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N.L DALMIA INSTITUTE OF MANAGEMENT STUDIES

AND RESEARCH

TOPIC - TO ANALYSE THE PREFERENCES OF HR

PROFESSIONALS BEFORE SELECTING A JOB
OPORTUNITY

Summer Internship Project

Prepared and Presented by – SAURABH TIJARE

ROLL NO – PH2123 –D151

 PREFACE
During my Summer Internship at CYGNUS A.D MANAGEMENT
CONSULTING LLP, I got myself introduced to various aspects of HR skills
Page | 2 such as Talent Acquisition / Recruitment, Talent sourcing, screening,
shortlisting, Employer Branding etc.

This Project report is a an understanding of what factor comes into the minds of
Candidates before choosing a Potential job offer for People with HR skills or
education through a Qualitative Research form.

ACKOWLEGDMENT
Any accomplishment requires the effort of many people, and this work is no
exception, I would like to Thank N.L Dalmia Institute of Management Studies
and Research who helped me get this Internship Opportunity through its hard
working placement cell,

I would also like to thank my Industry Mentor Mr. Ankush Gadroo, who helped
me and guided me in understanding the skill and dynamic changes taking place
in the HR domain

I would also like to thank my Mentor Dr. Carol D”Cuhuna for helping me and
guiding me through this Summer Internship Project.
 Certificate

This is to certify that the Summer Internship Project Report is submitted in

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partial fulfillment for the award of PGDM Program of N. L. Dalmia Institute of
Management Studies and Research. It is a result of the bonafide research work
carried out by Mr. Saurabh Tijare under my supervision and guidance during
Summer Internship of 8 Weeks from 5thApril 2022 till 4th June 2022

No part of this report has been submitted for award of any other Degree,
Diploma, Fellowship or other similar titles or prizes. The work has also not
been published in any Journals/Magazines.

Date: 4th July 2022

Place: Mumbai

Industry Guide

Name of Industry Guide: Mr. Ankush Gadroo

Company: Cygnus A.D Management Consulting LLP

Designation: Managing Partner

Signature of the Industry Guide: ___________________

Faculty Guide

Name of the Internal Faculty Guide: Dr. Caral D’cunha

Faculty Department Name: Human Resources

Signature of Internal Faculty Guide _______________

 INDEX
Sr.No Content Page No.
1 About the Company 5
Page | 4 2 About the Industry 6
3 Research Methodology 9
4 Hypothesis Testing 10
5 Findings, Interpretations and Hypothesis 11
Testing
6 Gap Analysis 18
7 Conclusion 18
7 Questioner presented 19
8 Bibliography 20
 ABOUT THE COMPANY

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CYGNUS A.D Management Consulting LLP is a pan India Recruitment firm

that is based in Powai, Mumbai and also has its presence in Pune.

Cygnus is a team of highly efficient and experienced professionals who have

previously added value to some of the World leaders in Engineering Consulting,
being a part of the functional teams in Engineering design, Marketing, Sales and
Business Development across India & APAC & HR Professionals who have
extensive experience in the HR domain.

Cygnus aims to earn recognition across the Globe with its practical, pragmatic
HR expertise, Its cost-effective business support and the highest standard of
Human Resource management available.

Cygnus Has provided services to several Multinational Companies that include

IT, FMCG, Heavy Engineering, Real Estate etc.

The firm was founded in 2016 by Mr. Adeep Khah and Mr. Ankush Gadroo,
Ankush Gadroo is a distinguished Alumni of N.L Dalmia and has an industry
experience of around 15 years in the field of Sales and Marketing,
 Mr. Adeep Khah on the other hand is an alumni of NMIMS Mumbai and has a
vast experience in the field of Sales and Marketing.

Cygnus has for created for itself a niche and competent brand in the
Recruitment industry in this short duration through its Highly efficient working
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and highly qualified work force that timely solves all the needs of their clients.

ABOUT THE INDUSTRY

HR Recruitment consultancies are specific Consultancies that Cater to the

Recruitment for their Client Companies, this is vastly growing industry as
Companies now a days require diverse employees and there are diverse and
complicated problems around, and many occasions one requires to have certain
skills and knowledge to recruit that person which not all companies have, hence
the job of an HR Consultancy comes forward to provide with the best Candidate
for the Company hence the field of HR Consultancy is ever growing and is in
huge demand as is becomes challenging for Companies to Recruit with niche
qualities.

The recruitment sector is made up of numerous agencies and internal staff

members who strive to match prospective employees with open positions.
Various organisations, industry sectors, and job roles use different methods and
procedures.
 INDUSTRY GROWTH POTENTIAL

The recruiting industry had a market value of 148.1 billion dollars in 2018 and
is expected to reach 157.8 billion dollars in 2020. Recruiters are rethinking and
adjusting their tactics as a result of the hiring process, which has recently seen a
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significant transformation, largely as a result of technology improvements. Soft
skills, flexibility, and potential now rank at the top of the list for hiring
managers to consider while conducting searches. Employers appreciate
innovation more as job skills change, and employees in turn anticipate openness
and trust from their employers.

HR SKILLS MOST REQUIRED IN THIS INDUSTRY

Being a Part of the Recruitment Industry Major HR skill required are

1. Talent Acquisition – It means choosing the right candidate for the right
profile, this is not limited to just technical skills but also includes various
characteristics like leadership, motivation, attitude and mental strength
these aspects are also required in selecting the right talent
2. Talent Screening – Acquiring talent is important, with apart from it it is
necessary to know from where the talent and how the talent is acquired,
sourcing of talent is equally important and important skill required in the
industry to succeed.
 3. Employer Branding – This refers to marketing and branding the
employment experience of the company, This is an important skill as at
various level one has to attract niche and highly professional candidates
to a particular organisation which refer highly qualified candidates and
Page | 8 that requires your branding skills to attract that candidate towards that job
4. HR Trends – It is also important to understand the current trends that are
followed in the market to understand what are the needs and requirement
that are emerging out for candidates, Based on which recruitments can be
successfully done.
 RESEARCH METHODOLOGY
 Research Design –
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1. Data – The data acquired for the research in primary data
2. Primary data is a type of data that is collected by researchers directly
from main sources through interviews, surveys, experiments, etc. Primary
data are usually collected from the source—where the data originally
originates from and are regarded as the best kind of data in research.
 Survey – Survey was conducted on the 60 HR Candidates who have work
experience between minimum 1 year and maximum 4 years.
 Research methodology – The methodology used is this research is called
Qualitative methodology
 Qualitative research relies on data obtained by the researcher from
first-hand observation, interviews, questionnaires (on which
participants write descriptively), focus groups, participant-
observation, recordings made in natural settings, documents, case
studies, and artefacts. The data are generally non numerical.
Qualitative methods include ethnography, grounded theory,
discourse analysis, and interpretative phenomenological analysis.
Qualitative research methods have been used in sociology,
anthropology, political science, psychology, social work, and
educational research. Qualitative researchers study individual
understanding of their social reality.
 HYPOTHESIS

Following are the Hypothesis being taken to find out the interpretations
and conclusions of the Research
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Hypothesis 1- Candidates choose salary as the first preference in a

potential job offer

Hypothesis 2 – Candidates without IT background find it difficult to be

placed in IT companies

Hypothesis 3 – Candidates are reluctant to go back to office and prefer

complete WFH
 FINDINGS, INTERPRETATIONS AND HYPOTHESIS
TESTING
Based on the Research findings these are the conclusion
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1st Preference for choosing a job Offer

10%

8% 30% JOB PROFILE

INDUSTRY
10% WORK LIFE BALANCE
SALARY
COMPANY NAME
OTHERS
22% 20%

 Job Profile – 30%

 Industry – 20%
 Work Life Balance – 22%
 Salary – 10%
 Company Name – 8%
 Others – 10%

Based on this pie-chart we can interpret ate that candidate are not giving 1 st
Preference to salary and more emphasis is given to overhaul work profile and
balance between work and personal life
 Preference as salary

5% 10%
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20%
1st Preference
2nd Preference
3rd Preference
Not a Preference

65%

 1st Preference – 10%

 2nd Preference – 65%
 3rd Preference – 20%
 Not a Preference – 5%

Based on the above pie-chart we can clearly come forward with the conclusion
that Hypothesis 1 is a null hypothesis as only 10 % of the respondents are giving
1st Preference to Salary and hence the alternate Hypothesis is that ‘Candidates
do not give 1st Preference to salary while choosing a potential job offer’
 Preference as WFH

Page | 13 10%

30%

TOTAL WFH
HYBRID
NO WFH

60%

 Total WFH – 30%

 Hybrid – 60%
 No WFH – 10%

Based on the pie-chart we conclude that Hypothesis 3 is a null hypothesis and

that post covid candidate are not looking for complete WFH, hence the alternate
hypothesis would be ‘Candidates prefer a Hybrid model of work and not a
complete WFH model
 Difficulty in Joining IT Company as a non IT
Professional

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20% 20%

Yes
No difficulty
Ocassional difficulty

60%

 Yes – 20%
 No difficulty – 60%
 Occasional Difficulty – 20%

Based on this pie-chart we can conclude that the Hypothesis 2 is also a null
hypothesis as only 20% respondents feel that being a non IT professional it is
difficult to get a job in an IT Company hence an alternate hypothesis is that ‘ IT
Candidates do not find it difficult to get a job offer in an IT Company
 Most prefered Profile

10%
Page | 15 15%

Talent Acquisition

25% PayRoll Management

L&D
HR Compliance
Others
35%

15%

 Talent Acquisition – 15%

 Pay Roll Management – 35%
 L&D – 15%
 HR Compliance – 25%
 Others – 10%
 PROFILE OR SECTOR

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35%

PROFILE
SECTIOR

65%

 Profile – 65 %
 Sector – 35%
 Difficuly in finding jobs

Page | 17 10%

15%
No difficulty
Little diffculty
50%
Yes Difficult
Very Difficult

25%

 No Difficulty – 50%
 Little Difficulty – 25%
 Yes Difficulty – 15%
 Very Difficult – 10%
 GAP ANALYSIS
The study on this Research topic had small respondents which might lead to
shortfalls in its interpretations and accuracy, All the Candidates were from non
Page | 18 IT Background hence certain accuracy for IT related questions might have been
less, the entire data was primary hence it based on current trends certain study
patterns and data which was secondary was not under consideration

CONCLUSION
Major conclusions from all the findings and testing it can be derived out that:

Post covid like many even HR Profiles and its candidates priorities and
requirement have been changed

Like many believed that Salary and Monetary benefits are most important
aspects to employee or motivate and employee to take an offer, which has
totally being untrue as nowadays candidates are looking for their overhaul work
life balance and work satisfaction and not just monetary compensations

Many believed that WFH would be the most important aspects post covid as
most candidates prima facia would prefer WFH however it was found out that
majority of the respondents prefer hybrid model rather than complete WFH as
employee engagement and team building is equally important

Overhaul through this research many aspects of HR domain was brought into
attention major one that unlike we may presume, the candidates don’t seem to
find difficulty in getting a job they desire as only 10% respondents find it
difficult to get a job in current situation

Another important aspect that came out into understanding that Jobs are getting
diversified in HR as not only Talent acquisition and Pay roll management but
various other job profiles are also coming into recognition and are in demand
in the industry
 QUESTIONER FORM GENERATED FOR RESEARCH

1) What is the first criteria you have before choosing a potential job
opportunity
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2) At What number will you keep salary
3) Which Profile in HR is your Dream profile
4) Dream Sector or Great Profile which one will you chose
5) Post Covid do WFH became major criteria for candidates in HR
6) Has Hr professionals without IT Background finding it difficult to get job
in Hr especially after a huge IT boom in Hr post Covid
7) Does non IT Candidates find difficult to get jobs in IT sector for Hr
8) Are you finding difficulties in getting jobs post covid
9) Any particular skills you reckon is required for future students to get a
job
10) Are employees able to express themselves to you in case of any
challenges or are they reluctant
 Bibliography

https://www.cygnusad.com/
https://perelson.com/the-history-and-evolution-of-the-recruitment-
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https://gethppy.com/hrtrends/recruitment-industry-trends-for-2021