The objectives of Human Resource Department are Human Resource Planning,

Recruitment and Selection, Training and Development, Career planning, Transfer and
Promotion, Risk Management, Performance Appraisal and so on. Each objective needs
special attention and proper planning and implementation.
For every organisation it is important to have a right person on a right job.
Recruitment and Selection plays a vital role in this situation. Shortage of skills and the
use of new technology are putting considerable pressure on how employers go about
Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of
Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on
Recruitment and Selection process. This project includes Meaning and Definition of
Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment
Process, Recruitment Tips. Sources of Recruitment through which an Organisation gets
suitable application. Scientific Recruitment and Selection, which an Organisation should
follow for, right manpower. Job Analysis, which gives an idea about the requirement of
the job. Next is Selection process, which includes steps of Selection, Types of Test, Types
of Interview, Common Interview Problems and their Solutions. Approaches to Selection,
Scientific Selection Policy, Selection in India and problems
Attracting new talent to the organization is a key task, especially when the
talent in question is in short supply. Recruitment needs to take its place within the HR
cycle as one strategy among others in a changing market place. Other strategies, such as
developing current staff, should not be neglected in favor of external recruitment.
Recruitment should ideally not be focused proactively on bringing into the organization
the kind of skills and experience, which cannot easily be built from within. With too little
external recruitment organizations processes and staff can start to stagnate. Conversely, if
recruitment from outside is the only means by which senior positions are filled, internal
candidates soon realize that they must leave the organization, if the want to be promoted.
A well-designed recruitment process can attract good candidates and give the employer
useful indications of future performance. Candidates are usually more positive about the
organization if they can see a clear link between the recruitment process and job.
Structured interviews, using behavioral and critical incident interviewing can be helpful
as they allow specific job related areas.

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 Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of efficient personnel.
Staffing is one basic function of management. All managers have responsibility of
staffing function by selecting the chief executive and even the foremen and supervisors
have a staffing responsibility when they select the rank and file workers. However, the
personnel manager and his personnel department is mainly concerned with the staffing
function.
Every organisation needs to look after recruitment and selection in the initial
period and thereafter as and when additional manpower is required due to expansion and
development of business activities.
SOURCES OF DATA
The methodology used to collect the data in the organization is from two sources:

 Primary sources
 Secondary sources
Primary sources include the respondents from whom the required information was gathered
directly and emphasis was laid on their opinion. Data was obtained through regular
interaction with the functional heads and the employees.
The methodology used for the study is as follows:
 Questionnaires
 Observation
Data regarding the study has been collected by the questionnaires and observations
Sample Design:
The sample size was taken as 35. The respondents were Recruiters of IT, ITES and
Contractual/Temporary Staffing. The data was collected through questionnaire, which
consists of 20 questions. The questions are personally asked and opinions were noted down
so as to get immediate feedback.
Secondary sources were the company manuals, Intranet search and the existing Recruitment
manual.

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With the help of these two data sources all the findings, conclusions and suggestions have
been derive
SAMPLE SIZE: 35

SAMPLING DESIGN
The sample of the research will be taken from the Global Tech Serve Bhopal.
TOOL OF ANALYSIS:
Once the collection of data is complete, it should be analyzed and processed through
classification tabulation etc in accordance with the subject matter. A careful planning of the
analytical framework should therefore be done by the researcher. Data analysis is carried out
by arranging the data received by the employees in an excel sheet. This data is then converted
into graphical forms. Pie charts have also been used for the tabulation and interpretation of
data collected.
AREA OF STUDY: Global Tech Serve Bhopal.

Student work profile

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4
 Field work done by the student

Table 4.1 What are the quality standards maintained by Global Tech Serve(CV conversion:
Interview conversion: Joining conversion)
S.NO. PERCEPTION NO.OFRESPONDENTS PERCENTAGE OF
RESPONSE
1 75:25:75 25 73
2 25:75:25 4 10
3 75:75:75 6 17
4 25:75:75 0 0
TOTAL 35 100

Analysis: From the above it can be said that 73% of the respondents agree for 75:25:75 and
10% of the respondenys agree for 25:75:25 ratio and 17% of the respondents agree for
75:75:75 ratio and none of them responded for 25:75:75 ratio for the quality standards
maintained by Global Tech Serve(CV conversion:
Interview conversion: Joining conversion) in Global Tech Serve.
Interpretation: From the graph it can be inferred that the respondents agree for 75:25:75 ratio
about the quality standards maintained by Global Tech Serve(CV conversion: Interview
conversion: Joining conversion)