A PROJECT REPORT ON RECRUITEMENT AT TEAMMINDS

SOFTWARE PRIVATE LIMITED, HYDERABAD

By
DEVANI RAMYA SREE
Registration number
2021MBA07028

Under the esteemed guidance of

Prof. J. KATYAYANI

A PROJECT REPORT
In partial fulfilment for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION

ESTD-1983

SRI PADMAVATI MAHILA VISVAVIDYALAYAM

(Women’s University)
(Accredited with “A+” Grade by NAAC)
TIRUPATI – 517502

1
 SRI PADMAVATI MAHILA VISVAVIDYALAYAM
(Women’s University)
(Accredited with “A+” Grade by NAAC)
DEPARTMENT OF BUSINESS ADMINISTRATION
Tirupati-517502
(2021-2023)

ESTD-1983

CERTIFICATE OF GUIDE

The project entitled “RECRUITMENT AT TEAMMINDS PVT. LTD,

HYDERABAD, TELANGANA, IN HUMAN RESOURCES.” Submitted by
D. Ramya Sree(2021MBA07028) of 2021-2023 batch, in a partial fulfilment of
requirements for the award of the Master Degree in Business Administration
at Sri Padmavati Mahila Visvavidyalayam has been approved.

Head of the Department Project Guide

Prof. B.Vijayalakshmi M.Com,MBA,MSIS,Ph.D. Prof. J.Katyayani B.Tech, MBA, MTech, Ph.D.

Dept. of Business Management Dept. of Business Management
SPMVV SPMVV
Tirupati. Tirupati.

2
 DECLARATION

I hereby declare that work done in the project work entitled “RECRUITMENT”
has been carried by me, in partial fulfilment of the requirements for the award of
Degree of MASER OF BUSINESS MANAGEMENT in HUMAN RESOURCE,
of Sri Padmavati Mahila Visvavidyalayam, Tirupati and further declare that
neither than project nor any part of this project, has been submitted for any degree
or any Academic award anywhere before.

Place: D. RAMYA SREE

Date: MBA 2nd YEAR

2021MBA07028

3
 ACKNOWLEDGMENT

I D. RAMYA SREE sincerely express my humble thanks to the management of

Sri Padmavati Mahila Visvavidyalayam, Tirupati, for giving opportunity to
take up the project work on “A Study on Recruitment” with reference to
TeamMinds Software Private Limited.

I profoundly thank Prof. B. Vijayalakshmi Head of the Department of Business

Management in Sri Padmavati Mahila Visvavidyalayam, Tirupati.

I express my deep gratitude to Internal guide Prof. J. Katyayani for her

wholehearted co-operation and valuable guidance. I am very grateful to her for
the extensive help rendered to me right from the project to final editing of
manuscript.

I also express my gratitude and heartily thankful to my Company guide Mrs. K.

Hima Bindu, HR manager of TMSPL and other executive staff of TMSPL, who
extended their cooperation and timely support and providing necessary data for
early completion of the project work.

I sincerely thank all the members of our faculty and non-teaching staff in the
Master of Business Administration Department for their sustained help in my
pursuit.

I thank all those who contributed directly or indirectly in the success execution
of my project.
D. RAMYA SREE
MBA 2nd YEAR
2021MBA07028

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 LIST OF CONTENTS

SL.No. TOPICS Page.no

Chapter-I I.1.Introduction 8-12

I.2.Industry Profile 13-31

I.3.Company Profile 32-39

Chapter-II II.1Objectives of the study 40-41

II.2Need for the study 42

II.3Scope of the study 43

II.4Research Methodology 44-45

II.5Limitations of the study 46

Chapter-III Conceptual framework 47-53

Chapter-IV Data analysis & interpretation 54-70

Chapter-V Findings, Suggestions & conclusion 71-75

Annexure Questionnaire 76-78

Synopsis 79-84

Bibliography 85

5
 LIST OF TABLES

Table No. NAME OF TABLES Pg.no

Table IV. A Geographic Representation 54-55

Table IV. 1 Working culture in TeamMinds Software Pvt. Ltd. 56

Table IV. 2 Strategies for an employee to source potential 57

candidates

Table IV. 3 Negotiation with Candidate 58

Table IV. 4 E-Sourcing to recruit Resources 59

Table IV. 5 Conducting an Induction Program 60

Table IV. 6 Contract bond signed by employees 61

Table IV. 7 Sub-vendor ship to other consultancies 62

Table IV. 8 Reference provided by Candidates 63

Table IV. 9 Posting positions on different websites 64

Table IV. 10 Recruitment policy plays a key role 65

Table IV. 11 Important skills for a Resource before recruiting into 66

a job

Table IV. 12 Role of academic marks in recruitment procedure 67

Table IV. 13 Rating for Recruiting process 68

Table IV. 14 Development of Chatbot in recruitment. 69

Table IV. 15 Primary purpose of using a chatbot in the recruitment 70

process

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 LIST OF GRAPHS

Graph No. NAME OF GRAPHS Pg.no

Graph IV. A Geographic Representation 54-55

Graph No. IV.1 Working culture in TeamMinds Software Pvt. Ltd. 56

Graph No. IV.2 Strategies for an employee to source potential 57

candidates

Graph No. IV.3 Negotiation with Candidate 58

Graph No. IV.4 E-Sourcing to recruit Resources 59

Graph No. IV.5 Conducting an Induction Program 60

Graph No. IV.6 Contract bond signed by employees 61

Graph No. IV.7 Sub-vendor ship to other consultancies 62

Graph No. IV.8 Reference provided by Candidates 63

Graph No. IV.9 Posting positions on different websites 64

Graph No. IV.10 Recruitment policy plays a key role 65

Graph No. IV.11 Important skills for a Resource before recruiting 66

into a job

Graph No. IV.12 Role of academic marks in recruitment procedure 67

Graph No. IV.13 Rating for Recruiting process 68

Graph No. IV.14 Development of Chatbot in recruitment. 69

Graph No. IV.15 Primary purpose of using a chatbot in the 70

recruitment process

7
CHAPTER-1

❖ INTRODUCTION
❖ INDUSTRY PROFILE
❖ COMPANY PROFILE

8
INTRODUCTION

9
 INTRODUCTION

The Concept of Human Resources relates to both the people who work for an
organization as well as the department within a business that is responsible for
the management of all matters pertaining to employees. The Human Resources
department is a vital component within any large company because they are
tasked with functions such as staffing, training, driving organizational
development, and maintaining Human relations. “Recruitment is another
important role associated with Human resources and it is used heavily in most
fields of business”.

Recruitment is one of the most critical Human Resource functions for

organisations. Attracting the right people, with the right blend of skills and
experience into the right jobs, and aligning this to the organisation’s overall
objectives is crucial to Organisation success.

Whether the economic environment is booming, and attraction and retention of a

talented and flexible workforce is essential for competitive advantage, or is in a
downturn and the survival of the organisation depends on the productivity of staff,
it is essential that the recruitment function is clearly identified.

Recruitment is a key part of Human Resource (HR) management and supported

by the hiring manager and others involved in the hiring process. Skilled
recruitment efforts will make a company stand out and be more attractive to
potential employees, a strategy that can directly impact a company's bottom line.

Depending on its size, the organisation may leave the responsibility for the
recruitment to different professionals. A large organisation may have a separate
HR department and HR teams to handle its hiring requirements. Smaller
organisations may only have a single hiring manager. Some organisations may
find it more economical to outsource the hiring work to professional recruiting

10
firms. The recruiters may find candidates by posting the job advertisements at
various places, such as company websites, online job sites, professional
networking sites and social media.

Recruitment:

Recruitment aims to attract a diverse pool of qualified candidates, ensure fair and
unbiased selection processes, and align the skills and capabilities of the
individuals with the organizational needs and goals. It plays a critical role in
shaping the workforce of an organization and contributes to its success by hiring
talented individuals who can drive growth, innovation, and productivity.

Recruitment involves various activities, including:

1. Job analysis
2. Sourcing

3. Screening

4. Selection
5. Background check

6. Decision-making

7. Job offers

Meaning:
Recruitment is finding the right people for the right job and establishing a strong
foundation for building a skilled and capable workforce that aligns with the goals
and objectives of the organization.

11
Definitions:
“Recruitment is the process of finding and attracting capable applicants for
employment”

- Michael Armstrong

“Recruitment is the process of generating a pool of qualified applicants for

organizational jobs”

- Richard W. Beatty and Peter S. Schneier

“Recruitment is the process of seeking and attracting a pool of qualified

applicants from which candidates for job vacancies can be selected”

- Wayne Mondy and Robert M. Noe

12
INDUSTRY PROFILE

13
 INDUSTRY PROFILE

Introduction to Consultancy
A professional service firm that provides expertise and specialised candidates
for a fee, through the use of consultant. Every company is bound to have
problems, consulting firms are contracted to solve them. Many consulting firms
complementing the recommendations with implementations support, either by
the consultants or by technicians and other experts. The Gross Domestic product
(GDP) contribution is 21% over the Year 2022.Consultancy firms use three
primary revenue models: fee-for-services, project-based services and per-unit
services.
Some of the Consultancies are;
1. Management consultancy
2. Financial consultancy
3. IT consultancy
4. Marketing consultancy
5. Human Resources consultancy
6. Legal consultancy
These consultancies aim to help business optimize their workspace and create
productivity to work environment.

The consultancy industry plays a vital role in providing expert advice, guidance,
and solutions to business across various sectors. Consultancy firms assists
organizations in improving their performance, solving problems, and achieving
their strategic objectives. This industry is characterized by its diverse range of
services, which can include management consulting, IT consulting, financial
consulting, human resources consulting, marketing consulting, and more.

Growth in global trade has rebounded from the very low levels of the recent
recession. This fueled demand for consulting of all kinds, including

14
management, HR, industrial and technology. Such nations as Korea, Taiwan,
China, Singapore and Indonesia are providing a wealth of new work for
consultants.

Firms- with multi-cultural staffing capability and offices in strategic cities

worldwide in benefit in particular. Recent growth in these nations has created
myriad opportunities for consulting firm both in government and private sector
contracts, in industries ranging from transportation to energy to health care.

Consultancies that do well such an environment will be those that emphasize

their ability to create cost-savings, enhance efficiencies and deal effectively
with government austerity programs or other dramatic changes in government
goals.

Market trends and Growth Drivers:

1. Digital transformation:

With the increasing importance of technology in business operations,

consultancy companies are witnessing a growing demand for digital
transformation services. Organizations seek guidance in adopting
emerging technologies, implementing digital strategies, and leveraging
data analytics to gain a competitive edge.

2. Sustainability and ESG consulting:

The global focus on sustainability and environmental, social, and

governance (ESG) factors has prompted consultancy firms to offer
specialized services in this area. Businesses are seeking advice on
sustainable practices, green initiatives, ESG reporting, and compliance.

3. Cybersecurity consulting:
15
 The rise in cyber threats and data breaches has created a significant
demand for cybersecurity consulting services. Organizations require
expertise in assessing vulnerabilities, developing security strategies, and
implementing robust cybersecurity measures.

4. Strategy and Change Management:

Companies are increasingly seeking consultancy support to develop

effective strategies, navigate change, and optimize their operations.
Consultancy firms provide guidance on the market analysis,
organizational restricting, merges and acquisitions, and overall business
transformation.

5. Global Expansion and Market Entry:

As business look to expand their operations into new markets, they

require consultancy services to navigate regulatory complexities,
understand local market dynamics, and develop market entry strategies.

Challenges and Considerations:

1. Competition:

The consultancy industry is highly competitive, with both large global

firms and niche boutique consultancies vying for clients. Differentiating
your consultancy company through specialized expertise, industry
knowledge, and a strong reputation becomes crucial.

2. Talent Acquisition and Retention:

Attracting and retaining top talent is a challenge in the consultancy

industry. Consulting firms need to offer competitive compensation

16
 packages, provide continuous professional development opportunities,
and foster a supportive work culture to attract and retain skilled
consultants.

3. Managing Client Relationships:

Building and maintaining strong client relationships is vital for

consultancy firms. Ensuring effective communication, delivering high-
quality services, and exceeding client expectations are essential for long-
term success.

4. Evolving Technologies and Skills:

Consultancy companies need to stay abreast of emerging technologies

and develop expertise in areas such as artificial intelligence, machine
learning, blockchain, and automation. Continuously upgrading skills and
adapting to changing client needs is crucial.

5. Regulatory Compliance:

Consultancy firms must navigate various regulatory frameworks and

ensure compliance with laws and industry standards. Staying updated on
legal requirements and maintaining ethical practices are essential for
building trust with clients.

Overall, the consultancy industry offers significant growth opportunities, driven

by the need for expertise, innovation, and strategic across various sectors.
Success in this industry requires a deep understanding of client needs,
specialized skills, and a commitment to delivering value-added solutions.

Consultancy services:

17
Our consultancy is designed to help you achieve clear business goals and to
provide different services.

1. Technology services

2. IT consulting services

3. HR consulting services

Technology services:
Technology services to provide significant benefits to our clients, helping them
stream line their operations by maximizing the Scalability and flexibility. Our
partnership has helped our clients in Increasing their productivity, reduce costs,
enhance security to achieve their business goals.

Technological solutions to expertise to assists clients in addressing their

business challenges and achieving their strategic goals. These services can vary
depending on the specific focus and capabilities of the consultancy firm.

Technology services provided by consultancy companies aim to empower

organizations with the knowledge, expertise, and solutions required to leverage
technology effectively, drive business growth, and stay ahead in a rapidly
evolving digital landscape.

Comprehensive portfolio solutions for Technology services:

✓ Cloud Computing

✓ Cyber Security

✓ Internet of Things IoT

18
 ✓ Data Analytics & Business Intelligence

Cloud Computing:

Cloud computing refers to the practice of using remote servers hosted on the
internet to store, manage, and process data instead of using local servers or
personal computers. It allows users to access a wide range of computing
resources and services over the internet, on-demand and with pay-as-you-go
pricing.
In cloud computing, data is stored in data centres maintained by cloud service
providers.
These providers offer various services:
1. Infrastructure as a service (IaaS)
2. Platform as a service (PaaS)
3. Software as a service (SaaS)

Cyber Security:

Cybersecurity, also known as computer security or IT security, refers to the

practice of protecting computer systems, networks, data and digital assets from
unauthorized access, theft, damage, or disruption. It involves implementing and
technologies to prevent, detect, and respond to cyber threats and attacks.

Cyber security is crucial as cyber threats continue to evolve and become more
sophisticated. Threats include malware, phishing attacks, ransomware, data
breaches, and social engineering attempts. Organizations and individuals must
proactively implement robust cybersecurity measures to protect their assets and
information from these threats.
Here are some hey aspects of cybersecurity:
1. Confidentiality
2. Integrity

19
 3. Availability
4. Authentication
5. Authorization
6. Network security
7. Endpoint security
8. Data protection
9. Incident response
10.Security awareness and training
11.Vulnerability management

Internet of things (IoT):

The internet of things refers to the network of physical objects of “things”

embedded with sensors, software, and connectivity capabilities that enable them
to collect and exchange data over the internet. These objects can be various
devices, appliances, vehicles, buildings, and even living organisms.
Here are key aspects of the Internet of Things:
1. Connectivity
2. Sensors and actuators
3. Data collection and analysis
4. Automation and control
5. Improved efficiency and productivity
6. Enhance monitoring and remote management
7. Data security and privacy
8. Scalability and interoperability

The internet of things has the potential to revolutionize various industries and
aspects of daily life. However, it also raises concerns regarding privacy, data
security, standardization, and the potential impact on employment. It is

20
important to address these challenges to fully realize the benefits of IoT while
ensuring a secure and sustainable IoT ecosystem

Data analytics and Business Intelligence:

Data analytics and Business intelligence involve the process of collecting,

analysing, and interpreting data to gain insights and support data-driven
decision-making within organizations.

Data analytics and Business intelligence plays a crucial role in helping

organizations make informed decisions, optimize process, identify
opportunities, and gain a competitive advantage.by leveraging data effectively,
organizations can enhance their performance improve customer experience sand
driven innovations.

Data analytics:
1. Descriptive analytics
2. Diagnostic analytics
3. Predictive analytics
4. Prescriptive analytics
Business intelligence:
1. Data exploration and discovery
2. Performance measurement and monitoring
3. Reporting and dashboards
4. Data collaboration and sharing

21
IT consulting services:
IT consulting services have provided many benefits to our clients, allowing
them to optimize their IT infrastructure, improve efficiency and productivity,
mitigate risks, and gain a competitive advantage in the digital era.

IT consulting services are advisory services that help clients assess different
technology strategies and, in doing so, align their technology strategies with
their business or process strategies. These services support customers’ IT
initiatives by providing strategic, architectural, operational and implementation
planning.

Strategic planning includes advisory services that help clients assess their IT
needs and formulate system implementation plans.

Architecture planning includes advisory services that combine strategic plans

and knowledge of emerging technologies to create the logical design of the
system and the supporting infrastructure to meet customer requirements.

Operational assessment/benchmarking include services that assess the operating

efficiency and capacity of a client’s IT environment.
Implementation planning includes services aimed at advising customers on the
rollout and testing of new solution deployments.

Comprehensive portfolio solutions for IT consulting services:

1. Cloud Computing and Digital Transformation

2. Training and Change Management

3. IT Project Management

4. Business Project Optimization

5. Security & Risk Management

Cloud computing and digital transformation:

22
Cloud Computing and digital transformation are closely linked and often go hand
in hand. Cloud computing is a critical enabler of digital transformation initiatives
for organizations.

Digital transformation involves leveraging technology to fundamentally change

how business operate, deliver value to customers, and adapt to a rapidly evolving
digital landscape.

Cloud computing acts as a catalyst for digital transformation, providing the

necessary infrastructure, scalability, agility, and innovation capabilities required
to drive successful digital initiatives. By adopting cloud computing, organizations
can accelerate their digital transformation journey and unlock the full potential of
the technology for business growth and competitiveness.
1. Scalability and flexibility
2. Cost efficiency
3. Agility and innovation
4. Accessibility and collaboration
5. Data analytics and AI
6. Scalable infrastructure
7. Integration and interoperability
8. Security and compliance
Training and change management:

Training and change management practices, organizations can successfully

navigate the complexities of implementing organizational initiatives, drive
employee engagement and adoption, and achieve desired outcomes.

Training refers to the process of providing knowledge, skills, and competencies

to individuals or teams to enhance their performance and capabilities.
1. Needs assessment
2. Curriculum development
23
 3. Training delivery
4. Skills development
5. Evaluation and feedback

Change management is the discipline of managing the human and cultural

aspects of organizational change.
1. Change readiness assessment
2. Communication and stakeholder engagement
3. Change leadership
4. Training and skill development
5. Change adoption and reinforcement
6. Continuous improvement

IT project management:

IT project management involves planning, organizing, and executive projects

related to information technology within an organization. It focuses on ensuring
that IT projects are delivered on time, within budget, and meet the defined
objectives and requirements.

IT project management requires strong leadership, technical expertise, and the

ability to navigate challenges and changes. By applying best practices in project
management, organizations can increase the likelihood of successful IT project
execution, achieve desired outcomes, and deliver value to stakeholders.
1. Project Initiation
2. Project Planning
3. Resource Management.
4. Task Execution
5. Risk Management.
6. Communication and Stakeholder Management
7. Quality Assurance
24
 8. Project Closure

Business project optimization:

Business project optimization refers to the process of maximizing the

efficiency, effectiveness, and outcomes of a project to achieve the best possible
results within the given constraints. It involves analysing and improving various
aspects of a project to enhance its performance and deliver value to the
organization.

By implementing effective project optimization strategies, organizations can

enhance project performance, minimize risks, maximize value, and improve
overall project success rates.
Here are some key considerations for optimizing business projects:
1. Clearly Define Project Goals and Objectives
2. Scope Management.
3. Resource Allocation
4. Risk Management
5. Stakeholder Engagement and Communication
6. Project Scheduling and Time Management
7. Quality Assurance
8. Performance Measurement and Monitoring
9. Lessons Learned and Continuous Improvement
10.Stakeholder Value Delivery

Security and Risk management:

Security and risk management are crucial components of any organization's

overall risk management strategy. They involve identifying, assessing, and
mitigating risks to protect the organization's assets, information, and operations
from potential threats. security and risk management practices help build trust

25
with stakeholders, enhance resilience, and safeguard the organization's
reputation.
Here are the key aspects of security and risk management:
1. Risk Assessment
2. Risk Mitigation Strategies
3. Security Policies and Procedures
4. Incident Response Planning
5. Security Awareness Training
6. Compliance and Regulatory Requirements
7. Security Monitoring and Incident Detection
8. Security Audits and Assessments
9. Vendor and Third-Party Risk Management
10.Continuous Improvement

HR Consulting services:
HR requirements of various industry domains and have the potential industry
expertise to deliver the core HR requirements accordingly in terms of reduced
costs, time to deliver, mapping the right talent, scalability, Quality Assessments,
Payroll & administration.

HR consulting is a line of work where consultants provide one or more categories

of HR-related services to the business. These might include helping the business
develop a suitable employee benefits package, handling the recruitment process
and hiring of a new workforce, making reorganisation recommendations or acting
as a liaison between management and employees to help resolve employee
disputes.

The specific job responsibilities of an HR consultant differ depending on the

needs of the client. There are, however, several duties most HR consultants may
perform, including:
26
 1. Meeting with clients to determine their HR needs or issues

2. Working with clients to develop, revise and implement appropriate HR

policies

3. Assessing the client's current HR services and programs to be sure they

comply with state and federal regulations and are consistent with industry
standards

4. Analysing data and developing reports for management about specific HR

projects

5. Auditing the client's HR activities to verify they are compliant

6. Offering HR-related training to each client

Comprehensive portfolio solutions for HR Consulting services:

1. Recruitment and staffing

2. Performance management

3. Compensation and benefits

4. HR Technology

5. Training and Development

Recruitment and staffing:

Recruitment and staffing involve the processes of attracting, selecting, and hiring
qualified individuals to fill vacant positions within an organization. It is essential
for organizations to have effective recruitment and staffing strategies to ensure
they have the right talent in place to achieve their goals.

27
recruitment and staffing practices, organizations can attract and select high-
quality candidates who align with their organizational objectives and contribute
to their success. A well-designed and executed recruitment and staffing strategy
helps build a talented and motivated workforce that drives organizational growth
and competitiveness.
Here are key considerations in recruitment and staffing:
1. Workforce Planning
2. Job Analysis and Job Descriptions
3. Sourcing Candidates
4. Screening and Selection
5. Candidate Evaluation
6. Onboarding and Orientation
7. Talent Development and Retention
8. Employer Branding
9. Compliance with Employment Laws
10.Continuous Evaluation and Improvement

Performance management:

Performance management is a continuous process of setting clear performance

expectations, providing feedback, assessing progress, and supporting employee
development to maximize individual and organizational performance. It involves
aligning employee goals with organizational objectives, monitoring performance,
and taking actions to improve productivity and effectiveness.

In the performance management process, organizations can drive employee

engagement, improve individual and team performance, and achieve
organizational goals. It creates a culture of continuous improvement, enhances
accountability, and supports employee development and career progression.
Here are key components of performance management:

28
 1. Goal Setting
2. Performance Expectations
3. Ongoing Feedback
4. Performance Reviews
5. Performance Evaluation and Rating
6. Development Planning
7. Recognition and Rewards
8. Performance Improvement
9. Performance Data and Analytics
10.Continuous Improvement

Compensation and Benefits:

Compensation and benefits refer to the rewards and perks provided to employees
in exchange for their work and contribution to an organization. It includes both
financial and non-financial components that are designed to attract, motivate, and
retain talented employees.

Compensation and benefits strategy help align employee interests with

organizational objectives and contributes to the overall success of the
organization.
Here are key considerations in compensation and benefits management:
1. Job Analysis and Evaluation
2. Salary and Pay Structure
3. Performance-Based Compensation
4. Benefits Programs
5. Total Rewards Approach
6. Market Research and Benchmarking
7. Legal Compliance
8. Communication and Transparency

29
 9. Performance Appraisals and Recognition
10.Regular Review and Evaluation

HR technology:

HR technology, also known as Human Resources technology or HR tech, refers

to the use of technology and software applications to automate and streamline
various HR processes and functions. It encompasses a wide range of tools and
platforms designed to support HR professionals in managing employee data,
recruitment, performance management, benefits administration, training and
development, payroll processing, and other HR activities.

HR technology plays a significant role in enhancing HR efficiency, accuracy, and

strategic decision-making. By leveraging technology solutions, HR departments
can streamline processes, improve data accuracy, enhance employee experience,
and focus more on strategic HR initiatives that drive organizational success.
Here are some common types of HR technology:
1. Human Resource Information System (HRIS)
2. Applicant Tracking System (ATS)
3. Learning Management System (LMS)
4. Performance Management Software
5. Employee Self-Service (ESS) Portals
6. Benefits Administration Systems
7. Compensation Management Systems
8. Talent Management Systems
9. Analytics and Reporting Tools
10.Workforce Planning and Predictive Analytics

30
Training and Development:

Training and development are a strategic process of enhancing employee

knowledge, skills, and competencies to improve performance, productivity, and
overall organizational effectiveness. It involves designing and implementing
learning initiatives that address specific learning needs and align with the
organization's goals.

Training and development initiatives help attract and retain top talent, foster a
culture of continuous learning, and drive innovation and growth.
Here are key considerations in training and development:
1. Needs Assessment
2. Training Design
3. Training Delivery
4. Employee Engagement
5. Leadership Development
6. Continuous Learning Culture
7. Performance Support Tools
8. Evaluation and Feedback
9. Career Development
10.Return on Investment (ROI) Analysis

31
COMPANY PROFILE

32
 COMPANY PROFILE

TEAMMINDS is a leading provider of Technology services, HR consulting and

outsourcing services, has been at the forefront of innovation since its
establishment is 2016. headquarter at Hyderabad [India], serving a broad
spectrum of business of all sizes across various industries domains. Over the
years, we have evolved and adapted to the ever- changing landscape of the
technology industry, consistently delivering exceptional solutions and services to
our valued clients.

We help our clients achieve their strategic business goals by providing

innovative, flexible and cost-effective technology and human capital
management solutions.

Our journey:

Since our inception, we have been driven for a passion for technology and a
commitment to empowering business with cutting-edge solutions. Our journey
began as a small team of dedicated professionals with a vision to revolutionize
the industry through innovation and customer centricity.

As we embarked on the path, we quickly gain recognise our expertise in the

information technology domain, enabling us to expand our client base and take
on more complex projects. Our unwavering focus on delivering quality and value
to our clients helped us forge strong and long-lasting relationships with business
across various sectors.

We provide innovative solutions that have assisted thousands of businesses across

all geographies and industries in developing and implementing winning
strategies.

33
The company collaborates with business and societal leaders to help them address
their most pressing challenges and seize their most promising opportunities.

The company journey started from contract staffing service provider and after a
decade, the company entered into consulting for myriad technologies ranging
from application development using Java, Mainframes, Oracle Identity Manager,
ServiceNow, PAM, SailPoint, Oracle Access Manager to state of SMAC
technologies.

We combine technical expertise, industry-leading practises, and exuberant

support to provide outstanding services, our Managed Services are tailored to
each business's unique needs. Our developers and Cloud managers are
determined to build, monitor, and manage any IT environment that requires
professional excellence, from minor application customizations to massive
infrastructure migrations.

34
Strategic Road Map

Future state Strategic initiatives Evaluation

vision & Action &continuous
improvement

Current state Gap Analysis Resource planning

Assessment & implementation
strategies

35
Current state Assessment - Assessment of current practices, process and
systems

Future state vision - Set smart goals through industry benchmark, and best
practices to shape the future state vision.

Gap Analysis - Analyse the gap between the current state and the desired future
state of the function.

Strategic initiatives and action - Develop strategic initiatives and action to

address the identified gaps.

Resource planning & implementation strategies - Identify the resources

required to implement the strategic initiatives effectively.

Evaluation & continuous improvement - Continuously evaluate the

effectiveness and impact of the strategic initiatives.

36
Project at a Glance:

Name of the company - TeamMinds Software private limited

Nature of business - Consultancy services

Services provides - 1. Technology services

[Cloud Computing, Cyber Security,

Internet of Things (IoT), Data
Analytics & Business Intelligence]

2. Outsourcing services

[Cloud Computing and Digital

Transformation, Training and Change
Management, IT Project Management,
Business Project Optimization,
Security & Risk Management]

3. HR services

[Recruitment and staffing,

Performance management,
Compensation and benefits, HR
Technology, Training and
Development]

Year of establishment - 2016

Registered office and - 6th Floor, Omega-C Block, Divyasree

address Building, Hi tech City Road, Kondapur,
Hyderabad -500081

37
CEO and Founder - M Ratna Subhakar

Number of employees - 93

Clients of the company - Ford smart mobility, Techno identity, value

labs, Learn It Hub, Credence, Accenture,
Davis ware, Macronel, Soms-India software,
Concourse solutions, Zon innovative IT
solutions Pvt Ltd, Sebone technologies,
CGSL, Smart Net IT solutions, Varisthe,
Infracom Pvt Ltd, Peach imports, Kirweti soft
technologies Ltd, Wave labs, Indian eagle,
Just dial, P99 soft digital services, Cloud 4C,
Hail trip, Ananth technologies, Formonic,
Cyber core solutions, Aifa labs, Xecom,
Radiant technologies, Revalsys, Tech cloud
pro, Mahathi solutions, Daintree
Technologies, Dicelogic Technologies.

Competitors of the - Value HR First Consulting, Hexa Resource

company Axis India Pvt Ltd, YASASVE HR
CONSULTING SERVICES, HR4U
Consulting, ADI HR Consultancy, Win GIG
IT Consulting Services Pvt. Ltd, LORIN
Corporate HR Solutions Pvt Ltd, Accuprosys
| HR Consulting, VSOURCE HR Services
Pvt. Ltd, Unique HR Consultants etc...,

38
Vision:
To be the leading provider of innovative technology & HR consulting solutions,
empowering organizations to maximize and achieve their human capital & digital
transformation objectives in the rapidly evolving world.

Mission:
Our mission is to partner with organizations to deliver exceptional technology &
HR consulting services that empower business to leverage the full potential of
cutting- edge digital solutions to optimize their business practices and growth.

Our core values:

39
CHAPTER-2

❖ NEED FOR THE STUDY

❖ OBJECTIVES OF THE STUDY

❖ SCOPE OF THE STUDY

❖ RESEARCH METHODOLOGY

❖ LIMITATIONS OF THE STUDY

40
 NEED FOR THE STUDY

➢ The study on the Recruitment process going on the TeamMinds Software

Pvt. Ltd.
➢ Is essential for optimizing operations, attracting top talent, and ensuring long
term success

41
 OBJECTIVES OF THE STUDY
➢ To understand the process of recruitment in the TMSPL.
➢ To suggest effective approach for Recruitment.

42
 SCOPE OF THE STUDY
It analyses the services provided by the TMSPL to the clients and recruitment
process followed.

43
 RESEARCH METHODOLOGY OF THE STUDY

The project is a systematic presentation consisting of the enunciated problem,

formulated hypothesis, collected facts of data, analysed facts and proposed

conclusions in form of recommendations. The data has been collected from both

the sources primary and secondary sources.

The Descriptive Research method is followed.

Population in the company- 93 employees

Sample size- 54 members

Sampling unit- Data collected from HR and Staff of TMSPL.

The Research requires both Primary data and Secondary data.

Source of Data
1. Primary data
2. Secondary data

Primary Data

Primary data was collected through survey method by distributing questionnaires

to employees. The questionnaires were carefully designed by taking into account

the parameters of my study.

Secondary Data

Data was collected from web sites, going through the records of the organisation,

etc. It is the data which has been collected by individual or someone else for the
44
purpose of other than those of our particular research study. Or in other words we

can say that secondary data is the data used previously for the analysis and the

results are undertaken for the next process.

Kind of research

The 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.

Sample Design

A complete interaction and enumeration of all the employees was consisted of 93

employees. The research was taken by necessary steps to avoid any biased while
collecting the data.

Tools of Analysis

The data collected from both the sources is analysed and interpreted in the
systematic manner with the help of statistical tools.

45
 LIMITATIONS OF THE STUDY

➢ The data given by the employees is based on their experience and

observation.
➢ The Research period is limited 45 days in the month of May and June of
Year 2023.
➢ The data was only collected from 54 numbers out of 93 from the
company, remaining were not responded.

46
CHAPTER-3

❖ CONCEPTUAL FRAMEWORK

47
 CONCEPTUAL FRAMEWORK

Introduction:
Our consultancy firm is embarking on an exciting recruitment project aimed at
sourcing and selecting highly skilled professionals for our clients. As a trusted
partner in recruitment, we understand the critical role that exceptional individuals
play in driving organizational success. This project seeks to identify, attract, and
onboard top talent across various industries and functional domains.

The conceptual framework of recruitment encompasses the fundamental

principles and elements that guide the recruitment process within an organization.
It provides a structured approach to attracting, selecting, and hiring the most
suitable candidates for available positions.

“Recruitment is the development and maintenance of adequate manpower

resources. It involves the creation of a pool of available labour upon whom the
organisation can depend when it needs additional employees. - Dales S. Beach

Objective: The primary objective of this recruitment project is to build a strong

and diverse talent pipeline for our clients. By leveraging our expertise in
recruitment strategies, we aim to identify candidates who possess the right
combination of skills, experience, and cultural fit to thrive in their respective
roles. Our goal is to ensure that our clients have access to the best talent available
in the market.

Project Scope:
Client Engagement:
We will collaborate closely with our clients to understand their specific talent
requirements, organizational culture, and strategic objectives. This will enable us

48
to align our recruitment efforts with their unique needs and provide customized
solutions.

Sourcing Strategy:

We will employ a comprehensive sourcing strategy to identify potential

candidates. This will include leveraging our extensive network, utilizing online
job portals, engaging with professional associations, and implementing targeted
marketing campaigns to reach passive candidates.

Candidate Screening and Evaluation:

Once we have identified potential candidates, we will conduct thorough screening

and evaluation processes. This will involve reviewing resumes, conducting initial
interviews, assessing technical skills, and conducting behavioural assessments.
We will also verify candidates' qualifications and references to ensure their
credibility.

Candidate Presentation:

We will present a shortlist of highly qualified candidates to our clients,

accompanied by comprehensive candidate profiles highlighting their
qualifications, experience, and suitability for the role. We will also provide our
professional recommendations based on our assessments and interviews.

Interview Coordination:

We will facilitate the interview process, coordinating schedules between

candidates and clients, and providing guidance on interview techniques and best

49
practices. We will gather feedback from both parties and facilitate the decision-
making process.

Offer Management and Onboarding:

Once a candidate is selected, we will assist in negotiating and finalizing the

employment offer. We will also support the onboarding process, ensuring a
seamless transition for the candidate into their new role.

Continuous Relationship Building:

A consultancy aims to build long-term relationships with its clients and

candidates. This involves maintaining regular communication, gathering
feedback on the recruitment process, and addressing any concerns or issues that
may arise. By nurturing these relationships, the consultancy can better understand
evolving talent needs and provide ongoing support to clients in attracting and
retaining top talent.

Ethical Considerations:

Throughout the entire recruitment process, the consultancy adheres to ethical

practices and ensures fairness, confidentiality, and compliance with applicable
laws and regulations. They treat all candidates with respect and maintain the
privacy and confidentiality of their personal information.

Timeline and Deliverables: The recruitment project will be executed within

a defined timeline, which will be agreed upon with our clients based on their
specific needs. Throughout the project, we will provide regular progress updates,
including metrics on candidate sourcing, screening, and selection. Our ultimate

50
 deliverable is the successful placement of highly qualified candidates who meet
our clients' expectations.

Confidentiality and Ethics: Maintaining the confidentiality and integrity of

both our clients and candidates is of utmost importance to us. We will adhere to
ethical recruitment practices, ensuring fair and unbiased assessments and
maintaining the privacy of all parties involves.

SOURCES OF RECRUITMENT:
Sources of recruitment refer to the various channels and methods through which
organizations attract and identify potential candidate for job openings.
Organizations often utilize a combination of internal and external sources to
attract a diverse pool of candidates with the desired skills, experiences, and
cultural fit. The choice of recruitment sources depends on factors such as the
nature of the job, industry, geographical location, and organizational priorities.
1. Traditional recruitment sources
2. Modern recruitment sources

Traditional recruitment sources

Traditional recruitment sources refer to the more conventional methods of

sourcing candidates for job opening. While newer digital platforms and
technology have revolutionized recruitment, traditional recruitment sources still
play a significant role in attracting talent.

Traditional recruitment sources offer value by reaching a diverse range of

candidates and leveraging established networks and industry relationships. An
effective recruitment strategy often involves a combination of both traditional and
digital sources to maximize candidate reach and quality.

51
 1. Internal sources
2. External sources

Modern recruitment sources

Modern recruitment sources have evolved with the advancements in technology

and changing candidate preferences. These sources leverage digital platforms and
innovative approaches to attract, engage, and hire top talent.

Modern recruitment sources harness technology, social media, and data analytics
to attract and engage candidates in innovative ways. By leveraging these sources,
organizations can expand their candidate reach, improve efficiency, and enhance
the overall recruitment experience.

1. Internal sources
2. External sources

52
 Sources of
recruitment

Traditional Modern
recruitment recruitment
sources sources

1. Consultants 1. E-recruitment
2. Employee references 2. Out sourcing
3. Professional 3. Employee reference
organizations 4. Walk-in
4. Casual applicants

53
CHAPTER-4

❖ DATA ANALYSIS

54
RECRUITMENT PROCESS AT TEAMMINDS SOFTWARE
PRIVATE LIMITED(TMSPL)

Geographic Representation of Candidates in TMSPL

TABLE IV. A: Geographic representation of Candidates

Group No. of Respondents Percentage

Female 34 62.96
Male 20 37.03
Not Prefer to Say 0 0
Total 54 100

GRAPH IV. A: Geographic representation of Candidates

Geographic Representation

Female Male Not Prefer to Say

INTERPRETATION: 62.96% are female respondents in TMSPL. 37.03%

are male respondents in TMSPL.

55
IV.1. OPINION ON WORKING CULTURE IN TEAMMINDS
SOFTWARE PVT. LTD(TMSPL).
TABLE NO IV.1: Working culture in TeamMinds Software Pvt. Ltd.
Group No. of Respondents Percentage
Excellent 15 27.77
Very good 21 38.88
Good 10 18.51
Average 8 14.81
Total 54 100

GRAPH NO IV.1: Working culture in TeamMinds Software Pvt. Ltd.

Working Culture
45

40

35

30

25

20

15

10

0
Excellent Very good Good Average

No. of Respondents Percentage

INTERPRETATION: Working culture is very good in TeamMinds Software

Pvt. Ltd.

56
IV.2. OPINION ON STRATEGIES FOR AN EMPLOYEE TO
SOURCE POTENTIAL CANDIDATES

TABLE NO. IV. 2: Strategies for an employee to source potential

candidates
Group No. of Respondents Percentage
Job portals 15 27.77
Social media 10 18.51
References 6 11.11
All the above 23 42.59
Total 54 100

GRAPH NO. IV. 2: Strategies for an employee to source potential candidates.

Strategies to source candidates

45

40

35

30

25

20

15

10

0
Job portals Social media References All the above

No. of Respondents Percentage

INTERPRETATION: Job Portals, social media and References are used for an
employee to source potential candidates.

57
IV.3. OPINION ON THE WAY OF NEGOTIATION WITH
CADIDATES BY THE HR IS IMPRESSIVE.
TABLE NO IV. 3: Negotiation with Candidate
Group No. of Respondents Percentage
Strongly agree 45 83.33
Agree 9 16.66
Disagree 0 0
Strongly disagree 0 0
Total 54 100

GRAPH NO IV. 3: Negotiation with candidate

Negotiation Way
90

80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

No. of Respondents Percentage

INTERPRETATION: Respondents are strongly agreeing with the way of

negotiation with candidates by the HR is impressive.

58
IV.4. OPINION ON E-SOURCING TO RECRUIT RESOURCES.
TABLE NO IV. 4: E-Sourcing to recruit Resources
Group No. of Respondents Percentage
Strongly agree 40 74.07
Agree 9 16.66
Disagree 5 9.25
Strongly disagree 0 0
Total 54 100

GRAPH NO IV. 4: E-Sourcing to recruit Resources

E-Sourcing to Recruit Resources

80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

No. of Respondents Percentage

INTERPRETATION: Respondents are strongly agreeing with the E-Sourcing

to Recruit Resources.

59
IV.5. OPINION ON CONDUCTING AN INDUCTION
PROGRAM.
TABLE NO IV. 5: Conducting an Induction Program
Group No. of Respondents Percentage
Yes 54 100
No 0 0
Total 54 100

GRAPH NO IV. 5: Conducting an Induction Program

Induction Program
120

100

80

60

40

20

0
Yes No

No. of Respondents Percentage

INTERPRETATION: Respondents said that Company is conducting an

induction program.

60
IV.6. OPINION ON CONTRACT BOND SIGNED BY
EMPLOYEES.
TABLE NO IV. 6: Contract bond signed by employees
Group No. of Respondents Percentage
Yes 0 0
No 54 100
Total 54 100

GRAPH NO IV. 6: Contract bond signed by employees

Contract bond singned

120

100

80

60

40

20

0
Yes No

No. of Respondents Percentage

INTERPRETATION: Respondents said that Company is not taking any contact

bond signed from the employees.

61
IV.7. OPINION ON GIVING SUB-VENDORSHIP TO OTHER
COMPANIES.
TABLE NO 7: Sub-vendor ship to other consultancies
Group No. of Respondents Percentage
Yes 54 100
No 0 0
Total 54 100

GRAPH NO 7: Sub-vendor ship to other consultancies

Sub-Vendorship
120

100

80

60

40

20

0
Yes No

No. of Respondents Percentage

INTERPRETATION: Company is giving sub-vendor ship to other companies.

62
IV.8. OPINION ON REFERENCE PROVIDED BY THE
CANDIDATES ARE VERIFIED.
TABLE NO 8: Reference provided by Candidates
Group No. of Respondents Percentage
Strongly agree 41 75.92
Agree 13 24.07
Disagree 0 0
Strongly disagree 0 0
Total 54 100

GRAPH NO 8: Reference provided by Candidates

Reference Verification
80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

No. of Respondents Percentage

INREPRETATION: Respondents strongly agree with the reference provided by

the candidates are verified.

63
IV.9. OPINION ON COMPANY POSTING POSITIONS ON
DIFFERENT WEBSITES.
TABLE NO 9: Posting positions on different websites
Group No. of Respondents Percentage
Yes 54 100
No 0 0
Total 54 100

GRAPH NO 9: Posting positions on different websites

Posting Job Positions

120

100

80

60

40

20

0
Yes No

No. of Respondents Percentage

INTERPRETATION: Respondents said that company is posting positions on

different websites.

64
IV.10. OPINION ON RECRUITMENT POLICY PLAYS A
KEYROLE.
TABLE NO 10: Recruitment policy plays a key role
Group No. of Respondents Percentage
Strongly agree 45 83.33
Agree 9 16.66
Disagree 0 0
Strongly disagree 0 0
Total 54 100

GRAPH NO 10: Recruitment policy plays a key role

Recruitment Policy
90

80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

No. of Respondents Percentage

INTERPRETATION: Respondents are strongly agreeing with recruitment

policy plays a key role.

65
IV.11. OPINION ON IMPORTANT SKILLS FOR RESORCE
BEFORE RECRUITING INTO A JOB.
TABLE NO 11: Important skills for a Resource before recruiting into a job
Group No. of Respondents Percentage
Communication 3 5.55
Subject knowledge 6 11.11
Both a and b 45 83.33
None of these 0 0
Total 54 100

GRAPH NO 1\1: Important skills for a Resource before recruiting into a job

Important skills for resource

90

80

70

60

50

40

30

20

10

0
Communication Subject knowledge Both a and b None of these

No. of Respondents Percentage

INTERPRETATION: Both Communication and Subject knowledge are

important skills for resource before recruiting into a job.

66
IV.12. OPINION ON ROLE OF ACADEMIC MARKS IN
RECRUITMENT PROCEDURE

TABLE NO. IV. 12. Role of academic marks in recruitment procedure

Group No. of Respondents Percentage
Strongly agree 21 38.88
Agree 33 61.11
Disagree 0 0
Strongly disagree 0 0
Total 54 100

GRAPH NO. IV. 12. Role of academic marks in recruitment procedure

Role of Academic marks in recruitment procedure

70

60

50

40

30

20

10

0
Strongly agree agree disagree strongly disagree

No. of Respondents Percentage

INTERPRETATION: Respondents strongly agreeing with those academic

marks plays a role in recruitment procedure.

67
IV. 13. OPINION ON RATING FOR RECRUITMENT PROCESS
IN TMSPL

TABLE NO. IV. 13. Rating for Recruiting process

Group No. of Respondents Percentage
Strongly agree 29 53,71
Agree 25 46.29
Disagree 0 0
Strongly disagree 0 0
Total 54 100

GRAPH NO. IV. 13. Rating for Recruiting process

Rating for Recruitment Process

60

50

40

30

20

10

0
Very good Good Bad Very bad

No. of Respondents Percentage

INTERPRETAION: Respondents given a very good rating for recruitment

process in TMSPL.

68
IV.14. OPINION ON DEVELOPMENT OF CHATBOT IN
RECRUITMENT.
TABLE NO. IV. 14: Development of Chatbot in recruitment.
Group No. of Respondents Percentage
Strongly agree 38 70.37
Agree 16 29.62
Disagree 0 0
Strongly disagree 0 0
Total 54 100

GRAPH NO. IV.14: Development of Chatbot in Recruitment

Development of Chatbot
80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

No. of Respondents Percentage

INTERPRETAION: Respondents strongly agreeing with the development of

chatbot in recruitment.

69
IV.15. OPINION ON PRIMARY PURPOSE OF USING OF
CHATBOT IN RECRUITMENT.
TABLE NO IV. 15: Primary purpose of using a chatbot in the recruitment
process

Group No. of Respondents Percentage

To replace human recruiters entirely. 16 29.62
To automate and streamline candidate 19 35.18
interactions.
To conduct in- person interviews with 11 20.37
candidates.
To evaluate candidates based on their 8 14.81
appearance.
Total 54 100

GRAPH NO IV. 15: Primary purpose of using a chatbot in the recruitment

process

Primary purpose of Chatbot

40

35

30

25

20

15

10

0
To replace human To automate and To conduct in- person To evaluate candidates
recruiters entirely. streamline candidate interviews with based on their
interactions. candidates. appearance.

No.of Respondents Percentage

INTERPRETATION: The primary purpose of using of chatbot in recruitment

is to automate and streamline candidate interactions.

70
CHAPTER-5

❖ FINDINGS

❖ SUGGESTIONS & CONCLUSION

71
 FINDINGS

Based on the interpretation, the Recruitment process at TMSPL is noted and

required recommendations have been provided.

➢ It is found out that, 27.77% employees said that working culture is good
in TeamMinds Software Pvt. Ltd. and 14.81% employees said that
working culture is average in TeamMinds Software Pvt. Ltd.

➢ 42.59% employees said that they are using these strategies like job
portals, social media and references to source potential candidates.
11.11% employees said that are using references to source potential
candidates

➢ 83.33% employees strongly agree the way negotiation with candidate by

the hr is impressive and 16.66% employees agree the way negotiation
with candidate by the hr is impressive.

➢ 74.07% employees strongly agree to that E-Sourcing to recruit resources,

9.25% employees disagree to that E-Sourcing to recruit resources.

➢ 100% employees said YES to that induction program will be conducted.

➢ 100% employees said NO to contract bond signed by employees.

➢ 100% employees said YES that company gives Sub-vendor ship

➢ 75.92% employees Strongly agree to reference are verified; 24.07%

employees agree to reference are verified.

➢ 100% employees said YES to the company post positions on different

websites

72
➢ 83.33% employees strongly agree to good recruitment policy play a key
role in organisation; 16.66% employees agree to good recruitment policy
plays a key role in organisation.

➢ 48.14% employees said that streamline the entire recruitment process

from application to hire is the goal of integrating an application tracking
system. 12.96% employees said that eliminate the need for candidate
interviews is the goal of integrating an application tracking system.

➢ 83.33% employees said that both communication and subject knowledge

are important for resource. 5.55% employees said that communication is
important for resource.

➢ 48.14% employees said that streamline the entire recruitment process

from application to hire is the goal of integrating an application tracking
system. 12.96% employees said that eliminate the need for candidate
interviews is the goal of integrating an application tracking system.

➢ 42.59% employees said that Artificial intelligence (AI) plays a vital role
in improving the effectiveness of automated screening systems. 9.25%
employees said that Quantum computing plays a vital role in improving
the effectiveness of automated screening systems.

➢ 35.18% employees said that the primary purpose of using a chatbot in the
recruitment process is to automate and streamline candidate
interactions.14.81% employees said that primary purpose of using a
chatbot in the recruitment process is to evaluate candidates based on their
appearance.

73
 SUGGESTIONS & CONCLUSION

SUGGESTIONS

➢ TMSPL is using Digital Transformation (online job posting, video

interviews, online assessments, social media recruiting, Data analysis) for
Recruitment process, it is common nowadays, apart from this it is suggest
to add new technology i.e., Chatbot (NLP-Natural language processing
Tool) for the Recruitment process.

NLP involves several key steps to understand, interpret, and generate human
language using computers.

{Intent Recognition → Entity Extraction → Resume Screening → Job

Matching → Candidate Engagement → Interview Scheduling → Sentiment
Analysis → Language Transaction → Candidate Feedback Analysis.}

➢ In the TMSPL, the salaries are low for staff, if it is Increased the people
can work better with new concepts and Technologies.

74
CONCLUSION

➢ It is concluded firstly is that with the help of analysis, feedback generated

through questionnaire found that company is following an effective
recruitment process.
➢ As per the study, out of various methods of sourcing candidates, the best
one is getting references via references and networking.
➢ Where the role of HR and relevant traits she finds in the candidates.

75
ANNEXURE

76
 QUESTIONNAIRE

1. How is the Working culture in TeamMinds?

a. Excellent
b. Very good
c. Good
d. Average

2. What are the Strategies for an employee to source potential candidates?

a. Job Portals
b. Social media
c. References
d. All of the above

3. The way of negotiation with candidate by the HR is impressive?

a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree

4. Is the TMSPL giving Sub-vendor ship to other companies?

a. Yes
b. No

5. Will you agree with E-Sourcing to recruit Resources?

a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree

6. Is Recruitment policy plays a key Role?

a. Yes
b. No

7. Will academic marks play a role in recruitment?

a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree
77
8. Is the TMSPL will verify Reference provided by Candidates?
a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree

9. Is an induction program will be conducted?

a. Yes
b. No

10. Is there any contract signed by employees while joining the company?
a. Yes
b. No

11.Does the company post position on job sites and internet searches?
a. Yes
b. No

12.What is important for a Resource before recruiting into a job?

a. Communication
b. Subject knowledge
c. Both a and b
d. None of these

13.What is your Rating for Recruiting process at TMSPL?

a. Very good
b. Good
c. Bad
d. Very bad
14.Will you agree with Development of Chatbot in recruitment?
a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree
15.What is the Primary purpose of using a chatbot in the recruitment process?
a. To replace human recruiters entirely
b. To automate and streamline candidate interactions.
c. To conduct in- person interviews with candidates.
d. To evaluate candidates based on their appearance

78
 SYNOPSIS
A PROJECT REPORT ON RECRUITMENT AT TEAMMINDS
SOFTWARE PRIVATE LIMITED

Head of the Department Internal Guide

& IPC Co-Ordinator Prof. J. Katyayani
Prof. B. Vijayalakshmi B.Tech, MBA, MTech, PhD.

External Guide
Mrs. K. Hima Bindu

Presented By
D. Ramya Sree
Reg No: 2021MBA07028
MBA 2nd Year

79
INDUSTRY PROFILE

CONSULTANCY
A professional service firm that provides expertise and specialised candidates
for a fee, through the use of consultant.
Every company is bound to have problems, consulting firms are contracted to
solve them.
Many consulting firms complementing the recommendations with
implementations support, either by the consultants or by technicians and other
experts.
The Gross Domestic product (GDP) contribution is 21% over the Year 2022.
Consultancy firms use three primary revenue models: fee-for-services, project-
based services and per-unit services.
Some of the Consultancies are;
7. Management consultancy
8. Financial consultancy
9. IT consultancy
10.Marketing consultancy
11.Human Resources consultancy
12.Legal consultancy
These consultancies aim to help business optimize their workspace and create
productivity to work environment.

80
COMPANY PROFILE

Name of the company - TeamMinds Software private limited

Nature of business - Consultancy services

✓ Technology services
Services provides -
[Cloud Computing, Cyber Security,
Internet of Things (IoT), Data
Analytics & Business Intelligence]
✓ Outsourcing services
[Cloud Computing and Digital
Transformation, Training and Change
Management, IT Project Management,
Business Project Optimization,
Security & Risk Management]
✓ HR services
[Recruitment and staffing,
Performance management,
Compensation and benefits, HR
Technology, Training and
Development]

Year of establishment - 2016

Registered office and - 6th Floor, Omega-C Block, Divyasree

address Building, Hi tech City Road, Kondapur,
Hyderabad -500081

CEO and Founder - M Ratna Subhakar

Number of employees - 93

81
 Clients of the company - Ford smart mobility, Techno identity, value
labs, Learn It Hub, Credence, Accenture,
Davis ware, Macronel, Soms-India software,
Concourse solutions, Zon innovative IT
solutions Pvt Ltd, Sebone technologies,
CGSL, Smart Net IT solutions, Varisthe,
Infracom Pvt Ltd, Peach imports, Kirweti
soft technologies Ltd, Wave labs, Indian
eagle, Just dial, P99 soft digital services,
Cloud 4C, Hail trip, Ananth technologies,
Formonic, Cyber core solutions, Aifa labs,
Xecom, Radiant technologies, Revalsys,
Tech cloud pro, Mahathi solutions, Daintree
Technologies, Dicelogic Technologies.

Competitors of the - Value HR First Consulting, Hexa Resource

company Axis India Pvt Ltd, YASASVE HR
CONSULTING SERVICES, HR4U
Consulting, ADI HR Consultancy, Win GIG
IT Consulting Services Pvt. Ltd, LORIN
Corporate HR Solutions Pvt Ltd, Accuprosys
| HR Consulting, VSOURCE HR Services
Pvt. Ltd, Unique HR Consultants etc...,

Vision
To be the leading provider of innovative technology & HR consulting solutions,
empowering organizations to maximize and achieve their human capital &
digital transformation objectives in the rapidly evolving world.

82
Mission
To partner with organizations to deliver exceptional technology & HR
consulting services that empower business to leverage the full potential of
cutting- edge digital solutions to optimize their business practices and growth.

NEED FOR THE STUDY

➢ The study on the Recruitment process going on the TeamMinds Software

Pvt. Ltd.
➢ Is essential for optimizing operations, attracting top talent, and ensuring long
term success.

OBJECTIVES OF THE STUDY

➢ To understand the process of recruitment in the TMSPL.
➢ To suggest effective approach for Recruitment.

SCOPE OF THE STUDY

It analyses the services provided by the TMSPL to the clients and recruitment
process followed.

RESEARCH METHODOLOGY

The Descriptive Research method is followed.

Population in the company: 93 employees.

Sample size: 54 members

Sampling unit: Data collected from HR and staff of TMSPL.

The research requires both primary and secondary data.

Primary data: Primary data was collected through survey method by

distributing questionnaire to employees.

83
Secondary data: Secondary data was collected from websites, going through
records of the company.

Time frame: 45 days.

LIMITATIONS OF THE STUDY

➢ The data given by the employees is based on their experience and

observation.
➢ The Research period is limited 45 days in the month of May and June of
Year 2023.
➢ The data was only collected from 54 numbers out of 93 from the
company, remaining were not responded.

FINDINGS AND SUGGESTIONS

Based on the interpretation, the Recruitment process at TMSPL is noted and
required recommendations have been provided to the Company.

CONCLUSION
It is concluded firstly is that with the help of analysis, feedback generated through
questionnaire found that company is following an effective recruitment process.
As per the study, out of various methods of sourcing candidates, the best one is
getting references via references and networking. Where the role of HR and
relevant traits she finds in the candidates.

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 BIBLIOGRAPHY

TITLE AUTHOR

Human Resource Management - P. Subbarao (2nd edition 2004,

Himalaya Publishers).

Human Resource Management - K. Aswatappa (Millenium Edition,

Himalaya Publishers)

Websites:
www.teamminds.in
www.google.com
www.wikipedia.com
www.recruitment.com
www.consultancy.com

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