A STUDY ON RECRUITMENT AND SELECTION PROCESS

(OPERATION LAUNCHER)

A PROJECT REPORT Submitted by

S.AMUDHA

(Reg.no:PM10792)

D.R.ANUVARSHINI

(Reg.no:PM10794)

T.BHUVANESHWARI

(Reg.no:PM10796)

In partial fulfillment for the award of the degree

BACHELOR OF INFORMATION SYSTEMS AND MANAGEMENT

Under the guidance of Mrs.R.KALAISELVI.,MBA.,M.Phil.

SHRI SHANKARLAL SUNDARBAI SHASUN JAIN COLLEGE FOR WOMEN T.NAGAR, CHENNAI – 600 017

UNIVERSITY OF MADRAS, CHENNAI-600 005

APRIL 2014

SHRI SHANKARLAL SUNDARBAI SHASUN JAIN COLLEGE FOR WOMEN

T.NAGAR, CHENNAI – 600 017

DEPARTMENT OF INFORMATION SYSTEMS AND MANAGEMENT

BONAFIDE CERTIFICATE

This is to certify that this project report is the bonafide work of

S.AMUDHA (Reg.no:PM10792), D.R.ANUVARSHINI (Reg.no:PM10794), T.BHUVANESHWARI (Reg.no:PM10796) who carried out the project

entitled A STUDY ON RECRUITMENT AND SELECTION PROCESS with

reference to OPERATION LAUNCHER. We assure that this record has not

been submitted to any of University / Institution for the record of any

degree / diploma.

PROJECT INCHARGE HEAD OF THE DEPARTMENT

INTERNAL EXAMINER EXTERNAL EXAMINER

ACKNOWLEDGEMENT

We express our special and grateful thanks to the almighty for giving

us the courage and strength in all aspects to complete our study

successfully.

We are very grateful to our highly esteemed Correspondent and Secretary Mr. S. VIMAL KUMAR SRISRIMAL, Principal Dr. B. POORNA and head of the department Mrs.K.SUMA M.Sc.,M.Phil.,

Our heart felt thanks to Mrs. R.KALAISELVI MBA.,M.Phil., the

project coordinator for her valuable suggestion and guidance which

rendered us to perform a quality work in completion of our project on time.

We take great pleasure to Mr.Ranjith and Mrs.Vidya, HR Manager of

Operation Launcher., Chennai for co-operation and support.

Finally, we express our hearty and sincere thanks to our family and

friends for the constant and valuable support and encouragement.

DECLARATION

We,Ms.S.AMUDHA, Ms.D.R.ANUVARSHINI, Ms.T.BHUVANESHWARI , the bonafide students of SHRI SHANKARLAL SUNDARBAI SHASUN JAIN COLLEGE FOR WOMEN, T.NAGAR, CHENNAI-17, hereby declare

that the project work entitled “A STUDY ON RECRUITMENT AND SELECTION PROCESS” in OPERATION LAUNCHER submitted in partial

fulfillment for the requirements for the award of the degree of Bachelor of Information Systems and Management to the University of Madras is an

original work.

PLACE : CHENNAI

DATE :

S.AMUDHA (PM10792) :

D.R.ANUVARSHINI (PM10794) :

T.BHUVANESHWARI (PM10796) :

CONTENTS

CHAPTERS PARTICULARS PAGE NO.CHAPTER – 1 INTRODUCATION

1.1 Introduction Of The Study

1.2 Objectives Of The Study

1.3 Scope Of The Study

1.4 Need of the Study

1.6 Period Of Study

1.7 Limitations Of The Study

CHAPTER – 2 COMPANY NAME

2.1 Company Profile

2.2 Process of Operation Launcher

2.3 Organization Work Chart

2.4 External Sources of Recruitment

CHAPTER – 3 RESEARCH METHODOLOGY

3.1 Research Methodology

3.2 Sampling Technique

CHAPTER – 4 DATA ANALYSIS INTERPRETATION

CHAPTER – 5 5.1 FINDINGS

5.2 SUGGESTIONS

5.3 CONCLUSION

ANNEXURES

BIBLOGRAPHY

LIST OF TABLES

TABLE NO TITLE PAGE NO

4.1.1 EDUCATIONAL QUALIFICATION

4.1.2 PERFORMANCE

4.1.3 SELECTION QUALITY

4.1.4 QUALITY OF THE APPLICANT

4.1.5 EFFICIENT IN SELECTION POLICY

4.1.6 SHORT LISTING

4.1.7 PREFER TO POST OF RESUME

4.1.8 SATISY FOR RECRUITMENT AND SELECTION

4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS

4.1.10 BEST HIRING DECISION

LIST OF CHARTS

CHART NO TITLE PAGE NO

4.1.1 EDUCATIONAL QUALIFICATION

4.1.2 PERFORMANCE

4.1.3 SELECTION QUALITY

4.1.4 QUALITY OF THE APPLICANT

4.1.5 EFFICIENT IN SELECTION POLICY

4.1.6 SHORT LISTING

4.1.7 PREFER TO POST OF RESUME

4.1.8 SATISY FOR RECRUITMENT AND SELECTION

4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS

4.1.10 BEST HIRING DECISION

CHAPTER – 1

INTRODUCTION

1.1 INTRODUCTION OF THE STUDY :

The recruitment and selection process is the key HR process to achieve the

satisfaction of managers in the organization. The managers have plans to develop and

grow the business, and they need additional employees to achieve the goals and

targets. They need a strong support from HR side in the recruitment. The recruitment

process has to be described to meet the requirements of managers fully. “Right person

for the right job” is the basic principle in recruitment and selection. Ever organization

should give attention to the selection of its manpower, especially its managers. The

operative manpower is equally important and essential for the orderly working of an

enterprise. Every business organizations / unit needs manpower for carrying different

business activities smoothly and efficiently and for this recruitment and selection of

suitable candidates are essential. Human resource management in an organization will

not be possible if unsuitable persons are selected and employment in a business unit.

Recruitment is the process of searching for prospective candidates and motivating them

to apply for job in the organization. Whereas, selection is a process of choosing most

suitable candidates out of those, who are interested and also qualified for job.

Accord ing to EDWIN B.  FLIPPO “the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.

Recruitment can be defined as searching for and obtaining a pool of potential

candidates with the desired knowledge, skills and experience to allow an organization to

select the most appropriate people to fill job vacancies against defined position

descriptions and specifications. The purpose of the recruitment process is to find the

widest pool of applicants to provide the greatest opportunity to select the best people for

the required roles in an organization. Acquiring the best applicants for a role can be a

competitive advantage for an organization whereas ineffective recruitment and selection

can result in enormous disruption, reduced productivity, interpersonal difficulties and

interruptions to operations, customer service and long term costs.

Once a pool of candidates has been identified through the recruitment process the

most appropriate candidate, or candidates are identified through a selection process

including but not limited to interviewing, reference checking and testing. The purpose of

the selection process is to ensure that the best person or people are appointed to the

role or roles using effective, fair and equitable assessment activities.

The good recruitment process description explains the duties and the time limits for the

successful recruitment of the new employee and sets the expectations of the key clients

of the recruitment process. The recruitment process is not conducted for HR. The

recruitment is done for the key clients – managers.

The managers have to understand their duties, and they have to understand, what

steps have to be done before the regular recruitment process starts. The recruitment

process has to be documented, and the clear decisions during the recruitment of the

individual job candidate have to be made.

The recruitment process has to be strict, and conditions for the start of the recruitment

process have to be clearly defined. The manager has to prove the job vacancy, the job

content and the job description have to be delivered and confirmed. The HR Business

Partner has to confirm the vacancy and has to define the profile of the ideal job

candidate. The recruitment process is about the smooth cooperation of the involved

employees (including the hiring managers).

1.2 OBJECTIVES OF THE STUDY

To understand the process of Recruitment and selection in an consultancy.

To learn what is the process of recruitment and selection that should be

followed .

To search or headhunt people whose skill fits into the company’s values.

To know the necessary steps of which the organization involve in to get right

person at the right place.

To know about the role of the recruiter.

1.3SCOPE OF THE STUDY:

This study provides an overall view about the recruitment and selection process of

employees towards Operation Launcher. It highlights the factors of recruitment and

selection towards the employee. An attempt has been made to know whether the

recruitment and selection process undertaken is strongly accepted by the employees.

1.4NEED FOR THE STUDY :

Recruitment and selection process is a very important for an organization because

Human Resource can be utilized for selecting the right candidate for right job.

1.5PERIOD OF STUDY :

Our project period is one month (7th May 2013 to 7th june 2013)

1.6LIMITATIONS OF THE STUDY:

The sample selected by random and it does’t cover the entire population. So

the suggestions given will not be applicable for entire industry.

The respondent may guard some answer for crucial question.

The time duration is a major constraint for the study.

CHAPTER – 2

2.1 COMPANY PROFILE

Operation Launcher was formed by a team of highly motivated and dedicated

professionals. At Operation Launcher, they believe that the right manpower can ensure

exponential business growth for the company. Operation Launcher’s roots in

management consulting enable us to bring a unique approach in providing the best

talent, by completely understanding our client’s needs. A continued success records in

Recruitment and Selection Process. Operation Launcher’s are engrossed in supporting

the corporate in various HR activites to help them in developing up their competencies

to build a globally competencies to build a globally competitive organization. At,

Operation Launcher they energetically strive to deliver the best employment options for

great companies and the associate they place within them. They formed in 2010 by

combining the strength of staffing service companies across the country. Through more

than 100 offices and client location they serve thousands of companies by sending them

the highest-quality individuals for temporary , temp-to-hire and full-time positions.

Companies make operation launcher their first choice for full-time, direct hire, temp-to-

hire and temporary employment agencies because they are at the forefront of the ever-

changing staffing industry. They meet our client’s needs precisely , quickly and cost –

effective with the finest talent.

Operation Launcher commits to provide all employees with a work environment free of

discrimination relate to sex, race, color, religion, age, ethnic or national origin, disability

or other illegal and inappropriate basis. They protected employees from retaliation for

bringing complaints to the attention of operation launcher management – thus

encouraging an efficient, productive, and satisfying work environment. Operation

Launcher has an enviable record of developing Top-Quality managers.

2.2 BASIC PROCESS OF OPERATION LAUNCHER

Operation launcher Recruitment specialties.

Qualified professionals for direct walk-in drive support.

Quick processing of profiles and quality delivery.

STAFFING AND RECURITMENT SOLUTION

Temporary Staffing:

They provide IT & Non-IT professionals for short term periods in order to enable you to

cope up with extra work loads, temporary replacements for people on leave, peak

workloads in administration, accounting, customer service, production etc.

Typically for duration of 3 months to 1 Year or based on the client needs. All statutory

obligations are handled by OPERATION LAUNCHER.

It is a cost-effective and efficient solution when compared to hiring permanent staff,

where the resource is not required after the specific completion of work

Contract to Hire:

Our contract staffing service helps our clients quickly ramp up project teams with as few

or many qualified consultants, who are required to fill short-term and long-term needs.

Contract staffing helps the companies by adding them to the workforce selectively in

specific areas. They shortlist candidates by conducting interviews and handle all

statutory requirements pertaining to candidates and ensure smooth delivery of job

responsibilities. They provide the best contract staffing services to our clients.

Permanent Staffing:

Permanent staffing is assuming great importance in the human resource strategy of

every company today. As an organization, that is equipped with quality and dedicated

permanent staff, it has a greater chance of surviving and succeeding in the long run.

OPERATION LAUNCHER adopts a methodical process in staffing. They follow a single

window approach in delivering the entire gamut of services:

• Data base Search.

• Screening resumes.

• Conducting technical and aptitude tests (below 2 Years),

L1 & L2 interviews.

• Verifying references.

• Negotiating salaries.

• The process goes on till the client finds the right candidate.

VISION AND MISSION

VISION

To be the provide of choice for our client’s recruitment solutions.

MISSION

To provide professional & efficient recruitment solution to meet each client’s

needs and requirements.

To provide a bridge for individuals to career opportunities to achieve their career

goal.

VALUES

PROFESSIONAL

The consultancy offer the best professional consultancy solution to our clients.

RESPONSIBLE

They are trusted are responsible in dealing and act with a High level of intergrity

in everything to do.

RECRUITMENT POLICY

Operation Launcher is a job consultancy, maintain the highest levels of trust and

integrity in its dealing with its clients and job seekers (candidate). It will continue to

provide the highest quality of recruitment.

OUR COMMITMENT

Utilizing a unique, coast-to-coast network, we actively locate, screen, verify and

recommend only the best – qualified candidates to our clients. Our consultants undergo

continuous working. All consultants are pledged to highest standards of prompt,

personal, and professional service. All information is held in strictest confidence.

ONLINE RECRUITMENT

E-recruitment, also known as online recruitment , is the practice of using technology and

in particular Web-based resources for tasks involved with finding, attracting, assessing,

interviewing and hiring new personnel. The purpose of e-recruitment is to make the

process involved more efficient and effective, as well as less expensive. Online

recruitment can reach a larger pool of potential employees and facilitate the selection

process.

Online job sites have revolutionized the recruitment landscape for both employers with

which hiring decisions can take place.

JOB PORTAL

Technology has changed the way job seekers search for jobs and employers find

qualified employees. While employers still advertise job openings through traditional

advertising mediums, such as local newspapers and magazines, today employers and

job seekers turn to online job portals to find employment matches. Job seekers can

advertise their skills and search for available positions, and employers can announce

employment openings through job portals such as Monster, Career Builders and USA

Jobs, for federal government positions.

Job portals have become "the most popular and widely used recruitment tool,"

according to Arokia . Job portals allow users to search for open positions but require

applicants to register. Registration entails creating an account with a user ID and email

address. Once registered, users can submit, store and edit resumes and profiles, apply

online and track applications. They can also request email alerts on future openings or

click links to company, industry and career-specific information.

JOB SEEKER

The majority of job portals allow job seekers to sign up for a free account, which allows

them to search job openings posted by employers and post their resumes for employers

to review. Portals offer resume posting services, allowing job seekers to copy and paste

resume information from a word processing document or build a new resume with

online tools. Job portals often offer the option of submitting a completed resume,

created from a word processing program such as Microsoft Word. Job seekers can

browse through job openings posted by employers and apply for positions through the

job portal

EMPLOYERS

Job portals provide a centralized location for employers to post information about job

openings. The majority of employment portals require a fee for employers to post job

openings and respond to resumes, with varying terms depending on the job portal.

Employers can browse through job seekers' resumes to find potential matches for job

openings. Job portals offer worldwide access for job seekers to view advertisements,

providing employers with a wider variety of applicants and a broader candidate pool.

Employers can utilize job portal matching technology, allowing the system to find

potential matches for employment openings.

Typical work activities

A recruitment consultant's role is demanding and diverse and involves:

Using sales, business development, marketing techniques and networking in order

to attract business from client companies;

Working towards targets that may relate to the number of candidates placed, a

value to be billed to clients or business leads generated;

Building relationships with clients

Developing a good understanding of client companies, their industry, what they do

and their work culture and environment;

Advertising vacancies appropriately by drafting and placing adverts in a wide range

of media, e.g., newspapers, websites (MONSTER.COM), magazines;

Using social media to advertise positions, attract candidates and build relationships

with candidates and employers;

Headhunting - identifying and approaching suitable candidates who may already be

in work;

Using candidate databases to find the right person for the client’s vacancy;

Receiving and reviewing applications, managing interviews and creating a shortlist

of candidates;

Requesting references and checking the suitability of applicants before submitting

their details to the client;

Briefing the candidate about the responsibilities, salary and benefits of the job in

question;

Preparing CVs and correspondence to forward to clients in respect of suitable

applicants;

Organizing interviews for candidates as requested by the client;

Informing candidates about the results of their interviews;

Negotiating pay and salary rates and finalizing arrangements between client and

candidates;

Offering advice to both clients and candidates on pay rates, training and career

progression;

Reviewing recruitment policies to ensure effectiveness of selection techniques and

recruitment programes.

2.3 ORGANIZATION WORK CHART

UNDERSTAND CLIENT NEEDS

GIVING ADVERTISEMENT'S

SENDING THE CANDIDATE's NAMES TO CLIENT's OFFICE

LOOK FOR SOME OTHER PERSON

PRE - SELECTION INTERVIEW IN TELEPHONIC CONVERSATION

COMPANY NAME : OPERATION LAUNCHER

MANAGING DIRECTOR : Mr.KASIM

HR MANAGER : Mr.RANJITH

HR MANAGER(Team Leader) : Mrs.VIDYA

BUSINESS DEVELOPMENT : Mr.SEKHAR

LOOK FOR SOME OTHER PERSON

REFERENCE CHECK IS CONDUCTED

FINAL INTERVIEWFOR SHORT

LISTED CANDIDATE

SENDING THE SELECTED CANDIDATE's NAMES TO CONSULTANCY

INDIVIDUAL FILES ARE MAINTAINED FOR ALL SELECTED CANDIDATE's

2.4 EXTERNAL SOURCE OF RECRUITMENT

This involves recruiting a candidate through reference, networks, job portals or they

may approach recruitment agencies. In order to complete with other companies and

increase the standard, employers hunt for the best talents working for other top

companies.

For example : MONSTER.COM

1. Monster.com

Monster.com is one of the largest employment websites in the world, owned and

operated by Monster Worldwide, Inc. Today , Monster is the largest job search engine in

the world. Monster has over a million job postings at any time and over 1 million

resumes, in the database (2008) and over 63 million job seekers per month. The

company employs approximately 5,000 employees in 36 countries. Its headquarters are

in New York, NY, United States. In October, 2010, Indeed.com slipped past

Monster.com to become the largest job site in U.S.A.

a) Job posting

The process of job posting can also be taken as a part of Advertising.

Job on this portal the procedure is as follows:

www.monster.com

b) Click the Employer Zone

Insert the firm’s User id & Password

c) Click on ‘POST JOB NOW’ under the headline Job Posting

d) Fill the Job Posting form now

Once the Job is posted and the response is received from then candidate

Then the process of screening takes place.

e) Search Tool

After Signing in into the account, click the option –Research Resumes

f) After Screening of candidate Profile

After screening the candidate profile, the suitable candidate will be called through

telephone and asked to attend the interview. If the candidate is interested in the

field and satisfy with the company and packages he will attend the interview.

The consultant will inform the employer about the candidate.

LOGO OF THE COMPANY COMPANY NAME

CONCENTRIX

LYCATEL

SERCO

SUN NETWORK

PANORAMIC GROUP

SHERATON

ADITYA BIRLA

SUTHERLAND

CLIENTS

CHAPTER – 3

RESEARCH METHODOLOGY

3.1 RESEARCH METHODOLOGY :

Research methodology is a way to systematically solve the research problem.

Methods are the way of obtaining information useful for assessing explanation. It

necessary to understand the assumption underlying various techniques and to know the

criteria by which can decide certain techniques and procedures.

DATA COLLECTION METHOD :

Data can be obtained from primary and secondary data.

1) PRIMARY DATA

Primary data refers to information obtained from hand by the researcher interest for

specific purpose of the study. The primary data are those which are collected fresh and

for the first time and thus to be original in character. Primary data is collected through

survey.

2) SECONDARY DATA

Secondary data refers to information gathered from sources already existing.

Secondary data can be obtained from company records government publications.

Industry analysis offered by media websites, the internet books etc. The secondary data

on the other hand, are those which have already been collected by someone else and

which already have been passed through the statistical process. The researcher would

have to decide which sort of data he would be using for the study and accordingly he

will have to select one or the other method of data collection.

3.2 SAMPLING TECHNIQUE :

NON PROBABILITY SAMPLING:

In Non probability sampling methods, the element in the population do not have any

probabilities attached to being chosen as sample subjects. This means that the findings

of the study cannot be generalized to the population. However, at times the researcher

may be less concerned about generalized ability and the purpose may be just to obtain

some preliminary information in a quick and expensive way. Some times when the

population size is unknown then non probability sampling techniques may be more

dependable than others and could often lead to important information with regard to

population. Non probability samples that are unrestricted are called convenience

sampling. Convenience sampling refers to the collection of information from members of

population who are conveniently available to provide it. Researchers or field workers

have the freedom to choose as sample whomever they find, thus it is named as

convenience sampling. Its mostly used during the exploratory phase of a research

project and it is the best way of getting some basic the individuals selected as samples

are similar to the overall defined target population with regard to characteristic being

studied.

SAMPLE SIZE OF THE STUDY : The sample size for the study undertakes by

the researcher was 50.

SAMPLING AREA OF THE STUDY : The sampling area refers to area or the

locality to which the sample belongs. The sampling area for this project is

Chennai.

SATISTICAL TOOL :

Percentage analysis

PERCENTAGE ANALYSIS

Percentage refers to a special kind of ratio. Percentage can also be used to compare

the relative terms, the distribution of two or more series of data. A percentage statistical

tool was used to identify the percentage of respondent’s responses.

PERCENTAGE ANALYSIS = (No. of respondent / Total No. of Respondent) * 100

CHAPTER – 4

DATA ANALYSIS AND

INTERPRETATION

TABLE : 4.1.1 : EDUCATIONAL QUALIFICATION

OPTIONS NO OF THE PERCENTAGE

RESPONDENTSMATRIC / GRADE 7 14%DIPLOMA 11 22%DEGREE 13 26%POST GRADUATION 19 38%TOTAL 50 100%

CHARTS : 4.1.1 : EDUCATIONAL QUALIFICATION

INFERENCE : The above table shows that 14% of the respondents are below under

graduation and 38% above post graduation.

MATRIC / GRADE 14%

DIPLOMA 22%

DEGREE 26%

POST GRADUATION 38%

0 5 10 15 20 25 30 35 40

14

22

26

38

OPT

IONS

RESPONDENT

TABLE : 4.1.2 : PERFORMANCE

OPTIONS NO OF THE RESPONDENT

PERCENTAGE

FAIR 10 20%GOOD 15 30%EXCELLENT 25 50%TOTAL 50 100%

CHART : 4.1.2 : PERFORMANCE

FAIR 10% GOOD 15% EXCELLENT 25%0

5

10

15

20

25

RESPONDE

NT

OPTIONS

INFERENCE: For rating the HR department performance in recruitment and selection,

as we defined in the above table, the total number of respondents are 50, in that fair is

10% , good is 15% , and excellent is 25% . So that the performance of HR department

is effective.

TABLE : 4.1.3 : SELECTION QUALITY

OPTIONS NO OF THE RESPONDENT

PERCENTAGE

KNOWLEDGE 15 30%PAST EXPERIENCE

15 30%

DISCIPLINE 6 12%TEAM WORK 10 20%OTHERS 4 8%TOTAL 50 100%

CHATS : 4.1.3 : SELECTION QUALITY

KNOWLEDGE 3

0%

PAST EX

PERIEN

CE 30%

DISCIPLIN

E 12%

TEAM W

ORK 20%

OTHER

S 8%

0

5

10

15

20

25

30

RESPONDE

NT

OPTIONS

INFERENCE : For rating the selection quality of interview process, as we defined in the

above table, the total number of respondents are 50 , in that knowledge is 30% , past

experience is 30% , discipline is 12% , team work is 20% and others is 8% . So, that the

selection quality is effective in Operation Launcher.

TABLE : 4.1.4: QUALITY OF THE APPLICANT

OPTIONS NO OF THE RESPONDENT

PERCENTAGE

YES 42 84%NO 8 16%TOTAL 50 100%

CHART :4.1.4 : QUALITY OF THE APPLICANT

Yes 84% No 16%0

10

20

30

40

50

60

70

80

90

RESPONDE

NT

OPTIONS

INFERENCE: For rating this quality of the application pre-screening process, as we

defined in the above table, the total number of respondent are 50, in that Yes is 84% ,

No is 16%. So, that the quality of the applicant pre-screening process is effectual in

Operation Launcher.

TABLE : 4.1.5 : EFFICIENT IN SELECTION POLICY

OPTIONS NO OF THE RESPONDENT

PERCENTAGE

YES 38 76%

NO 12 24%

TOTAL 50 100%

CHARTS :4.1.5 : EFFICIENT IN SELECTION POLICY

YES 76% NO 24%0

10

20

30

40

50

60

70

80

RESPONDE

NT

OPTIONS

INFERENCE : For rating the effectiveness of selection policy, as we defined in the

above table, the total number of respondents are 50% , in that yes is 76% , and No is

24%. So, that the efficient in selection policy is skillful.

TABLE : 4.1.6 : SHORT LISTING

OPTIONS NO OF THERESPONDENT

PERCENTAGE

SATISFACTORY 28 56%MODERATE 12 24%NOT SATISFACTORY

10 20%

TOTAL 50 100%

CHART : 4.1.6 : SHORT LISTING

SATIS

FACTO

RY 56%

MODERATE

24%

NOT SATIS

FACTO

RY...0%

10%

20%

30%

40%

50%

60%

RESPONDE

NT

OPTIONS

INFERENCE: For rating this short listing process, as we defined in the above table, the

total number of respondent are 50, in that satisfactory is 56% , moderate is 24% , not

satisfactory 20% . So, that the short listing process is qualified in Operation Launcher.

TABLE :4.1.7 :PREFER TO POST OF RESUME

CHART :4.1.7 : PREFER TO POST OF RESUME

OPTIONS NO OF THERESPONDENT

PERCENTAGE

JOB PORTAL 26 52%DIRECTLY TO COMPANY WEBSITES

10 20%

NEWS PAPER / ADVERTISEMENT

8 16%

POST / COURIER / BY HAND

6 12%

TOTAL 50 100%

0

10

20

30

40

50

60

OPTIONS

RESP

ONDE

NT

INFERENCE : For rating the generally prefer to post of resume, as we defined in the

above table, the total number of respondent are 50, in that job portal is 52%, company

websites is 20%, social networking is 16%, and post / courier / by hand is 12%. So, that

the respondent for feed back is efficient.

TABLE :4.1.8 : SATISFY FOR RECRUITMENT AND SELECTION

OPTIONS NO OF THE RESPONDENT

PERCENTAGE

YES 28 56%TOSOME EXTENT 10 20%NO 8 16%NONE OF THEABOVE

4 8%

TOTAL 50 100%

CHART :4.1.8 : SATISFY FOR RECRUITMENT AND SELECTION

YES 56%TO SOME

EXTENT 20% NO 16%NONE OF

THE ABOVE 8%

0%

10%

20%

30%

40%

50%

60%

RESPONDE

NT

OPTIONS

INFERENCE : For rating the satisfy the recruitment and selection of interview process,

as we defined in the above table, the total number of respondent are 50, in that yes is

56% , to some extent is 20% , no is 16% , none of the above is 8% . So, that the

respondent for feed back is valuable.

TABLE :4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS

OPTIONS NO OF THE RESPONDENT

PERCENTAGE

YES 38 76%

NO 12 24%

TOTAL 50 100%

CHART : 4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS

YES 76%

NO 24%

0 10 20 30 40 50 60 70 80

RESPONDENT

OPT

IONS

Inference : For rating the adequate pool of quality applicants, as we defined in the

above table, the total number of respondent are 50, in that yes is 76% , No is 24% . So,

that the respondent for feed back is efficient.

TABLE :4.1.10 : BEST HIRING DECISION

OPTIONS NO OF RESPONDENT

PERCENTAGE

YES 45 90%

NO 5 10%

TOTAL 50 100%

CHART : 4.1.10 : BEST HIRING DECISION

YES 90%NO 10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

RESPONDE

NT

OPTIONS

INFERENCE: For rating the employees to make the best hiring decision, as we defined

in the above table, the total number of respondent are 50, in that yes is 76% , No is 24%

. So, that the respondent for feed back is efficient.

CHAPTER - 5

5.1 FINDINGS

1. It is inferred that 14% of the respondent are Matric.

2. It is inferred that 50% of respondent rated the method of recruitment and

selection is excellent.

3. It is inferred that 30% of the respondent agrees that the company goes

with knowledge as an important quality.

4. It is inferred that 84% of the respondent rated that the quality of the

applicant pre-screening process.

5. It is inferred that 76% of the respondent rated that the selection policy is

effective.

6. It is inferred that 56% of the respondent are satisfactory with criteria for

short listing of candidate.

7. It is inferred that 52% of the respondents feels that their prefer to post the

resume’s on job portals.

8. It is inferred that 56% of the respondents are satisfactory the present

method of recruitment.

9. It is inferred that 76% of the respondent feels that adequate pool of quality

applicants

10. It is inferred that 90% of the respondents are highly satisfied about the

employees to make the best hiring decision.

5.2 SUGGESTIONS AND RECOMMENDATIONS

Management can offer initial training to the candidates as many of the

respondents were in need of that.

Management may show interest in hiring the experienced candidates.

Management can improve selection policy by checking the candidate's timely

action, memory capacity, observation skills.

5.3 CONCLUSION

Based on analysis through the questionnaire responses the following is the conclusion

of the study.

The organization follows the rules and regulations involved in their Recruitment

and selection procedure of the organization.

The employees are fully satisfied with the existing Recruitment and Selection

procedure. The recruitment and selection procedure should not be lengthy.

The recruitment and selection procedure should be impartial.

ANNEXURES

A STUDY ON RECRUITMENT AND SELECTION PROCESS INOPERATION LAUNCHER

QUESTIONNAIRE :

Name of the Respondent :

Gender : □ Male □ Female

Mobile No. :

Date of the filling :

1. Qualification of employees?

A. Matric / Grade

B. Diploma

C. Degree

D. Post Graduate

2. How would you rate the HR department performance in recruitment and selection?

A. Fair

B. Good

C. Excellent

3. Which is the most important quality the organization looks for in a candidate?

A. Knowledge

B. Past experience

C. Discipline

D. Team work

E. Others

4. Does the HR team act as a consultant to enhance the quality of the applicant

prescreening process?

A. Yes

B. No

5. Does the HR Department is efficient in Selection Policy of the employees ?

A. Yes

B. No

6. Do you think the criteria for short listing of candidates used by the organization is

satisfactory ?

A. Satisfactory

B. Moderate

C. Not satisfactory

7. Do you think the organization looks for a experienced employee in selection

process?

A. Yes

B. No

8. Which model of recruitment you generally prefer to post of your resume?

A. Job Portals (Naukri.com,Monster.com)

B. Directly to company website

C. Social Networking sites (facebook.com, linkedin)

D. Post / courier / By Hand

9. In recruitment process which part you feel lengthy?

A. Result for Interview

B. Reference others

C. Both

D. Any other Source _____

10.Are you Satisfy with the present method being followed by consultancy for

Recruitment and selection?

A. Yes

B. To some extent

C. No

D. None of these

11.Does the HR provides an adequate pool of quality applicants?

A. Yes

B. No

12. Is the organization doing timeliness recruitment and selection process?

A. Yes

B. No

13.Would you like to work from home sometimes during the week?

A. Yes

B. No

14.Does the HR train hiring the employees to make the best hiring decision?

A. Yes

B. No

15.Do you think the organization prefers referred candidate?

A. Yes

B. No

16.Do you have any suggestion for the recruitment and selection process?

BIBLOGRAPHY

BOOKS REFERRED :

Goreth Roberts “Recruitment and selection” CIPD Publishing, 

01-Jan-1997.

Robert leigh Compton, William Marrisley “Effective Recruitment and Selection Practices” ; 5th edition , National library of Australia cataloguing-in- publishing.

Dominic Cooper, Ivan T.Roberson & Gordon Tinline Goreth “Recruitment and selection” British library cataloguing in publishing.

WEBSITES REFERRED :

http://businesscasestudies.co.uk/tesco/recruitment-and-selection/

conclusion.html#axzz2ujWSwAfn

http://www.slideshare.net/desideratum069/recruitment-selection-

process-methods-and-steps-12935970

http://www.nd.gov/hrms/managers/guide/selproc.html

http://hr.nd.edu/nd-faculty-staff/forms-policies/recruitment-selection-

and-hiring/