CHAPTER 1.

E-RECRUITMENT

E-Recruitment or e-Recruitment is the process of personnel

recruitment using e l e c t r o n i c resources, in particular
the internet. Companies and recruitment agents have moved much of their recruitment process
online so as to improve the speed by which candidates can be matched with live vacancies.
Using database technologies, and online job advertising boards and search engines, employers
can now fill posts in a fraction of the time previously possible. Using an online e-Recruitment
system will save the employer time as usually they can rate the e-Candidate and several persons
in HR can independently review e-Candidates.
E-Recruitment utilizes the power of online resume search technology to parse resume
databases and help recruiters and human resource personnel actively search for candidates on a
global scale. Though E-Recruitment initially began as a simple method for finding talent online,
it has evolved to incorporate all aspects of candidate management. Now companies and
organizations are using it to manage job postings, candidate applications and even conduct online
interviews.
The term e-recruitment means using information technology (IT) to speed up or enhance
parts of the recruitment process. It ranges from the applicant interface for advertising vacancies
and making job applications, to the back-office processes, which allow a liaison between human
resources (HR) and line managers to set up a talent pool or database of potential recruits.

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 Used correctly e-recruitment can:
 enhance the applicant experience
 communicate the employer's image and culture better
 make the recruitment process faster, more accountable and standardized
 increase the diversity of applicants
 provide better management information on applicants
 find the right candidate for the job.

According to one survey, internet postings result in nearly ten times as many hires as
newspaper advertisements.

Internet, which reach larger number of people and can get immediate feedback become
the major source of potential job candidates and well known as online recruitment or E-
recruitment. However, it may generate many unqualified candidates and may not increase the
diversity and mix of employees.

In terms of HRM, the internet has radically changed the recruitment function from the
organizational and job seekers' perspective. Conventional methods of recruitment processes are
readily acknowledged as being time-consuming with high costs and limited geographic reach.
However, recruitment through World Wide Web (WWW) provides global coverage and
easiness. Likewise, the speedy integration of the internet into recruitment processes is primarily
recognized due to the internet's unrivalled communications capabilities, which enable recruiters
for written communications through e-mails, blogs and job portals.

The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as
“Online recruitment”, it is the use of technology or the web-based tools to assist the recruitment
process. The tool can be either a job website like naukri.com, the organization’s corporate web
site or its own intranet. Many big and small organizations are using Internet as a source of
recruitment. They advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively, job
seekers place their CVs in worldwide web, which can be drawn by prospective employees
depending upon their requirements.

The internet penetration in India is increasing and has tremendous potential. According to

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a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the
internet, besides e-mail.” There are more than 18 million resumes’ floating online across the
world.

The two kinds of e- recruitment that an organization can use is –

Job portals – i.e., posting the position with the job description and the job specification
on the job portal and also searching for the suitable resumes posted on the site corresponding to
the opening in the organization.
Creating a complete online recruitment/application section in the company’s own
website. - Companies have added an application system to its website, where the ‘passive’ job
seekers can submit their resumes into the database of the organization for consideration in future,
as and when the roles become available.

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 CHAPTER 2.
COMPANY INTRODUCTION

WISBOW PROFESSIONALS

Wisbow Professionals is an IT Firm based in Nagpur, which is eventually, serves the

ultimate product support and service support in the world of Technological Evolution.
Wisbow Professionals helps startup businesses to reinterpret their businesses for digital
world; it is the project-based firm that defined the Project Management, Project Outsourcing,
Software Resale’s and Software development etc.
Wisbow Professionals was founded in 01st of October, 2021 where they had started as a
Web Designing and Development firm. In the recent years this firm have started the software
resale and marketing for the Marg GST billing software with the association of Infobits IT
Solutions, Amravati.
Wisbow Professionals is Product based as well as Service Based firm and having the
Head Office located at Nagpur. It is a free-lance community of IT employees where the IT
personals get the opportunities to engage and deal with the new enhanced frameworks and
technologies like as AngularJS, Ruby on rails, Drupal, etc. which challenges their skills day-by-
day with respect to the product requirements raised in the evolving market base.
The WISBOW PROFESSIONALS has initiate the vision of “creating the customer base
across the Maharashtra region and establishing the service sub-station(branches) at every
district cities of Maharashtra to serve the quality of software utility to customers/clients by the
year 2030.”

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 Basically we work on:

1. Web based application development (website, design, web products, web billing software,
software products)
2. Desktop based application development (billing software, management software- school,
college, Library, hotel, restaurant, sales management etc. and work depends product)
3. Mobile based application development (any mobile application development on android,
iOS platform)
4. Project Outsourcing. (It is project based organization in an increasingly competitive global
economy, the companies that thrive one those who have both the vision-to identify their client’s
needs and their flexibility to meet them must fully, quickly and most effectively.)
5. Software Sales and marketing. (In software development, service industries particularly
those such as advertising or design where there is a high degree of creativity required,
companies have replaced old- fashioned management hierarchies with newer, more flexible
structures that allow them to pull together project team from across functions to focus on the
needs of customers.)
6. Project Management. (It is Project management usually takes place in business context.
However projects are about creating beneficial change, commercial & non-commercial so you
will find them field of human endeavor.)

 THE ENVIRONMENT

The business environment is a marketing term and refers to factors and forces that affect a firm's
ability to build and maintain successful customer relationships. The business environment has
been defined as "the totality of physical and social factors that are taken directly into
consideration in the decision-making behavior of individuals in the organization."

The three levels of the environment are as following:

1. Internal environment – the internal elements of the organization used to create,

communicate and deliver market offerings.

2. External Micro environment – small forces external the company that affect its ability
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 to serve its customers.

3. External Macro environment – larger societal forces that affect the survival of the
organization.

The analysis of the macro marketing environment is to better understand the environment, adapt
to the social environment and change, so as to achieve the purpose of enterprise marketing.

 Micro environment: - The forces close to the company that affects its ability to serve its
customers include-the internal environment, suppliers’ customers, marketing
intermediaries, competitors and publics.

 Macro environment: - The larger societal forces that affects the whole micro
environment include-the demographic environment, the political environment, the
cultural environment, the natural environment, the technological environment and the
economic environment.

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 CHPATER 3.
OBJECTIVES OF SIP

 To Study the concepts of recruitment and selection from theoretical angle.

 To know the various sources of Recruitment by Wisbow Professionals, Nagpur.
 To obtain the feedback of the employees about the Recruitment procedures followed in
the company.
 To review the recruitment process and to make improvements to the forthcoming
recruitment programs.
 To know various methods of recruitment procedures adopted by the company
 To find out the effectiveness of the selection procedure at Wisbow Professionals,
Nagpur.

THE TERMINOLOGY

1. Staffing: - Term staffing refers to continuous process of finding, selecting and

evaluating, developing a working relationship with current or future employees.
The main goal of staffing is to fill the various roles within the company with
suitable candidate. Staffing can be done within the company or by contractors at
various levels of the staffing process. The staffing activities includes following as:
a. Profiling the job position
b. Selecting employees
c. Establishing performance standard
d. Evaluating performance standard
e. Evaluating performance
f. Training and development
2. Recruitment: - it is a process of creating pool and stimulating qualified applicants
to apply for particular jobs at company. It enables company to have bunch of
applicants to screen and evaluate to select right person for right job.
3. Orientation/ Induction: - In human resource development, the induction training
is a form of introduction for new employees in order to enable them to do their
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 work in a new profession or job role within an organization. Training can be
systematic or unsystematic training. Induction training is a systematic training.
4. Exit Interview: - it is an interview held with an employee about to leave an
organization, typically in order to discuss the employee’s reasons for leaving and
their experience of working for the organization. It is a survey conducted with an
individual whose separating from an organization.

SWOT ANALYSIS

SWOT Analysis is a powerful technique for understanding your Strengths and Weaknesses, and
for looking at the Opportunities and Threats you face. Used in a business context, it helps you
carve a sustainable niche in your market. Used in a personal context, it helps you develop your
career in a way that takes best advantage of your talents, abilities and opportunities.

STRENGTH

 Right strategy for the right products.

 Superior customer service vs. competitors.

 Products/Services have required accreditations.

 High degree of customer satisfaction.

 Good place to work

 Lower response time with efficient and effective service.

 Dedicated workforce aiming at making a long-term career in the field.

WEAKNESSES

 Staff needs to Upgrade with skills

 Processes and systems need updating.

 Management at lower level is not sufficient.

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OPPORTUNITIES

 Profit margins will be good.

 Could extend too overseas broadly.

 Could seek better customer deals.

 Fast-track career development opportunities on an industry-wide basis.

 An applied research Centre to create opportunities for developing techniques to

provide added-value services.

THREATS

 Emergence of New entrants with conveniently low-price offerings.

 Great risk involved

 Very high competition prevailing in the companies.

 Vulnerable to Market demands

 Attack by major competitors

 High volume/low-cost market is intensely competitive

KEY POINT

SWOT Analysis is a simple but powerful framework for analyzing company's Strengths and

Weaknesses, and the Opportunities and Threats face. This helps to focus on your strengths,

minimize threats, and take the greatest possible advantage of opportunities available to.

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 CHAPTER 4.
ACTUAL WORK DONE

Weekly Report

Week 1

 . Posting jobs online

 . Online collection of resumes

Week 2

 . Posting jobs online

 . Arrange Recruitment Round

Week 3

 . Posting jobs online

 . Arrange Recruitment Round

 . Arrange Aptitude test

Week 4

 . Posting jobs online

 . Arrange Recruitment Round

 . Arrange Aptitude test

 . Initiators Dept/Technical Interview

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Week 5

 Posting jobs online

 Arrange Recruitment Round

 Arrange Aptitude test

 Initiators Dept/Technical Interview

 HR Interview

 Document Verification

Week 6

 Posting jobs online

 Arrange Recruitment Round

 Arrange Aptitude test

 Initiators Dept/Technical Interview

 HR Interview

 Document Verification

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  Strategy Adopted

 Get Timely Information: -Successful organization gathers key information in a timely

manner. In today’s day Business related information can be accessed almost
instantaneously and incorporated into the system quickly to get timely and desired
results.

 Get Accurate Data: -Accurate data gathering is essential for a company. Without
accurate data, you will not be able to create actionable business decisions.

 Process and Procedures: -Timely information gathering is the goal for a successful
human resource department, but processes and procedures are the tools that will bring
this success.

ANALYSIS OF PERFORMANCE

Analysis is the process of identifying the strengths and weaknesses of the firm by properly
establishing the relationship between all its stakeholders such as suppliers of raw materials,
creditors, shareholders if any employees etc. Analysis is the process of identifying the roles,
duties and responsibilities of members and training if any required will be imparted so that there
should be harmonious relationship between each department and the bottom line of business.

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PROBLEM FACED

 Outdated Database Management: - Generally all the details related to every

employee in maintained in the company data base in Human resource department so
that whenever the need arise it can be utilized, but company lacks such database.

 Lack of Coordination with other department: - Human resource department lacks

proper coordination with other department hence it is difficult many times to have
evaluate the performance of employees of various department.

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VALUE ADDITION DONE TO COMPANY

 THE FASTER THE BETTER: -The first way to increase value is simply to increase
the speed you deliver the kind of value people are willing to pay for. Successful people
know everybody is impatient. A person, who didn’t realize that they wanted your product
or service until today, now wants it yesterday. People perceive a direct correlation
between speed and the value of your offering.

 OFFER BETTER QUALITY: -The second key to creating wealth is by offering better
quality than your competitors at the same price and remembers, quality is whatever the
customer says it is. Total quality management can best be defined as: “Finding out what
your customer wants and giving it to him or her faster than your competitors.”

 IMPROVE CUSTOMER SERVICE: -A fifth way of creating value and increasing

wealth is by improving customer service. People are predominantly emotional. They are
greatly impacted by the warmth, friendliness, cheerfulness and helpfulness of customer
service representatives. Many companies are using customer service as a primary source
of competitive advantage in a fast-changing marketplace.

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 CHAPTER 5.
LEARNING FROM COMPANY

Learning is something which is amalgamation of eager and keenness to adopt, something in any
way it may be. The summer internship for almost one and half month is a kind of a boon to boost
my knowledge and to a certain extent skill which is going to be very beneficial in near future.
During my SIP I have learned how to create customer base by tackling existing consumers with
ease so that they tend to do mouth publicity and will bring potential consumers. The Human
Resource department is a backbone to company and is well managed by HR Manager. I have
seen how the apart from routine work such salary and allied matters are handled but also how HR
Department tackles any unseen issues related to employees any grievances be handled and how
the gap between all the employees of various department and management is filled by Human
Resource department at company. Whatever I have learned and experienced during my training
will definitely going to help me get start my career in Human Resource department after
completions of my MBA.

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 CHAPTER 6.

FINDINGS & SUGGESTION

SUGGESTION

Although during my Summer Internship I was exposed to various departments and its working
pattern but to a certain extent I felt that company should make interns acquaint with each system
of working because generally during this period company ask the intern to only sit and observe
with any employee but students are not able to understand the exact working pattern for which he
is undergoing a training in any company. Rest the company is the one who can take a final call
on this matter.

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CONCLUSION

The week of my first practical training was full of wonderful experiences. Training has made me
well acquainted with the necessities & the problems that employees actually face during their
jobs. It has also helped me a lot to adapt myself to actual working environment & working
coordination with other team members. This training helped me a lot in exchanging my inter and
personal skills there by furnishings my attitude, skills, & knowledge. Further the guidance,
support, and co- operation. We conclude that it was good experience for us. We gained such a
vast practical knowledge in this project work. This project helps us to gain knowledge about the
practical scenario, how the work is being done in the companies. We are able to make contact
with the corporate people and this was a great opportunity for u.

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 BIBILIOGRAPHY

BOOK:-
 Morrison, J. E. (1991). Training for performance. Chichester: John Wiley and Sons Ltd.
Patrick, J. (1992).
 Training Research and Practice. London: Academic Press. Warr, P. B. (2002).
 Learning and training. In P.B. Warr, (ed) Psychology at Work. London: Penguin Books.
 Required Reading Warr, P. B. (2002). Learning and training.
 In P. B. Warr, (ed) Psychology at Work (5th Edn.) (pp. 153-177).
 London: Penguin Books.

WEBSITES:-
 https://www.soas.ac.uk/cedep-demos/000_P506_RM_3736-Demo/unit1/page_26.htm
 https://harappa.education/harappa-diaries/objectives-of-research/
 https://www.hrhelpboard.com/training-development.htm
 https://www.ripublication.com/ijmibs-spl/ijmibsv4n2spl_13.pdf

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