SUMMER TRAINING PROJECT REPORT

ON
“A STUDY ON RECRUITMENT AND SELECTION AT INDIA JOB KART”

SUBMITTED IN PARTIAL FULFILLMENT OF REQUIREMENT FOR THE AWARD OF DEGREE

OF BBA (GENERAL) PROGRAM OF GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY,

DELHI.

Under the guidance of: Submitted By:

MS. SEEMA Disha Solanki

01096701720

KAMAL INSTITUTE OF HIGHER EDUCATION AND ADVANCE TECHNOLOGY K-1 EXTENSION, MOHAN GARDEN

(2020-2023)
 INDIA JOB KART
Right Candidates at the Right Spot...!
Ref. No.: IJK/HR/22-23/031
Date: 14-09-2022

Certificate for of Experience

This is to certified that Mr. Ankush Madan has done internship at INDIA JOB KART from I July 2022 to 31 August 2022 on
Human Resources & Recruitment Services under the guidance of Mr. lshan Garg.

We have found him to be a self-starter who is motivated, duty bound and Hard-working. He worked sincerely on him
assignments and his performance was Par Excellence.

We wish him best of Luck for his Future.

For: INDIA JOB KART

Ishan Garg
(HR Manager)
Head Office W-47, 2 nd Floor, PVC Market, Jwalapuri, Paschim Vihar, New Delhi -110087 (INDIA)

Branch #01512, Street no. 7/A, Hans Nagar, Bathinda -151001 (Punjab)
Office
Contact No. +91-93568-61496, +91-76968-74147, +91-99992-93239
Email info@indiajobkart.com
Web www.indiaiobkart.com
 DECLARATION

I hereby declare that the minor project report, entitled “A STUDY ON RECRUITMENT STRATEGIES OF
BZ CONSULTANT'' is based on my original study been submitted earlier for award of any degree to
any institute or university.

Place: NEW DELHI

Candidate Signature

DISHA SOLANKI
Date: - -

ENROLLMENT NO: 01096701720

 ACKNOWLEDGEMENT

I take this opportunity to thank you for giving me the opportunity to work for this project and I would like to express my

sincere thanks to MS.SEEMA who helped, inspired and mentored me and without their help this project report would not

have taken its current shape. Under their brilliant untiring guidance, I could complete the project being undertaken on the

“RECRUITMENT AND SELECTION'' successfully in time. Their meticulous attention and invaluable suggestions have

helped me in simplifying the problem involved in the work. I would also like to thank the overwhelming support of all the

people who gave me an opportunity to learn and gain knowledge about the various aspects of the industry.

I once again express my heartfelt indebtedness to all-aforesaid. Any omission or error in acknowledgment is inadvertent.
For such oversights and lapses, I tender unconditional apology.

Dr. Anudeep Arora MS. SEEMA

(Director)
 PREFACE
Human resource is an important corporate asset and the overall performance of a company depends on the way it is put

to use. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and

experience. While doing so we need to keep present and future requirements of the company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market conditions. Recruitment is

almost central to any management process and failure in recruitment can create difficulties for any company including

an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to

labour shortages, or problems in management decision making.

Recruitment is however not just a simple selection process but also requires management decision making and
extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the
best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only
the best candidates who would suit the corporate culture, ethics and climate specific to the organisation.

The process of recruitment does not however end with application and selection of the right people but involves
maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and
involvement of a qualified management team, recruitment processes followed by companies can face significant
obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although
companies will have to use their in house management skills to apply generic theories within specific organizational
contexts.
 CHAPTER 1
INTRODUCTION
OF THE STUDY
 INTRODUCTION OF TOPIC
There is a growing body of evidence supporting an association between what are termed high performance

or high commitment human resource management (HRM) practices and various measures of organizational

performance. However, it is not clear why this association exists. This paper argues that to provide a

convincing explanation of this association we need to improve our theoretical and analytic frameworks in

three key areas. These are the nature of HRM, and especially the rationale for the specific lists of HR

practices; the nature of organizational performance; and the linkage between HRM and performance. A

model is presented within which to explore these linkages. The existing literature on HRM and performance

is reviewed in the light of this analysis to identify key gaps in knowledge and help to focus further the

research priorities.

This summer training report on Recruitment and SELECTION. This Recruitment and Selection project is been
prepared to put a light on Recruitment and selection process. This project report includes meaning, definition,
objectives, need and purpose of recruitment, sources of recruitment and meaning of selection, various selection
techniques through which an organisation gets suitable applications

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs. Companies
can adopt different method of recruitment and selection people in the company. Recruitment is a continuous process
whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition
for a specific vacancy or an anticipated vacancy.

Selection is the process that an organization uses to determine which job applicant will be the most successful in
meeting the demands of the job or will fit well with the existing work groups and the culture of the organization.
Selection is the process that an organization uses to determine which job applicant will be the most successful in
meeting the demands of the job or will fit well with the existing work groups and the culture of the organisation.
 SIGNIFICANCE OF THE STUDY

The significance of the study conducted at India Job Kart is as below:

 To study the "recruitment and selection policy followed in The Capital Box.

 To study the various sources of recruitment followed in The Capital Box.

 To learn what is the process of recruitment and selection that should followed.

SCOPE OF STUDY

The benefit of the study for the researchers is that it helped to gain knowledge and

experience and also provided the opportunity to study and understand the prevalent

recruitment procedures.

The key points of my research study are:

1. To Understand and analyze various HR factors including recruitment procedures

at consultant.

2. To suggest any measures/recommendation for the improvement of the recruitment

procedures.
 LITERATURE REVIEW

Recruitment and selection are the two phases of the employment process but there is a

difference between them. The first is the process of searching the candidates to fill

identifies vacant and stimulating them to apply for jobs in the organization while the later

involves the series of steps by which the candidates are screened in order to choose the

most suitable persons for vacant positions. The basic aim of recruitments is to create

collection of talent candidates to enhance selection of best candidates for the

organization, by attracting more and more prospective employees to apply in the

organization while the basic purpose of selection process is to choose the right candidate

to fill the different positions in the organization.

According to Edwin B. Flippo, (1979) “Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the organization”.
DeSanctis (1986), in his research paper defined HRIS as “a specialized information

system within traditional functional areas of the organization, designed to support the

planning, administration, decision-ma king, and control activities of hu man resource

management” Delery and Doty (1996) argued that providing students with a greater

awareness of employment opportunities, and equipping them with the ability to be

proactive in approaching potential employers, will lead to more effective career self-

management and selection processes.

Ayoade (2000), opined that subjecting recruitment, appointment and promotion to the

Federal character usually discriminates against merit. This results in the recruitment of

incompetent people in the workforce which will eventually lead to poor performance.

Dainty (2000) point of view is that people in a country or region who are able to do a

job & available for work they always help the organization to be profitable and the staff

expected to be trying to achieve their target.

Tansley and Watson (2000) observed that the organizational environments have become

increasingly complex. Managers in these organizations face growing difficulties in

coping up with workforces as they are spread across a variety of countries, cultures and

political systems. Managers can utilize Information Technology as a tool in general as

well as in human resourcing functions in particular to increase the potential of the

organization.

Fletcher (2001) mentions that contextual performance deals with attributes that go

beyond task competence and that foster behaviors which enhance the climate and

effectiveness of the organization.

Leopold (2002) defined recruiting as a “positive process of generating a pool of

candidates by reaching the „right‟ audience, suitable to fill the vacancy”, he further
stated that once
these candidates are identified, the process of selecting appropriate employees for

employment can begin through the means of collecting, measuring, and evaluating

information about candidates‟ qualifications for specified vacant positions.

Grobler (2006), recruitment and selection involves choosing the best applicant to fill the

vacant position.

Philip (2006) observed that the effectiveness of recruitment in IT companies is measured

by employee turnover analysis (95%), exit interview analysis (90%) and joint meetings

with HR customer departments (85%).

Cloete (2007) stated that recruitment is all about making sure the qualified people are

available to meet the job needs of the government. Ineffective recruitment prevents any

chance for effective candidate selection because when recruitment falls short, selection

must proceed with a pool of poorly qualified candidates. He further opined that the task

of recruitment is to generate a sufficient pool of applicants to ensure that there are enough

people available with necessary skills and requirements to fill positions.

Purcell and Wright (2007), in their study highlighted five different questions an

organization has to answer to have an effective recruitment strategy to ensure survival

and success. The questions are “Whom to recruit?”, “Where to recruit?”, “What

recruitment sources to use?”, “When to recruit?” and “What message to communicate?”

the above question is patient to get appropriate answer before establishing recruitment

strategy.

French ray and Rumbles sally (2010) says that the important role of recruitment and

selection within the process of leading, managing and developing people. Recruitment

and selection is pivotal in this regard in certain important respects.

The Oxford English Dictionary (2011 edition) defines performance as: ‘The

accomplishment, execution, carrying out, working out of anything ordered or

undertaken? This refers to outputs/outcomes (accomplishment) but also states that

performance is about doing the work as well as being about the results achieved.

Performance could therefore be regarded as behavior - the way in which organizations,

team sand individuals get work done.

Neeraj (2012) defined selection as the process of picking individuals who have relevant

qualifications to fill jobs in an organization. It is much more than just choosing the best

candidate. “It is an attempt to strike a happy balance between what the applicant can and

wants to do and what the organization requires”. Selecting the right employees is

important for three main reasons: performance, costs and legal obligations.

Dhamija’s (2012), research paper entitled “E-recruitment: A Roadmap towards E-

Human Resource Management” identified the overall concept of e-recruitment and its

aim sat collecting information regarding methods viz; e-mails, corporate websites and

commercial job boards etc. of e-recruitment. Further it includes general advantages and

disadvantages of e-recruitment.

Stephen et.al., (2013) study shown that there are some significant behavioral differences

between referred and non- referred workers, even though referred and non-referred

workers look similar on most observable characteristics.

“Literature Review on Primary Organizational Recruitment Sources”. This paper

affirms that more and higher educational institutions in India are focusing

towards a development of a robust online placement platform to match the

industry requirement of E-HRM processes.

Brandão, et.al. (2017) research stated that a growing number of organizations use new technologies in

Human Resource processes

 RECRUITMENT

MEANING OF RECRUITMENT

A process of finding and attracting capable applicants for employment. The process begins when
new recruits are sought and ends when their applications are submitted. The result is a pool of
applications from which new employees are selected

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

DEFINITION OF RECRUITMENT

According to Dale Yoder, “Recruitment is a process to discover the source of manpower to

meet the requirements of the staffing schedule and to employ effective measure for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force”

IMPORTANCE OF RECRUITMENT

 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of its
workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
  Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants
 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time
 Attract an encourage more and more candidates to apply in the organization
 Recruitment is the process which links the employers with the employees
 Meet the organizations legal and social obligations regarding the composition of its
workforce.

TYPES OF RECRUITMENT

Recruitment is the process of searching for prospective employees and stimulating them to apply
for jobs. Companies can adopt different method of recruitment and selection people in the
company. These methods are:

1. Internal source
2. External source

Recruitment

Internal External
 Internal source of Recruitment:-

Internal source of recruitment refer to obtaining people for job from inside the company. There are different

methods of internal recruitment

Promotion:

Companies can give promotion to existing employee. This method of recruitment saves lot of time, money
and effort because the company does not have to train the existing employs. Since the employee already
worked with the company. He is familiar with the working culture and working style.

Departmental examination:

This method is used by the government department to select employee for higher level point. The
advertisement is put up on the notice board of the department. People who are interested must send their
application to the hr department and appear for the exam. Successful candidates are given the higher level
job.

Internal advertisement:

In this method vacancies in a particular branch are advertised in the notice board. People who are interested
are asked to apply for the job. The method helps in obtaining people who are ready to shift to another
branch of the same company.

Employee recommendation:-

In this method employee are asked to recommend people for job. Since the employee is aware of the
working condition inside the company he will suggest people who can adjust to the situation.
  TRANSFER: -

A transfer is an internal movement with in the same grade from one job to another. It may lead to changes and duties
and responsibilities, working conditions etc. but not necessarily salary

 PREVIOUS APPLICANTS: -

Although not entirely an external source those who have previously applied for jobs can be re-contacted by
male, a quick and inexpensive way to fill an unexpected opening. Applicants who have just walked in and
applied may be considered also. These previous walk ins are likely to be more suitable for filling unskilled
and semi- skilled jobs what some professional opening can be filled by turning to such application. One firm
that needed too cost accountants immediately contacted qualified previous applicant and was able to hire to
individuals who were disenchanted with there current jobs at other companies.

Advantages of Internal Recruitment:

 Familiarity: - the organization and its employee are familiar to each other. The
organization knows the ability and skills of the likely candidates since they are insiders.
Employees also know about the working conditions and job requirement of the vacancies.

 BETTER UTILLSATION OF INTERNAL TALENT :- Reliance on internal recruitment

enables the enterprise to make the best use of the capabilities of its employee. For examples,
some employee may be so talented that they deserve promotion, or some may do better on
transfer to other jobs.

 ECONOMY :- The cost of recruiting internal employee in minimal. The enterprise need not
incur any expenditure on informing and including its employee to apply.

 MOTIVATIONAL VALUE :- Internal recruitment is a source of encouragement and

motivation for employee. The employee can look for promotion and transfer with hope and
thereby do their jobs well as to earn the desired promotion/transfer.
 Disadvantages of the Internal Recruitment:

 RESTRICTED CHOICE :-Internal recruitment restrict the options and freedom for the
enterprise in choosing the most suitable candidates for the vacancies. It has a narrow sense. The
enterprise may have to compromise on quality of its choice of candidates.

 INBREEDING :-If the enterprise depends too much on internal recruitment , it means that the
enterprise denies itself fresh talent and new blood available outside. Existing employees even if
promoted or transferred may continue to work and behave in the same habitual ways, without any
dynamism.

 ABSENSE OF COMPETITION :- In the absence of competition from qualified candidates

from outside employees are likely to expect automatic promotion by seniority. Thus they may
lose the drive for proving the worth.

 CONFLICT :- There may be chance of conflict and infighting among those employees who
aspire for promotion to the available vacancies. Those who are not promoted are unhappy and
their efficiency may decline.

External method of Recruitment

External source of recruitment refer to method of recruitment to obtain people from outside the
company. These methods are

 Management consultant

Management consultant helps the company by providing them managerial personal. When
the company is on the lookout for entry level management trainees and middle level
managers. They generally approach management consultants.
  Employment agencies:

Company may give a contract to employment agencies that search. Interview and obtain the
required number of people. The method obtain can be used to obtain lower level and middle
level staff.

 Campus recruitment:-

Campus recruitment refers to any effort made by prospective employers to recruit students from
their college campuses, usually prior to graduation. Employers use campus recruitment to attract
and screen students for a variety of different positions, both as interns and as full-time
employees. In some cases, recruitment takes the form of small events sponsored by one or a few
industry representatives. In other cases, the school and industry collaborate to arrange campus-
wide job fairs that attract many potential employers. Businesses are typically the most active
recruiters, but the government, graduate schools, and non-profit organizations also engage in
campus recruiting. Potential employers use this type of recruiting to attract the best and brightest.
Students at schools with excellent reputations in certain fields are in particularly high demand,
and recruiting efforts at these schools are frequently very intense.

 Internet advertisement:-

With increasing importance to internet companies and candidates have started using the internet
as medium of advertisement and search for jobs. These are various job sites like naukri.com and
monster.com etc. candidates can also post their profiles on these sites.

 Walk in interview:-

Another method of recruitment which is gaining importance is the walk in interview

method. An advertisement about the location and time of walk in interview is given in the
newspaper. Candidates require to directly appearing for the interview and above to bring
a copy of their C.V with them.
 SCOUTING:-

This is one of the oldest methods. In these method the personnel department sends their
representatives to potential places of recruitment and establishes contact with potential
candidates seeking employment. Preliminary screening are arranged at selected places
wherein the candidates present themselves. In these effort local consultant agents
institutions colleges play the liaison work. Organizing conventions, indoctrination
seminars, fairs etc., are other means in this method.

 RECRUITMENT AT THE FACTORY GATE:-

It is a method of recruitment by placing a notice at the factory gate specifying the details
of the jobs available.

 EMPLOYEES TRADE ASSOCIATION:-

Meetings, conferences, seminars and other social functions of employees trade

associations are yet another means of locating suitable hands.

 UNCONSOLIDATED APPLICATIONS:-

For the positions in which large numbers of candidates are not available from other
sources, the companies may gain in keeping files of applications received from
candidates who make direct enquiries about possible vacancies on their own, or may
send unconsolidated applications.

 VOLUNTARY ORGANISATIONS:-

Voluntary organizations such as private clubs, social organizations, might also provide
employees – handicapped, widowed or unmarried women, old persons, retired hands etc.
in response to advertisements.

 COMPUTER DATA BANKS:-

When a company desires a particular type of employees, job specifications and

requirements are fed into a computer, where they are matched against the resume data
 stored therein.
Advantage of External Recruitment:

 WIDE CHOICE:- The organization has the freedom to select candidates from a
large pool. Persons with requisite qualifications could be picked up.

 INJECTION OF FRESH BLOOD:- People with special skills and knowledge could
be hired to stir up the existing employees and pave the way for innovative ways of
working.

 MOTIVATIONAL FORCE :- It helps in motivating internal employees to work

hard and compete with external candidates while seeking career growth. Such a
competitive atmosphere would help an employee to work to the best of his abilities.

 LONG TERM BENEFITS :- Talented people could join the ranks, new ideas could
find meaningful expression, a competitive atmosphere would compel to give out their
best and earn rewards etc.

Disadvantage of External Recruitment:-

 EXPENSIVE:- Hiring costs could go up substantially. Tapping numerous sources of

recruitment is not an easy task either.

 TIME CONSUMING :- It takes time to advertise, screen, to test and select suitable
employees. Where suitable ones are not available the process has to be repeated.

 DEMOTIVATING :- Existing employees who have put in considerable service may

resist the process of filling up vacancies from outside. The feeling that their services have
not been recognized by the organization, forces them to work with less enthusiasm and
motivation.

 UNCERTAINTY :- There is no guarantee that the organization will be able to hire the
services of suitable candidates. It may end up hiring someone who does not fit and who
may not be able to adjust in the new setup.
 OBJECTIVES OF RECRUITMENT

 Support the organization ability to acquire, retain and develop the best talent and skills.
 Determine present and future manpower requirements of the organization.
 Obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
 Create a pool of candidates so that the management can select the right candidate for the
right job from this pool
 Attract and encourage more and more candidates to apply in the organization
 Acts as a link between the employers and the job seekers
 Meet the organization's legal and social obligations regarding the composition of its
workforce.

 Its forecast how many people will be require in the company.

 Its enables the company to advertise itself and attracts talented people.

SELECTION

MEANING OF SELECTION:-

After identifying the sources of human resources, searching for prospective employees and
stimulation helps to apply for jobs in an organization, the management has to perform the
function of selecting the right man at right job and at the right time.
In simple words
It is the functions perform by the management of selecting the right employees at the right time
After identifying the sources of human resources, searching for prospective employees
and stimulating them to apply for jobs in an organization
.The objective of the selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates.
 DEFINITION OF SELECTION:-

According to Thomas stone “Selection is the process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success on the jobs”.

FEATURES OF SELECTION

 SELECTS SUITABLE CANDIDATE: Selection picks up the most suitable candidate

who would meet the requirements of the job as the most suitable person is picked up after
eliminating the unsuitable applicants.

 DETERMINES APPLICANT CAPABILITIES: Selection determines whether thec

applicants have required capabilities or not.

 PLACE RIGHT CANDIDATE AT RIGHT JOB: Selection is also aimed to place

individuals who can make effective and worthwhile contribution to an organization into
appropriate jobs or roles.

 GENERATES INFORMATION ABOUT CANDIDATE: Selection generate

information about the candidates in order to enable comparison with other candidates and
assist in decision making.

 SAVES COST: How well an employee is matched to a job is very important because it
directly effect the amount a quality of employee work.
SELECTION STRATEGIES
 INDIA JOB KART

Millions of Jobs, Finds the One that's Right for

You
India Job Kart is the fast-growing Recruitment Consultancy providing services to BPO/KPO, FMCG, Pharma,
BFSI, Automobile & Engineering, Education etc.

India Job Kart was started its operations in 2016 from Bathinda-Punjab. Mr. Baldev Singh (Recruitment
Specialist and Founder) had a vision to bridge the gap between Company and candidates. In the very first year,
company was awarded as the Best Recruiter from the Govt. of Punjab (Awarded by Hon. Ex Chief Minister:
Capt. Amrinder Singh)

The company due to its ethical practices and quick turnaround time, the company managed to onboard many
MNCs in the first 2 Years of its operations like: Just Dial, Teleperformance, L&T Financial Services, Reliance
Nippon Life Insurance, Utkarsh, eClerx, Altruist Technologies, Byjus etc.

India Job Kart launched its official online Platform in 2021, offering services to both employers and candidates,
more than 50000+ Registered Candidates as on now. India Job Kart was joined by Mr. Ishan Garg (IT Head)
and Mr. VD Jindal (Marketing Head) in the same year.

India Job Kart has vast network of tie-ups with Employment exchanges through out Punjab, Colleges and
Universities where it has conducted 100+ drives and fulfilled the client’s requirement.

The company expanded its wings and started in operations in Delhi in 2022 where it onboarded both IT and
Non-IT Clients, and managed to rank at the top positions in the charts of Recruitment Vendor.

Mission:
Our mission is to touch the horizon where our capabilities may successfully meet with the requirements of our
clients, that too with transparency, cost-effectiveness and quick turnaround time.

Vision:

To sow the seeds of par-excellence services with customer centric approach and reap the trust of clients across
the world.
 Meet The Team

Baldev Singh

Director - Operations & Finance

Recruitment specialist with over 8+ Years of Experience, Placed over 5000 Candidates at the Right Jobs. On-
Board recruitment partner with Big firms. Handles Operations at India Job Kart.

Ishan Garg
 Director - Human Resource & IT

Business Development and Digital Marketing specialist with 7+ Years of Experience. Has successfully scaled
multiple ventures across different niches. Gives training to HRs and streamlines the screening process. Handles
IT and database management at India Job Kart.

VD Jindal

Director - Marketing & Business Development

Educationalist with 10+ Years of Experience in Campus Placement Drives. Handles Corporate Tie-ups,
relationships & Marketing at India Job Kart. Has been successful in onboarding Big Firms in a very short span
of time.
 LITERATURE REVIEW
Definition:

Edwin Flippo defines Recruitment and selection process as “A process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.”

In simpler terms, recruitment and selection are concurrent processes and are void without each other. They significantly
differ from each other and are essential constituents of the organization. It helps in discovering the potential and
capabilities of applicants for expected or actual organizational vacancies. It is a link between the jobs and those seeking
jobs.

(Ms. Meenakshi Verma, 2022) in their survey research on the use of technologies in recruiting, screening and selection
process for job candidates conducted in dimension group found that most organisations implemented technology based
recruitment and selection tools to improve efficiency, reduce cost and expand the applicant pool.

The meta-analysis of the research conducted by (Jones, 2021) concluded that timely response from HR managers was
linked to greater applicant attraction to a job within an organization

According to (Philip, 2020) his study revealed that, “the ideal recruitment effort will attract a large number of qualified
applicants who will take the job if it is offered. So recruiting is a process of discovering the potential candidates for
actual organizational vacancies”.

(Hughes, 2019) in his study titled, “Strategic HR Review,2019,” states that successful recruitment and selection can
improve organization performance.

According to (Dr. Amer Hani Al- Kassem,2017), “Recruitment and selection practice in business process outsourcing
industry” The study recommended that access to employee services, develop their skills, and motivate them at high
levels of performance, and in order to ensure the
maintenance of their commitment to the organization, this is necessary to
achieve organizational goals

( Chungyalpa and Karishma T , 2016) in his study titled, “ Best practices and emerging trends in recruitment and
selection” states that to examine the recruitment and selection process and the latest trends concerning recruitment and
selection.

( Subhash C. Kundu Neha Gahlawat,2015) in his study titled, “recruitment and selection techniques used in corporate
sector” states that to examine the variations in the adoption of recruitment practices and techniques among Indian and
multinational companies.
 RESEARCH METHODOLOGY

RESEARCH OBJECTIVES

The primary objective is to study, understand and analyze aspects related to various HR Procedures of Recruitment and
Selection at India job kart.

OBJECTIVES OF STUDY

 To study the existing policy regarding Recruitment and Selection process.

 To know the satisfaction level of employees towards the existing recruitment and selection process.
 To identify the internal and external sources of recruitment and selection.

RESEARCH METHODOLOGY:

Research methodology is a way to systematically solve the problem. It may be understood as a science of
studying how research is done scientifically. When we talk of research methodology we not only talk of
research methodology but also consider the logic behind the methods, that we are using and explain why we
are using a particular technique and not other. Research means search for knowledge. It is a perquisite for a
dynamic organization. Precisely research is a more systematic activity directed towards the discovery and
development of organized body of knowledge.

Research Design

A research design is the arrangement of the condition for collecting and analysis of data in a manner that
aim to combine relevance to the research purpose with economy in process or that is to save the time and
cost. Descriptive research was carried out which was experimental in design. It was necessitated, as it was
required to get in depth inside into employee’s satisfaction level towards the Private and Public originations.
Information gathered was based on the reply of respondents to structured questionnaire.
Methodology that was adopted to carry out for calculating satisfaction level was a questionnaire containing
10 questions.

Sampling

An integral component of a research design is the sampling plan. Specifically, it addresses three questions
i.e.

Whom to survey ( The sample unit )

How many to survey (The sample size) and
How to select them (The sampling procedure)
Making a census study of the whole universe will be impossible on the account of limitations of time. Hence sampling
becomes inevitable. A sample is only a portion of the total employee strength
According to Yule, a famous statistician, the object of sampling is to get maximum information about the
parent population with minimum effort.

Data Collection

Data Collection Methods:-

The task of data collection begins after the research problem has been defined and research begins chalked
out. While deciding about the method of data collection to be used the researcher should keep in mind two
types of data i.e. primary and secondary data.

Primary Data:

Primary Data are those which are collected a fresh and far the first time, and thus happens to be original in character.
Primary data was collected from door to door survey and the basic tools used for gathering the information
is through structural questionnaire and some persons were also connected through telephone.Personal
interview, personal opinion and view points of both public and private organizations staff about the various
recruitment sources in the completion of the project.
Secondary Data:

Secondary data on the other hand are those which are collected by someone which have been passed
through statistical process.
Brochures, journals, magazines, and internet of information provided let many inputs for the successful
completion of project.

Data Collection Techniques

The main techniques used in the data collection were:

1. Questionnaire
2. Interview
3. Magazines
4. Internet

Data Collection Instruments

Instruments used to collect the data were :-

1. Structured Questionnaire
2. Personal Interview

Sampling Design

Sampling Unit:
It tells who is to be surveyed. Here the employees of the company were included
Sample Size:
It describes how many people should be surveyed. The sample size of 50 employees was taken.
Sampling Procedure:
It describes how the respondents should be chosen. For this Convenience sampling was done by the researcher
 Chapter 2
Data Analysis and Interpretation
 Data Analysis and Interpretation

Q 1 Do you think the present recruitment policy is helpful in achieving the goals of
the company?

Table 1.1:- Response regarding recruitment policy is helpful in achieving goals.

S. No Opinion No. of Respondent Percentage

1 Yes 25 50%
2 No 15 30%
3 To some extent 10 20%
Total 50 100%

Graph 1.1:-
(Response regarding recruitment policy is helpful in achieving goals

Recruitment policy

20%
Yes
50% No
30% To some extent
 Q 2 Through which source your organizations recruit the employee?

Table 2.1: Response regarding source of recruiting employees.

S. No Opinion No. of respondent Percentage

1 Internally 10 20%
2 Externally 30 60%
3 Both 10 20%

Total 50 100%

Graph 2.1:- : Response regarding source of recruiting employees

Source Of Recruitment

20% 20%
Internally
Externally
both
60%
 Q 3 Is there any provision for recruitment of summer trainees?

Table 3.1: Response regarding summer trainees.

S. No Opinion No. of respondent Percentage

1 Yes 30 60%

2 No 20 40%

Total 50 100%

Graph 3.1:- Response regarding summer trainees.

Recruitment Summer Trainees

40%
Yes
60% No
Q 4 Is recruitment and selection process motivating the employee in the organization?

Table 4.1: Response regarding recruitment and selection process motivate

the employee.

-
S. No Opinion No. of Respondent Percentage

1 Always 15 30%

2 Sometimes 25 50%

3 Never 10 20%

total 50 100%

Graph 4.1:- Response regarding recruitment and selection process motivate

the employee.

Recruitment and Selection

Process Motivate the Employee

20%
30%
Always
Sometimes
Never
50%
 Q 5 Which method do you mostly prefer from the following for the recruitment and
selection?

Table 5.1: Response regarding methods of the recruitment and selection.

-

S. No Opinion No. of Respondent Percentage

1 Direct method 20 40%
2 Indirect method 15 30%
3 Third party 15 30%
Total 50 100%

Graph 5.1:- Response regarding methods of the recruitment and selection.

Method of Recruitment and

Selection

30% Direct method

40%
Indirect method
Third party

30%
 Q 6 How do you rate the recruitment procedure?

Table 6.1: Response regarding rate of recruitment process.

-

S. No Opinion No. of Respondent Percentage

1 Short 15 30%

2 Average 10 20%

3 Long 20 40%

4 Very long 5 10%

Total 50 100%

Graph 6.1:- Response regarding rate of recruitment process.

Recruitment Procedure

10%

30% Short Average Long

Very long

40%
20%
 Q 7 How many rounds of interview are conducted?

Table 7.1:- Response regarding rounds of interview.

S. No Opinion No. of Respondent Percentage

1 1 to 3 20 40%
2 3 to 5 10 20%
3 More than 5 20 40%
Total 50 100%

Graph 7.1: Response regarding rounds of interview.

-

Round of Interview

40% 1 to 3
40%
3 to 5
More than 5

20%
Q 8 Which form of interview did the company prefer?

Table 8.1: Response regarding method of interview conducted.

-

S. No Opinion No. of Respondent Percentage

1 Personal interview 25 50%
2 Telephone interview 20 40%
3 Video conferencing 5 10%
Total 50 100%

Graph8.1:- Response regarding method of interview conducted.

Form of Interview

10%

Personal interview
50%
Telephonic interview
40% Video conferencing
Q 9 Which type of technique is used for selection?

Table 9.1: Response regarding techniques of selection.

-

S. No Opinion No. of Respondent Percentage

1 Structured 25 50%
2 Unstructured 10 20%
3 Both 15 30%
Total 50 100%

Graph 9.1:- Response regarding techniques of selection.

Technique for Selection

30%
Structured
50% Unstructured
both

20%
 Q 10 On which basis the organization give the training to the employees?

Table 10.1: Response regarding training to employees.

-

S. No Opinion No. of Respondent Percentage

1 On regular basis 35 70%
2 On and off basis 10 20%
3 Not at all 5 10%
Total 50 100%

Graph 10.1:- Response regarding training to employees.

Basis of Training

10%

20% On regular basis

On and off basis
Not at all
70%
 CHAPTER III
FINDINGS, RECOMMENDATIONS
AND
CONCLUSION
 FINDINGS

The study was conducted in India Job Kart and we have concluded certain findings during
the survey in the company.

 They recruit employees on the basis of their key skills, capabilities and qualification.

 They make new recruits aware about the company and working pattern of the company.

 The techniques and the methods used by the company in the interview is found to be
effective.

 They follow various type of internal and external sources for recruit the best employees
according to their organizational objective.

 They take feedback from their employees on regular basis.

 They follow the recruitment procedure with no discrimination. In other word they treat all
applicants equally.

 They focus on each and every department of the organization.

 RECOMMENDATIONS

 The recruitment and selection procedure should not too lengthy and time consuming.

 The candidates called for interview should be allotted timings and it should not overlap
with each other.

 The recruitment procedure should be impartial.

 The select and reject criteria for the students are based on the knowledge competency
Skills.

 Intelligence test should be implemented in selection process to test the knowledge of the
candidates.

 Manpower requirement for each department in the company is identified well in advance.

 If the manpower requirement is high and the recruitment team of the HR department
alone cannot satisfy it, then help from the placement agencies is needed.

 Time management is very essential and it should not be ignored at any level of the
process.
 CONCLUSION

The organization follows the rules and regulation involved in their Recruitment and Selection procedure of
the organization, however there is some scope of improvement with regards to following:

 The managers are fully satisfied with the existing Recruitment and Selection
procedure.

 The Recruitment and Selection should not be lengthy

 The Recruitment and Selection procedure should be impartial

 Most of the employees were satisfied with current recruitment policy but change are required
according to the changing scenario

 The employees and the management in the organization take full interest in
selection of best candidates.

 The behavior of employer & the managements is supportive to the applicants.

 Bibliography

Hughes. (2019). Strategic HR Review.

Jones. (2021). The meta-analysis of the research.
Philip. (2020). Ideal recruitment effort.
Ms.Meenakshi Verma. (2022). use of technologies in recruiting, screening and selection process for job.

Selected Books

 GUPTA, C.B., PRINCIPLES & PRACTICES OF MANAGEMENT, NATIONAL

PUBLISHERS, NEW DELHI.

 MAMORIA, C.B., PERSONNEL MANAGEMENT (MANAGEMENT OF HUMAN

RESOURCES), HIMALAYA PUBLISHING HOUSE, DARYA GANG, NEW DELHI-
110002, 1999.

 PRASAD, L.M., SULTAN CHAND & SONS PUBLISHING, RAM NAGAR, NEW
DELHI-110055.

 SAIYADAIN, MIRZA, HUMAN RESOURCE MANAGEMENT; PUBLISHED BY

TATA MCGRAW HILL PUBLISHING CO. LTD., 2000.

Selected Sites
 www.scadsnetwork.com
 www.scribd.com
APPENDICES
QUESTIONNAIRE
 QUESTIONNAIRE

Dear Respondents,

I would be grateful if you could share some of your time to respond to the
following questions. Your response will be treated as confidential and
would only be used for the purpose of study.

Name…………………………………………………

Age……….....................................

Gender

 Male
 Female
Q 1 Do you think the present recruitment policy is helpful in
achieving the goal of the organization?

a) Yes
b) No
c) To some extent

Q 2 Through which source the organization recruit the employee?

a) Internally
b) Externally
c) Both

Q 3 Is there any provision for recruitment of summer trainees?

a) Yes
b) No

Q 4 Is recruitment and selection process motivating the employee in the

organization?
(a) Always
(b) Sometimes
(c) Never

Q 5 Which method do you mostly prefer from the following for recruitment
and selection?
a) Direct method
b) Indirect method
c) Third party
Q 6 How do you rate the recruitment procedure?
a) Short
b) Average
c) Long
d) Very long

Q 7 How many rounds of interview are conducted?

a) 1-3
b) 3-5
c) More than 5

Q 8 Which form of interview did the company prefer?

a) Personal interview
b) Telephone interview
c) Video conferencing

Q 9 Which type of technique used for selection?

a) Structured
b) Unstructured
c) Both

Q 10 which basis the organization give the training to employee?

a) On regular basis
b) On and off basis
c) Not at all