Recruitment Project Pintu

RECRUITMENT TATWA TECHNOLOGY LIMITED
PREFACE
It has been fruitful summer project. The summer training has been a greater into
the corporate culture has enriched my knowledge about my business. Having
spent some precious time in the corporate world. I have returned as a lot more
matured individual, prepared to take on the pressure of the business world.
This report added immensely to my knowledge how a corporate world actually
works as a team to achieve its goals, the spirit and the enthusiasm of leading
ahead from its competitors and the above all true and fair view as the main
motto and the most of all various techniques used to maximize efficiency and
increase production.
I will be grateful to TATWA TECHNOLOGY LIMITED for giving me the opportunity
to be part of this reputed organization and help me throughout in understanding
some of the important facts and concerned with this prestigious institution.
PRAVAT BEHERA
BIMIT, BBSR
Regd. No:- 1706275004
1
CERTIFICATE
This is to certify that Mr. Pravat Behera is a bonafide student of Bhubaneswar
Institute of Management & Information Technology in (2017-2019) batch has
done her summer project on the topic “Recruitment”.
This has done in best of my knowledge and ability.

Mrs. Laxmi Beura
Internal Guide
Faculty, HR
(BIMIT, BBSR)
2
DECLARATION
I, Pravat Behera, MBA student of “Bhubaneswar institute of Management &
Information technology, Bhubaneswar”, do here by declare that I have
completed the summer internship project on the topic “RECRUITMENT OF
EXECUTIVE” at Tatwa Technology ltd. Bhubaneswar during the period of
28/05/2018 to 24/07/2018.
I also declare that this project is a bonafide work carried out by me and
all the information submitted is true and original to the best of my knowledge
and belief.
Pravat Behera
BIMIT, BBSR
Regd. No: - 1706275004
3
ACKNOWLEDGEMENT
The satisfaction that accompanies the successful completion of any task is
incomplete without acknowledgement the people who made it possible and
whose constant guidance and encouragement crown all the effort and success.
At first, I would like to thank the Director of “Bhubaneswar institute of

Management & Information technology, Bhubaneswar”, for permitting me to
undertake the project at TATWA TECHNOLOGY LTD. BHUBANESWAR.
I express my deep gratitude to my training manager cum guide Mr. Ajay

Kumar Sahoo, Manager recruitment and promotion department, TATWA
TECHNOLOGY LTD. who showed me the right and planned way and because of
his constant guidance, valuable thoughts and patience all through course of
project and encouraging me to think differently, I was able to complete the
project in a successful way.
Finally, I also extend my sincere thanks to all the employees of TATWA

TECHNOLOGY LTD. For being cooperative, friendly, courteous and helpful during
all my visiting and successful completion of the project.
Pravat Behera
BIMIT, BBSR
Regd. No: - 1706275004
4
CONTENTS
1. introduction
1.1 Introduction
1.2 History Of IT/ITES Companies7
1.3 Importance Of Recruitment & Selection
1.4 Objective Of The Study
1.5 Scope Of The Study
1.6 Research Methodology
1.7 Limitation Of Study
2. ORGANISATION
2.1 Introduction About Tatwa Technology Ltd.
2.2 Product And Services Offered By The Company
2.3 Vision
2.4 Mission
2.5 Goals
2.6 Values
3. Analysis Of Recruitment & Selection
4. Literature Review
5. Data Analysis And Interpretation
6. Bibliography
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CHAPTER 1
INTRODUCTION
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1.1 Introduction
Information technology essentially refers to the digital processing, storage and
communication of information of all kinds. IT can be defined as computing and
telecommunication technology that provides automatic means of handling
information. IT includes software and hardware. The role of IT in services i.e., IT
– led services includes the following: Product support process outsourcing,
hardware and software maintenance, training and education, IT out sourcing,
system integration and application development. Therefore IT can potentially be
used in every sector of the economy. Frame Work of IT Industry The Important
factor or the driving force for the Indian IT services and ITES industry has been
the changing global business landscape, which has exerted performance
pressures on multinational enterprises. Our nation has emerged as an important
venue for the services sector including financial accounting, call centres, and
business process outsourcing. Technology and Bioinformatics, which are on
Government‘s priority list for development, offer scope for FDI.
Recruitment and Selection is an important operation in HRM, designed to

maximize employee strength in order to meet the employer's strategic goals and
objectives. In short, Recruitment and Selection is the process of sourcing,
screening, shortlisting and selecting the right candidates for the filling the
required vacant positions.
We will discuss the various aspects of Recruitment and Selection such as the
recruitment process, the factors affecting recruitment, recruitment planning,
and methods of recruitment, recruitment interviews, and selection process and
making an offer.
1.2 HISTORY OF IT/ITES COMPANIES:-

The software industry has crossed $ 27 billion dollar mark in 2005. Its exports
accounted for 20% of Indian export revenues in 2003 -04. By 2008 it would
account for 7% of India‘s GDP and would contribute 30% of total Indian export
revenues. The IT sector is likely to give employment to 9million people in India
by 2008 and also generate $ 87 billion in annual revenues and $ 225 billion in
market in India by 2008.
In addition to the nearly 1.3 million –strong workforce employed directly in the
industry, Indian IT -ITES is estimated to have helped create an additional 3
7
million job opportunities through indirect and included employment. Indirect

employment includes expenditure on vendors including telecom, power,
construction, facility management, IT, transportation, catering and other
services. Included employment is driven by consumption expenditure of
employees on food, clothing, utilities, recreation, health and other services.
Vipul Prakash of Elixir quotes the Gartner estimates of the growth of the global
HRO market to $80 billion by 2008. The breakup of the HRO pie along the
different offerings is as given under.
India’s IT Services industry was born in Mumbai in 1967 with the establishment
of the Tata Group in partnership with Burroughs. The first software export zone,
SEEPZ the precursor to the modern-day IT park – was established in Mumbai in
1973. More than 80 percent of the country's software exports were from SEEPZ
in the 1980s.
1.3 IMPORTANTS OF RECRUITMENT AND SELECTION
Recruiting staff is a very costly exercise. It is also an essential part of any business
and it pays to do it properly. When organisations choose the right people for the
job, train them well and treat them appropriately, these people not only
produce good results but also tend to stay with the organisation longer. In such
circumstances, the organisation's initial and ongoing investment in them is well
rewarded.
The number of days lost in key projects and the cost of delays can be the direct
results of weak hiring and low-quality recruitment process. Weak hiring not only
causes losses in terms of project delays but can also help miss strategic
opportunities. There is no guarantee that candidates who performed well in the
recruitment exercise will do well in performing organizational functions.
Therefore, it is important that new employees are given orientation into a
company’s functions before they are given important tasks.
Recruitment is, therefore, one of the most important of HR functions, which

requires careful planning from start to finish. Also, a job recruiter needs to have
business acumen, far-sightedness to judge organizations growth requirements
and astute judgement. Most organizations, for smooth functioning of their HR
functions, are now days purchasing recruitment and talent management
software to manage their recruitment and selection process more efficiently.
Internal recruitment
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Internal sources of recruitment involve motivating the employees of the

organization to apply for the openings within the organization. Job openings are
informed to the employees of the same organization by giving internal
advertisements, word of mouth or communication through the hierarchy. Many
organizations are practicing this approach to motivate the skilled employees of
the organization, to reduce the employee turnover, to reduce the cost and to
get a competitive advantage.
External recruitment
External sources of recruitment involve motivating the skilled and more efficient
candidates external to the organization to apply for the vacant positions in the
organization. Job openings are informed to the external environment by using
various methods such as advertisements, campus recruitment, employment
exchanges, and walk in interviews, organizational websites, job fairs, and job
portals.
1.4 Objective of the study
The primary objective of this study was to determine and compare the extent of
vocational training, satisfaction in employment/careers, and socio-economic
improvement of the project-assisted institute graduates and non-assisted
institute graduates. The second objective was to determine and compare
educational development of the project-assisted and non-assisted institutes as
perceived by teachers, administrators, and current students. A final objective
was to identify employers’ skill requirements for today’s work, their use of
current technology, and their planning for perceived future trends.
1.5 Scope of study
The scope of the study basically means all those things that will be covered in
the research project. It defines clearly the extent of content that will be covered
by the means of the research in order to come to more logical conclusions and
give conclusive and satisfactory answers to the research.
The scope of the study has to be defined at a preliminary stage and that is very
important. It cannot be done in the later phase of doing the research as it creates
a lot of ambiguity about the research goals. If the researcher fails to define the
scope at the initial stage itself it is indicative that the research would eventually
not meet the expectations set by the dissertation committee.
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A thorough understanding of the field of the study is very important so as to

know specifically what the requirements from the research are. It is imperative
for the writer/researcher to have unquestionable research and writing skills. In
order to acquire high level of research and writing capability, to begin with, the
researcher should seek the advice of the experts and thoroughly read papers
written by other researchers.
In order to write a comprehensive and valuable scope, all the important things
to be included are the outline of the limitations of the study, the specifications
about the data that has been used for research and the various theories that
have been put to use in the research to interpret the data. More than often, the
scope of the study is included longer essays and the research reports,
dissertations and thesis. The importance of the scope of the study is such that it
explains the reasons why a certain kind of data has been excluded from the
research.
In a typical situation when the research has been conducted on a kind of
historical event or different key events in the past then the researcher needs to
inform the readers that the scope of the study is confined to these events only
and not more.
1.6 Research Methodology
Methodology is the systematic, theoretical analysis of the methods applied to a

field of study. It comprises the theoretical analysis of the body of methods and
principles associated with a branch of knowledge. Typically, it encompasses
concepts such as paradigm, theoretical model, phases and quantitative or
qualitative techniques.
A methodology does not set out to provide solutions—it is therefore, not the
same as a method. Instead, a methodology offers the theoretical underpinning
for understanding which method, set of methods, or [best practice] can be
applied to a specific case, for example, to calculate a specific result.
It has been defined also as follows:
1. "The analysis of the principles of methods, rules, and postulates employed

by a discipline".
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2. "the systematic study of methods that are, can be, or have been applied
within a discipline"
3. "The study or description of methods".
 Tatwa technology limited being an industrial establishment, the

researchers had to collect opinion through primary and secondary
sources.
 Tatwa technology limited depends upon conversation, advancement &
utilization of its workforce.
 The primary sources of data are the informal discussion with the
respondent to get maximum information and secondary data are
collected from various recruitment reports, journals and other company
publications.
 To conduct any research a scientific method must be followed.
1.7 Limitation of Study
The limitations of the study are those characteristics of design or methodology

that impacted or influenced the interpretation of the findings from your
research. They are the constraints on generalizability, applications to practice,
and/or utility of findings that are the result of the ways in which you initially
chose to design the study or the method used to establish internal and external
validity or the result of unanticipated challenges that emerged during the study.
Thus, relationships among variables must be interpreted with caution.

Interpretations of models using structural equation modelling are also not proof
of causality. True causal inferences can only be drawn testing models using
longitudinal data. This is especially important for a subject like online shopping
behaviour that is not static but is developmental process that changes over time.
Since only self-report measures were used, common-method variance and
response consistency effects may have biased the observed relationships.
Therefore, more of qualitative methodology of data collection should be

undertaken in future to provide wider perspective to the present study. For
instance, the research design can employ case study methodology or content
analysis to provide a holistic picture to the given subject.
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CHAPTER 2
ORGANISATION
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2.1 Introduction about Tatwa Technology Profile
TATWA Technologies Ltd was founded in the year 2002.In all these years Tatwa
has been conferred several recognitions at the State and National levels, majorly
related to the company's performance, its leadership in the area of IT & ITES
services. Headquartered at Bhubaneswar, the State capital, it now has delivery
centres across the country. Tatwa’s business units now consists of Business
Technology Services, Mobility & m-Commerce Solutions, SAP, Offshore Delivery
Support, E Governance , Web technologies , Digital Marketing, m- Governance,
IT support Services, IT Consulting, BPO Services, IT & BPO Training and staff
augmentation services.
Tatwa Technologies Ltd now caters to Telecom, Healthcare, Indian SME Sector,
Governments , International SME and e-commerce/ M Commerce start-ups
satisfying their end to end IT/ ITeS needs. This quantum leap has only been
possible because of the dedicated efforts of all the professionals working with
Tatwa, who have left no stones unturned to catapult the company to this
position. Due to our rock solid operational performance and deep functional
expertise and passionate people we have helped all our clients achieve their
desired business outcomes. Our diverse business acumen ranging from cutting
edge information technology to customer care has made Tatwa one of the most
trusted brands across the country and abroad.
Vision
To be one of the most distinguished players in the areas of Information
Technology and IT enabled Services.
Goals
To be a 2 billion Company by the year 2020.
Mission
To make complex technologies simpler and accessible so that it becomes an
indispensable part of everyone’s lives.
To be the most reliable solutions provider in IT & ITES sector.
2.2 product and services offered by the company
2.2.1 Services:-
Tatwa Technology Limited provides 3 type of services, those are
1. BPM services
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2. IT services
3. System Consulting & Integration
There are different type of BPM services such as
1) BPM services
There are different type of BPM services such as
a) Inbound Process
We are the leading outsourcing support provider for domestic Telecom,
Pharmacy,D2H, ISP companies with over 10,000 FTEs servicing customers
world-wide with exceptional customer service experience through Voice
process.
b) Outbound Process
We are one of India’s largest outsourcing support provider for domestic
Telecom, Pharmacy, DTH, ISP companies with over 10,000 FTEs servicing
customers world-wide in Cross-selling / up-selling of value added services
and packages with Meeting & surpassing sales targets. We raise fund works
for children and Women rights, survival, development and protection for our
International client.
c) Technical Help Desk & Data Support
Our Tech Data Mobile Solutions customizes and provide supports for
Android / Window and iOS mobile / PC / Laptop devices with efficient
management, customization and configuration of mass device launches. We
Provide Technical & Data Supports to Leading Telco’s in India.
d) Customer Life Cycle Management
Our customer lifecycle management solutions support the entire lifecycle of
customers in the telecom vertical. We offer right services to right customers
by customer profiling and segmentation to attract more customer and to
reduce the Churn through predictive churn modelling.
e) Premium Support Desk
We offer our client a specialized desk where highly skilled Agents are aligned
to ensure 100% customer satisfaction We Offer our clients.
f) Customer Acquisition & Retention
We offer the right program to make the customers feel engaged, rewarded,
and influence end-behaviour that will drive business results.
g) Speech Analytics
Our unique Speech Analytics solution unlock the hidden insights of millions
of calls through analysing recorded calls to improve customer satisfaction
and loyalty, greater operational efficiency, and better agent performance.
h) Contact Centre Assessment
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We provide enterprise-class contact centre services across the spectrum of

our client needs: email, chat, non-voice, voice, video calling and more. We
step into our client's shoes and build a partner ecosystem that ensures their
specific needs are met. Besides service excellence, we facilitate with
flexibility in a transparent open work environment.
I) customer behavioural study
We offer strategic planning, business process re-engineering, change
management framework, etc. as appropriate to our customers’
situations/challenges.
j) Staffing and Pay Roll Processing
With an extensive experience in employee supplementation and HR
outsourcing, Tatwa Technologies Ltd is currently working with several
corporate clients across industries and functions. Our product offering has
been designed keeping in mind the most critical needs in today’s context:
Our team of professionals recruits the best candidates in most efficient
manner using the latest technologies. We recruit professionals who have the
ability to translate business objectives in technical solution, Technical skills
to build the visions and project skills to deliver on time with the commitment
to be a top performer in delivering to our Clients.
Recruitments /Hiring: We have the ability to fulfil all your manpower

requirements; starting from semi-skilled, skill and highly skilled resources on
permanent as well as on Temporary basis.
Contract Staffing: We have the expertise to depute employees on our rolls
to offer services at your end while we undertake responsibility for their HR.
Administration and Compliance. These contractual employees will be in
direct control of your team for performance and daily activities But the HR
administration activities like, PF, ESI etc. will be taken care of by us.
Payroll Processing: Here we run the complete payroll for salary
disbursements of our core employees. Tatwa Technologies Ltd works across
industry verticals, catering to requirements of leading names in Industry.
Our services:
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 IT Staffing Services
 Recruitment Process Outsourcing
 Corporate Trainings
 Project Management Service
 HR Consulting and Pay Roll Services
 Business Process Outsourcing
k) KPO & Data Analysis
Data analysis” refers to the method by which large amounts of raw data is
reviewed in order to determine conclusions based on that data. The data is
often unorganized, and may come from different sources.
The style of data analysis varies, and correlates to the type of data that
needed to be examined. Like, an Organization’s business may concentrate
on its employee performance, sales performance by sales person, etc. An
economist, however, might look for identifiable patterns that explain the
spending habits of various consumers.
At Tatwa, our team do the analysis by taking the data’s those are being
collected or gathered from the clients in regular basis. This helps the
organization to take a proper decision.
For NGO Customers we provide various feedback reports based on the data
collected by them on interaction with their contacts. This report helps them
providing ground reality on a particular subject adoption.
The following are just some of the benefits of proper data analysis:
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 Allows for the identification of important (and often mission-critical)

trends.
 Helps businesses identify performance problems that require some sort of
action.
 Can be viewed in a visual manner, which leads to faster and better
decisions.
 Better awareness regarding the habits of potential customers.
 It can provide a company with an edge over their competitors.
l) Scanning & Digitalisation
We have our experience in delivering end to end Document Management
services to several domains and majorly Telecom. We understand how
important Documents are to the telecom business and completely
empathize with the principal companies to keep strict compliance with the
regulatory requirements. Our quality assurance processes ensures result
oriented output at all times.
Team of highly skilled managers and association with technological
companies are the assets of our process. We leave no stone unturned in the
areas of Infrastructure, Technology, quality manpower, training, workflow &
analytical tools.
Our basic objectives of document scanning is to ensure:
 Less Storage space for preserving the documents.

 Reduction in overall Searching time.
 Increase in productivity of processes and office personnel.
 Availability of the document for sending over email.
 Reduced turnaround time of processes.
 Increase control over all the important digitized documents by restricting
access.
Diagrammatic representation of comprehensive Document Management
System
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Our success stories:
 Aircel: Around lakhs of Customer application form (CAF) has been

digitized by using our solution
 OMGI: Digitization of Service books of Government employees working
under various departments under Government of Odisha
 Revenue Department: Digitization of land records of 16 Tehsils and
capturing the data in Bhulekh software
 Indian Oil Corporation Ltd. (IOCL): Digitization of the forms of the GAS
Consumers for the entire state of Odisha.
m) Transaction Processing
A transaction process system (TPS) specifies information processing
system for effective business transactions that includes the collection,
modification and retrieval of all transaction data.
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Tatwa offers transaction-processing services on any systems. We at Tatwa

provide a knowledgeable personnel, who can analyse data, perform serious
settlement, and make decisions on how to channelize the data and
workflow. We are able to offer flexible transaction processing services in a
modular manner to our esteemed clients who need to bring order to their
current back ends while also making it capable and valuable. Our
differentiators, Business process re-engineering know-how, and an
innovative delivery model, give a competitive business advantage to our
clients.
Our transaction processing solution helps to:
 Facilitate regulatory compliance, avoiding financial penalties.

 Maintain Security in regards to the monetary and Documents.
 Fraud minimization and risk mitigation.
 Cost cutting of Operational expenses.
 Improvements on customer service.
 Facilitate consumer finance settlements.
n) Form Processing
With business starting to rely on technology and time becoming constraint,
traditional methods are disintegrating. The forms are least subject able to
the risk of damage or loss etc. Form processing services are demanded by a
The process of automated forms processing typically includes the following
steps:
 A batch of completed forms is scanned using a high-speed scanner.
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 Images are cleaned with document image processing algorithms to

improve accuracy.
o) Survey & Market Research
A transaction process system (TPS) specifies information processing
system for effective business transactions that includes the collection,
modification and retrieval of all transaction data.
Our transaction processing solution helps to:
 Facilitate regulatory compliance, avoiding financial penalties.

 Maintain Security in regards to the monetary and Documents.
 Facilitate consumer finance settlements.
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CHAPTER 3
CONCEPTUAL STUDY
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3. Analysis of Recruitment & Selection

What is recruitment?
In human resource management, “recruitment” is the process of finding and

hiring the best and most qualified candidate for a job opening, in a timely and
cost-effective manner. It can also be defined as the “process of searching for
prospective employees and stimulating and encouraging them to apply for jobs
in an organization”.
It is one whole process, with a full life cycle, that begins with identification of
the needs of the company with respect to the job, and ends with the
introduction of the employee to the organization.
Recruitment is the process of finding of prospective candidate for filling actual

and projected vacancies in an organisation. Recruitment enable the
organisation to obtain the number and type of individual required for its
continues working.
According to Edwin B. Flippo: Recruitment is the process of searching

prospective employees and stimulating them to apply for jobs in an
organisation.
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According to Barber: Recruitment includes those practices and activities

carried out by the organisation with the primary purpose to identify and
attracting potential employees.Recruitment process

 Recruitment Planning: The first step involved in the recruitment process is
planning. Here, planning involves to draft a comprehensive job specification for
the vacant position, outlining its major and minor responsibilities; the skills,
experience and qualifications needed; grade and level of pay; starting date;
whether temporary or permanent; and mention of special conditions, if any,
attached to the job to be filled ”
 Strategy Development: Once it is known how many with what qualifications of
candidates are required, the next step involved in this regard is to devise a
suitable strategy for recruiting the candidates in the organisation. What type of
recruitment method to be used, what geographical area be considered for
searching the candidates, which source of recruitment to be practiced, what
sequence of activities to be followed in recruiting candidates in the organisation.
 Searching: This step involves attracting job seekers to the organisation. There
are broadly two sources used to attract candidates.
These are:
1. Internal Sources, and
2. External Sources
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Sources of recruitment
Internal sources of recruitment
Internal sources of recruitment involve motivating the employees of the

organization to apply for the openings within the organization. Job openings are
informed to the employees of the same organization by giving internal
advertisements, word of mouth or communication through the hierarchy. Many
organizations are practicing this approach to motivate the skilled employees of
the organization, to reduce the employee turnover, to reduce the cost and to
get a competitive advantage. Various methods of internal sources or
recruitment are as follows.
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1.Transfers
The employees of the organization are transferred to the similar jobs of other
departments. It may not involve a change in salary, responsibility, and position
of the job. Transfers help in reducing the boredom and monotony of the
employees or it may be used to fill the vacancies with suitable internal
candidates.
2.Promotions
Promotions involve vacancies of the organization are filled by promoting the

skilled employees to the suitable jobs and it can motivate the employees by
giving higher position, increased salary, status, and responsibility. Promotions
can help in reducing employee turnover by creating the hope of getting higher
positions.
3.Demotions
Depending on the performance of the employees of the organizations,

sometimes managers have to take decisions regarding lowering the positions of
few employees of the organization. These employees can act as a source of
recruitment to the lower positions.
4.Employees of the organization
Employees of the organization communicate or inform about the vacant

positions of the organization to their friends and relatives. In many
organizations, they allowed referring potential candidates for the suitable
vacancies.
5.Retired employees
If the organizations do not find the right persons to fulfil the key managerial
positions then they call back the retired employees for achieving the objectives.
External sources of recruitment
External sources of recruitment involve motivating the skilled and more efficient
candidates external to the organization to apply for the vacant positions in the
organization. Job openings are informed to the external environment by using
various methods such as advertisements, campus recruitment, employment
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exchanges, and walk in interviews, organizational websites, job fairs, and job
portals.
1.Advertisements
To find the skilled and more efficient manpower giving advertisement for the
vacant job position is the better way. Advertisements help in attracting the right
candidates and in maximizing brand image. Advertisements may be given in
print media or electronic media, it gives better results and it is cheaper than
approaching third parties.
2.Job portals
With the growing technology and internet usage, job portals are playing a major
role in finding right candidates for right jobs. Job portals can inform up to date
job alerts to the candidates and offer attractive benefits and packages to the
employers. The tools and techniques used by the job portals highly reduce the
efforts in finding the skilled candidates.
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3.Company’s websites
With the increase in business operations and globalization, the need for human
resources is also increasing day by day. To face a severe competition and to
reduce the cost during the long run, many companies are setting up their own
websites for finding and attracting candidates with competitive skills.
4.Social networking sites
Communicating about vacant positions of the organization through social

networking sites help in motivation and attracting the highly skilled and more
efficient candidates to apply for the jobs.
5.Placement agencies
Approaching placement agencies reduces the time and efforts to find the right
candidates from the pool of skilled candidates. They use various tools and
techniques to filter the resumes and they send it to the companies for further
processing. The main drawback of this method is commission basis on hiring the
candidates.
6.Job fairs and walk in interviews
Walk in interviews and job fairs are declared and conducted by companies to
find the skilled candidates. Following this method highly reduces efforts in
finding more efficient human resources for the bulk requirement.
7.Campus interviews
This is an easy and economical method helps in finding eligible candidates,

through this method organization can find energetic and more competitive
candidates for suitable vacancies, this method is beneficial for both the
candidates and companies.
 Screening:
Though some view screening as the starting point of selection, we have

considered it as an integral part of recruitment. The reason being the selection
process starts only after the applications have been screened and shortlisted.
Let it be exemplified with an example.
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In the Universities, applications are invited for filling the post of Professors.
Applications received in response to invitation, i.e., advertisement are screened
and shortlisted on the basis of eligibility and suitability. Then, only the screened
applicants are invited for seminar presentation and personal interview. The
selection process starts from here, i.e., seminar presentation or interview.
 Evaluation and Control:
Given the considerable cost involved in the recruitment process, its evaluation
and control is, therefore, imperative.
The costs generally incurred in a recruitment process include:
(i) Salary of recruiters
(ii) Cost of time spent for preparing job analysis, advertisement
(iii) Administrative expenses
(iv) Cost of outsourcing or overtime while vacancies remain unfilled
(v) Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for a prudent employer to try to answer certain

questions like: whether the recruitment methods are appropriate and valid?
And whether the recruitment process followed in the organisation is effective at
all or not? In case the answers to these questions are in negative, the
appropriate control measures need to be evolved and exercised to tide over the
situation.
Steps of recruitment
Recruitment should incorporate the following steps:
Step 1 – Before you start looking

Step 2 – Preparing a job description and person profile
Step 3 – Finding candidates
Step 4 – Managing the application process
Step 5 – Selecting candidates
Step 6 – Making the appointment
Step 7 – Induction
The steps of recruitment are described below:

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Step 1:- Before you start looking:
Put together information about the nature of the job, especially it is a position
being created for the first time. Think about:
 The content (such as the tasks) making up the job

 The output required by the job holder (work hours, number of clients etc.)
 How it fits into the structure of the practice/organisation
 The skills and personal attributes needed to perform the role effectively.
This analysis forms the basis of a job description and person specification.
Step 2:- Preparing a job description and person profile:
A job description states the necessary and desirable criteria for selection.
Increasingly such specifications are based on a set of competencies identified as

necessary for the performance of the job. Include:
 Skills, aptitude, knowledge and experience

 Qualifications (which should be only those necessary to do the job– unless
candidates are recruited on the basis of future potential, for example
graduates)
 Personal qualities relevant to the job, such as ability to work as part of a
team.
Step 3:-Finding candidates
Internal methods:
 Staff referrals
 Succession planning
 Secondments
It is important not to forget the internal talent pool, especially in a larger

practice. Providing opportunities for development and career progression is an
important factor for employee retention and motivation.
External Method:
There are many options available for generating interest from individuals
outside the organisation.
29
 Online recruitment
 Press advertising
 Networking
 Open days for the larger organisation
Advertising remains the most common means of attracting and recruiting.

Advertisements should be clear and indicate the:
 requirements of the job

 necessary and the desirable criteria for job applicants (to limit the number
of inappropriate applications received)
 job location
 reward package
 job tenure (for example, contract length)
 details of how to apply.
Advertisements should be genuine and relate to a job that actually exists. They
should appeal to all sections of the community using positive visual images and
wording.
Step 4:- Managing the application process:
There are two main formats in which applications are likely to be received: the
curriculum vitae (CV)/résumé or application. These can be submitted either on
paper or electronically.
Application forms
Application forms allow information to be presented in a consistent format, and

therefore make it easier to collect information from job applicants in a
systematic way and assess objectively the candidate’s suitability for the job.
CVs/résumés
CVs give candidates the opportunity to sell themselves in their own way and
don’t have the restrictions of fitting information into a form. However, some
candidates include irrelevant material that makes them harder to assess
consistently.
Step 5:- Selecting candidates:
30
Selecting candidates involves two main processes: short listing and assessing
applicants to decide who should be made a job offer.
Step 6:- Making the appointment:
Contract
Offers of employment should always be made in writing. But it is important to

be aware that an oral offer of employment made in an interview is as legally
binding as a letter to the candidate.
References
A recruitment policy should state clearly how references will be used, when in
the recruitment process they will be taken up and what kind of references will
be necessary (for example, from former employers). These rules should be
applied consistently.
Step 7:- Induction:
Induction is a critical part of the recruitment process, for both employer and
new employee. An induction plan should include:
 A clear outline of the job/role requirements

 Orientation (physical) – describing where the facilities are
What is recruitment life cycle?

Full life cycle recruiting is a term used for a complete process of recruitment
from start to finish. It starts when a need for a new employee rises and ends up
with a new employee on boarding.
31
 Identification and Understanding the requirement: It is the process of

identifying and analysing the requirement from the Recruiting
Manager/Client about his/her needs and expectations about the position to
be filled. Things to be considered-experience required, Education
Qualification, Flexibility of the candidate, Knowledge and skills set,
Compensation etc.…
 Sourcing: Sourcing for candidates refers to proactively identifying people
a) Who are either not actively looking for job opportunities (passive
candidates) or
b) Candidates who are actively searching for job opportunities (active
candidates), though the industry also recognizes the existence of 'active
candidate sourcing' using candidate databases, job boards and the like. The
status of being an "active" or "passive" candidate is fluid and changing
depending on the circumstances and position being offered.
 Screening: Screening stage begins with reviewing employment application.
Which usually consist of resume, motivational. These document is to find
32
application whose qualification, skills and experience, best match your

vacant job description.
 Initial interview: The term initial or preliminary interview(s) refers to the
meeting or meetings that take place between a psychoanalyst and the
person who must decide whether or not to enter into analysis. The purpose
of the initial interview or consultation is to determine the person's need for
treatment.
 Final interview: The final-round interview could mean the difference
between a job offer and walking away empty-handed. Employers use rounds
of interviews to weed out candidates at different levels. For example, the
first round usually removes obvious poor fits from the pool, while
subsequent rounds dig even deeper to further trim the list of job candidates.
Once you're at the final interview round, the position is within your reach if
you prepare yourself beforehand and avoid some common mistakes.
 Feedback: Giving feedback means letting employers know if they have been
selected for the job. “The key to learning is feedback. It is nearly impossible
to learn anything without it.” Providing valuable feedback after an interview
process is crucial not only for the candidate, but also for you as a hiring
manager. Whether you hire them or not, there are various reasons why you
should provide feedback to candidates .
 Short listing: The interviewing process is vital in ensuring thaw2.t you choose
the best person for the job, but may have very little experience of the
process itself. Sit with The concerned Hiring Manager and discuss about the
interviews happened and shortlist the best candidate among the technically
shortlisted by the interview panel.
 Verification: In this process collect all the communication details about the
candidate and ask for some professional references who can best describe
the candidate.HR persons will help us in doing verification and checks.
 Offer: A job offer is an invitation for a potential employee, whether he or
she has applied for a job, or not, to become an employee in your
organization. The job offer contains the details of your employment offer.
 Joining formalities: the process of helping new employees become
productive members of an organization. Similar terms are induction, and
socialization. In general, on boarding can be defined as the process of
acquiring, accommodating, assimilating and accelerating new users into a
system, culture or methodology.
33
Types of Interview
1) Traditional one on one job interview:
The traditional one on one interview is where you are interviewed by one
representative of the company, most likely the manager of the position you
are applying for. Because you will be working with this person directly if you
get the job, he/she will want to get a feel for who you are and if your skills
match those of the job requirements.
You may be asked questions about the experience on your resume, what you
can offer to the company or position. Many times the interviewer will ask you
questions such as “Why would you be good for this job?” or “Tell me about
yourself.” The one on one interview is by far, one of the most common types
of job interviews.
2) Panel interview:
In a panel interview, you will be interviewed by a panel of interviewers. The

panel may consist of different representatives of the company such as human
resources, management, and employees. The reason why some companies
conduct panel interviews is to save time or to get the collective opinion of
panel regarding the candidate. Each member of the panel may be responsible
for asking you questions that represent relevancy from their position.
3) Behavioral interview:
In a behavioral interview, the interviewer will ask you questions based on

common situations of the job you are applying for. The logic behind the
behavioral interview is that your future performance will be based on a past
performance of a similar situation. You should expect questions that inquire
about what you did when you were in XXX situation and how did you dealt with
it. In a behavioral interview, the interviewer wants to see how you deal with
certain problems and what you do to solve them.
4) Group interview:
Many times companies will conduct a group interview to quickly prescreen

candidates for the job opening as well as give the candidates the chance to
quickly learn about the company to see if they want to work there. Many times,
34
a group interview will begin with a short presentation about the company.
After that, they may speak to each candidate individually and ask them a few
questions.
One of the most important things the employer is observing during a group
interview, is how you interact with the other candidates. Are you emerging as
a leader or are you more likely to complete tasks that are asked of you? Neither
is necessarily better than the other, it just depends on what type of personality
works best for the position that needs to be filled.
5) Phone interview:
A phone interview may be for a position where the candidate is not local or for
an initial prescreening call to see if they want to invite you in for an in-person
interview. You may be asked typical questions or behavioral questions.
Most of the time you will schedule an appointment for a phone interview. If
the interviewer calls unexpectedly, it’s ok to ask them politely to schedule an
appointment.
6) Lunch interview:
Many times lunch interviews are conducted as a second interview. The

company will invite you to lunch with additional members of the team to
further get to know you and see how you fit in. This is a great time to ask any
questions you may have about the company or position as well, so make sure
you prepare your questions in advance.
What is selection?
The Selection is the process of choosing the most suitable candidate for the
vacant position in the organization. In other words, selection means weeding
out unsuitable applicants and selecting those individuals with prerequisite
qualifications and capabilities to fill the jobs in the organization.
Most often, the selection and recruitment are used interchangeably but
however both have different scope. The former is a negative process that rejects
as many unqualified applicants as possible so as to hire the right candidate while
the latter is a positive process that attracts more and more candidates and
stimulates them to apply for the jobs.
35
According to Terrie Nolineske, “Selection is the process of making a hire or no

hire decision regarding each applicants for a job.”
According to Schemerhorn and Osborn, “selection is a series of steps from initial

applicant screening to final hiring of the new employee”.
Selection Process
The selection procedure comprises of following systematic steps:
1. Preliminary Interview: The preliminary interview is also called as a screening

interview wherein those candidates are eliminated from the further selection
process who do not meet the minimum eligibility criteria as required by the
organization.
Here, the individuals are checked for their academic qualifications, skill sets,
family backgrounds and their interest in working with the firm. The preliminary
interview is less formal and is basically done to weed out the unsuitable
candidates very much before proceeding with a full-fledged selection process.
2. Receiving Applications: Once the individual qualifies the preliminary interview

he is required to fill in the application form in the prescribed format. This
application contains the candidate data such as age, qualification, experience,
etc. This information helps the interviewer to get the fair idea about the
candidate and formulate questions to get more information about him.
3. Screening Applications: Once the applications are received, these are screened
by the screening committee, who then prepare a list of those applicants whom
they find suitable for the interviews. The shortlisting criteria could be the age,
36
sex, qualification, experience of an individual. Once the list is prepared, the

qualified candidates are called for the interview either through a registered mail
or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an
individual, several tests are conducted. Such as intelligence tests, aptitude tests,
interest tests, psychological tests, personality tests, etc. These tests are
conducted to judge the suitability of the candidate for the job.
5. Employment Interview: The one on one session with the candidate is conducted
to gain more insights about him. Here, the interviewer asks questions from the
applicant to discover more about him and to give him the accurate picture of
the kind of a job he is required to perform.
6. Checking References: The firms usually ask for the references from the
candidate to cross check the authenticity of the information provided by him.
These references could be from the education institute from where the
candidate has completed his studies or from his previous employment where he
was formerly engaged. These references are checked to know the conduct and
behavior of an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate are
checked to ensure that he is capable of performing the job. In some
organizations, the medical examination is done at the very beginning of the
selection process while in some cases it is done after the final selection.
8. Final Selection: Finally, the candidate who qualifies all the rounds of a selection
process is given the appointment letter to join the firm.
Thus, the selection is complex and a lengthy process as it involves several stages
than an individual has to qualify before getting finally selected for the job.
What are KSA?

KSAs...Knowledge, Skills and Abilities...a list of special qualifications and
personal attributes that you need to have for a particular job. These are the
unique requirements that the hiring agency wants to find in the person selected
to fill a particular job. A primary purpose of KSAs is to measure those qualities
that will set one candidate apart from the others. In federal personnel guidance,
KSAs are defined as the factors that identify the better candidates from a group
of persons basically qualified for a position. How well an applicant can show
that he or she matches the position’s defined KSAs determines whether that
person will be seriously considered for the job.
37
Knowledge statements refer to an organized body of information usually of a

factual or procedural nature which, if applied, makes adequate performance on
the job possible. A body of information applied directly to the performance of
a function.
Skill statements refer to the proficient manual, verbal or mental manipulation

of data or things. Skills can be readily measured by a performance test where
quantity and quality of performance are tested, usually within an established
time limit. Examples of proficient manipulation of things are skill in typing or
skill in operating a vehicle. Examples of proficient manipulation of data are skill
in computation using decimals; skill in editing for transposed numbers, etc.
Ability statements refer to the power to perform an observable activity at the present
time. This means that abilities have been evidenced through activities or behaviors that are
similar to those required on the job, e.g., ability to plan and organize work. Abilities are
different from aptitudes. Aptitudes are only the potential for performing the activity.
38
CHAPTER 4
LITERATURE REVIEW
39
4 Literature Review
Introduction:
Nowadays, every organization necessitates personnel planning as one of the

most vital activities. Human Resource Planning is, by far, an essential ingredient
for the success of any organization in the long run. There are a number of
techniques that need to be followed by every organization that guarantees that
it possesses the right number and type of people, at the right time and right
place, so as to enable the organization to achieve its planned objectives.
Commonly, the objectives of Human Resource Planning department include
resource, planning, recruitment and selection, career planning, training and
development, promotions, risk management, performance appraisal, to name a
few. Each of these objectives requires special attention and accurate planning
and execution.
It is of utmost importance for every organization to employ a right person on a

right position. And recruitment and selection plays a pivotal role during such
situations. With shortage of skills and the rapid spread of new technology
exerting considerable pressure on how employers perform recruitment and
selection activities, it is recommended to conduct a step-by-step strategic
analysis of recruitment and selection processes. With reference to the current
context, this paper presents an incisive review of previous literature on the
recruitment and selection process. This paper is primarily based on an analysis
of six pieces of literature conducted by practitioners and researchers in the field
of Human Resource management.
Literature Review:
Definition:
Edwin Flippo defines Recruitment and selection process as "A process of

searching for prospective employees and stimulating and encouraging them to
apply for jobs in an organization."
In simpler terms, recruitment and selection are concurrent processes and are
void without each other. They significantly differ from each other and are
essential constituents of the organization. It helps in discovering the potential
and capabilities of applicants for expected or actual organizational vacancies. It
is a link between the jobs and those seeking jobs.
40
It can be clearly concluded that for a company to succeed all it takes is the proper
recruitment and selection strategies which also shapes the overall manpower
management of the company. By conclude this literature review, the study
emphasizes on the fact that the recruitment and selection process is integrated
with other processes such as strategic plan of the company, training and
development schemes, compensation, rewarding/incentive system,
performance appraisal, and lastly, industrial relations. Furthermore, according
to Silzer et al (2010), there exist several reasons why the most apparent
information have been more promising; including the well-structured nature of
interviews, the use of questionnaires based on a job analysis, inclusion of panel
of interviewers, the practice of note-making during the interview, and the use
of rating scale based on behavioural factors to gauge the interviewee's answers
all play an integral part in the improvement of the recruitment validity.
41
CHAPTER 5
DATA ANALYSIS AND INTERPRETATION
42
5. Data analysis and interpretation
5.1 Analysing the client's HR planning

Data Interpretation
A questionnaire was prepared for the purpose of getting feedback from employees and
manager regarding “Recruitment & Selection” of their Company. 20 employees are selected
from different department and were distributing questionnaire from the purpose of the
study.
Analysis of data
The analysis of the data is done as per the survey finding. The percentage of the people
opinion were analyzed and expressed in the form of chart and have been placed in the next
few pages’
Question 1: The hiring process helps in identifying the competence both visible (like
Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image, Trait)?
Options Yes NO Total
Responses 18 2 20
Percentage 90 10 100%
90% of respondents thinks that hiring process helps in identifying the competence both
visible (like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image,
Trait).
43
Question 2: E-Recruitment (like portals, social websites) have become must to survive in the
competitive market?
Responses 17 3 20
85% respondents thinks that e-recruitment have become must to survive in the competitive
market.
Question 3: Is there any provision recruitment of summer trainees?

Options Yes No Total
Responses 20 0 20
Yes there are 100% provisions of recruitment of the summer trainees.

Question 4: Is there any contract (bond) signed by employees while joining the organization?
Responses 18 2 20
44
90% employees are made to sign bond by employees before joining the organization.
My Working
Cold calling
 I have done 40 cold calling during my internship
 20 engineering colleges for data analyst job
 20 candidate for customer support executive
 16 candidate for admin executive
 15 candidate for dot not developer position.
Interviews
Observed and interviewed candidate for BPO aircel, Vodafone, call centre jobs.
Interviewed 7 candidates for data analyst position with HR senior Ajay kumar
sahoo and priyabrata satpathy.
Business analyse
 B.tech with min. 70% marks overall till 7th semester (7 CGPA or above),
0 backing.
 12th, and 10th, min. 60%.
BPO
 12th and 10th min 60%.
Conclusion
The summary of the study and survey done in recruitment and selection done in
RS HR Team Solution gave me a good learning and understanding about the
45
whole process and suggest ways to improve its effectiveness thereby the
organization’s performance.
“Client satisfaction is considered to be the key for firm’s success”
Findings and recommendations are focused on to help the firm’s further growth
in this sector. In order to maintain business performance and competitive
advantage, organisations competing in a global marketplace must recruit the
best people they can. For such organisations, recruitment becomes a key
component of their overall business strategy.
CHAPTER 6
BIBLIOGRAPHY
46
6. REFERENCE
BOOK REFERRED
 Human resource Management K. aswathappa
 Human Resource Management, Khanka
 Biswanath Ghosh, Human Resources Development and Management,
Vikas Publication House Pvt Ltd., Reprinted in 2005, 2006, 2007, Fourth
Reprint: 2008
WEBSITES REFERRED
www.mbdalchemie.com
www.google.com
www.citehr.com
www.hrmguide.com
www.oneclickhr.com
www.wikipedia.com
47

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RECRUITMENT TATWA TECHNOLOGY LIMITED

This has done in best of my knowledge and ability.

At first, I would like to thank the Director of “Bhubaneswar institute of

I express my deep gratitude to my training manager cum guide Mr. Ajay

Finally, I also extend my sincere thanks to all the employees of TATWA

Recruitment and Selection is an important operation in HRM, designed to

1.2 HISTORY OF IT/ITES COMPANIES:-

million job opportunities through indirect and included employment. Indirect

1.3 IMPORTANTS OF RECRUITMENT AND SELECTION

Recruitment is, therefore, one of the most important of HR functions, which

Internal sources of recruitment involve motivating the employees of the

1.4 Objective of the study

1.5 Scope of study

A thorough understanding of the field of the study is very important so as to

1.6 Research Methodology

Methodology is the systematic, theoretical analysis of the methods applied to a

It has been defined also as follows:

1. "The analysis of the principles of methods, rules, and postulates employed

 Tatwa technology limited being an industrial establishment, the

1.7 Limitation of Study

The limitations of the study are those characteristics of design or methodology

Thus, relationships among variables must be interpreted with caution.

Therefore, more of qualitative methodology of data collection should be

2.1 Introduction about Tatwa Technology Profile

2.2 product and services offered by the company

We provide enterprise-class contact centre services across the spectrum of

Recruitments /Hiring: We have the ability to fulfil all your manpower

 Allows for the identification of important (and often mission-critical)

Our basic objectives of document scanning is to ensure:

 Less Storage space for preserving the documents.

Our success stories:

 Aircel: Around lakhs of Customer application form (CAF) has been

Tatwa offers transaction-processing services on any systems. We at Tatwa

Our transaction processing solution helps to:

 Facilitate regulatory compliance, avoiding financial penalties.

 A batch of completed forms is scanned using a high-speed scanner.

 Images are cleaned with document image processing algorithms to

Our transaction processing solution helps to:

 Facilitate regulatory compliance, avoiding financial penalties.

3. Analysis of Recruitment & Selection

In human resource management, “recruitment” is the process of finding and

Recruitment is the process of finding of prospective candidate for filling actual

According to Edwin B. Flippo: Recruitment is the process of searching

According to Barber: Recruitment includes those practices and activities

attracting potential employees.Recruitment process

1. Internal Sources, and

Internal sources of recruitment

Internal sources of recruitment involve motivating the employees of the

Promotions involve vacancies of the organization are filled by promoting the

Depending on the performance of the employees of the organizations,

4.Employees of the organization

Employees of the organization communicate or inform about the vacant

External sources of recruitment

4.Social networking sites

Communicating about vacant positions of the organization through social

6.Job fairs and walk in interviews

This is an easy and economical method helps in finding eligible candidates,

Though some view screening as the starting point of selection, we have

 Evaluation and Control:

The costs generally incurred in a recruitment process include:

(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses