequate- 46%, Poor- 6%. Leadership team of Agile Capital Service firmly

believes that all the applicants should be interviewed in the same process across the

organization.

Q3. Does the HR team act as a consultant to enhance the quality of the applicant during pre-
screening process?

74
 Options No. of Respondents Percentage

Yes 96 96 %

No 4 4%

No. of Respondents

Yes
No

INTERPRETATION:

It is very clear from the data that 96% of the employees feel that the HR team plays a crucial

role in the initial screening so as to ensure the quality of hires. Remaining 4% feel that HR

doesn't play prominent role in initial screening of profiles.

Q4. Does the organization clearly define the roles and responsibilities of the position being
interviewed for?

75
 Options No. of Percentage

Respondents

Well defined 78 78 %

Partially defined 22 22 %

Undefined 0 0%

80

70

60

50
Percentage
40
No. of
30

20

10

0
Well defined Partially defined

INTERPRETATION:

Yes, 78% of employees feel that the roles and responsibilities of any position are clearly

defined.

Q5. Are the panel members competent enough for the role they are interviewing?

76
 Options No. Of Respondents Percentage

Yes 84 84 %

No 16 16 %

No. Of Respondents

Yes
No

INTERPRETATION:

Yes, the employees of Agile Capital Service strongly feel that the technical panel people who

are interviewing are competent enough (84%) in terms of their technicality for the role they

are interviewing, a very less percentage (16%) of employees feel that panel are not

competent.

77
FINDINGS

78
 FINDINGS

 Present employees of Agile Capital Service are satisfied with recruitment strategy of

company.

 Internal Promotions, Walk-in interview and Job Portals are mostly used recruitment

source.

 Written test is not given weight age during selection process.

 To some extent company has preset-criteria for sorting the candidate’s

 applications.

 Concerned departmental head is given special attention while selecting a candidate of

the department.

 Employees are in the favour of reference check after selection of candidate.

 Job Analysis prior to recruitment is not done so properly.
 Succession Planning has mostly done in company.
 Orientation/Induction is given to new joiners; still employees are in favour of its

improvement.

 Present selection process in Agile Capital Service and its procedure, tests and

interview type is good.

79
RECOMMENDATIONS

80
 RECOMMENDATIONS

1. Align business strategies with external and internal factors.

For example, consider how your current strategy aligns with economic

changes (i.e., external factors) and the expectation of a high return on

investment in the case of training and development costs (i.e., internal factors).

2. Ensure your talent strategy also aligns with the company's overall plan.

The main and essential key to managing a provocative workforce is

to streamline the strategies of the talent management process alongside the

overall company strategy. Ultimately, the aptitude of training, developing and

then retaining the employees depends upon the success of the business

operations.

3. Get ahead of your competitors by being proactive.

In my experience, leaders who use the best talent management practices find

themselves more equipped and can make effective use of available

opportunities to help operate their businesses. But this is only obtainable when

management does more than just adopt new trends; they must quickly

anticipate and adapt to new and emerging opportunities regarding talent

management before the rest of the market. In this manner, executing a

proactive approach, rather than a reactive approach, indicates the implications

of the strategic talent management in the business processes to support the

capability development in the organization.

81
4. Evaluate what training is essential, and execute it well.

Evaluating key areas and the need for training is mandatory. It's also helpful

for saving on abundant training costs involved with the workforce. The

execution of the training and development is a necessity because of its impact

on the involvement of change management in the business processes.

5. Use various tools to assess the capabilities of your workforce.

Annual appraisals and reviews can be highly effective tools to analyse the

capacity and capabilities of the workforce if conducted consistently and

correctly. Therefore, I recommend organizations adopt a pay-for-performance

culture in their organizations to boost the productivity of employees. From my

perspective, this might encourage employees to work harder and thus improve

their capacity to adapt to changes and innovations.

All companies that surpass their rival

industrial competition know that well-planned talent management practices are

essential criteria for success. A well-planned HRM strategy plays an important

role in managing the accurate workforce, which is necessary for successful

technology implementation and integration. Make use of analytics and

investigative tools to understand trends and identify extraordinary change,

which is beyond the generalities or intuitive predictions. And finally, the

aptitude of training, developing and then retaining the employees ultimately

depends upon the success of the business operations.

82
SIBL is one of Bangladesh's
most important financial
organizations. It's difficult
for me to
suggest Social Islami Bank
Limited as an intern. Human
resources are extremely
valuable in
today's business. I discovered
some data that has to be
improved in HRD activities:-
 Every year or every six
months the organization’s
HR department should
perform an
employee satisfaction survey.

83
 Officials who work in
customer service should be
adequately trained. Because
personnel
are sometimes unable to
deliver appropriate responses
to client inquiries.
 SIBL's new staff sho

84
CONCLUSION

85
 CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a
person who has the maximum skills required for the job. After selecting the right person, the
company’s main aim is to place that person at the right job. The main strength of any
company is its employees. Effective workers are the best route to success. For this reason,
company's strives to attract and hire the best, and to provide the best place to work.

Some of the biggest and most constant challenges that plague organization is people related
because they don’t place more emphasis on getting the recruitment process right. If they get
the right person in the right job at the right time, bottom-line and many other business
benefits are immediate, tangible and significant. If they get the wrong person in the wrong
job, then productivity, culture and retention rates can all take a hit in a big way. AGILE
CAPITAL SERVICE has competent and committed workforce, still there are scope for more
improvements. To ensure that company recruits the right people, it has to identify essential
skills and behaviours that applicants should demonstrate. For each position there should be a
job description outlining typical duties and responsibilities and a person specification
defining personal skills and competences. The emphasis should be on matching the needs of
the company to the needs of the applicants. This would minimize employee turnover and
enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right
candidate at the right place quickly. Creating a suitable recruitment policy is the first step in
the efficient hiring process. A clear and concise recruitment policy helps ensure a sound
recruitment process.

Management should structure and systematically organize the entire recruitment processes. It
should Offer tolls and supports to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI. The Recruitment Management System (RMS)
should be such that it helps to save the time and costs of the HR recruiters in company and
improving the recruitment processes.

86
ANNEXURE

87
 ANNEXURE

QUESTIONNAIRE
Name:

Age:

Gender:

Qualification:

Experience:

Q1. How do you come to know about openings in Agile Capital Service?

Agile Capital Service Employees [ ]

Newspaper Ads [ ]

Consultants [ ]

Job Portals [ ]

Q2. Are applicants treated fairly with courtesy?

Poor [ ]

Adequate [ ]

Excellent [ ]

Q3. Does the HR team act as a consultant to enhance the quality of the applicant during pre-
screening process?

Yes [ ]

No [ ]

88
Q4. Does the organization clearly define the roles and responsibilities of the position being
interviewed for?

Well defined [ ]

Partially defined [ ]

Undefined [ ]

Q5. Are the panel members competent enough for the role they are interviewing?

Yes [ ]

No [ ]

Q6. Is there a well-defined Recruitment Policy in your organization?

Strongly agree [ ]

Moderately agree [ ]

Strongly disagree [ ]

Moderately disagree [ ]

Can’t say [ ]

Q7. Which internal source of recruitment is followed by the company and given more

priority?

Job Posting [ ]

Employee Referrals [ ]

Internal Promotions [ ]

Transfer [ ]

Q8. Which external source of recruitment is followed by the company and given more

89
 priority?

Campus Interview [ ]

Advertisement [ ]

Online Job Portals [ ]

Walk-in Interview [ ]

Agencies/ Consultancies [ ]

Employment Exchanges [ ]

Q9. Which source of recruitment is replied upon when immediate requirement arises?

Internal [ ]

External [ ]

Q10. What type of interview is taken while selection?

Patterned [ ]

Stress [ ]

Depth [ ]

Others [ ]

Q11. The recruitment and selection process of company meets the current and legal
requirements?

Agree [ ]

Disagree [ ]

Moderately [ ]

90
BIBLOGRAPHY

91
 BIBLOGRAPHY

 V.S.P.Rao, “Human Resource Management”, Excel Books publication, Second

Edition.

 Robbins, “Organizational Behavior”, Pearson Publications, Thirteenth Edition 

Research Methodology -C.R.Kothari.

 Personnel and Human Resource Management – P. Subba Rao, Himalaya

 Publication

Web Sites
• https://www.agilecapitalservices.com/

• https://www.linkedin.com/company/agile-capital-services/about/

• https://hrmstudy.in/recruitment-and-selection/

• https://articles.jobconvo.com/en/recruitment-and-selection-what-it-is-steps-

strategies-and-techniques/

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