“EMPLOYEES PERCEPTION OF RECRUITMENT AND

SELECTION PROCESS”

IN

HOTEL RAJMAHAL
A summer project submitted in partial fulfilment of Bachelors Business Administration
under

ACADEMIC SESSION
(2016-2019)

Institutional Guide: Submitted By:

Professor Santosh Kr. Anand SYED SHAH AFRIDI

Organizational guide:
ROLL NO. 265/16
Miss Shilpika Das GU REG. No. 000622
(HR EXECUTIVE)

ROYAL SCHOOL OF BUSINESS,

BETKUCHI, OPP. TIRUPATI BALAJI TEMPLE

GUWAHATI-781035

1
 CERTIFICATE OF ORIGINALITY

This is to certify that this project report entitled “Employees perception of Recruitment and
selection’ submitted by Ms. Syed Shah Afridi is a bonafide piece of work conducted under
my direct supervision & guidance. No part of this work has been submitted for any other degree
of any other university. The data sources have been duly acknowledged. It may be considered
for evaluation in partial fulfilment of the requirement for the award of degree of Bachelor of
Business Administration.

DATE: SANTOSH KR. ANAND

LECTURER
ROYAL SCHOOL OF BUSINESS
PLACE:

2
 DECLARATION

I, MR. SYED SHAH AFRIDI, ROLL NO. 265/16, a BBA student of

Royal School of business declare that the 5th semester project report
entitled ‘employees’ perception of recruitment and selection ‘at Hotel
Rajmahal is a bonafide work undertaken by me, during the period of
June July 2018 as partial fulfilment of the requirement of the degree
of Bachelors Of Business Administration (BBA) under Gauhati
university

DATE: (SYED SHAH AFRIDI)

PLACE:
ROLL NO:

3
 ACKNOWLEDGEMENT

The purpose of Summer Training is not merely doing a project, but to have a first-hand insight
and exposure to the Organization. It does not help us only in enhancing the academic
Knowledge but to also to let us know how to put the academic knowledge into a practical
application in the working environment.

I wish to express my sincere thanks to the HR Executive and our organization guide

Shilpika mam who had been very kind and helpful enough, to grant me this Opportunity to
learn throughout our Internship Project, in one of the leading star category hotels in hotel
industry HOTEL RAJMAHAL , paltanbazar.
My sincere gratitude goes to Manoj Jain (HOD of Royal School Of Business) and Mr.
Santosh Kumar Anand the SIP guide and full time faculty at Royal Global University
,Guwahati. Without their Guidance, Encouragement and Inspiration, the successful completion
of this project would never had been possible in such a Great manner.

4
 EXECUTIVE SUMMARY
TITLE – EMPLOYEES PERCEPTION OF RECRUITMENT AND SELECTION PROCEDURE AT HOTEL
RAJMAHAL

ORGANIZATION – RAJKAMAL & COMPANY

PERIOD – 14 JULY- 15 AUG 2018

ORGANIZATIONAL GUIDE – MS. SHILPIKA DAS, HR EXECUTIVE, HOTEL RAJMAHAL

PALTANBAZAR

SAMPLING SIZE – 50

INSTRUMENT – QUESTIONNAIRE

ANALYSIS – The raw data was collected and analysed. The data has been presented in tables

NEED OF THE STUDY – TO UNDERSTAND THE EMPLOYEES PERCEPTION OF RECRUITMENT

AND SELECTION PROCEDURE

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TABLE OF CONTENTS

Sr. No. Particulars Page no.

1. CERTIFICATE OF ORIGINALITY 2

2. CERTIFICATE OF DECLARATION 3

3. ACKNOWLEDGEMENT 4

4. EXECUTIVE SUMMARY 5

5. CHAPTER 1 1. INTRODUCTION TO THE TOPIC 8-31

2. EFFECTS OF RECRUITMENT PROCESS
3. FACTORS INFLUENCING
RECRUITMENT & SELECTION
4. JOB COMPATIBILITY QUESTIONNAIRE
5. SOURCES OF RECRUITMENT
6. RECRUITMENT POICIES
7. METHODS OF RECRUITMENT
8. RECRUITMENT STRATEGIES
9. SELECTION PROCESS
10. SIGNIFICANCE OF SELECTION PROCESS
11. STEPS INVOLVED IN SELECTION
PROCESS
12. INTERVIEW TYPES AND ITS
PROCESSES
13. IMPORTANCE OF RECRUITMENT AND
SELECTION

6.CHAPTER 2 COMPANY PROFILE 32-39

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7. CHAPTER 3 OBJECTIVE SCOPE AND LIMITATION OF THE 40-41
STUDY

8.CHAPTER 4 42-53
DATA ANALYSIS AND INTERPRETATION

9. CHAPTER 5 CONCLUSION and SUGGESTION 54-55

10. BIBLIOGRAPHY 56

7
 CHAPTER 1
INTRODUCTION

8
1.INTRODUCTION TO THE TOPIC:
Recruitment forms the first in the process, which continues with selection and
ceases with the placement of the candidate. It is the next step in the procurement
function, the first being the manpower planning, Recruitment makes it possible to
acquit the number and types of people necessary to ensure the continued operation
of the organization.” Recruitment is the discovering of potential applicants for actual
or anticipated organizational vacancies”. Recruitment has been regarded as the
most important function of personnel administration, because unless the right type of
people is hired, even the best plans, organization charts and control systems would
not do much good.

DEFINITION:

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

requirement of the staffing schedule and to employ effective measures for attracting
that manpower in adequate number to facilitate effective selection of an efficient
working force”. “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for job in the organizations recruitment is
the activity that links the employers and the job seekers”.

PURPOSES AND IMPORTANCE:

 Determine the present and future requirements

 Increase the pool of job candidates at minimum cost

 Reduce the probability of employee turn over

 Increase the success rate of the selection process

 Increase organizational and individual’s effectiveness

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2. EFFECTS of Recruitment process:

POSITIVE RECRUITMENT PROCESS:

 Attract highly qualified and competent people

 Ensure that the selected candidates stay longer with the company

 Make sure that there is match between cost and benefit

Help the firm create more culturally diverse work-force

NEGATIVE RECRUITMENT PROCESS:

 Failure to generate qualified applicants
 There is no match between cost and benefit
 Extra cost on training and supervision
 Increases the entry level pay scales

3.FACTORS INFLUENCING RECRUITMENT

EXTERNAL FACTORS INTERNAL FACTORS

SIZE OF AN ORGANIZAION SUPPLY AND DEMANDS

UNEMPLOYMENT POLICY LABOUR MARKET

HUMAN RESOURCE LEGAL CONSIDERATIONS

PLANNING

RECRUITMENT COSTS AND POLITICAL, SOCIAL AND

FINANCIAL IMPLICATIONS LEGAL ENVIRONMENT

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 PERSONNEL POLICIES OF IMAGE OR GOODWILL OF
ITS ORGANIZATION AND ITS THE COMPANY
COMPETITORS

GROWTH AND EXPANSION COMPETITORS

RECRUITMENT PROCESS:

 Planning

 Strategy development

 Searching

 Screening

 Evaluation and control

EMPLOYEE RECRUITMENT:

In the working place is essential to a company’s long-term success. By hiring correctly,

an organization adds the talent it needs and can enjoy the benefits in increased
productivity and morale. However, this process is not simple and if the careful process
of selection is not followed: you can be mired with poorly skilled, unmotivated and un-
loyal labour force which can impact future profits as well as other
Employee behaviour. Recruitment, quite often this word stands alone when some
gaming companies develop a human resources management strategy. An
organization cannot develop a recruitment strategy without simultaneously for
mulcting an Employee retention plan. Simply stated, it is one thing to attract workers,
but quite another to retain them.

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FACTORS EFFECTING RECRUITMENT:

 All organizations whether small or large, do engage in recruiting activity,

though not to the same extent. This differs with
 The size of the organization.
 The employment conditions in the community where the organization is
located.
 Working conditions, salary and benefit packages offered by the organization.
 The rate of growth of the organization.
 Future expansion program of the organization
 Cultural and legal issues.
 Organization’s ability to find and retain good performing people.

FACTORS AND SOURCES:

INTERNAL FACTORS:
Employees from within the organization are hired to fill a job vacancy.
It is normally used for higher level jobs
.
 The internal factors are:
 Company’s pay packages
 Quality of work life
 Organization culture
 Career planning and growth
 Company’s size
 Company’s products/services
 Geographical spread of the company’s operations
 Company’s growth rate
 Role of trade unions
 Cost of recruitment

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EXTERNAL FACTORS:

The external factors are: -

1. 1 Socio-economic factors
2. 2 Supply and demand factors
3. 3 Employment rates.
4. Labour market conditions.
5. Political, legal and governmental factors like reservations for SC/ST/BC and
sons of soil.
6. Information systems like employment exchanges /Tele-recruitment like
internet.

ADVANTAGES:

 Benefits of new skills, new talents and new experiences to organization

 Compliance with reservation policy is easy
 Scope for resentment, jealousies and heartburn are avoided.
DISADVANTAGES:

 Better morale and motivation associated with internal recruiting is denied to

the
 Organization
 It is costly
 Chances of creeping in false positive and fake negative errors.
 Adjustment of new employees to the organizational culture takes longer time.

REALISTIC JOB PREVIEWS:

 Provides complete job-related information to the applicants so that they can
make right decision before taking up jobs
 Lower rate of employee turnover.
 High level of job satisfaction & performance.
 Beneficial for organizations hiring at the entry level.

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4. JOB COMPATIBILITY QUESTIONNAIRE:
 To determine applicant’s preference for work, match the characteristics of the
job
 Greater the compatibility of applicant’s preferences & characteristics of the job
greater the probability of employee effectiveness & longer the tenure 400
item instruments.
 Measures job factor related to performance, satisfaction turnover and
absenteeism.

5. SOURCES OF RECRUITMENT:
 The various sources of external recruitment are:
 Advertising.
 Employment agencies
 Employee referrals
 Schools, colleges and professional institutions
 Labour unions
 Casual applicants.
 Professional organizations or recruiting firms or executive recruiters
 Indoctrination seminars for college professors.
 Unconsolidated applications
 Nepotism
 Leasing
 Voluntary organizations
 Computer data banks.

6. RECRUITMENT POLICIES:

A recruitment policy is concerned with quantity and qualifications of manpower. A well-

considered and pre-planned recruitment policy, based in corporate goals, study of
environment and the corporate needs may avoid hasty of ill-considered decisions and
may go a long way to man the organization with the tight type of personnel.

14
The most commonly adopted practice in an organization is to centralize the
recruitment and selection function.

A “recruitment policy” in its broadest sense involves a commitment by the employer

to such general principles as: -
 To find and employ the best qualified persons for each job.
 To retain the best and most promising to those hired.
 To offer promising opportunities for the life-time working careers.
 To provide programs and facilitates for personal growth on the job.
The following factors should be taken into considerations in formulating recruitment
policy.
They are as follows:
 Government policies
 Personnel policies of other competing organization
 Organization personnel policies
 Recruitment sources
 Recruitment need
 Selection criteria and preferences etc.

7. METHODS OF RECRUITMENT

Recruitment can be broadly categorized under three heads. Namely, Direct method,
indirect method and Third-party Recruitment method.

DIRECT METHOD: -

One of the widely used direct methods is that of sending of recruiters to colleges and
technical schools. Most college recruiting is done in co-operation with the placement
office of a college.

The placement office usually provides help in attraction students, arranging

interviews, furnishing space, and providing student resumes. For managerial

15
professional, and sales professional, campus recruiting is an extensive operation.
Persons reading for MBA or other technical diplomas are picked up in this manner.
Many companies have found employees contact with the public a very effective
method. Other direct methods include sending recruiters to conventions and
seminars, setting up exhibits at fairs, and using mobile offices to go to the desired
centres. Indirect method usually involves advertising in newspapers, on the radio, in
trade and professional journals, technical magazines and broachers. Advertising in
newspapers and magazines, is the most frequently used methods, when qualified or
experienced personnel are not available from other sources. Senior posts are largely
filled by such methods when they cannot be filled by promotion from within.
Advertising is very useful for recruiting blue-collars and hourly workers as well as
scientific, professional, and technical employees. Local newspapers can be a good
source of blue-collar workers, clerical employees, and lower level administrative
employees.

THIRD PARTY METHOD: -

These include the use of commercial of private employment agencies, placement
offices of schools’ colleges and professional associations, recruiting firms,
management consulting firms, indoctrination seminars for college for college
professors and friends and relatives.

PRIVATE EMPLOYMENT AGENCIES:

They are the brokers who bring employers and employees together. The
specialization of these agencies enhances their capacities to interpret the needs of
their client, to seek
Out particular. Types of persons, and to develop proficiency in recognizing the talent
of specialized personnel.

STATE PUBLIC EMPLOYMENT AGENCIES:

Also known as labour exchanges, they are the main agencies of public employment.
They provide a clearing housing for jobs and job information. These agencies
16
provide a wide range of services counselling, assistance in getting jobs information
about labour market, labour and wage rates.
PROFESSIONAL ORGANIZATION OR RECRUITMENT FIRMS:
They maintain complete information records about employed executives. These firms
are looked up on as ‘head-hunters’, ‘raiders’ and pirates by organizations which loose
personnel through their efforts. However, these same organizations may employ
“executive search firms” to help them find executive talent. These consulting firms
recommend persons of high caliber for managerial, marketing and production
engineer’s posts.

TRADE UNIONS:

It is another important source that provides manual and skilled workers in sufficient
numbers.

MODERN SOURCES AND TECHNIQUES OF RECURITMENT

A number of modern recruitment sources and techniques are being used by the
corporate in addition to traditional sources and techniques. These sources and
techniques include walk-in and consult–in, head-hunting, body-shopping, business
alliances, and tele-recruitment.

1. WALK-IN:

2. CONSULT-IN:

3. HEAD-HUNTING:

4. BODY-SHOPPING:

5. BUSINESS ALLIANCES:

TELE-RECRUITMENT:
The technological revolution in telecommunication helped the organization to use
internet as a source of recruitment. Organization advertises the job vacancies

17
through the World Wide Web (WWW) internet. The job seekers send their
applications through email or internet. Alternatively, job seekers place their CV’S in
the world Wide web/internet, which can be drawn by the perspective employers
depending upon their requirements

TEMPORARY EMPLOYMENT
 Low labour costs
 Easy access to experienced labour
 Flexibility in future
 DISADVANTAGE- Do not knows the work culture of the firm.

REFERENCE CHECK:

The reference of the person should be checked before making a final decision.
Check through a personal visit or a phone call directly to the applicant’s immediate.
Former supervision, if possible.
Verify that the information given to you is correct.
Consider, with judgment, any negative comments you hear and what is not said.
Checking references can bring to light significant information which may save you
money and future inconvenience.

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8. Recruitment Strategies:

Findings Overview Organizations were asked what strategies they use to recruit both
managerial/professional and non-management candidates. For recruiting
managerial/professional candidates, the Internet is the most popular advertising
Medium, used by 76 percent of the organizations surveyed. Organizations regularly
utilize internal resources (e.g., internal job postings and employee referrals) when
recruiting both internal and external candidates. Different kinds of agencies are used
to recruit for positions at different levels. — Temporary and government agencies are
used mainly to recruit non-management candidates. — Employment agencies,
colleges, and professional organizations are used more often to recruit
managerial/professional candidates.

Organizational Offerings

The quality of an organization’s offerings affects its ability to attract job candidates.
Organizations believe they offer candidates a strong company reputation (69 percent)
and high-quality benefits packages (65 percent) and learning opportunities (55
percent). Many organizations do not offer stock options (37 percent) or child care
options.

Best Practices

Organizations with the most effective recruiting strategies were 15 to 19 percent more
likely to offer candidates high-quality options such as:
• Potential for advancement.

• Company reputation.

• Stocks.

• Benefits package.

• Corporate culture.

• Salary scale.

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9. SELECTION PROCESS
“Selection is the process of examining the applicants with regard to their suitability for
the given job or jobs, and choosing the best candidate and rejecting the others.” Good
recruitment practices are only one key to generating a pool of top job candidates.
Equally important is having a strong basis from which to recruit. If an organization’s
policies and practices are unattractive to candidates, the organization’s ability to
generate good candidates will be limited regardless of the specific recruitment
practices they employee.

But what policies and practice do “good” applicants find attractive? Unfortunately,
there is no easy answer to this question because not all “good” applicants are alike,
and research shows that organization’s policies and the individual’s characteristics.
Financial considerations, supply and demand, and other variables impact the
recruitment process.

Looking for a qualified person for the IT department is likely to require a broader and
possibly more expensive search. Recruitment indicate that there is an increase in the
use of the internet and interactive employment websites, such as searching web
databases, placing online ads at various career sites, purchasing candidate
information from resume services, sending recruitment materials, to targeted
individuals, and placing ads in newspapers can all yield positive results.

Selection is the process in which candidates for employment are divided in two
classes-those application of these tools. Qualified applicants go on to the next hurdle,
while the unqualified are eliminated”. Thus, an effective selection Program is a non-
random process because those selected have been chosen on the bases of the
assumption that they are more likely to be “better” employees than those who have
been rejected. The organizations can make use of more than one source for carrying
out the recruitment procedure. Once the recruiting sources are identified, suitable
candidates are called for the selection process.

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 10. SIGNIFICANCE OF SELECTION PROCESS:

Definition:

It is the process of differentiation between applicants in order to identify (and hire)

those with a greater likelihood of success in a job. Selection of personnel to man the
organization is a crucial, complex and continuing function. The ability of an
organization to attain its goals effectively and to develop in a dynamic environment
largely depends upon the effectiveness of its selection program. If right personnel is
selected the remaining functions of personnel management becomes easier, the
employee contribution and commitment will be at an optimum level and employee-
employer relations will be congenial. In an opposite situation where the right person is
not selected, the remaining functions of personnel management, employee relations
will not be effective. If the right person is selected, he becomes a valuable asset to the
organization. In case of faulty selection, the employee will become a liability to the
organization.

Who are to be offered employment and those who are not. The process might be
called rejection, since more candidates may be turned away than hired. For this
reason, selection is frequently described as a negative process, in contrast with the
positive program of recruitment.

PRINCIPLES OF THE SCREENING:

A fair set of screening criteria must be in line with the job content and appointment as
well as advertised requirements Applicants should be clear on the criteria that apply
The criteria should apply to all applicants in a consistent manner Any waivers should
be fully motivated and approved Declarations should be made of whether any
candidate is related to or friends of an official in the component where the vacancy
exists The various activities of the screening process should be documented and put
on record

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 INITIAL REVIEWING AND TESTING:

 Education and Experience Evaluation

 Letters of Recommendation Elf-Assessment.
 Aptitude Test Performance Test for Specific Jobs
 Performance Test for Specific Jobs.

11. STEPS INVOLVED IN SELECTION PROCESS:

1. Written Examination.

2. Preliminary Interview.

3. Group Discussion.

4. Tests.

5. Final Interview.

6. Medical Examination.

7. Reference Checks.

8. Line Manager’s Decision, and

9. Employment.

TESTING IN SELECTION:

Testing represents an additional tool in the kit of the employment office. It supplements
direct personal contracts in interviews of various types with a wide range of tests. All
operate on the general theory that human behaviour can best be forecast by

Sampling it. The test creates a situation in which the applicant reacts; reactions are
regarded as useful samples of his behaviour in the work he is applying.

Formal testing programs have becomes increasingly common in modern selection. A

major reason is their convenience. Another is their relatively low cost. Perhaps

22
unfortunately, test results appeal to many managers because they provide quantitative
measures of something. They ate, for this reason, more easily compared. They seem
to bring the personalities of applicants down to a common denominator. Another
reason for the growing use of tests is the fact that they have been and are the subject
of extensive research.

TYPES OF EMPLOYMENT TESTS:

A simple classification of the tests used in selection would distinguish five principal
types, including achievement, aptitude, interest, personality, and combination tests.
Achievement Tests: sample and measure the applicant’s accomplishments and
developed abilities. They are performance tests; they ask the applicant’s
Accomplishments and developed abilities. They are performances tests; they ask the
applicant to demonstrate certain knowledge skills.

APTITUDE TESTS:

Measures an applicant’s capacity, his potential. Their simples form is the intelligence
test, which is intended to measure the ability to learn, to remember, and to reason.

INTEREST TESTS:

Use selected questions or items to identify patterns of interests-areas in which the

individual shoes special concern, fascination and involvement.

PERSONALITY TESTS:

Probe for the dominant qualities of the personality as a whole the combination of
aptitudes, interests, and usual mood and temperament. Whole the combination of
aptitudes, interests, and usual mood and temperament.

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GUIDES TO TESTING:
1. Tests should be taken in addition to other selection techniques as entire can
only provide information about a part of total behaviour of a candidate.

2. Test information should be taken into consideration to find out candidate’s

weakness rather than strength.

3. Tests are helpful in pocking a most likely successful group from a larger group
rather than successful individuals.

4. A test should be tested in one’s own organization as “a valid test in one that
measures.

5. Tests can be held only in case of failure of other selection devices in providing
satisfactory.

6. Test administrators should not heavily depend upon test score in making
decision regarding selection of a candidate.

Relationship between tests score and job success is not always linear. Hence,
decision-makers should use the test score judiciously.

OUTCOMES OF SELECTION DECISION:

• Mainly four different types

• True positive

• True negative

• False positive error:

Results in cost for training, transfer or terminating the service of employee.

Costs of replacing an employee with a fresh one-hiring, training, and replacement.

• False negative error:

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Costs associated difficult to estimate.

ENVIRONMENTAL FACTORS

EXTERNAL

 Supply and demand in labour market

 Unemployment rate
 Legal and political considerations
 Company’s image

INTERNAL

 Company’s policy
 Cost of hiring

CONCEPTS OF TESTING:

1. Job analysis

2. Reliability

3. Validity

BARRIERS FOR EFFECTIVE SELECTION:

• Perception

• Fairness

• Validity

• Reliability

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 SELECTION TECHNIQUES:

PRELIMINARY INTERVIEW

 This is a short interview and is used to eliminate unqualified candidates.

 Generally, there is no paper work at this stage.
 If the applicant looks like he can qualify for existing job openings, he or she is given
the application blank to complete.

APPLICATION BLANK:

 Application blank is used to get information from prospective applicant to help

management to make a proper selection.
 It quickly collects the basic data about a candidate.
 It is also useful to store information for future use.
 An application forms consists of
 Biographical data
 Educational achievements
 Salary and work experience
 Personal items
 Names and addresses of previous employers, references, etc.

CHECK OF REFERENCES:

 References are used in most selection processes.

 During the selection process it is believed that former employers, friends and
professional personnel give reliable evaluation of applicant.
 Reference checks are generally made by mail or telephone and sometimes
personally.

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12. INTERVIEW TYPES AND ITS PROCESSES

INTERVIEW PROCESS:
Interview is not a single step. It is a process consisting of several steps. The major
steps are grouped into four categories.

1. Before starting the interview, the important areas for asking questions should
be worked out.
2. The candidate’s application form should be examined to find his/her skills,
incidents and experiences which are related to important areas for asking
questions.
3. The interviewer should make the candidate relaxed by starting with questions
that are not directly related with the job.
4. After the candidate is relaxed, the interviewer should ask the questions
related to the job.
5. Now the interviewer should make a tentative decision about the candidate.

TYPES OF INTERVIEWS:

1. Informal interview
2. Formal interview
3. Planned interview
4. Patterned interview
5. Non-directive interview
6. Depth interview
7. Stress interview
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 8. Group interview
9. Panel interview

1.PRELIMINARY INTERVIEW

(a)Informal interview
(b)Unstructured interview

2. CORE INTERVIEW

(a)Background information interview

(b) Job and probing interview

(c) Stress interview

(d)Group discussion interview

(e) Formal and Structured interview

(f)Panel interview

(g)Depth interview

3. DECISION-MAKING INTERVIEW -
After the candidates are examined by the experts including the line managers of the
organization in the core areas of the job, the head of the department/ section
concerned interviews the candidates once again, mostly through informal discussion.
The interviewer examines the interest of the candidate in the job, organization,
reaction/adaptability to the working conditions, career planning, promotional
opportunities, work adjustment and allotment etc. the personnel Manager also
interviews the candidates with a view to find His reaction/acceptance regarding salary,
allowances, benefits, promotions, opportunities etc. The head of the department and

28
the personnel manager exchange the views and then they jointly inform their decision
to the chairman of the interview board, which finally makes the decision about the
candidate’s performance and their ranks in the interview.

EVALUATION OF APPLICATION FORMS:

There are two methods of evaluating an application form, viz., clinical and method
and weighted method.

1. Clinical method

2. Weighted method

3. Biographical inventories

WRITTEN EXAMINATION:
The organization has to conduct written examination for the qualified candidates after
they are screened on the basis of the application blanks so as to measure the
candidate’s ability in arithmetical calculations, the know the candidates attitude
towards the job’ to measure The candidates’ to know the candidates aptitude,
reasoning, knowledge in various disciplines, in various disciplines, general knowledge
and English language.

PRELIMINARY INTERVIEW:
The preliminary interview is to solicit necessary information from the prospective
applicants and to assess the applicant’s suitability to the job.

GROUP DISCUSSION:

The technique of group is used in order to secure further information regarding the
suitability of the candidate for the job. Group discussion is a method where groups of

29
the successful applicants are brought around a conference table and are asked to
discuss either a case study of a subject matter.

FINAL SELECTION:

 Keep a list of all applicants considered for final selection.

 Ensure that the criteria are in line with the advertised requirements as well as
the job content.

 Ensure that each selection committee member is provided with all the relevant
information pertaining to each short-listed applicant.

 Ensure that the interviews are conducted in a fair and effective manner and that
each candidate is weighed comprehensively against the requirements as
advertised.

 Ensure that a comprehensive motivation is compiled in respect of all the

applicants interviewed.

 Ensure that all applicants are informed about the outcome of the final selection
phase.

 Ensure that all relevant information is put on record.

CLOSING SELECTION:

1. Phone call and further clarification

2. Letter of intent
3. Completing employment forms
4. Protocols may be available for interested individuals
5. Number of candidates
6. Names, surnames and addresses of 5 top candidates
7. Recruitment and selection criteria
8. Justification of the decision.

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13. IMPORTANCE OF RECRUITMENT &
SELECTION PROCESS:

 Human Resources Management is concerned with human beings, who are the
energetic elements of management. The success of any organization or an enterprise
will depend upon the ability, strength and motivation of person’s working in it.
 The Human Resources Management refers to the systematic approach to the
problems in any organization. It is concerned with recruitment, training and
Development of personnel. Human resource is the most important asset of an
organization. It ensures sufficient supply, proper quantity and as well as effective
utilization of human resources.
 In order to meet human resources needs, and organization will have to plan in advance
about the requirement and the sources, etc. The organization may also have to
undertake recruiting selecting and training processes. Human Resources
Management includes the inventory of present manpower in the organization. In cases
sufficient number of persons is not available in the organization then external sources
are also identified for employing them. Human Resources
 Management lays emphasis on better working condition and also ensures the
employment of proper work force. A part of Human Resources Management is
assigned to personnel who perform some of the staffing function. The staffing process
is a flow of events, which result in a continuous managing organizational position at,
all levels from the top management to the operatives’ level. This process includes
manpower-planning, authorization for planning; developing sources of applicant
evaluation of applications employment decision (selection) offers (placement)
induction and orientation, transfers, demotions, promotions and separations.
 Manpower’s planning is a process of analysing the present and future vacancies as a
result of retirement, discharges, transfer, promotion, absence or other reasons.
 Recruitment is concerned with the process of attracting qualified and components
personnel for different jobs. This includes the identification of existing sources of the
labour market, the development of new sources and the need for attracting large
number potential applications so that good selections may be possible.

31
 CHAPTER 2

COMPANY PROFILE

32
 COMPANY PROFILE

RAJMAHAL – We take immense pleasure in introducing Rajkamal & Company, is a

company based in Guwahati, Assam. Its flagship brand “Hotel RajMahal” was established
in 1991, that is on its way to becoming an Indian Hospitality major in the near future. At
present it is one of the best pure vegetarians four star hotel in entire North Eastern region.

Hotel RajMahal has 71 well-appointed rooms being classified into 49 Executive Rooms,
10 Super Deluxe Rooms, 10 Prestige Rooms & 2 Rajmahal Suites to provide Comfortable
and suitable accommodation that meets the individual requirements of each of our
esteemed guests. The rooms of this four-star hotel are luxuriously appointed with high
quality fabrics, bathroom fittings and furniture.

The rooms are equipped with state – of – the – art facilities such as double bed, twin bed,
mini bar, work desk, electronic safe, LCD TV, tea and coffee maker, in-room dining, direct
dialing, in-house laundry and many more.

33
The vibrant cuisine from our kitchen and the unique hospitality with the best possible
amenities and facilities will make everyone to feel special.

Hotel Rajmahal offers innovative and integrated hospitality solutions. From corporate
hospitality to holiday management, it ensures best of services in absolute luxury. The
team at Hotel RajMahal strives to give each and every guest a perfect stay experience in
the City of Guwahati, “Gateway of Seven Sisters”.

34
THE TEAM OF THE COMPANY

HR EXECUTIVE - SHILPIKA MAM is the driving force of the total

manpower in Rajmahal Hotel, every employee getting recruited in the hotel
has to go through her before getting selected, she not helps the management
in selecting the credible employees by conducting interviews and training
sessions like probation periods but also ensures the departments to get
quality candidates at times of need.

Front desk manager- Shaunak Mukherjee a highly experienced individual who

is the head of the front desk department he has a PGDC in hotel management
moreover and is well versed when it comes to dealing customers and
negotiating room tariffs.

F&B MANAGER -SURAJIT DEY is the head of the food and beverage
department of the hotel. He is under charge for the food and beverages
provided to all the room guests and the smooth working of both kitchen and
restaurant. He ensures that every guest is being provided with the optimum
quality and quantity of food items keeping in par with the respective
standards of a star rated hotel.

BANQUET INCHARGE and Marketer – Raju Jha is responsible for all the major
events organised the premises of the hotel from booking to conducting
birthday party, marriage party, business conferences etc.

35
KEY SERVICES OF THE COMPANY

Mission & Vision of the Company

MISSION:

 The organization mission is to touch the horizon where the capabilities may
successfully meet with the requirements of the Company clients, that too with
ultimate transparency and cost-effectiveness.
 Rajmahal is always trying its best to recruit the best candidate, on time to time
providing the skilful candidate according to the requirement of each
department.
 The Company Mission is to providing/Recruiting the quality candidate for the
organization.
 The Company mission is also to make employee happy within the Company
premises because in order to satisfy a customer first an organization need to
ensure satisfaction of its own employees through fulfilment of their needs and
wants.
 The company is exclusively focusing on Social Media hiring as this platform has
tremendous potential on the given date. We are customizing the use of these
social tools to maximize our productivity in terms of recruitment.

36
ORGANIZATION STRUCTURE of the HOTEL

37
MY PERSONAL EXPERIENCE AT HOTEL RAJMAHAL-:

 I had started my Summer Internship Program at HOTEL RAJMAHAL This is a 4star Hotel

in Platanbazar. Being in the hotel business working as an intern at a luxurious 4star

was itself a feeling of pride and prestige

 I have done my Internship there for one month. I worked as an intern under the

guidance of HR EXECUTIVE MS.Shilpika Das She gave me all the relevant Company

information for preparing my Project as well. She taught me so many things like how

I can pitch the JD to the Candidate so that I can easily convince them for the Interview

regarding the Current job profile and how to identify candidates who may not be

truthful with their info. biodata, conducting personal interviews. I was working there

as an intern so I don’t have to handle any core responsibilities. I only look after the

supporting work, like Calling Selected Participants for Interview, Coordinating

Interviews with management, Coordinate and helping new employees to complete

joining procedures, checking attendance register of employees with the time office,

checking etc. and main work was finding candidates according to the job requirements

and conducting personal interviews too

38
39
 CHAPTER 3
OBJECTIVES, SCOPE AND
LIMITATIONS OF THE STUDY

40
Research Methodology

4.1 Research Objectives

▪ The objective of my study is to understand and critically analyse the

recruitment and selection procedures at Rajmahal.
▪ To understand the process of recruitment
▪ To know the sources of recruitment at various levels and various jobs
▪ To critically analyse the functioning of recruitment procedures

4.2 Scope of the research

 Finding awareness level of employees with recruitment policies

 Collecting database of selected employees
 To find the sources of job recruitment

4.3 Limitations of research

Though the present study aims to achieve the above-mentioned objectives in full earnest and
accuracy, it may be hampered due to certain limitations.

Respondent’s views were biased & they hesitated to disclose their personal
information.

Sample size is limited due to absence of employees and limited period of 1month

There could be a sampling error in the study

Some employees could not give enough time for the survey due to burden of work

41
CHAPTER 4 – DATA ANALYSIS
AND FINDINGS

42
 Data Interpretation

A questionnaire was prepared for the purpose of getting feedback from

employees and manager regarding “EMPLOYEES PERCEPTION OF
RECRUITMENT AND SELECTION” of their Company 50 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 analysed and expressed in the form of chart followed by their
interpretations and have been placed in the next few pages.
Q1. How long you have been working for the organization?
A.0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years
A B C D TOTAL

10 3 19 18 50

Sales

A
D 20%
36% B A
6%
B

C C
38% D

FIG1.1

43
INTERPRETATION:

According to the data almost 38% of the employees are working from last 10-15 years and
36% have been working for more than 15 years

Q2. What is your attitude towards certain aspects of the recruitment process.

TICK Agree Disagree

MARK
A The recruitment process should not be expensive

B The recruitment process should not cause much work

C The recruitment process should deliver motivated

applicants
D The recruitment process should deliver the right
applicants
A B C D TOTAL
26 12 5 7 50

Sales

14%

10%
52%

24%

A B C D
FIG1.2

INTERPRETATION:

Majority of the employees feel it should not be expensive in terms of cost of transportation,
accommodation since many employees stay in different cities therefore coming for interview
processes makes it pretty expensive

44
Q3. What do you think are the reasons for occurrence of vacancies? Please put a tick mark
against the blank space.

TICK
MARK
A Retirement of an employee
B Former employee changed
C Worker not satisfied with work
D Mismatch of job profile and workers skill
E Employee is on leave

A B C D E TOTAL

6 4 13 19 8 50

16% 12%
8%
A
B

43% C
30%
D
E

FIG1.3

INTERPRETATION:

Most of the employees feel the main reason for vacancies is because the worket was not
skilled or competent enough for the job wheras some feel the employee unsatisfaction being
the main reason.

45
Q4. How did you come to know about the vacancy that Rajmahal is having? Please put a tick
mark against the blank space.

TICK
MARK
A Internal Search
B Via Employees Referral
C Institute and training centres
D Walk-Ins
E Job portals like quikr,linked in,etc.

F Campus Recruitment via School/College/University

G Job announcement via newspapers

A B C D E F G TOTAL

2 10 15 6 12 0 5 50

0%
5%
27% 22% A
B
C
13%
D
33% E
F
G

FIG.1.4

INTERPRETATION:

As per the data most of the employees came to know about it from institutes and training
centres they were training in and job portals like quikr , olx , LinkedIn ,etc. Employee referral

46
is also another important reason for filling in vacancies . However campus recruitment has
never been a recruitment choice for the hr at rajmahal

Q5 Which of these recruitment tools did your firm use while recruiting you for an open
position? Please put a tick mark against the blank space. Can be Multi Response

A Interviews
B Application forms
C CVs and/or letters of application
D References
E Tests of specific skills through out
F Telephone interviews
G Biodata
A B C D E F G TOTAL

12 2 5 9 8 1 13 50

G A
26% 24% A
B
F B
C
2% 4%
E D
C
16%
10% E
D F
18% G

FIG1.5

INTERPRETATION:

The most important recruitment tool the firm used was interview, biodata, followed by
references, test of specific skills through (on job training) or ojt which applies for mostly
freshers.

47
Q6. When you applied for the job did your organization gave you any job description before
joining?

TICK
MARK
1 Yes

2 No

YES NO

32 12

27%

YES

73% NO

FIG1.6

INTERPRETATION:

More than 70% of the employees says yes they were briefed about the job in hand before
joining. whereas few says no

Q7 After a candidate is selected and is thus found fit for the job how much time does it take
for the employee to officially start the job.

48
A. next day
B.5- 10days
C. 15- 20 days
D. more than 20 days
A B C D TOTAL

3 29 7 11 50

6%
22%
A
B
14%
C
58%
D

FIG1.7

INTERPRETATION:

It is 58% of the employees who say within 5-10days wheras 11 employees say more then
20days.

Q8. What is the notice period for resignation?

A. 2 months

B 1 month

C 3month

D or less than 15 days

A B C D TOTAL

7 19 1 23 50

49
 14%

A
46% B
C
38%
D

2%

FIG1.8

INTERPRETATION:

According to the data, 46% of the employees say it is in or less then 15 days. Therefore, notice
period for resignation is usually not more than 15 days

Q9 In selection process do you think innovative techniques (like stress level test,
psychometrics test) should be adopted?

A. yes

B. no

A B TOTAL

5 45 50

50
 A
10%

B
90%

A B
FIG1.9

INTERPRETATION:

Majority of the employees says yes i.e. 56% of them wants new innovative techniques should
be adopted in recruitment process while the others where satisfied with the existing recruitment
process.

Q10. Are you satisfied with the selection process ? if no plz specify

A. Yes
B. No
Yes No TOTAL

45 5 50

10%

90%

YES NO
FIG1.10

INTERPRETATION: It was found that almost 90% of the total employees where satisfied with the
current recruitment process.
51
Q 11. What do you think is the important quality an organization looks for a candidate ?

A. knowledge

B. past experience

C. optimistic nature

D. discipline

A B C D TOTAL

15 20 3 12 50

24%
30%

6%

40%

A B C D
FIG1.11

The majority of the candidates feel that the important quality the organization looks for in a
candidate is firstly past experience followed by knowledge and discipline.

52
FINDINGS AND OBSERVATION

 The most significant finding of the study on Recruitment strategy prevailing in the
organization is very effective. The employees are quite satisfied with the current
recruitment methods.
 74% of the employees have been working in the organization for a long period at
least 10years which signifies the job security and satisfaction offered by the
company to its employees i.e. employee turnover ratio is very good
 The company’s approach to its recruitment policy shows that the right person is very
essential for the right job, as nearly 88% of the employees felt that they were
offered jobs according to their qualification and experience. Thus, setting a
relationship between qualification and job offered.
 The company’s selection process have been very effective and satisfactory for the
employees moreover innovative techniques in the selection process like
psychometric tests an stress tests are not preferred since the existing selection
process already seems adequate for most employees.
 The study shows that 72% of the employees were of the opinion that the
recruitment policy of the company is decentralized with each department recruiting
its own employees as per their requirement from the time to time.
 The company has been trying to infuse new blood in the organization by appointing
fresh graduates and, to set a competitive team so as to face the competitive world

53
 CHAPTER 5
CONCLUSIONS AND
SUGGESTIONS

54
RECOMMENDATIONS AND SUGGESTION –
 The outcome of the study illustrates that the organization has a good recruitment
policy where the employees are recruited according to their requirement from time
to time. But there is still a scope for improvement of its recruitment policy.
 The following are some of the suggestion which enables the company to enhance its
recruitment methodology.
 The company should focus its attention more on campus interviews to attract young
potential employees who have the zeal to achieve goal for themselves and the
company.
 The company needs to further focus on talent auditions and job fairs.
 Incentives and contest for employee referrals and the use of such as job boards and
job distribution services would go a long way in enhancing the recruitment process.
 H.R Department should be more practical and efficient so that the recruitment and
selection become more effective.
 Stress should be given on proper maintenance of database of application for future
recruitment in the organization.
 The company should follow new traits / trends in the recruitment process.
 The stress should be given on knowledge and the experience should be the major
criteria for selection of employees.
 More stress should be given to recruit qualification & skills percentage for
scrutinizing the application of prospective candidates

CONCLUSION
The following are the conclusions:
 The source of recruitment in the organization is totally based in both the factors i.e.
internal and external.
 The recruitment of the prospective candidate for a particular post is based in
experience, age, qualification.
 The selection process is totally based on skills, communication and technical
qualities.
 The formal interview is conducted by the HRD.
 After selection the employees are inducted for 1-5 days or more than 15 days for ojt
depending on their expertise and ability in the job that they are required for. Highly
experienced and qualified candidates are selected and can start working without any
on job training.

55
BIBLIOGRAPHY

Books:
• C.B. Gupta, (1996) Human Resource Management, Sultan Chand
&Sons.
• K Ashwathapa, (1997) Human Resource and Personnel
Management, Tata McGraw Hill
• Dr. C.R. Kothari, (2008) Research Methodology
• Chris Duke,(2001) Recruiting the right staff
Websites:
1. www.hrmantra.com
2. www.en.wikipedia.org
3. www.citehr.com
4. www.cncwebworld.com
5. www.hotelrajmahal.in

56
 Employees Perception on Recruitment And
Selection Questionnaire
Name :
Current Position :
Age :
Gender :

Q1. How long have you been working for the organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

Q2. What is your attitude towards certain aspects of the recruitment process.

Agree Disagree

1 The recruitment process should not be expensive

2 The recruitment process should not cause much work

3 The recruitment process should deliver motivated

applicants
4 The recruitment process should deliver the right applicants

Q3. What do you think are the reasons for occurrence of vacancies? Please put a tick
mark against the blank space.

TICK
MARK
A Retirement of an employee
B Former employee changed
C Worker not satisfied with work
D Mismatch of job profile and workers skill
E Employee is on leave

57
Q4. How did you come to know about the vacancy that Rajmahal is having? Please put a tick
mark against the blank space.

TICK
MARK
A Internal Search
B Via Employees Referral
C Institute and training centres
D Walk-Ins
E Job portals like quikr,linked in,etc.

F Campus Recruitment via School/College/University

G Job announcement via newspapers

Q5 Which of these recruitment tools did your firm use while recruiting you for an open position?
Please put a tick mark against the blank space. Can be Multi Response

TICK
MARK
A Interviews
B Application forms
C CVs and/or letters of application
D References
E Tests of specific skills through ojt
F Telephone interviews
G Biodata

Q6. When you applied for the job did your organization gave you any job description before
joining?

TICK
MARK
1 Yes

2 No

58
Q7 After a candidate is selected and is thus found fit for the job how much time does it take
for the employee to officially start the job.

A. next day
B.5- 10days
C. 15- 20 days
D. more than 20 days
Q8. What is the notice period for resignation?

A. 2 months

B 1 month

C 3month

D or less than 15 days

Q9 In selection process do you think innovative techniques (like stress level test, psychometrics
test) should be adopted?

A. yes

B. no

Q10. Are you satisfied with the selection process? if no please specify

A. Yes

B. No

Q 11. What do you think is the important quality an organization looks for a candidate?

A. knowledge

B. past experience

C. optimistic nature

D. discipline

59