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A STUDY

ON

RECRUITMENT PROCESS IN

DATA POINT INFO SOLUTIONS PVT LTD..

A PROJECT REPORT SUBMITTED TO

J.N.T.U, Anantapur.

IN PARTIAL FULFILMENT OF THE REQUIREMENTS

FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

(HUMAN RESOURCE)

By

K.Dinesh

REG NO: 10HF1E0008

Under the esteemed guidance of

MRS.M.LAKSHMI M.B.A, M.Phil

Assistant - Professor

Master of Business Administration

Noble college of computer sciences-MBA, musunuru

Kavali-524201, Spsr Nellore District - A.P

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ACKNOWLEDGEMENT

I express my deep sense of gratitude to P SUBBA RRDDY,, Principal, of noble college

of computer sciences MBA musunur, kavali consenting me to do my project work at and

DATAPOINT INFO SOLUTIONS PVT LTD ,HYDERABAD Permitting me to use all the

facilities available in our prestigious institution.

It gives great pleasure to express my gratitude to our beloved guide, Ms.lakshmi Asst

Professor, Master of Business Administration, who initiated in taking up this project work. We

are grateful for her precious guidance, persisting encouragement in completing the project work

successfully.

I am thankful to Head of The Department, Master of Business Administration, for his

valuable suggestions and spending his expensive time with me in completing the project work.

I am sincerely thankful to Mr.MURTHY SIR,business development Manager,hr and

Mr.sanjay Kumar, Manager (HR), and Data point Info solutions Pvt Ltd, for their

anonymous guidance and valuable suggestions and cooperation for the successful

accomplishment of my project work.

I express my gratefulness to the company Supervisors and employees for sparing their

valuable time, civility during the period of my project work atData point info solutions,,

S.r nagar, Hyderabad.

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DECLARATION

I declare that Project work entitled A STUDY ONIT RECRUITMENT AT DATAPOINT

INFO SOLUTIONS PVT LTD., submitted by me under the esteemed guidance of Lakshmi,

M.B.A, Asst Professor noble college of computer sciences MBA musunur, kavali Nellore

Affiliated to J.N.T.U, ANANTAPUR is my original work and it has not been submitted in part

or full to any University or Institute for the award of any Degree or Diploma.

Place:

Date:

(K. DINESH)

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TABLE OF CONTENTS

S.NO TITLE PAGE NO

CHAPTER-1

1 Introduction 08-12

2 Scope of the study 13

3 Objective of the study 14

4 Research Methodology 15-18

5 Limitations of the study 19

CHAPTER-2 20

6 Industry Profile 21-25

7 Company Profile 26-34

CHAPTER -3

8 Recruitment life cycle of Data point 35-39

9 How to work on portals 40-44

10 Formatting the profiles45-59

CHAPTER 4 60

11Data Analysis and Interpretation 61-80

CHAPTER-5 81

12 Findings 82-8313 Suggestions 84

14 Conclusion 85

CHAPTER-6 86

15 Questionnaire 87-89

16 Bibliography 90

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LIST OF TABLES

SNO TITLE PAGE NO

11.1 Awareness of recruiting process in the company 61

11.2 Awareness of different sources of recruiting 62

11.3 Technologies of the company 63

11.4 IT requirements or non IT recruitments 64

11.5 Various technologies client working on 65

11.6 IT technologies in current market 66

11.7 Requirements of organization 6711.8 What job portal 68

11.9 Usage of job portals 69

11.0 Awareness of databank 70

11.11 Awareness of head hunting process 71

11.12 Sharing of applicant information with other party 72

11.13 Maintenance of applicant tracking system 73

11.14 Forwarding fake resumes 74

11.15 Requirements per day 75

11.16 Chance for duplicate profiles 7611.17 Rate of duplicate profiles 77

11.18 Source for maximum response 78

11.19 Payment terms 79

11.20 satisfaction 80

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LIST OF CHARTS

SNO TITLE PAGE NO

1 Awareness of recruiting process in the company 61

2 Awareness of different sources of recruiting 62

3 Technologies of the company 63

4 IT requirements or non IT recruitments 64

5 Various technologies client working on 65

6 IT technologies in current market 66

7 Requirements of organization 678 What job portal 68

9 Usage of job portals 69

10 Awareness of databank 70

11 Awareness of head hunting process 71

12 Sharing of applicant information with other party 72

13 Maintenance of applicant tracking system 73

14 Forwarding fake resumes 74

15 Requirements per day 75

16 Chance for duplicate profiles 76

17 Rate of duplicate profiles 77

18 Source for maximum response 78

19 Payment terms 79

20 satisfaction 80

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CHAPTER I

Introduction

HUMAN RESOURCE MANAGEMENT

HISTORY OF HUMAN RESOURCE MANAGEMENT:

Some ofhuman resource management's vital principles were used in prehistoric times. Like,

mechanisms being developed for selecting tribal leaders. Knowledge was recorded and passed

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on to the next generation about safety, health, hunting, and gathering. 1000 B.C to 2000 B.C

saw the development of more advanced HR functions. The Chinese are known to be the first to

use employee screening techniques, way back in 1115 B.C. And turns out it was not Donald

Trump who started "the apprentice" system. They were the Greek and Babylonian civilizations,

ages before the medieval times.

With the advent of "labor unions" in the 1790's, the power in the hands of the employees

multiplied considerably and increased at a rapid pace by the 1800s and furthermore in the

1900s. This led to the HR department being more capable of politics and diplomacy. The two

feats that were quintessential to the importance of HR were; the fact that it was the HR

department that got the management and the labor unions to come on common grounds. They

basically worked on getting the management to see things from the labor perspective and grant

them medical and educational benefits. The other would be Frederick W. Taylor's (1856-1915)

Scientific Management. This book had tremendous impact on attaining better productivity

from low-level production workers.

In today's date, HR has the same importance as the other departments, in some corporates, it

has more. With the constant increase in education, technology and frequent fluctuations in

economic status and structures, I believe, HR is the oldest, most mature and yet, the mostefficient of all management styles.

DEFINITION OF HUMAN RESOURCE MANAGEMENT

The definition ofhuman resource managementemphasizes the sphere of influence to

encompass 'the strategic approach to manpower management in an organization'. The process

calls for a coherent objective to retain and increase employee head-count, any organization's

most valued asset. This specialized study and application has come in the wake of realization

that the employees of an organization, individually and collectively, are the main contributors

to the achievement of business objectives. The management of people hired by an organization

involves employing people, designing and developing related resources and most importantly,

utilizing and compensating their services to optimize business profitability via employee

performance. Today, Human Resource Management operates in tune with other essential

organizational requirements and co-exists with the topmost management cadre. Managing

human resources within a company calls for a liaison between the organization's management

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personnel and the administration of the executive rungs. It thrives on the strength of the

relationship between the management and workers of the company.

Functions of Human Resource Management:

Human Resource Management involves the development of a perfect blend between traditional

administrative functions and the well-being of all employees within an organization. Employee

retention ratio is directly proportionate to the manner in which the employees are treated, in

return for their imparted skills and experience. A Human Resource Manager ideally empowers

inter-departmental employee relationships and nurtures scope for down-the-rung employee

communication at various levels. The field is a derivative of System Theory and Organizational

Psychology. Human resources have earned a number of related interpretations in time, but

continue to defend the need to ensure employee well-being. Every organization now has an

exclusive Human Resource Management Department to interact with representatives of all

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factors of production. The department is responsible for the development and application of

ongoing research on strategic advances while hiring, terminating and training staff. The Human

Resource Management Department is responsible for:

Understanding and relating to employees as individuals, thus identifying individual

needs and career goals.

Developing positive interactions between workers, to ensure collated and constructive

enterprise productivity and development of a uniform organizational culture.

Identify areas that suffer lack of knowledge and insufficient training, and accordingly

provide remedial measures in the form of workshops and seminars.

Generate a rostrum for all employees to express their goals and provide the necessary

resources to accomplish professional and personal agendas, essentially in that order.

Innovate new operating practices to minimize risk and generate an overall sense of

belonging and accountability.

Recruiting the required workforce and making provisions for expressed and promised

payroll and benefits.

Implementing resource strategies to subsequently create and sustain competitive

advantage.

Empowerment of the organization, to successfully meet strategic goals by managing

staff effectively.

BENEFITS OF HUMAN RESOURCE MANAGEMENT:

Ideally, a Human Resource Management Department is responsible for an interdisciplinary

examination of all staff members in the workplace. This strategy calls for applications fromdiverse fields such aspsychology, paralegal studies, industrial engineering, sociology, and a

critical understanding of theories pertaining to post-modernism and industrial structuralism.

The department bears the onus of converting the available task-force or hired individuals into

strategic business partners. This is achieved via dedicated Change Management and focused

Employee Administration. The HR functions with the sole goal ofmotivating and encouraging

the employees to prove their mettle and add value to the company. This is achieved via

variousmanagement processes like workforce planning and recruitment, induction and

orientation of hired task-force and employee training, administration and appraisals.

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The last few decades have seen drastic changes in the human resource management strategies

employed by companies. Earlier, human resource management was confined to paperwork

related to hiring and payment of the staff in an organization. However, human resource

management can now be described as all the procedures required for the management of the

people working in an organization. The most valuable resources of any establishment are its

employees, as they play a crucial role in the accomplishment of the aims and objectives of any

business.

The key functions of human resource management include recruiting people, training them,

performance appraisals, motivating them as well asworkplace communication,workplace

safety, and much more.

DEFINITION OF IT RECRUITMENT:

IT Recruitment refers to the process of attracting, screening, and selecting qualified people for

ajob. For some components of the recruitment process, mid- and large-size organizations often

retainprofessional recruiters or outsource some of the process to recruitment agencies.

The recruitment industry has four main types of agencies: employment agencies, recruitment

websites and job search engines, "headhunters" for executive and professional recruitment, and

niche agencies which specialize in a particular area of staffing. Some organizationsuse employer branding strategy and in-house recruitment instead of agencies. Recruitment-

related functions are generally carried out by an organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other methods,

screening potential candidates using tests and/or interviews, selecting candidates based the

results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill

their new role effectively.

Recruitment and Training:

This is one of the most important responsibilities of the human resource management team. The

human resource managers work out plans and strategies of hiring the right kind of people. They

design the criteria suitable for a specific job description. Their responsibilities also include

formulating the obligations of an employee and the scope of tasks assigned to him. Based on

these two factors, the contract of an employee with the organization is developed. When

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required, they also provide training to the employees according to the requirements of the

organization. An organization cannot build a good team of working professionals without the

help of a good human resource management team.

Scope of the study

The scope for the study of IT recruitment refines to the sector of IT industry

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The scope for the study begins from searching the matched profile to appointing the

candidate in the client organization.

As we know the recruiting process is the most important issue in the organizations its

scope passes to the achievement of organizations objectives.

Objectives of the study

Primary objective

To analyze the recruiting process in Data point.

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Secondary objective

o To understand how Data point recruits persons to clients

o To get aware of recruitment process of the organization

o To get aware of various technologies using in the organization

o To find out what portal is mainly used in Data point

o To find out various IT technologies of the organization

o To find the chance for fake resumes

o To find the awareness of recruiters on the technologies

o To get aware of headhunting process

o To find the commission pattern of consultancies

o To find out the satisfaction on company recruitment process

Conceptual Framework

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Research

Methodology

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Research Methodology:

Definition

A plan for collecting and utilizing data so that desired information can be obtained with

sufficient precision or so that a hypothesis can be tested properly.

Sample Unit:

Sample unit is the recruiters of the company DATAPOINT INFOSOLUTIONS.

Data Sources:

Primary Data:

PrimaryData The Primary data were collected Human recourse through

questionnaire.

Secondary Data:

Secondary Data The Secondary data were collected from annual reports, journals,

magazines and websites.

Data Sources:

The study requires both primary data as well as secondary data.

Research design:

The research design for this research studies attempt to obtain a clear, complete and

accurate description of a situation. Descriptive study is necessary when the research is

interested in knowing the characteristic of a certain group.

Data Collection Methods:

Data for this research was collected both from primary and secondary sources.

There are two types of data sources:

1. Primary sources:This consists of original information gathered from specific purpose. The

normal procedure is to interview people individually and / or groups, to get the required data.

Here the data being sought is various methods and techniques of recruitment followed in this

organization.

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2. Secondary Sources:

The profile of the company and text books on HRM and PERSONNEL MANAGEMENT and

various magazines.

Research Approaches:

The research availed the survey research type of research where in the researcher goes to the

respondent with the questionnaire, clarifies and doubts raised by the respondent, who may fill

the questionnaire.

Research Instruments and sampling:

The researcher has used questionnaire as the research instrument.

Types of questions used in the questionnaire:

- Open-ended questions

- Close-ended questions

Open-ended questions:

Open-ended questions are used to get the suggestions from the respondent in order to

give feedback to the company.

Close-ended questions:

In closed ended questions there are two types of questions:

Multiple choice questions:

In this multi choice question the respondents are given four to five choices in which he

has to select one.

Sampling Procedure:

A sampling of 50 employees is taken for administering questionnaire.

Data Collection Details:

The data was analyzed using simple statistical tools like mean, percentage. The data

collected was interpreted using pie chart and relevant conclusions were drawn from

therein.

Total no of Employees : 500

Sampling Method : simple random

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LIMITATIONS OF THE STUDY:

In project of this nature, one cannot claim 100% accurate and authenticity. However every

possible effort has been made to make it genuine and authentic. It is possible that some errors

might have crept in while collecting data or in the preparation of the report due to the following

reasons

Lack of experience on part of the researcher.

Errors in tabulation and analysis of the data may weaken the exactitude.

The answers given by the respondents may be biased or not true

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Chapter 2

INDUSTRY PROFILE

AND

COMPANY PROFILE

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INDUSTRY PROFILE

The Information Technology (IT) industry has become of the most robust industries in the

world. IT, more than any other industry or economic facet, has an increased productivity,

particularly in the developed world, and therefore is a key driver of global economic growth.

Economies of scale and insatiable demand from both consumers and enterprises characterize

this rapidly growing sector.

Both software development and the hardware involved in the IT industry include everything

from computer systems, to the design, implementation, study and development of IT and

management systems.

Owing to its easy accessibility and the wide range of IT products available, the demand for IT

services has increased substantially over the years. The IT sector has emerged as a major global

source of both growth and employment.

The IT industry can serve as a medium of e-governance, as it assures easy accessibility to

information. The use of information technology in the service sector improves operational

efficiency and adds to transparency.

Recruitment:

Recruitment refers to the process of screening, and selecting qualified people for a job at an

organization or firm, or for a vacancy in a volunteer-based organization or community group.

While generalist managers or administrators can undertake some components of the

recruitment process, mid- and large-size organizations and companies often retainprofessional

recruiters or outsource some of the process to recruitment agencies. External recruitment is the

process of attracting and selecting employees from outside the organization.



in-house recruitment. The stages in recruitment include sourcing candidates by advertising or

other methods, and screening and selecting potential candidates using tests or interviews.

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Also known as aemployment agencies, recruitment agencies have historically had a physical

location. A candidate visits a local branch for a short interview and an assessment before being

taken onto the agencys books. Recruitment consultants then work to match their pool of

candidates to their clients' open positions. Suitable candidates are short-listed and put forward

for an interview with potential employers on a temporary ("temp") or permanent ("perm")

basis.

Outsourcing is beneficial for both the corporate organizations that use the outsourcing services

as well as the consultancies that provide the service to the corporate. Apart from increasing

their revenues, outsourcing provides business opportunities to the service providers, enhancing

the skill set of the service providers and exposure to the different corporate experiences thereby

increasing their expertise.

The advantages accruing to the corporate are:

turning the management's focus to strategic level processes of HRM

accessibility to the expertise of the service providers

freedom from red tape and adhering to strict rules and regulations

optimal resource utilization

Structured and fair performance management.

a satisfied and, hence, highly productive employees

value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organizations and the consultancies to grow and perform

better.

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Introduction to IT recruitment:

Recruitment refers to the process of attracting, screening, and selecting qualified people for

ajob. For some components of the recruitment process, mid- and large-size organizations often

retainprofessional recruiters or outsource some of the process to recruitment agencies.



niche agencies which specialize in a particular area of staffing. Some organizations

use employer branding strategy and in-house recruitment instead of agencies. Recruitment-

related functions are generally carried out by an organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other methods,

screening potential candidates using tests and/or interviews, selecting candidates based the

results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill

their new role effectively.

Agency types

The recruitment industry is based on the goal of providing a candidate to a client for a price. On

one end of the spectrum there are agencies that are paid only if they deliver a candidate that

successfully stays with the client beyond the agreed probationary period. On the other end of

the spectrum there are agencies that are paid a retainer to focus on a client's needs and achieve

milestones in the search for the right candidate, and then again are paid a percentage of the

candidate's salary when a candidate is placed and stays with the organization beyond the

probationary period. Today's (March 2011) recruitment industry is fairly competitive, therefore

agencies have sought out ways to differentiate themselves and add value by focusing on some

area of the recruitment life cycle. Here are five types of typical agencies.

Traditional agency

Also known as employment agencies, recruitment agencies have historically had a physical

location. A candidate visits a local branch for a short interview and an assessment before being

taken onto the agencys books. Recruitment consultants then work to match their pool of

candidates to their clients' open positions. Suitable candidates are short-listed and put forward

for an interview with potential employers on a contract or direct basis.

Compensation to agencies takes several forms, the most popular are:

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A contingency fee paid by the company when a recommended candidate accepts a job

with the client company (typically 20%-30% based and calculated on the candidates first-

year base salary (though fees as low as 12.5% can be found online, and which usually has

some form of guarantee (3090 days standard), should the candidate fail to perform and is

terminated within a set period of time (refundable fully or prorated).

Anadvance paymentthat serves as a retainer, also paid by the company, non-

refundable paid in full depending on outcome and success (e.g. 40% up front, 30% in 90

days and the remainder once a search is completed). This form of compensation is

generally reserved for high level executive search/headhunters

Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee,

in which the agency is paid and pays the applicant as a consultant for services as a third

party. Many contracts allow a consultant to transition to a full-time status upon completion

of a certain number of hours with or without a conversion fee.

Headhunters

A "headhunter" is an industry term for a third-party recruiter who seeks out candidates often

when normal recruitment efforts have failed. Headhunters are generally considered more

aggressive than in-house recruiters or may have pre-existing industry experience and contacts.

They may use advancedsales techniquessuch as initially posing as clients to gather employee

contacts as well as visiting candidate offices. They may also purchase expensive lists of names

and job titles but more often will generate their own lists. They may arrange a meeting or a

formal interview between their client and the candidate and will usually prepare the candidate

for the interview, help negotiate the salary and conduct closure to the search. They are

frequently members in good standing of industry trade groups and associations. Headhunters

will often attend trade shows and other meetings nationally or even internationally that may be

attended by potential candidates and hiring managers. Headhunters are typically small

operations that make high margins on candidate placements (sometimes more than 30% of the

candidates annual compensation). Due to their higher costs, headhunters are usually employed

to fill senior management and executive level roles. Headhunters are also used to recruit very

specialized individuals; for example, in some fields, such as emerging scientific research areas,

there may only be a handful of top-level professionals who are active in the field. In this case,

since there are so few qualified candidates, it makes more sense to directly recruit them one-by-

one, rather than advertise internationally for candidates. While in-house recruiters tend to

attract candidates for specific jobs, headhunters will attract both candidates and actively seek

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them out as well. To do so, they may network, cultivate relationships with various companies,

maintain large databases, purchase company directories or candidate lists and cold

call prospective recruits.

Niche recruiters

Specialized recruiters exist to seek staff with a very narrow specialty. Because of their focus,

these firms can very often produce superior results due to their ability to channel all of their

resources into networking for a very specific skill set. This specialization in staffing allows

them to offer more jobs for their specific demographic which in turn attracts more specialized

candidates from that specific demographic over time building large proprietary databases.

These niche firms tend to be more focused on building ongoing relationships with their

candidates as is very common the same candidates are placed many times throughout their

careers.

Job search engines

The emergence ofmeta-searchengines allows job-seekers to search across multiple websites.

Some of these new search engines index and list the advertisements of traditional job boards.

These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are

many other job search engines which index pages solely from employers' websites, choosing to

bypass traditional job boards entirely. These vertical search engines allow job-seekers to find

new positions that may not be advertised on traditional job boards, and online recruitment

websites.

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Company profile

Datapoint Info Solutions Pvt Ltd.,

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DATAPOINT INFO SOLUTIONS PVT LTD

"Data point is established in 2001 as a IT Consulting and Staffing Company. On the verge of

expansion Data point gradually moved the operations to Software Development and Web

Designing.

OVERVIEW

Software Development

Our responsibility encompasses Analyzing, Designing and Developing Software Products

meant for automating the manual process.

Web Designing

The design and development team is able to support with innovative and cutting edge solutions.

IT Staffing

Data point constantly works with clients requirements and has huge experience in a range of

fields like Microsoft Technologies.

Corporate IT Training

Data point, associated with various universities and companies impart onsite trainings at client

locations.

Data points responsibility encompasses Analyzing, Designing and Developing Software

Products meant for automating the manual process.

Data point is a Information Technology and Software Development industry with a vision of

creating a competitive advantage with Software and becoming the most valued partner of our

clients, we deliver high quality Business Management Solutions, Custom Software

Development, Application Development, Project Management, Software Testing and Quality

Assurance. Data point provides Offshore Software Development services & solutions.

Expertise of Data point:

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Research & Development Projects

Software & integration engineering

Joint ventures

Client Problem Solving

1. Web Designing:

Data points design and development team is able to support clients with innovative and cutting

edge solutions which aim to leverage the power of the internet and are tailored to unique

business requirements.

Data point has highly talented and experienced developers and designers, who provide high end

creative web solutions to our customers. Data point is specialized in development tools like

HTML, DHTML, XML, ASP .Net, C#, Flash, etc. and provide services like

Web Development

Web Designing

Graphics & animation

Data point has been successful in various web development projects like E-Commerce sites forvarious industries, Website integration with ERP, Intranets, Multimedia presentations and

projects, animated movies, Promotion collaterals and marketing materials for our clients.

Data point has vast experience of search and selection procedures and has well developed

screening methods to find the right fit.

2. IT Staffing

Data point constantly works with clients requirements in mind. Precisely Data point has huge

experience in a range of fields like Microsoft Technologies.

Data point identifies potential sources, gathers resumes of suitable candidates, conducts initial

screening and makes arrangements for the clients to interview the short listed candidates. In

Contract Services, Data point can meet the clients' most specific needs by sourcing and

managing the right professionals with the relevant experience and the correct attitudes. Data

point has been successfully assisting many companies in the IT industry in sourcing the

contract professionals.

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3. Recruitment

Recruitment is also done through advertisement in Newspapers for people with prior

experience.

The hiring process typically consists of 4 stages.

Computer based interview (CBI)

Group Discussion (GD)

Psychometric test

Personal Interview

4. Corporate Training:

To become a more skillful communicator or increase the managerial effectiveness or simply

wish to upgrade PC skills, Data point helps the customers to up gradate skills and knowledge.

Data point identifies a variety of skill development areas and provides numerous opportunities

for employees to become more productive and effective.

Data point views the training program as a true competitive advantage. Proficiency in these

areas translates not only greater opportunities for individual career growth, but benefits the

teams.

5. Training Areas:

Technical Training

Project Management

Leadership/Management

Change Management

Career Development

Interpersonal Skills

Client Care

Data points competitive advantage:

Works for Fortune 500 customers.

Have exposure to mature Quality practices and processes.

Work on best-of-breed technologies.

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Takes up challenging and end-to-end projects.

Benefit from mentoring by experienced seniors.

Keep the skills of the employees upgraded by continuous learning.

Work in a competitive, free and healthy environment.

Locations

India

Singapore

U.S.A

Management Team

The management team defines Data points journey with vision and integrity

Data point Offers Career opportunities in various technologies to support its internal

development team and also Clients' staffing requirements. Data point has about 6 years of

expertise in recruitments. To meet the client's talent acquisition challenges for a globally

competitive and diverse work force Data point offers tailor made staffing solutions in various

technologies to all the clients

Data point is uniquely positioned - geographically and strategically to help organizations

achieve their business goals through effective and cost efficient solutions for their Business

needs. Data point has a focused approach which is targeted to meet the requirements of end

users and is quality-centric. After having worked with varied vertical and Business lines, Data

point has gained expertise in various Business Domains that have given Data point an edge

over others. Data point believes in satisfaction of the clients through compelling and well-

focused websites and web solutions that ultimately result in business generation for the clients

too.

Services

Data point provides a full range of outsourcing services and solutions to businesses leaders,

both large and small. The clients of Data point feel confident and secure as Data point provides

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the clients with the best people, the best tools, and the assurance that Data point team will be

there at every step of the way ... until success is achieved.

IT Consulting & Staffing

Based on the assignment specifications given by the clients, Data point identifies potential

sources, gathers resumes of suitable candidates, conducts initial screening and redirects the

process for the clients to interview the short listed candidates.

In Contract Services, Data point meets the clients' most specific needs by sourcing and

managing the right professionals with the relevant experience and the correct attitudes. Data

point has successfully assisted many corporate in the IT industry in sourcing contract

professionals

Hiring Process at Data point

Recruitment is also done through advertisement in Newspapers for people with prior

experience. Data point has been actively in the profession of sourcing IT professionals from the

year 2000. Data point has placed candidates from different skill sets with varying levels of

experience. Having established a reputation as a good placement organization, Data point

constantly approaches adept professionals, in pursuit of better opportunities, which helps Data

point maintain an updated database of present and potential IT connoisseurs in demand at home

and in abroad.

Data point endeavors to be a pioneer in Recruiting and manpower consulting, thanks to

strategic alliances with leading multinational companies in India and US of America. Data

points technically competent, experienced, and certified consultants will help the clientele to

get the right manpower at the right time. Data point takes pride in having top-notch companies

who makes the company enable faith in the future through maintaining high quality in

screening, hiring and management.

Data point has identified a number of areas of thrust in the emerging and ever growing IT

industry and virtue of which, the company focuses all energy to get on to the fast track in the

shortest possible period. Data point pursues requirements from leading Corporate in India and

abroad. Data point is also entering into a memorandum of understanding with leading

companies in India & USA for placements.

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At this crucial point the company found the gap which needed to be filled by Data point to

improve the client satisfaction levels. Data point is assisting many colleges and Organizations

in Training & Recruiting fresher.

Data point, unlike other companies knows the Industry requisites and what an Organization

expects from a candidate and henceforth trains the students accordingly so that they can get in

to the market with more confidence.

Data point not only trains extensively on technologies but also on soft skills. Data point also

motivates the students to implement the projects on their own, which gives them a real time

exposure towards the same

Mission

Our mission is to identify, recruit and facilitate quality manpower who are technically strong,

dynamic and determined, as we are, for the future belongs to those who think and prove

global.

Data points Expertise:

The company guarantees reliable and productive candidates, which evinced the fact that over

94% of the clientele have done repeat businesses with it.

Simplifying Opportunities: Its more than just a slogan. The entire business is geared towards

helping the clients to successfully complete and implement their critical I.T initiatives in a

timely and cost efficient manner. Data points job is to provide, Excellent manpower which

makes the organization so that it can be more successful and continue to be the leader in the

industry.

SERVICES

Data point focuses on building and strengthening one-on-one relationship with clients. The

company emphasizes personal service. The companys constant endeavor is to help the

clients emerge triumphant in pursuit of goals by manning with true power companies

providing required manpower to customers across the globe.

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THE CLIENTELE:

Data point has Clients of various levels, right from Domestic IT majors to Top Level MNCs in

the Indian Market Like

ORGANISATION STRUCTURE

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DATAPOINT MANAGEMENT HIERARCHY

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RECRUITMENT LIFECYCLE

IN

DATAPOINT

RECRUITMENT LIFE CYCLE:

Generating the Requirement from the client where the BDM (Business Development Manager)

plays the main roles

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After the requirement is generated the team lead will analyze the requirement and forwards it to

the team Members.

The team Member analyses the requirement.

A) Analysis of requirement

1. Skill Set

Preferable Skills

Mandatory Skills

2 Analyzing the Client

Level of company

Locations of the company

Product/Service based company

Domains which they are working.

Strength of the Company

B) Sourcing the Profiles

Job portals.

Job Postings.

Mass Mailing.

Advertisements

Campus placements

References

Head Hunting

Events

C) Screening the Profile

Qualification

Total Work Exp

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Relevant Exp

Companies worked (Checking whether Genuine or Fake).

Projects

a) Title

b) Client name

c) Duration(Month, Year)

d) Environment

e) Role

f) Team Size

g) Description

h) Responsibilities and Personal Details

D) Calling

Calling the Candidate as per the suitability checking the Candidates Interest in the requirement

Asking him all the details Necessary for the requirement and taking the confirmation with the

same as in profile. Checking whether the profile is Updated profile or not. If the Profile is not

updated Sending test mail to the candidate asking him for the updated profile as per the

requirement. Convincing the Candidate till he sends the Updated Profile. Taking proper

commitment from the candidate that he will attend the Interview if the profile gets short listed.

Taking his Current CTC, Expected CTC, Notice Period. (CTC= Cost to company).

The recruiter will be submitted Updated profile, Formatted Profile and the Tracker to the Team

Lead.

The Team Lead will check the Suitability of the Profile and if suitable will forward to the

client.

E) Short listing of the Profile:

If the Profile gets short listed at the clients end the Team lead will receive a mail from the client

and the team lead asks the Particular Recruiter to Schedule the Interviews.

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F) Scheduling

Once the profile gets short listed at the Clients End the particular recruiter need to schedule for

the further rounds of interviews.

Normally there would be three rounds to four rounds of Interviews and some times even more

as per the requirement

Preliminary Round

Technical Round

Project Manager Round

HR Round

And sometimes there will be Client Interviews.

If the profile gets rejected in any of these rounds we can transfer all those profiles to the

database and can forward those profiles to any other client.

G) Follow-up

Making Regular Follow-up for the candidate for each and every round of the Interview till the

candidate finally joins the Organization.

TECHNOLOGIES AND DOMAINS

TECHNOLOGIES:

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Microsoft Technologies: VB, VC++, ATL, ASP, SQL Server, BizTalk, ASP.net, VB.net,

ADO.net,C#.net(clientsworked:Microsoft,HCL,Virtusa,adp,vsoft,SIS,Intelligroup,GVKB

IO,sonata,Ness Technologies)

Sun Technologies: Java, Servest, JSP,EJB,J2ee, J2me, and XML, Web Logic, Web

sphere, eclipse, struts, Tomcat, J2se.(virtusa,HCL,ADP,VSOFT,ELITSER(formerly

called Java soft),sonata..)

Databases: Oracle, DB2, SQL Server, MySQL, PostgreSQL, Teradata,Sybase,

PostgreSQL,Informix, IBM DB2.(HCL,Sierra Atlantic,Microsoft,Ness Technologies, soft)

Testing Tools: Manual(Unit Testing, Ad-hoc Testing, GUI Testing, Positive and NegativeTesting, Data Integrity Testing, Link Testing), Black box testing, White box Testing,

Automation-- win runner, load runner,QTP(Quick Test Pro),performance testing(load

testing, stress testing),silk test, test partner, rational Robot)-

(aztec,applabs,microsoft,vsoft,ness technologies)

Operating Systems: UNIX, Linux, sunsolaris, Windows NT

Web Designing: Adobe Photoshop, XHTML, CSS, Macromedia, Dreamweaver, XML

Spy-(Intelligroup)

Mainframes: CICS, DB2, VSAM, Cobol, JCL, BAL, SAS, Quick job, Endeavor, Change

man.(sonata,HCL,Ness Technolgies,SIS)

Data warehousing: Ab Initio, Business Objects, Informatica, Cogons, Micro strategy,

Crystal Reports.(HCL,Sonata,Sierra Atlantic,ness Technologies)

DOMAINS

Embedded

Telecom

Life Sciences and Health Care

Media and Entertainment

Travel, Transportation and Logistics

38
http://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Teradatahttp://en.wikipedia.org/wiki/Teradatahttp://en.wikipedia.org/wiki/Sybasehttp://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Informixhttp://en.wikipedia.org/wiki/Informixhttp://en.wikipedia.org/wiki/IBM_DB2http://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Teradatahttp://en.wikipedia.org/wiki/Sybasehttp://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Informixhttp://en.wikipedia.org/wiki/IBM_DB2


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Retail & Customer

Aerospace

Automotive

Insurance

Banking and Finance

Aerospace, Defense and Satellite

Automotive

Networking

Communication

Manufacturing

How to work on Portals?

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SOURCING PROFILES FROM JOB PORTALS:

Monster:

Different Kinds of searches

Magic Search

Power Search

IT Skill Search

Search by Role

In Magic Search we will find a bar where we need to enter the details of Skill Set,

Exp, location of the profile Etc

In Power Search you will find the search of skill set (Any / all). There are Options to

highlight the skill set of the candidate in the resume (Options: Entire resume, Key

Skills, Resume title, Title and key Skills). You will find options to select EXP,

Educational Qualifications, and Location of the profile Etc.... You can even target

profiles from particular companies. You can search the profiles based on criteria

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(3days, 7 days, 15 days, 1 month, 3 months, 6 months, one year). Power search is very

friendly search out of all searches where you get the most relevant resumes.

IT Skill search there will be Predefined Skill Set in search. You can go with the skill set

as per the requirement and expand the remaining options will the same as of power

search.

Search by Role: This is a type of search where you will find different roles of the

candidate (e.g.: software engineer, SR.software Engineer).as per the role of the

requirement you need to give the search. After you get all the profiles from the role.

Then you need to give the exp levels, technology, and location of the Profiles. In this

search there will be no options like company search, educational search Etc...

Once you give the search you can save the search by the option of the save the search for the

Future Use.

In Monster for one page there will be 40 resumes.

There will be options to modify the search.

You can create folders, save your searches, generate excel sheet Etc.you will find an option

on the Top such as Manage folders and manage saved searches from which you can delete a

saved search or a created folder. From the same option of Manage saved search you can even

generate an excel sheet with the complete details of the candidate.

As Mentioned in Monster There will be 40 Resumes in a page .there is an option on top of the

page select all if you click that all the resumes in that page will be selected for which you can

apply many options(ie.send mail( mass mailing),send SMS, Save in the Folder)

Mass Mailing: As Mentioned in Monster There will be 40 Resumes in a page .there is an option

on top of the page to select all if you click that all the resumes in that page will be selected for

which you mail the same message to all the 40 candidates in seconds where you need to select

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the Name of the Template and the Mail-id for which the recipient should revert back with the

updated resume if interested for the Opening.

Before we mass mail we need to create the Template (Much more to be added)

With the name of the template, subject, description of the template

Job Posting:

In Job Posting there will be page that we need to fill

Role

Responsibilities

Qualification

Profile Description

Experience

Range of salary

Industry

Role or equivalent Role (E.g.: Managerial, Middle level, Fresher)

Job location

Skill set

Company (e.g. Data point)

SCREENING OF THE PROFILE:

Total Exp of the candidate, Relevant IT exp, Relevant Technology Exp of the candidate which

the Client is looking for.

Educational Qualification as per the requirement of the client.

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Work Exp of the Candidate along with the duration he worked. Checking the companies he

worked or not. How?. Check the URL of all worked companies through search Engines. If not

available taking it from the candidate. From the URL we should be able to check the option of

services offered and see whether the company is into software development or not, where is

company located, level of the company, what technologies it works, if into development with

what clients it is working with. Whether the candidate has mentioned the same clients in the

projects or not. We should not send such type of profiles to the client when the candidate has

changed may companies because the client always checks for the stability of the candidate.

Projects of the candidate: we should see that the candidate has mentioned all the details in

Particular. Project duration should be mentioned in particular Month and Year (E.g.: April

2006- Jan 2007).The Candidate should mention More of management Projects (e.g.:

Hospitality Management, Insurance Management, Human Resource Management. See that for

each and every project the client name is mentioned. Check the No of Projects These

Management Projects will take only 4 or 5 months to do. But some of the candidates these

projects that they have done for 9 months or one year (which are Fake Profiles). For 2years

Max Three Projects can be done, For 3 Years Max four Projects. Only in some cases there will

be very Longer projects. We should even check the responsibilities that He/She has handled in

the projects. Normally in Fake Resumes the responsibilities of almost all the Projects will bethe same. How to check the relevant IT Exp from the Profile.

Let us take an Example:

Suppose the skill of Requirement is Asp.Net, C#.net, Oracle/ Sql server

Exp Level: 3-5 Yrs

Suppose the Candidate has 4 yrs (assume: Jan 2004-Jan 2008) of IT Exp. How to check the

relevant of the Technology

Project Duration: Feb 2004-Oct 2004(9 months)

Environment: ASP.Net, C#.net, Oracle

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Project Duration: Dec 2004-July 2005 (8 months)

Environment: ASP.Net, C#.net, Oracle

Project Duration: August 2005- May 2006(10 Months)

Environment: Asp.net, vb.net, Sql Server

Project Duration: June 2006- March 2007( 10 Months)

Environment: Asp.net,C#.net,Sql server

Project Duration: May 2007- Till date (9 Months)

Environment: Asp.Net, Vb.Net, Sql server

The Total Relevant Exp in ASP.Net (46 Months)

The Total Relevant Exp in c#.net (27 Months).

This is how you check for the technology relevant exp...

From the Personal Details: Check the date of Birth of the candidate, Match it with the

Educational Yr and and analyze whether the candidate has any gaps, if any gap is there check

whether the candidate has genuine gap or not.

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Formatting Resumes

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When the recruiter submits the updated Profile of the candidate. We will not send the same

profile to the client. We need to format the profile and then only send to the client.

Formatting means making the profile look in a good Manner, Remove the Contact nos, E-mail

ids, Address EtcMention the logo of the company.

Before formatting the Profile

Syed Basheeruddin

[email protected]

Ph # +91- 9963893446

SUMMARY

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4+ yrs experience in development, testing and implementation of web and windows

based applications

Database analysis and design.

Expertise in C# 2005, ASP.Net 2003, SQL Server 2005.

Pleasant personality with excellent interpersonal and communication skills.

TECHNICAL SKILLS

O/s Windows 2003/XP/NT/98/95, UNIX

Languages: Pascal, Cobol, C, C++, C#, ASP.Net, VB.Net , Visual Basic 6, JavaScript,

PL/SQL, Java

Tools: Visual Studio.Net 2005, LLBL Gen Pro, Infragistics, Component One, MS Office,

Dream weaver MX, Front Page

Middleware: ADO.Net, ADO, RDO, DAO, Microsoft Application Blocks

Databases: MS SQL Server, Oracle , MS Access

Skills: C#, ASP.Net , VB.Net , Visual Basic 6.0 , XML, JavaScript , SQL Server , Oracle ,IIS

6 , Content Management, ORM

EXPERIENCE Working as a Software Developer in Habib Medical Group, Riyadh,

Saudi Arabia, since November 2003.

Work as a Web Developer in Universal Web Solutions from May 2001 to Jan 2003.

Projects Done

End Client: Dr.Sulaiman Al-Habib Medical Center, Dubai

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Position Title: Software Developer

Project: General Medical Records System (GMRS) May, 2006

Description: The Application developed to cater the requirements of maintaining the Medical

records, and complete Patient interaction with the Medical Center. We developed this as a

Distributed Client Server Application and keep in mind of scalability. We have adopted MVC

Design pattern and In order to develop the Data Access Tier we used LLBL Gen Pro (A OR

Mapper Tool provided by Solutions Design), and to develop the Presentation Layer we used

Net Advantage 6 (A 3rd Party User Controls provided by Infragistics). Along with this enable

the versioning of the modules we used Subversion (An Open Source Code Versioning System

that built on CVS). To manage the entire development of codes and to enable the views to be

used more than once and to avoid inter dependency between the views we used Microsoft

Composite UI Application Block (CAB).

Developed In C# using Microsoft CAB Methodology

Environment: Windows XP, C#, SQL Server 2005

Tools and Technology used: CAB (Microsoft Composite UI Application Block) LLBL Gen

(OR Mapper), Infragistics

Role: Analysis of User and Business requirements Designing the Database and User

Interface Implementation of Modules Verification and Validation

End Client: Consultant Physicians (American University of Beirut, Dubai)


Project: Pediatric Records Mar, 2006

Description: This application is used to store the detail information of the child from birth till

the age of 10 (Immunization, Medical History, Parent Medical History, Siblings Medical

History, Lab Details Etc)

End Client: Habib Medical Group, Riyadh Saudi Arabia Apr, 2006

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Project: General Ledger (Budget)

Description: This Module is integrated with Financial Application for creating Fiscal

Budgeting period and Budgeting of each Account

Developed In C# and SQL Server using Microsoft CAB Methodology

Role: Analysis of User and Business requirements Designing the Database and User

Interface Implementation of Modules Verification and Validation

End Client: Dr.Sulaiman Al-Habib Medical Center


Project: Online Job Orders

Role: Analysis, Design, Coding and Maintenance

End Client: Dr.Sulaiman Al-Habib Medical Center

Position Title: Software Engineer

Project: Online Certificate Request

Role: Analysis, Design, Coding and Maintenance

Search Engine Optimization (Ranked #1 in Google, MSN, Yahoo and Alta-Vista)

Websites

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Universal Web Solutions Hyderabad

Client: Hope Pharm Corporation, Atlanta, US.

http://www.hopepharm.com http://www.saltrophine.com http://www.dizziness.cc

Client: Vinyl Records, UK.

http://www.45rs-jukebox.com

Client: Performance Marketing Limited, British Columbia, Canada.

http://www.smokeface.com http://www.mushbox.com

Client: Global Online Business Solutions, Bangalore, India.

http://www.globees.com

Content Management

Client: Dr.Sulaiman Al-Habib Medical Center, Riyadh, Saudi Arabia.

http://www.hmc.com.sa

EDUCATION

Masters in Computer Applications, April 2001, Madhurai Kamraj University. (First Class)

Bachelor in Commerce, May, 1998 Andhra University

2 years Post-Graduate Honors Diploma in Computer Application from ICSS, Secunderabad

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Personal Details

Father Name : Syed Pasha Miyah

Date of Birth : 01 Jan 1975

Marital Status : Single

Nationality : Indian

After Formatting the Profile

Syed Basheeruddin

SUMMARY

4+ yrs experience in development, testing and implementation of web and windows based

applications

Database analysis and design.

Expertise in C# 2005, ASP.Net 2003, SQL Server 2005.

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Pleasant personality with excellent interpersonal and communication skills.

TECHNICAL SKILLS

O/s : Windows 2003/XP/NT/98/95, UNIX

Languages : Pascal, Cobol, C, C++, C#, ASP.Net, VB.Net , Visual Basic 6,

JavaScript, PL/SQL, Java

Tools : Visual Studio.Net 2005, LLBL Gen Pro, Infragistics, Component One,

MS Office, Dream weaver MX, Front Page

Middleware : ADO.Net, ADO, RDO, DAO, Microsoft Application Blocks

Databases : MS SQL Server, Oracle, MS Access

Skills : C#, ASP.Net , VB.Net , Visual Basic 6.0 , XML, JavaScript , SQL

Server , Oracle ,IIS 6 , Content Management, ORM

EXPERIENCE

Working as a Software Developer in Habib Medical Group, Riyadh, Saudi Arabia, since

November 2003.

Work as a Web Developer in Universal Web Solutions from May 2001 to Jan 2003.

PROJECTS DONE

End Client : Dr.Sulaiman Al-Habib Medical Center, Dubai

Position Title : Software Developer

Project : General Medical Records System (GMRS) May, 2006

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Description: The Application developed to cater the requirements of maintaining the Medical

records, and complete Patient interaction with the Medical Center. We developed this as a

Distributed Client Server Application and keep in mind of scalability. We have adopted MVC

Design pattern and In order to develop the Data Access Tier we used LLBL Gen Pro (A OR

Mapper Tool provided by Solutions Design), and to develop the Presentation Layer we used

Net Advantage 6 (A 3rd Party User Controls provided by Infragistics). Along with this enable

the versioning of the modules we used Subversion (An Open Source Code Versioning System

that built on CVS). To manage the entire development of codes and to enable the views to be

used more than once and to avoid inter dependency between the views we used Microsoft

Composite UI Application Block (CAB).


Environment: Windows XP,C#, SQL Server 2005



Role:

Analysis of User and Business requirements

Designing the Database and User Interface

Implementation of Modules

Verification and Validation

End Client : Consultant Physicians (American University of Beirut, Dubai)


Project : Pediatric Records Mar, 2006

Description : This application is used to store the detail information of the child from birth

till the age of 10 (Immunization, Medical History, Parent Medical History, Siblings Medical

History, Lab Details Etc)

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Environment: Windows XP, C#, SQL Server 2005



Role:





End Client : Habib Medical Group, Riyadh Saudi Arabia Apr, 2006


Project : General Ledger (Budget)

Description : This Module is integrated with Financial Application for creating

Fiscal Budgeting period and Budgeting of each Account

Developed In C# and SQL Server using Microsoft CAB Methodology

Role :





End Client : Dr. Sulaiman Al-Habib Medical Center


Project : Online Leave Request (Sent to Hospital Management Asia

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Awards 2005, Kaulalumpur, Malaysia

Description : The Leave Application is a real time, online integrated information

system for HMC employees who wish to apply for vacation. The system successfully

Calculates accrued leave, stores details of Employees and is connected to the existing Payroll

System. The system has different levels of security and generates mail to different users upon

Completion of each form. Different types of leaves can be availed by the employee depending

upon his contract agreement. The forms were developed using Web Application Programming.

ASP.NET and Reports were developed using Crystal Reports 9.

Role:

Developed the components In C#, ASP.Net

Providing post implementation support for the deployed application.

Design test plans and creating test cases and use case scenarios.

Upgrade to latest versions.

Environment: WinNT/Server/XP/98, C#, ASP.Net, Crystal Reports 9. Infragistics Net

Advantage, LLBL Gen Pro.

End Client : Dr.Sulaiman Al-Habib Medical Center


Project : Online Health Services Coordinators Evaluation

Description : Evaluation of Health Service Coordinators their Invoices, Payments

Role :

Analysis, Design, Coding and Maintenance

Developed the components In C#.

Providing post implementation support for the deployed application.

Design test plans and creating test cases and use case scenarios.

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Environment : WinNT/Server/XP/98, C#, ASP.Net, Crystal Reports 9. Infragistics

Net Advantage, LLBL Gen Pro.

End Client : Dr.Sulaiman Al-Habib Medical Center

Position Title : Software Engineer

Project : Patient Grievances

Search Engine Optimization (Ranked #1 in Google, MSN, Yahoo and Alta-Vista)

Websites

Universal Web Solutions Hyderabad

Client: Hope Pharm Corporation, Atlanta, US.

http://www.hopepharm.com http://www.saltrophine.com http://www.dizziness.cc

Client: Vinyl Records, UK.

http://www.45rs-jukebox.com

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Client: Performance Marketing Limited, British Columbia, Canada.

http://www.smokeface.com http://www.mushbox.com

Client: Global Online Business Solutions, Bangalore, India.

http://www.globees.com

Content Management

Client: Dr.Sulaiman Al-Habib Medical Center, Riyadh, Saudi Arabia.

http://www.hmc.com.sa

EDUCATION

Masters in Computer Applications, April 2001, Madurai Kamraj University. (First Class)

Bachelor in Commerce, May, 1998 Andhra University

2 years Post-Graduate Honors Diploma in Computer Application from ICSS, Secunderabad

PERSONAL DETAILS

Father Name : Syed Pasha Miyah

Date of Birth : 01 Jan 1975

Maritial Status : Single

Nationality : Indian

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CHAPTER 4

Data analysis

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75%

25%

yes

no

Response %

INTERPRETATION:

The above table reveals 75% of the respondents known about the recruitment process. 25%

dont know about the recruitment process. Majority of them have an idea about recruitment

process.

2. Are you aware of the different sources of recruitment being used in your organization?

a) To a large extent b) to some extent c) no idea [ ]

SL NO ACCEPTED LEVEL NO OF

RESPONDENTS

RESPONSE %

1. TO A LARGE

EXTENT

80 80 %

2. TO SOME EXTENT 20 20 %

3. TOTAL 100 100 %

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010

20

30

40

50

60

70

8090

To large extent To some extent

Response %

Response %

INTERPRETATION:

The above table reveals 80% are aware of different sources of recruitment and 20% of consults

are aware to some extent. All the employees have an idea about the sources of recruitment.

3. What are the various technologies which your company works?

a) Dot net b) Java c) ERP


RESPONDENTS

RESPONSE %

1. Dotnet 50 50 %

2. Java 30 30 %

3. ERP 20 20 %

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4. TOTAL 100 100 %

INTERPRETATION:

The above table reveals 50% of the company uses Dot net technology, 30% of them use Java

and 20%of them use ERP. On the whole the company uses all the three technologies.

4. Are you dealing with IT requirements or Non IT Requirements?

a) IT Requirements b) Non IT requirements c) Both [ ]


RESPONDENTS

RESPONSE %

1. IT RECRUITMENTS 50 50 %

2. NON IT

RECRUITMENTS

20 20 %

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3. BOTH 30 30 %

4. TOTAL 100 100 %

INTERPRETATION:

The above table reveals Most of the employees are dealing with IT- Requirements. 50% of

them work on IT Requirements, 20% on NON- IT requirements and 30% on both the

requirements.

5. Are you aware of the various IT Technologies your clients work on?

a) Yes b) No c) No idea [ ]

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RESPONDENTS

RESPONSE %

1. YES 70 70 %

2. NO 30 30 %

3. TOTAL 100 100 %

70%

30%

yes

no

Response %

INTERPRETATION:

The above table reveals Out of 100% response from employees, 70% of the employees say that

they know about the IT technologies their clients are using. 30% of them dont know about the

IT technologies used by their clients.

6. Are you aware of the various IT Technologies being used in the current market?



RESPONDENTS

RESPONSE %

1. TO A LARGE EXTENT 70 70 %2. TO SOME EXTENT 30 30 %

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3. TOTAL 100 100 %

0

10

20

30

40

50

60

70

80

To large extent To some extent

Response %

Response %

INTERPRETATION:

The above table reveals only 70% of them know to a large extent, 30% of them know to some

extent about IT tecnologies currently used in market.

7. Are you aware of the various IT requirements of your organization at present?



RESPONDENTS

RESPONSE %

1. TO A LARGE EXTENT 30 30 %

2. TO SOME EXTENT 70 70 %

3. TOTAL 100 100%

65


66/91

INTERPRETATION:

The above table reveals 70% of employees to some extent know about IT requirements of theirorganisation and 30% of emploees know till large extent. So the company should help

employees to know about the requirements in the company.

8. Does your organization using any job portal to gather the data base of the candidates?



RESPONDENTS

RESPONSE %

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1. YES 90 90 %

2. NO 10 10 %

3. TOTAL 100 100 %

90%

10%

yes

no

Response %

INTERPRETATION:

The above table reveals 90% of the employees said that yes they use job portals for gathering

the information. 10% of them said they dont use job portals for sourcing the database of the

candidates.

9. If yes on which portal your working now?

a) Times jobs b) monster c) naukri [ ]


RESPONDENTS

RESPONSE %

1. Times jobs 20 20 %

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2. Monster 10 10 %

3. Naukri 70 70 %

4. TOTAL 100 100 %

INTERPRETATION:

As majority of them said yes, they use job portals. On that base the organization uses NAUKRI

job portal up to 70% for searching the requirements. 20% they use TIMESJOBS. 10% they use

MONSTER.

10. Are you aware of the databank in your organization?

a) Yes b) no c) no idea [ ]

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RESPONDENTS

RESPONSE %

1. YES 70 70 %

2. NO 30 30 %

3. TOTAL 100 100 %

70%

30%

yes

no

Response %

INTERPRETATION:

The above table reveals only 70% of them are aware that they have a databank in the

organization.30% of them said that they dont have a databank.

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70/91

11. Are you aware of head hunting process?



RESPONDENTS

RESPONSE %

1. YES 40 40 %

2. NO 60 60 %

3. TOTAL 100 100 %

40%

60%

yes

no

Response %

INTERPRETATION:

The above table reveals 60% of the employees dont know about head haunting process. Only

40% of them have an idea about it. Employees should be made aware of the head haunting

process.

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12. Do you like to share the applicant information with the third party vendors?

a)Always b)Never c)If necessary [ ]


RESPONDENTS

RESPONSE %

1. ALWAYS 10 10 %

2. NEVER 20 20 %

3. IF NECESSARY 70 70 %

4. TOTAL 100 100 %

INTERPRETATION:

The above table reveals 10% of them said that they like to share the information with the third

party. 70% of them said that if it is necessary organization is ready to share the informationwith the third party. 20% of them said they never share the information with third party.

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13. Do you have the applicants tracking system in the organization?

a) Yes b) no c)No idea [ ]

SL NO ACCEPTED LEVEL NO OFRESPONDENTS

RESPONSE %

1. YES 60 60 %

2. NO 40 40 %

3. TOTAL 100 100 %

60%

40%

yes

no

Response %

INTERPRETATION:

The above table reveals 40% of them dont know that their organization is having an applicant

tracking system or not. 60% of them say that they have an applicant tracking system.

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14. Do you support to forward the fake resumes to the clients that match their requirement?

a) Always b) Never c) If necessary [ ]


RESPONDENTS

RESPONSE %

1. ALWAYS 10 10 %

2. NEVER 50 50 %

3. IF NECESSARY 40 40 %

4. TOTAL 100 100 %

INTERPRETATION:

The above table reveals Fake resumes are mostly not forwarded to the client, but if necessary

they forward fake resumes.50% of them say they never forward a fake resume. 40% of them

say they forward it if necessary. 10% say they always forward a fake resume.

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15. How many requirements you work per day?

a) 0-5 b) 5>=15 c) 1>=22 [ ]


RESPONDENTS

RESPONSE %

1. 0-5 10 10 %

2. 5>=15 50 50 %

3. 1>=22 40 40 %

4. TOTAL 100 100 %

INTERPRETATION:

The above table reveals Employees rate of working on requirements is 40% of them work on 5

requirements per day, 50% up to 15 requirements per day and 10% up to 22 requirements per

day.

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16. Is any chance of getting duplication of profiles while forwarding to clients

a) Yes b) no c) no idea [ ]


RESPONDENTS

RESPONSE %

1. YES 20 20 %

2. NO 80 80 %

3. TOTAL 100 100 %

20%

80%

yes

no

Response %

INTERPRETATION:

The above table reveals NO chance of duplication of profiles while forwarding to clients and if

there is any chance it is negligible. Up to 80% they dint have any chance of duplication of

profile. Only up to 20% there is a chance of duplication of profile.

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17. What is the rate of duplication of profiles while your forwarding to the clients

a) 0-2 b) 2-5 c) 5 -8 [ ]


RESPONDENTS

RESPONSE %

1. 0-2 60 60 %

2. 2-5 30 30 %

3. 5-8 10 10 %

4. TOTAL 100 100 %

INTERPRETATION:

The above table reveals the rate of duplication of profile is negligible. The maximum rate of

duplication of profiles in only from 0 2.

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18. From which source you are getting maximum responses?

a) Company database b) Advertisements c) Portals


RESPONDENTS

RESPONSE %

1. COMPANY

DATABASE

20 20 %

2. ADVERTISEMENTS 30 30 %

3. PORTALS 50 50 %

4. TOTAL 100 100 %

INTERPRETATION:

The above table reveals To gather the information of the candidates they use upto

50% of response is from portals, 30% is from advertisements and 20% is from

company database. The major response is from job portals.

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19. Are you aware of the payments terms?

a) Yes b) No c) No opinion


RESPONDENTS

RESPONSE %

1. YES 70 70 %

2. NO 30 30 %

3. TOTAL 100 100 %

70%

30%

yes

no

Response %

INTERPRETATION:

The above table reveals Most of the employees know about the payment terms.70% of the

employees said they know about the payment terms. 30% said that they dont know about the

payment terms.

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20. Are you satisfied with your company recruitment process?

a) Yes b) no c) no idea


RESPONDENTS

RESPONSE %

1. YES 80 80 %

2. NO 20 20 %

3. TOTAL 100 100 %

80%

20%

yes

no

Response %

INTERPRETATION:

The above table reveals Based on the overall recruitment process they said that 80% of them

are satisfied with the recruitment process, 20% are not satisfied. Most of them are satisfied with

the recruitment process.

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Chapter 5

Findings

Suggestions

Conclusion

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FINDINGS

1. 75% of total respondents agreed that they are aware of recruitment

process of the organization.

2. 100 Consults, 80% are aware of different sources of recruitment to a large

extent and 20% of consults are aware to some extent.

3. 50% of the company uses Dot net technology, 30% use java and 20% use

ERP.

4. 50% of the employees are dealing with IT recruitment and 20% with non

IT recruitments. Rest with both the recruitments.

5. 70% of employees are aware of the various IT technologies used by the

clients 30% of them dont know about the IT technologies used by the

clients.

6. 30% of employees to some extent know about IT requirements of their

organisation and 70% of emploees know till large extent.

7. 70% of employees to some extent know about IT requirements of their

organisation and 30% of emploees know till large extent.

8. 90% of the employees said they use job portals for gathering information.

10% of them said they dont use job portals for sourcing the database of

the candidates

9. Organization uses NAUKRI job portal for sourcing the requirements,

rarely they use TIMESJOB and MONSTER.

10. 70% of them are aware of data banking organization. 30% of them dont

have an idea about their organization is having a databank .

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11.60% of the employees dont know about head hunting process. Only 40%

of them have an idea about it. Employees should be made aware of head

hunting process.

12.The organization is ready to share information with the third party if

necessary.

13.40% of them dont know that their organization is having an applicant

tracking system or not. 60% of them say that they have an applicant

tracking system.

14.Fake resumes are mostly not forwarded to the client, but if necessary they

forward fake resumes.50% of them say they never forward a fake resume.

40% of them say they forward it if necessary. 10% say they always

forward a fake resume.

15. 40% of them work on 5 requirements per day, 50% up to 15

requirements per day and 10% up to 22 requirements per day.

16. There is NO chance of duplication of profiles while forwarding to clients

and if there is any chance it is negligible.

17.The rate of duplication of profile is negligible. The maximum rate of

duplication of profiles in only from 0 2.

18.50% of response is from portals, 30% is from advertisements and 20% is

from company database.

19.Apart from their payment terms, 70% of the employees know about the

payment terms of the other employees in organization.30% of them dont

know about the payment terms of the other employees in organization.

20.80% of them are satisfied with the recruitment process, 20% are not

satisfied. Most of them are satisfied with the recruitment process.

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DINESH Final Prjct_2

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