SCHOOL OF MANAGEMENT

SUMMER INTERNSHIP
PROJECT
ON
“Recent Trends on recruitment -
A review of a consultancy firms ”

Submitted by:
Archana Sangwan
15/PMB/004
MBA (3rd semester)

Under the guidance of : Dr. Monika Bhati

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 Declaration by Student

I Archana Sangwan Roll no. 15/PMB/004 hereby declare that this project work is the result of

my own research and no part of it has been presented for any other degree in this university or

elsewhere. I am solely responsible for any error found in this work.

Date:

Place:

Student Signature:

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 Certificate from the Faculty Guide

This is to certify that the project titled “recent trends on recruitment –a review of a consultancy

firms” has been done under my supervision by Archana sangwan of Integrated MBA IX semester.

Name and Signature of the Faculty guide

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 ACKNOWLEDGEMENT

Apart from the effort of me, the success of this project depends largely attends their
meeting. Without their encouragement and guidance this project would not have
materialized.

The guidance and support received from my family and all friends including Sneha
sangwan and others, who contributed to this project, was vital for the success of the
project. I am grateful for their constant support and help.

Last but not least, I would like to thank my seniors at super consultancy Heena ma`am and
Hemant singhal sir for their constant guidance and support.

They motivated me to perform well and helped me to understand my roles and

responsibilities. I feel grateful to them for being my mentor on the encouragement and
guidelines of many others.

I take this opportunity to express my gratitude to the people who have been instrumental in
the successful completion of this project.

I would to show my greatest appreciation to Monika Bhati ma`am and Heena m`am ,
Hemant singhal sir. I can`t say thank you enough for their tremendous support and help.I
feel motivated and encouraged every time.

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 EXECUTIVE SUMMARY

Recruitment is the process of finding and hiring the best qualified candidate from within or
outside of an organization for a job opening, in a timely and cost effective manner. The
recruitment process includes analyzing the requirements of a job , attracting employees to that
job , screening and selecting applicants, hiring , and integrating the new employee to the
organization. Recruitment is a positive process of searching for prospective employees and
stimulating them to apply for the jobs in the organization.
Technology isn't just something everyone is using to get work done and to stay connected. It's
also impacting how employers recruit great talent and how great talent finds the right employer.
Technology has impacted recruiting in social media recruitment and applicant tracking system.
The recruitment industry is slowly but surely shifting its focus and priorities from resume
management and applicant tracking capabilities to sourcing, analytics, and assessment and
interview technologies. Many big organizations use Internet as a source of recruitment. E-
Recruitment is the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e mail using the Internet.

This report consists of complete cycle of an employee from joining to the full and final
settlement after resigning/retiring in a consultancy firms. It consists of all the processes involved
in the process of recruitment, technological aspects of recruitment, the portals used in the
process, softwares that are required to manage the data and impact of technology in the process
of recruitment. This report focuses on the changes in the trends that have taken place i.e. the
changes and the shift in the ways of working from startup consultancy firms . The report explains
about consultancy firms provide backdoor entry for the candidates and recent trends used in the
process of recruitment a review of a consultancy firms. It explains how new startups consultancy
has contributed in the recruitment process through back door entry`s.

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 TABLE OF CONTENTS

S.No. CONTENTS Pg.No.

1. Introduction 7-8
2. Organizational Overview 9-10
3. Literature Overview 11-12
4. Objectives of project 13
5. Study and learning 14-33
6. Research Methodology 34-37
7. Data Analysis and Interpretation 38-47
8. Findings and Conclusions 48
9. Managerial Implications 49
10. Suggestions 50
11. Limitations 51
12. References 52
13. Annexure 53

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7
 INTRODUCTION

Recruitment is the process of searching the candidates for employment and stimulating them to
apply for jobs in the organization. Recruitment of candidates is the function preceding the
selection, which helps create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The main objective of
the recruitment process is to expedite the selection process. Recruitment is the activity that links
the employers and the job seekers. To connect these job seekers consultancy uses new trends
which is backdoor entries.

Consultancy firms are opening the pathways for changing the way we live, work, learn,
communicate and providing numerous advantages. Today people access information around the
world which is always updated through the Internet rather than newspapers or magazines.
Similarly, the use of technology in recruitment isn’t new. Applicant tracking systems have been
around for more than 15 years now, and mobile phones and job boards for over 20. But a seismic
shift in technology is now under way that is fundamentally altering interaction with candidates.
The combination of smart phones and the Web is changing candidates’ expectations. With their
experience of technology defined by sites like Amazon and eBay, and social media platforms
such as Facebook, Twitter and LinkedIn, they expect organizations’ recruitment systems to be as
simple and rewarding to use. Technology isn't just something everyone is using to get work done
and to stay connected. It's also impacting how employers recruit great talent and how great talent
finds the right employer.

In recent years, the recent trends of a consultancy firms recruiting and hiring has developed
beyond the traditional job boards of yesterday and into outreach and applicant tracking systems.
The sourcing piece has changed tremendously with online developments. Technology trends
like content and community-enabled careers portal, mobile recruitment, social media
recruitment, applicant tracking systems, job boards and career pages are transforming the
complete scenario of recruitment process.
The new trends of a consultancy firms has already begun, as we’ve seen, with recruiters’
increased use of social media to research candidates. Analytics that fully interpret big data
haven’t arrived yet, but there is much more that can be done with the tools that we already have,
and with the data already sitting in most businesses’ databases. Increasingly, recruitment and
talent management are becoming integrated. Smart organizations are using technology to
carefully track the media that prompted the start of the candidate journey, the steps they took, the
pages they viewed and the jobs they applied for. And then, once hired, their performance and
results are captured, too.
As much as these strides have been made in technology and consequently aided the recruitment
process, it is imperative that organizations remain mindful of effective recruitment procedures
and techniques. Firms should always be in recruitment process and should ensure their
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technological hiring system remains in the market in search of talent. Technologies available
should not only fetch the organization high performance personnel, but must be time-saving and
cost-effective in the process. The decision on which technological tools should be used is more
crucial if there are definite skills, knowledge or abilities being scouted. It is true that without a
proper job description an ideal candidate for a job will not found, but it is also true that the tools
used will determine the chances that the most qualified candidate will be found. It is therefore
important to carefully decide the recruitment selection tool. A number of these tools available
include company websites, social networking sites, radio adverts, telephone calls and Internet job
boards.
The recruitment process involves a number of functions and the first is the identification of ideal
candidates for outsourcing. The Internet is a contemporary and powerful resource for
outsourcing and hosts other tools ranging from online newspapers, online calls and online radio
stations. Functions of recruitment include job design and development, identifying and seeking
candidates, receiving and tracking applicants, reference and background checks, testing,
interview, evaluation and hiring. Developments in technology and changes in their use can lead
to huge shifts in recruitment trends for everyone in the industry. Advantages of business deals
done in Internet are well documented. They provide available information to a wide scope of
audience and improve communication in a resourceful and very timely way.

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 ORGANIZATIONAL OVERVIEW

Welfare Consultancy was founded in 2016 , and we have a Huge Pool of companies &
candidates of different fields like Management, Hospitality, IT, Healthcare, Education, and many
more.
We are.. what we repeatedly do.. “Excellence”, therefore is not an act but “Habit”.
We provide complete end to end recruitment solutions.

We are Welfare Consultancy

Making careers, Improving lives.

We are committed to providing quality candidates across all functions and all levels in the
shortest possible time.

Making a career or finding the right job is not a problem anymore if you are with Welfare
Consultancy, we are searching it out for you. Job seekers who are hunting for the right job and
are determined to kick-start their career with a great company can certainly rely on the Welfare
Consultancy, who provides job opportunities in various sectors like Entertainment Industry,
Media, IT, BPO, Finance, Healthcare and Education.

Welfare Consultancy act as a medium between the job aspirants in Delhi or outside and the
companies looking for the right candidate.
We help you know about the requirements, necessary qualification and other such criteria for the
particular job opening. They also assist in career-problems and provide counselling.
For all kinds of manpower requirements, the consultants are one stop shop. From job seekers to
employers, all are benefited from the Welfare Consultancy.

We are the major resource to help you find jobs in India. We are concrete part of Delhi’s jobs
and career recruitment industry. We serve employers in Delhi and outside as their corporate
placement & recruitment associates. We provide Expert Consulting, Recruitment Assistance,
Employee Orientation & Training Services. We serve the job seekers by short-listing of resume,
finding suitable jobs and giving career advice to the candidate.

It’s a new startup consultancy firms of only two members heena and hemant were started .they
are still working under unregistered company and they provided backdoor entry`s for the
candidates .they do not have a proper working time or strategy and they are working as they
want to do work.

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 Expert Consulting
We provide expert consultation to our clients and potential recruiters.
Recruitment Assistance
We provide complete assistance necessary for better packages and higher roles.

VALUES
 Customer Delight: A commitment to surpassing our customer expectations.
 Leadership by example. A commitment to set standards in our business and transactions based
on mutual trust.
 Integrity and Transparency: A commitment to be ethical, sincere and open in our dealings.
 Pursuit of Excellence : A commitment to strive relentlessly, to constantly improve ourselves, our
teams, our services and products so as to become the best in class.

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 LITERATURE REVIEW

It is widely held view that an organization’s human resources are its most important assets and,
among the resources available, may offer the only non-imitative competitive edge. Thus, an
organization’s ability to attract and retain capable employees may be the single most important
determinant of organizational effectiveness. As the point of entry for employees, the recruitment
function plays a critical role in enhancing organizational survival and success in the extremely
competitive and turbulent business environment.

Traditionally, organizations depended on fairly low-tech methods, including newspaper ads and
employee referrals, to locate and attract qualified candidates. Of late , the recruitment function
has been undergoing dramatic changes as a result of information technology(IT),leading one
observer to remark “few markets have been hit as hard by the power of the Web and E-
commerce as the recruiting industry. While there are still more changes underway, it’s clear that
the Web has quickly and dramatically changed the way the recruiting industry works”. The
internet is one of the most popular IT methods used in recruiting job candidates , and even
though it is difficult to gauge the actual level of hiring via this source, it has been estimated that
recruitment is the second largest source of income for providers. According to a 1996 survey,
there were more than 1.2 million jobs posted on the Internet, 3512 employment web sites , and
5,800 companies recruiting on –line . Another survey by the Internet Business Network puts the
number of Internet job postings in 1998 at approximately 28 million, and this is estimated to
climb to at least 30 million in 2004.

As a filtering mechanism, in the selection process, the recruitment function is one of the most
important areas of human resource management. Essentially, the purpose of recruitment is to
locate and attract qualified candidates, since considerable resources may6 be wasted processing
unqualified applicants. Ideally, recruitment follows from a systematic human resource planning
process, whereby an organization analyzes and plans for the flow of people into, through, and out
of the organization. Recruitment also goes hand in hand with the selection process whereby
organizations evaluate the sustainability of candidates for various jobs. Essentially, the
recruitment process begins with the identification of vacancy, after which the recruiter receives
authorization to fill it. The job is then carefully analyzed and the knowledge, skills, ability, and
experience required to effectively perform the job are identified. This implies using existing job
analysis data or doing a job analysis. The recruiter may also consider the job environment, as

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well as the organization’s culture and strategy, to determine individual characteristics necessary
for a job fit.

Recently, many organizations have begun to use innovative information technology methods to
complement the traditional sources. The Internet is the most popular IT tools, with such varied
vehicles as Users’ Network or the UseNet and the World Wide Web.

Thus, without effective planning systems, organizations may recruit the wrong type and numbers
of people, and without effective recruitment, organizations may end up processing and selecting
people who are not the best on the market.

EARLY STUDIES –

 Walk-in interviews were considered to be the best recruiting method

 Newspaper-ads to be the least effective
 ROBINS: “the ideal recruitment effort will attract a large number of applicants who will
take the job if it is offered. So recruiting is the process of discovering the potential
candidates for actual organizational vacancies”
 CHAPMAN AND CARROLL: concluded that timely responses from HR managers were
linked to greater applicant attraction

 BOWEN(1991): “the integrated recruitment and selection process helps recruiters to

choose the candidates to fit the characteristics of an organizational culture”.
 It is widely held view that an organization’s HR are its most important assets and among
the resources available, may offer the only non-imitative competitive edge
(Pfeffer,1994;Huselid,1995).
 Traditionally organizations depended on fairly low tech methods, including newspaper
ads and employee referrals ,to locate and attract qualified candidates. Of late, the
recruitment function has been undergoing dramatic changes as a result of information
technology (IT), leading one observer to remark, “few markets have been hit as hard by
the power of the web and E-commerce as the recruiting industry .While there are still
more changes underway it’s clear that the web has quickly and dramatically changed the
way the recruiting industry works” (Kay,200,p.72).
 The Internet is one of the most popular IT methods used in recruiting job candidates and
even though it is difficult to gauge the actual level of hiring via this source, it has been
estimated that recruitment is the second largest source of the income for providers
(Maynard,1997)
 Discourse on the impact of technology on work pivots around labor process theory as
articulated by Breverman (1974).The theory, roughly , states that the basic purpose of
introducing technology into workplaces is to foster transference of skill from labor to

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 capital, thereby affording management greater control of the labor process. With the
transference of skill comes a loss of worker efficacy. In other words, technology
engenders a dialectic between labor and management, mediated by the location of skill,
with the stakes being workplace power.

Research paper(1):
Sudhamsetti.Naveen, Dr.D.N.M Raju

Abstract: Successful recruitment and selection practices are key components at the entry point
of human resources in any organization .Efficient recruitment and selection strategies result in
improved organizational outcomes. The main objective of this paper is to identify general
practices that organizations use to recruit and select employees .The study also focus its
attention o to determine how the recruitment and selection practices affect the organizational
outcomes and provide some suggestions that can help to different companies located in Krishna..
The data was collected through well structured questionnaire. The source of data was both
primary and secondary and the Sample size was 150. Data analysis has been done with
statistical tools like tables, graphs, pie charts, bar diagrams etc.

Recruitment and selection are two important functions of human resource management.
Technically speaking the function of recruitment precedes the selection function. it includes
finding, developing prospective employees and attracting them to apply for jobs in an
organization. selection is the process of finding out the most suitable candidate to the job.
Recruitment is the first stage in the process which continues with selection and ends with the
placement of candidate. Recruitment facilitates in acquiring the number and the types of people
necessary to ensure continued operations of the organizations .Recruitment is finding the
potential applicants for actual or anticipated org vacancies thus, it acts as link in bringing
together the people with jobs and those seating jobs. The purpose of recruitment is to identify
suitable man power to meet the job requirements and job specifications
It is the most important function of personnel administration on the other hand selection is
concerned with securing right information about the applicant. The object of selection process is
to determine whether the prospective candidate possesses the qualification for the specific job it
is a long process. Starts from the interview and ends with the contract of employment
According to Edwin B Flippo
Recruitment as “ the process of searching for prospective employees and stimulating them to
apply for the jobs in the organization.”
According to Yoder
Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employee effective measures to attracting that manpower in adequate
number to facilitate effective selection of an effective workforce.

According to the Business Dictionary

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Employee selection as the “ process of interviewing and evaluating candidates for a specific job
and selecting an individual for employment based on certain criteria.”
Selection is defined as the process of differentiating between applicants in order to identify those
with a greater likelihood of success in a job. Selection is basically picking an applicant from (a
pool of applicants) who has the appropriate qualification and competency to do the job.

The difference between recruitment and selection:

Recruitment is identifying and encouraging prospective employees to apply for a job and
Selection is selecting the right candidate from the pool of applicants.

Research(2) (Syamala Devi Bhoganadam, Dr. Dasaraju Srinivasa Rao.)

ABSTRACT :From past decade the business organizations are more concentrating on the human
capital because they are the most valued and most treasured assets. While recruiting the
candidates the organizations has to map carefully the available human resources because they
create the competitive advantage for the organizations. The word recruitment has become as a
logistic of human resource capital for the many organizations. Business organizations are
advancing modern recruiting and selection methods due to the entry of multinational companies.
The aim of the paper is to study the recruitment and selection process followed at Sai Global
Yarntex Private Limited. The best human capital availability in organizations makes them
competitive advantage and as well as they become the real life blood of the organizations. This
research studies the review of literature for recruitment and selection procedures followed at
organizations. The research was done using both primary and secondary data. Primary data was
collected from 40 employees using questionnaire method. The results were obtained from
percentage method. The research findings reveal that sai global yarntex private limited follows
best recruitment and selection process and they are satisfied with the organizational climate and
the organization follows ethical recruitment policy.

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Keywords: Employees, recruitment, selection, recruitment policy, organization climate, ethical
values.

INTRODUCTION Human resource management is the essential function of organizations.

Among the HR practises recruitment is the basic function where employees are entry into the
organizations. Recruitment is the process of searching prospective employees to apply for the job
posting in the sai yarntex private limited. Selection is the process of choosing an appropriate
candidate among the job applicants. Selection process starts after the completion of the
recruitment process. Recruitment is the positive aspect where as selection is the negative aspect
of HR practises. Many of the researchers say that recruitment and selection policies should be
ethical for the organizations in order to sustain in the competitive environment. Recruitment is
the first step then after selection and placement comes in the employment process (Rao, 2010).
Employers aim is to choose an appropriate candidate suitable for that particular job. Recruitment
is the activity done by the HR’s in many organizations.

recruitment process differs from one organization to others. According to Edwin B. Flippo
recruitment is the process of attracting the candidates and making them to apply for the job.
Recruitment process followed at many Indian organizations is by framing the recruitment policy
and then making the policy into action. Sources of the traditional recruitment are by employee
referrals, transfers and promotions, walk-in and by the advertisements. In the modern economy
the recruitment process was drastically changed with the entry of social media. Many
organizations are following the online recruiting methods for attracting the prospective
employees but in the sai global yarntex private limited only the traditional recruitment methods
were followed. There are many factors that affect recruitment process like organization culture,
working hours, facilities, salary, welfare, brand image, good will, location and etc. Selection is
the second step in the in the process of man power planning. Selection is the process of choosing
the appropriate candidate which matches the candidate skills and the job requirements
(Bhattacharyya, 2010). Selection process will be lengthy for large organizations and will be
wider for manufacturing organizations and it differs from one industry to other (Venkatesh,
2008). As this a manufacturing organization its process will be wider in departments and
activities. According to the Dale Yoder selection means dividing the total job applicants into two
classes as selected and not selected (K.Aswathapa, 2007). The selection process followed at sai
global yarntex private limited is like the selection procedure of scientific selection procedure.
There are many factors that are to be considered while selecting a candidate those are like group
discussions, employment background, referral background, interviews, medical tests and etc.

According to the Burack (1985) recruitment sources are closely linked to the organizational
activities as performance of employees, employee turnover, employee satisfaction, employee
wishes and the commitment of the organization (Burack, 1980). These recruitment and selection
process should be done at each and every sector for fulfilling their organizational goals (Nartey,
2012). Recruitment and selection practises were important in the police department as said by
Michael D. White and Glipsy Escobar (2008) in the world and this paper shows the importance
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of seven issues relating to recruitment, selection and training practises in the organizations
(M.N.Malhotra, 2014) (Terpstra.D, 1996). Mohammed Nurul Absar (2012) says the importance
of recruitment and selection in his paper by considering both public and private manufacturing
firms in Bangladesh (M.M.Absar, 2012). Some of the research professionals and scholars say
that there is a close linkage between the recruitment selection employee satisfaction organization
performance and HR practises (Gorter, 1996). In his paper Recruitment and Selection of public
workers: An international compendium of modern trends and practises say that the importance of
using technology in the recruitment and selection process for updating the organizational
resources (Hays, 2004). On gori Henry and Temtime Z (2009) say that in their paper the
recruitment and selection practises of the small and medium enterprises and make them to
improve their HR practises (R.D.Omolo, 2012). French says that the importance of certain
selection and recruitment activities in the organizations (G.R.French, 2012). Among recruitment
sources Bernardin say that internal source of recruitment is effective compared to the external
source (H.John, 2003). Decker & Cornelius say that compared to the traditional recruiting
sources the modern sources like referrals, casual applicants and direct approaches will benefit at
large (L.Barclay, 1985) (Cappelli, 2001). Selection procedure also should be in application to the
modern techniques (M.Smith, 2001). The literature says that employers are doing the traditional
method of recruiting rather than the modern technologies (Schmidt, 1998). Chris Piotrowski and
Terry Armstrong say that in their article that around all the organizations are using traditional
recruitment sources and 30% of organizations are screening candidates honestly (Armstrong,
2006). According to SHRM (Society for Human Resource Management) says that 15% joined in
the organizations are placing false resume (Gusdorf, 2008). Some of the employers select the
candidates with discrimination was not supposed to be done in the organizations (Fomunjong,
2009).

CONCLUSION The study was conducted among the workers of The Sai Global Yarntex Private
Ltd, vellampalli covering 50 respondents. The data was collected by means of questionnaire and
the data was classified and analyzed carefully by all means. From the analysis, it has been found
that the most of the employees in the company were satisfied but changes are required according
to the changing scenario of recruitment process that has a great impact on working of the
company as a fresh blood, new idea enters in the company. Selection process is also good and
the company’s recruitment department is doing well in placing the candidates and filling the job
vacancies for all levels of positions. Some of the suggestions were mentioned to enhance the
organizational policies, strategies, procedures and process.

(3)Geeta Kumari, Jyoti Bhat and K. M. Pandey, Member, IACSIT

Abstract—In this research paper, study has been made about recruitment and selection process of
Hindustan Coca-cola Beverage Private limited , Gangyal in Jammu in India. The study indicates
that although the company follows a well defined recruitment policy. In most of the cases the
company does compensate the employees for the expenses incurred by them. It is also observed
that the company has got all the databases fully computerized. All employees said that the
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company hires consultancy firms or recruitment agency for hiring candidates. It can be said that
in spite of some odd factors, the company is doing well since establishment.

Recruitment Policy Recruitment policy of any organization is derived from the personnel policy
of the same organization. In other words the former is a part of the latter. However, recruitment
policy by itself should take into consideration the government‟s reservation policy, policy
regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal
sources, social responsibility in absorbing minority sections, women, etc. Recruitment policy
should commit itself to the organisation‟s personnel policy like enriching the organisation‟s
human resources or servicing the community by absorbing the retrenched or laid-off employees
or casual/temporary employees or dependents of present/former employees, etc. The following
factors should be taken into consideration in formulating recruitment policy. They are:- 
Government policies  Personnel policies of other competing organizations  Organisation‟s
personnel policies  Recruitment sources  Recruitment needs  Recruitment cost  Selection
criteria and preference.

SELECTION Introduction The size of the labour market, the image of the company, the place of
posting, the nature of job, the compensation package and a host of other factors influence the
manner of aspirants are likely to respond to the recruiting efforts of the company. Through the
process of recruitment the company tries to locate prospective employees and encourages them
to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for
selection. Definition To select mean to choose. Selection is the process of picking individuals
who have relevant qualifications to fill jobs in an organisation. The basic purpose is to choose
the individual who can most successfully perform the job from the pool of qualified candidates.
Purpose The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organisation best, to find out which job applicant will be successful,
if hired. To meet this goal, the company obtains and assesses information about the applicants in
terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the
profile of candidates. The most suitable person is then picked up after eliminating the unsuitable
applicants through successive stages of selection process. How well an employee is matched to a
job is very important because it is directly affects the amount and quality of employee‟s work.
Any mismatched in this regard can cost an organisation a great deal of money, time and trouble,
especially, in terms of training and operating costs. In course of time, the employee may find the
job distasteful and leave in frustration. He may even circulate „hot news‟ and juicy bits of
negative information about the company, causing incalculable harm to the company in the long
run. Effective election, therefore, demands constant monitoring of the „fit‟ between people the
job.

The Process Selection is usually a series of hurdles or steps. Each one must be successfully
cleared before the applicant proceeds to the next one. The time and emphasis place on each step
will definitely vary from one organisation to another and indeed, from job to job within the same

18
organisation. The sequence of steps may also vary from job to job and organisation to
organisation. For example some organisations may give more importance to testing while others
give more emphasis to interviews and reference checks. Similarly a single brief selection
interview might be enough for applicants for lower level positions, while applicants for
managerial jobs might be interviewed by a number of people.

Screening Interview: A preliminary interview is generally planned by large organisations to cut

the cost of selection by allowing only eligible candidates to go through the further stages in
selection. A junior executive from the Personnel Department may elicit responses from the
applicants on important items determining the suitability of an applicant for a job such as age,
education, experience, pay expectations, aptitude, location, choice etc. this „courtesy interview‟
as it is often called helps the department screen out obvious misfits. If the department finds the
candidate suitable, a prescribed application form is given to the applicants to fill and submit.

the Recruitment & Selection and Training & Development in Indian and Foreign MNC‟s. The
conclusion is drawn from the study and survey of the company regarding the Recruitment &
Selection and Training & Development process carried out there.  The recruitment process to
some extent is not done objectively and therefore lot of bias hampers the future of the
employees. That is why the search or headhunt of people should be of those whose skill fits into
the company‟s values.  Most of the employees were satisfied but changes are required
according to the changing scenario as recruitment process has a great impact on the working of
the company as a fresh blood, new idea enters in the company.  Selection process is good but it
should also be modified according to the requirements and job profile so that main objective of
selecting the candidate could be achieved.  The training and development activities are needed
in the organisation because mostly employees are interested to take training and development for
future growth.  Thus, it is clear that training and development activities are needed for
employee‟s performance and organizational development.  From the questionnaire found that
mostly employees are young. Conclusion is that company should try to utilize workforce through
training and development .as it‟s a good factor that work force was young.  It clearly indicates
that employees are interested in training & development activities; they feel that such types of
activities are necessary for improving their performance and creating awareness among the
employees. It is clear that both type of method on and off the job are used in company for
training purpose. Conclusion is that company should used new methods for Training and
development.  Training and development programme should be made on actual needs of the
employees and organization.  Training and development programme should be revious more
frequently on timely basis.  Training and development should make compulsory for new
employee and old employee.

It is often termed positive in that it stimulates people to apply for jobs to increase hiring ratio i.e.
the no. of applications for a job. The process of generating a pool of qualified candidates for a
particular job is the first step in the hiring process. The aim of recruitment is to attract qualified

19
job candidates; the word qualified is
stressed because attracting applicants who are unqualified for the job is a costly waste of time.Un
qualified applicants need to be processed and perhaps tested or interviewed before it can be
determined that they are not qualified, to avoid these costs the recruiting efforts should be
targeted solely applicants who have the basic qualification for the job. Recruitment forms the
first stage in the process which continues with selection & ceases
with placement of the candidates. Recruitment &selection are critical elements of effective huma
nmanagements.With the human resource management paradigm they are not simply mechanism
for filling vacancies. Recruitment & Selection is a function of major importance to the success of
an enterprise .Placing the individual .

The process of Recruitment:

 Outsourced to Future Step

 Application for employment is received.

 Candidate is selected on the basis of their profile

 Interview is scheduled and an interview assessment form filled by the interviewee.

 National product head conducts the video interview with the candidate. At the branch level
interview is conducted personally by the product head.

 The candidate is selected on the basis of his/her performance in the interview.

 After Selection the Profile of the candidate is approved by the respective person.

 In case of the candidate being offered less than 10 lakhs p.a., the profile should be approved
by Sr. VP.

 If the candidates’ annual salary is more than 10 Lakhs then the profile is approved by the
directors.

 If the candidate is Ex-Havells then the profile should be approved by senior management.

 When the candidates are approved, through the checklist - Letter of Intent the necessary
documents are checked. Absence of documents is reported to the employee. The employee is
required to submit the missing documents on the day of joining.

 An offer letter is sent.

20
 OBJECTIVE

 To study the changes in the process of recruitment that occurred in the consultancy firms.
 To study the recent trends used by the consultancy firms for recruitment process.
 To learn about the technological tools being used in the process of recruitment in the
consultancy .

SCOPE OF PROJECT AREA

1. To structure the Recruitment policy of company for different categories of employees.

2. To analyze the recruitment policy of the consultancy.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

21
Erasmus, Van Wyk and Schenk (2000:291) describe recruitment as human resource
management activities aimed at attracting potential job seekers to fill a specific vacant
post. Candidates can be attracted internally or externally through various recruitment
methods (Arthur, 1998:47).

Selection is a process of finding the most suitable individual to fill a vacancy. It is aimed at
determining whether potential candidates have the necessary competencies to fill the vacancy
and choosing the best candidate. The competences of the applicant versus the requirements of the
job are taken into account during the selection process (Erasmus et al, 2000:311)

Hacker (1999:3) states that failure to understand the hiring process costs businesses money. He
further argues that an inadequacy in understanding recruitment and selection creates other related
problems such as emotional stress. He advises all people who hire and promote staff to
understand the processes, develop their skills and stick with a plan of action. According to him, it
is dangerous to rely too much on gut feeling during the recruitment and selection process.

22
IMPACT OF TECHNOLOGY IN RECRUITMENT PROCESS

In recent years, the automation of recruiting and hiring has developed beyond the traditional job
boards of yesterday and into outreach and applicant tracking systems.
These systems have helped companies keep their cool during the exponential increase in resumes
and cover letters received since job listings left newspapers for the web.
The current nature of the job market means that recruiters are inundated with hundreds of
applications for every job that is advertised; wading through these manually can be a time
consuming process. As a result, many firms are now using CV screening computer software as
their first line of defence. CV screeners are being used by recruiters as the first hurdle that
applicants must cross in the recruitment process. So many people are applying for each job that
going through every CV manually takes time. By utilising the screener we are able to narrow the
field of candidates down quickly and effectively. "The software automatically evaluates the
match between the CV's content and the requirements of the advertised position, and then rates
all the CVs in a percentage 'match'. The higher the match percentage, the more likely the CV will
be progressed. Effectively, it is having the first say about whose CV should be read by human
eyes. Although it sounds a bit unfair, it does
in fact remove any potential personal bias." The software automates another part of a process
that has become less paper-based in recent years. Many firms already encourage applicants to
apply for jobs by e-mail and some insist on completing application forms on their website. CV
screeners search for keywords. So it's best to study the job description and company website for
some important words, phrases or terminology and then work these into your CV a couple of
times."Another mistake that is often made is using the exact same description in your work
history for each position you've held. In some cases where the functions are primarily the same,
include any special projects or achievements to your description. For example, the description of
a rig electrician's role tends not to vary greatly, but if you worked on a specific upgrade,
inspection or construction project, consider adding this to highlight your skills."

The challenge for many recruiters is the sheer volume of potential candidates plus the large
number of social media channels available. It is therefore important to not just use technology for
technology’s sake, but to use it wisely and productively. Using a third party application like
Jobcast can therefore simplify efforts and facilitate the process.

The most successful social media recruitment initiatives are those that imitate real-life scenarios.
Think about how people like to connect and interact and extend that logic online.

23
 Another trend is the rise of the mobile app and how that is affecting the way candidates conduct
their job hunt. More and more individuals are relying on mobile internet for its conveniences as
well as its accessibility. The cost of mobile internet has dropped significantly in recent years and
it is likely that many individuals no longer have access to a computer at home, opting for their
mobile device instead. As a result, the way potential job seekers view employment opportunities
at your company has changed and apps or mobile-friendly websites are on the rise. It is
important to find out how job seekers are looking for your company and then make it as easy as
possible for them to find what they’re looking for.

Cloud computing will also change how companies hire employees. For smaller businesses,
advanced software and databases were often cost prohibitive as they did not have the budget to
purchase the technology nor the onsite capabilities to manage the programs. The rise of the cloud
is making it easier for companies to leverage advancements in technology and it’s likely that
we’ll see many more companies harness the power in their recruitment efforts.

A recruitment strategy will traditionally consist of a combination of face to face and verbal touch
points throughout the process. The impact of technology on this process is enabling HR and
recruiting teams to streamline their activities and operate more efficiently. There are three key
areas where new technology can have a significant impact on the direct hire strategy. These tools
and methods are now being used by the most forward thinking HR teams to help them achieve
their recruitment objectives:

Video Interviews
Using video to screen potential candidates saves on interview expenses, time spent travelling and
organising meeting rooms. Sometimes the organisation structure is such that, if the interviews
run to stage two or three, more senior executives will be involved. If they are based in an
overseas office or out of the country at meetings, the video interview can save the process from
being stalled because a senior member of the organisation is away.
Using Skype or video interviewing tools can be a real asset to a direct hire strategy.
 Provide relocating candidates the opportunity to save time and cost on commuting for early stage
interviews
 Screen volume candidates to avoid spending a whole day interviewing
 Interview overseas candidates
There is also the added benefit of screening a selection of candidates prior to setting up
interviews, as you can identify the most suitable candidates for interview and therefore save time
using video to adopt this process.

24
Software platforms designed specifically for this process will allow you to set up the video
interview, share it with others involved in the process and keep it filed within a cloud based
system. The video can then be viewed, shared and stored as and when required.

Skills and Behavioural Testing

There is a growing skills gap and many organisations are finding it hard to secure appropriately
skilled candidates for an ever-changing workplace. There are tools available to test for certain
skills and behaviours required that can even assess cultural fit. Using these tools will enable the
recruiter to make a sound judgement on how a certain individual will perform in a particular job
role. Getting this judgement wrong can be costly, so using a set of online tools and assessments
at screening/interview stage can make all the difference. Tools such as Prism can be used for
behavioural mapping and there are a host of online testing tools for various different employment
scenarios. Using a cloud based recruitment system will give you access to these tools as well as
help you manage the administration associated with it.
Demand for roles, such as software development is growing. The recruitment process for these
roles requires evaluation of a complex skill set and is therefore harder to assess unless you carry
out significant testing. The successful recruitment team need to adopt the use of online testing to
ensure the hiring process screens out the right people to take on this type of role. The use of
online testing for behavioural, soft skills and technical suitability is essential in today’s market.

Gamification
Using online games to attract staff is fast becoming a feature of the direct hire strategy. Marriot
hotels have used this exercise to engage with and encourage potential new recruits to join their
brand. They have set up social media gaming exercises targeted at Facebook users that fell
within their target demographic, to carry out tasks such as running a hotel, buying supplies and
managing a reception desk – all virtually.
Obviously this is a global brand and they are reaching out to potential new recruits all over the
world. But your strategy could take elements of the gamification process and run interactive
games using Facebook or other social media channels to roll it out.

25
 The new technologies available to recruitment teams are changing the hiring process. Using
elements of these features to assist within your direct hire strategy will help you to streamline the
process and appeal to potential new hires.

BENEFITS OF TECHNOLOGY IN RECRUITMENT

Benefits to organisation

 Reduce hiring delays - fill vacancies rapidly

 Reduce recruiting administration by as much as 50% - this means more time available for other
HR initiatives
 Reduce reliance and costs on recruitment agencies
 Post vacancies automatically onto your own branded website and external job boards
 Easily identify candidates who have applied previously
 Increase brand awareness by attracting candidates to your website
 Enhance candidate perceptions of your employer brand with fast response times
 Streamline communication between your company and qualified candidates
 Create consistency in the recruitment process with standardised processes, templates and guides
 Build your own talent pool to source for future job opportunities - sophisticated talent
relationship management tools allow you to build a database of suitable candidates from past
applicants or from previously identified targets
 Share talent globally with a single system and use this data to target and track the passive job
seeker.
 Measure success with a comprehensive set of reports, including reports on KPI's such as the
average cost per hire, agency performance tracking reports etc. Use this system to prepare data
for HR balanced scorecards and benchmarking

26
 Benefits of "Software As A Service"

 Access securely over the internet on a subscription basis

 Low cost of entry - removes the need for traditional capital expenditure process
 Low cost of ownership - no obsolescent equipment to write off
 Rapid implementation cycle - days and weeks not months or years
 No dependency on internal IT resources
 Guaranteed service levels 24:7
 Rapid return on investment - immediate bottom line impact
 Full accountability of your chosen service provider
 Absolute partnership, no hidden extra costs - training, online support and your exclusive account
manager are part of the package

27
 RESEARCH METHODOLOGY

The research methodology means the way in which we would complete our prospected task.

Before undertaking any task it becomes very essential for anyone to determine the problem of

study. I have adopted the following procedure in completing my study report.

1. Formulating the problem

2. Research design

3. Determining the data sources

4. Analyzing the data

5. Interpretation

6. Preparing research report

(1) Formulating the Problem

Research is an original contribution to the existing stock of knowledge making for its

advancement. It is the pursuits of truth with the help of study, observation, comparison and

experiment. The present study is carried out to analyze the impact of new trends and technology

in the process of recruitment. This describes research design, data collection method, sampling

design, data design, data analysis and finally limitation of the project.

28
(2) Research Design

The research design tells about the mode with which the entire project is prepared. My research

design for this study is basically a casual research in which the study is based on observing the

effect of one variable i.e technology on the other variable i.e. recruitment process.

(3) Determining The Data Source

The data source can be primary or secondary. The primary data are those for data which are

used for the first time in the study. Whereas the secondary data are those data which are already

available in the market.

Sources of primary data:

 Staff of the company

 Students of Masters of business administration

Source Of Secondary Data:

 Internet

 Articles

 Scholarly research papers

29
(4) Analyzing The Data

As no study could be successfully completed without proper tools and techniques, so for the better

presentation and right explanation I used tools of statistics and computer very frequently. Basic tools

which I used for project from statistics are-

- Bar Charts

Technological Tools

-Ms Excel

-Ms Words

(5) Interpretation Of The Data

With use of analyzed data I managed to prepare my project report. But the analyzing of data

would not help the study to reach towards its objectives. The interpretation of the data is required

so that the others can understand the crux of the study in more simple way without any problem

so I have added the section of analysis that would explain others to understand my study in

simpler way. In this segment I interpret my findings in the form of graphs and charts.

(6) Project Writing

This is the last step in preparing the project report. The objective of the report writing was to

report the finding of the study to the concerned authorities.

30
 SAMPLING PLAN

Sampling is an effective set in the collection of primary data and has great result on the quality of

results. The sampling plan includes the sampling technique, population, sample size.

 SAMPLING TECHNIQUES

In this study, stratified random sampling is used to collect the sample. The respondents were

interviewed with structured questionnaires.

 SAMPLE SIZE : The sample size in this study is 50.

 POPULATION :The population selected for this particular study is the employees of Havells

India Limited working in the HR department and the students pursuing MBA.

31
 DATA ANALYSIS AND INTERPRETATION

QUES 1 Selecting high quality candidate can lessen the employee turnover.

20

18

16

14

12
Series1
10
Series2
8 Series3

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

62% of population agrees that selecting high quality candidates can lessen the employee
turnover and rest disagrees with the statement.

32
QUES 2 Morale of the employees can be increased by adopting fair practice in
recruitment and selection

20

18

16

14

12

Series1
10
Series2
Series3
8

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

64% of the pool says fair practices can be helpful in increasing the morale of the employees and
32% of the pool disagrees with this statement.

33
QUES 3 Corporate social responsibility can lead to attraction of employees towards
the company

20

18

16

14

12

Series1
10
Series2
Series3
8

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

64% population says that CSR activities help in attracting employees.

34
QUES 4 In selection process innovative techniques(like stress level test,
psychometric test) play an effective role

35

30

25

20
Series1
Series2
15 Series3

10

0
STRONGLY AGREE AGREE STRONGLY DISAGREE
DISAGREE

Maximum population (94%) says that innovative techniques helps in recruitment process.

35
QUES 5 Environmental factor like (political, job market) affects recruitment and
selection process

20

18

16

14

12
Series1
10
Series2

8 Series3

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

64% of the population says that external factors affect the recruitment process.

36
Ques 6 The hiring process helps in identifying the visible traits (like behavioral
traits)

35

30

25

20
Series1
Series2
15 Series3

10

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

92% of the pool agrees that recruitment process helps in identifying the traits of the applicant.

37
QUES 7 E- recruitment (like portals, social websites) is necessary in the
competitive market

35

30

25

20
Series1
Series2
15 Series3

10

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

92% of the pool agrees that e-recruitment helps in recruitment process as well as it helps in
competitive market.

38
QUES 8 Employee referrals play crucial role for attracting the talent pool

35

30

25

20
Series1
Series2
15 Series3

10

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

90% of the pool says that employee referrals play a crucial role in talent acquisition.

39
QUES 9 Advanced tools and techniques will enhance success rate of recruitment
and selection process

35

30

25

20
Series1
Series2
15 Series3

10

0
STRONGLY AGREE AGREE STRONGLY DISAGREE
DISAGREE

96% of the pool agrees that advanced tools and techniques enhance the rate of recruitment
process.

40
QUES 10 Employer branding plays a key role in more successful recruitment and
retention of top talent

35

30

25

20
Series1
Series2
15 Series3

10

0
STRONGLY AGREE STRONGLY DISAGREE
AGREE DISAGREE

88% of the pool says employer branding is necessary for employee attraction.

41
 FINDINGS AND CONCLUSIONS

Through data analysis I found that around 85% of the population feels the need and importance
of consultancy in recruitment recruitment process.62% of the population says that external
factors have an impact on the recruitment process.64% of the pool suggests psychometric tests
and other skill analyzing tests as important tools for manpower requisition. Around 70% of the
pool says that corporate social responsibilities are also necessary for attraction of talent pool.90%
of the population considers employee referrals as an important way of attracting talent. 88% of
the population considers employer branding as an important tool for talent retention.

This concludes that for talent retention and for attracting high quality employees, a company
must focus on its technological tools and must adopt various tests that could assess the applicant
and his/her skills in a better way.

Also other measures like corporate social responsibilities and employer branding are some of the
important factors to attract talent pool.

This study concludes that recent trend in a consultancy firms play a vital role in the process of
recruitment and selection. They provide backdoor entry`s for those candidate`s , they
need/searching jobs. Consultancy worked as a meditator between company or a candidate`s.

42
 MANAGERIAL IMPLICATIONS

Through this study we see that how the trends in the field of recruitment and selection have
evolved during the time. There has been a lot of technological advancement in this field. E-
recruitment has become a major accelerator in this area. Various technological tools like intranet
softwares, internet portals have accelerated the pace of work and has helped in saving both time
and cost of the organization. This study helps in implementation of the ideas of KAVE ,as he
says that “recruitment function has been undergoing dramatic changesas a result of information
technology.

According to Braveman,” discourse of impact of IT on work pivots around labor process theory”.
This implies that in today’s era, organizations are much dependent on IT for their work. Since IT
helps in saving cost, time and labor, organizations are adapting new technological tools for
various purposes especially in the field of recruitment and selection.

Contrasting the earlier theories, nowadays, the era of technology and E-recruitment has evolved.
With this we come to know that E-recruitment is prevailing in this field than any other
recruitment methods.

43
 SUGGESTIONS

 The recruitment process must not be time consuming or lengthy.

 Various portals must be used to acquire a big pool of talent.

 Various technological tools like SAP must be used to save the time.

 If the manpower requirement is high, then third party like placement agencies can
be involved.

 Time management is very essential at every step of the process.

 Intelligence test should be implemented in selection process to test the

knowledge of the candidates.

44
 LIMITATIONS

 Due to lack of time, other aspects of recruitment and selection like legal formalities by an
applicant could not be studied.

 The personal biases of the respondents might have entered into their response.

 Because of a small period of time only small sample had to be considered which doesn’t
actually reflect and accurate picture

45
 REFERENCES
a) Paul Ellis CarothersTexas A & M University, 1985, Management Implications of Recruitment Seasonality in the
Texas Fishery for the Brown Shrimp, Penaeus Aztecus: A Simulation Study.

b) Wanda.J.Orlikowski,Jac J.Baroudi, Sloan school of management and retention of top talent,March,1991,pg 1-28

c) Sohel Ahmad,Roger G.Schroeder,Vol.19,Iss:5,p.p. 540-550

d) Youngohe Yoon and Tor Gumaraes,Journal of management information

systems,Vol.12,No.1(summer,1995),p.p.225-249

e) Luis R Gomez-Meja,David B-Baalkin,Pearson education,6 edition,p.p.682

http://www.recruitingtrends.com/thought-leadership/424-five-technology-trends-transforming-
recruitment

http://launchpadrecruits.com/the-10-biggest-tech-trends-that-will-rock-the-recruitment-world-in-2014/

http://www.rpoassociation.org/blog/bid/330126/What-is-the-Impact-of-Technology-on-Recruitment

http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/attracting-job-candidates/new-
recruiting-strategies.aspx

http://www.arithon.com/blog/2013/new-trends-in-recruitment/

http://www.ukessays.com/essays/information-technology/impacts-of-technology-on-recruitment-and-
selection-information-technology-essay.php

http://conference.aimt.edu.in/mba/mba%20paper/HUMAN%20RESOURCE%20MANAGEMENT%20INNO
VATIONS%20&%20TECHNOLOGY.pdf

http://myassignmenthelp.info/assignments/hr-management-assignment-essay-on-recruitment-
selection-approach/

http://university-essays.tripod.com/recruitment.html

46
 ANNEXURE

S.NO. QUESTIONNAIRE COMPLETELY AGREE DISAGREE COMPLETELY

AGREE DISAGREE
1. Selecting high quality candidate
can lessen the employee turnover
2. Morale of the enlisting
employees can be increased due
to fair practice in recruitment and
selection
3. Corporate social responsibility
can lead to attraction of
employees towards the company
4. In selection process innovative
techniques(like stress level test,
psychometric test) play an
effective role
5. The environmental factor like
(political, job market) affects
recruitment and selection process
6. The hiring process helps in
identifying the visible trait
7. Employer branding plays a key
role in more successful
recruitment and retention of top
talent
8. E- recruitment (like portals, social
websites) is necessary in the
competitive market
9. Employee referrals play crucial
role for attracting the talent pool
10. Advanced tools and techniques
will enhance success rate of
recruitment and selection process

47