A Dissertation Report On

“Recruiting and selection process of skywings advisors pvt. Ltd.”

Submitted in Partial Fulfillment for the degree of Bachlor of Business

Administration.
Batch: 2022-2025

Submitted by:
Vanshika Rathour

University Roll No: - 2202301137

Submitted To:
Mr. Mahesh Mishra

Project Guide
(Assistant Professor)
DECLARATION
I VANSHIKA student of BBA course in QUANTUM UNIVERSITY
declare that this project report en tled “Recrui ng and
selec on process of skywings advisors pvt. Ltd.”. It is a genuine
report carried out by me and it is confined record of work
done under the guidance of Prof. MAHESH MISHRA,
QUANTUM UNIVERSITY, ROORKEE towards the par al
fulfillment of BBA Degree.
INTERNAL GUIDE CERTIFICATE
This is cer fy that Ms VANSHIKA RATHOUR a student of BBA of
QUANTUM UNIVERSITY, ROORKEE has successfully completed
his/her summer internship project on the topic of “Recrui ng
and selec on process of skywings advisors pvt. Ltd.” He/she has
worked on his/her performance during the project was
extremely sa sfactory.
Signature:
Name of the guide: Prof. Mahesh Mishra
Dt:
 ACKNOWLEDGEMENT
A Research study can’t be completed without the guidance,
assistance, inspira on and coopera on from various quarters.
This study also bears the inspira on of many persons. This
project required hard work,
Sincerity and devo on which I tried my best to put in this
project and in turn gained a lot of knowledge and confidence
from this project.
I am deeply grateful to my project guide “DR. MAHESH
MISHRA “who has helped me in comple on of this project.
She has been a constant guiding forces and sources of
illumina on for me. It en rely goes to her credit that this
project has a ained its final shape.
Finally, I would like t thank my parents and all my friends, who
provide me with their constant support and took the pain it,
help me in comple ng the project.
 PREFACE
It is a great opportunity for me to pursue my BBA in QUANTUM
UNIVERSITY,ROORKEE in the accomplishment of summer
internship Programme I am submi ng a report on “STUDY
ABOUT ON RECRUITMENT PROCESS FOR FEB TECH”. Subject
limita on of me, efforts and resources every possible a empt
has been made to study the ma er deeply. The whole project is
measured through the ques onnaire, the data further analyzed
and interpreted and the result was obtained. The purpose of
this report is to give a brief idea about what has been done in
the summer training. This report comprises of various things
and knowledge I have got during my summer internship at FEB
TECH. The objec ves of preparing this report are as follows:

1. To know the percepon of employees regarding recruitment

and selec on process.
2. To know the recruitment process

3. To know the selec on process

4. To review HR polices pertaining to recruitment and
selec on.
Index

1. Introduction
o 1.1 Background of the Internship
o 1.2 Objectives of the Internship
o 1.3 Scope of the Report
2. Company Overview
o 2.1 About Skywings Advisors Pvt. Ltd.
o 2.2 Company Mission and Vision
o 2.3 Key Services and Clientele
3. The Recruitment Process at Skywings Advisors Pvt. Ltd.
o 3.1 Job Requirement Analysis
o 3.2 Sourcing Candidates
o 3.3 Resume Screening and Shortlisting
o 3.4 Initial Candidate Assessment (Telephonic/Video
Interview)
o 3.5 In-Depth Interviews and Evaluation
o 3.6 Client Interaction and Final Decision
o 3.7 Offer Letter and Negotiation
o 3.8 Onboarding Process
4. Tools and Technologies Used in Recruitment
o 4.1 Applicant Tracking System (ATS)
o 4.2 Job Portals and Social Media Platforms
o 4.3 Assessment Tools and Techniques
o 4.4 Communication Tools and Channels
5. Roles and Responsibilities During the Internship
o 5.1 Candidate Sourcing and Screening
o 5.2 Assisting in Interviews and Assessments
o 5.3 Coordinating with Clients and Candidates
o 5.4 Administrative Support in Recruitment
6. Key Observations and Learning
o 6.1 Challenges in the Recruitment Process
o 6.2 Best Practices for Candidate Engagement
o 6.3 Insights into Recruitment Strategy and Client Relations
o Employee’s perception about recruitment process:
7. Conclusion
o 7.1 Summary of Learning Outcomes
o 7.2 Contribution to Personal and Professional Growth
8. Recommendations
o 8.1 Suggestions for Improving the Recruitment Process
o 8.2 Enhancing Candidate Experience and Engagement
9. References
o 9.1 Sources Cited in the Report
o 9.2 Additional Resources Consulted
10. Appendices

 10.1 Documents and Templates Used During Internship

 10.2 Charts and Graphs (if applicable)
 10.3 Feedback and Evaluations
 CHAPTER-1

1.1INTRODUCTION
1.1 Background of the Internship

In this section, you should provide a detailed background of

your internship journey at Skywings Advisors Pvt. Ltd. Explain
how you learned about the opportunity to work with an HR
consultancy based in Dehradun and how it aligned with your
academic pursuits or career interests. Highlight your motivation
to intern at an HR consultancy, especially considering that it is
focused on internal hiring, which gives you the opportunity to
understand recruitment processes from the organizational
perspective. Briefly discuss any academic qualifications or
professional experiences that led you to pursue an internship in
HR, and why you chose Skywings Advisors specifically.
1.2 Objec ves of the Internship

Here, you should list and elaborate on the specific goals you set
out to achieve during your internship at Skywings Advisors.
Since you worked in internal hiring, your objectives may
include gaining practical knowledge about:
 Internal recruitment processes, such as sourcing and
hiring employees for Skywings Advisors’ own teams.
 Talent management and succession planning,
understanding how the company handles internal
promo ons and lateral hiring.
 Familiarizing yourself with the tools and pla orms used
for internal hiring, such as ATS, HRMS, etc.
 Enhancing your interview skills and learning how to assess
candidates for internal roles.
 Developing an understanding of the company’s cultural fit
and how HR collaborates with different departments to
meet hiring needs. Your goals might also include
professional objec ves, such as improving communica on
skills, expanding your network within the HR community,
 or understanding the strategic aspect of internal
recruitment.

1.3 Scope of the Report

In this section, explain what the report will cover in detail. Since
your internship was focused on internal hiring, you will discuss
the internal recruitment process at Skywings Advisors, the
tools used for recruitment, your roles and responsibilities,
and any specific projects or tasks you worked on. Additionally,
you will include your learning outcomes, observations, and
recommendations for improving internal recruitment practices.
You might also mention that the report will focus on the HR
strategies used by the company and how these align with the
company’s growth and culture.
2. Company Overview
2 .1 About Skywings Advisors Pvt. Ltd.

Skywings Advisors Pvt. Ltd. is a leading HR consultancy firm

based in Dehradun, specializing in recruitment, staffing
solutions, and talent management. It offers services primarily
in the recruitment of middle and senior-level professionals
across various industries, including IT, healthcare, finance, and
education. The company also provides HR consultancy
services, helping businesses optimize their HR processes. You
can mention the founding year, the company’s vision, the types
of clients it serves, and how it has established itself as a key
player in the recruitment space within the region. If applicable,
mention any unique services they offer, like executive search,
headhunting, or talent mapping.
2.2 Company Mission and Vision

Skywings Advisors’ mission is likely focused on providing

efficient, ethical, and timely recruitment solutions to both clients
and candidates. Their vision could include becoming a market
leader in HR consultancy by continuously adapting to new
recruitment technologies, building strong client relationships,
and maintaining a network of highly skilled candidates. As an
intern, you can provide insight into how these values manifest in
their internal recruitment practices, ensuring that Skywings
Advisors not only hires top talent for clients but also fosters a
strong internal team to support business operations and growth.
2.3 Key Services and Clientele

Skywings Advisors Pvt. Ltd. offers a comprehensive range of

HR services, including:
 Talent Acquisi on: This involves end-to-end recruitment
services, from sourcing candidates to onboarding them.
 Recruitment Process Outsourcing (RPO): Skywings
Advisors may offer RPO services where they manage the
en re recruitment process on behalf of other
organiza ons.
 Employee Training and Development: Offering skill-
building programs for both internal and external
employees.
 HR Consultancy: Providing guidance on organiza onal
development, employee engagement, and talent
management. Their clientele may include startups, mid-
sized enterprises, and large corpora ons across industries
like banking, IT, educa on, and manufacturing. In your
report, you can provide details about how internal hiring at
Skywings supports these services, ensuring that the
company itself has a well-trained and mo vated workforce
to deliver these solu ons.
3. The Recruitment Process at Skywings
Advisors Pvt. Ltd.
3.1 Job Requirement Analysis

The recruitment process at Skywings Advisors begins with

understanding the internal job requirements. As part of internal
hiring, this analysis is crucial for understanding the role’s
specific responsibilities, required skills, and cultural fit for the
team. Collaborating with internal departments, HR defines the
ideal candidate profile based on the department’s needs and the
company’s strategic goals. The HR team assesses the skills gap
within the organization and determines whether to hire internally
or recruit externally. In this section, explain how you
participated in gathering these requirements, whether by
attending meetings with department heads or reviewing job
descriptions.
3.2 Sourcing Candidates

For internal hiring, sourcing candidates often means looking at

current employees within the organization. Skywings Advisors
might have a structured internal job posting system where job
openings are advertised to existing employees, giving them an
opportunity to apply or be considered for promotions or lateral
moves. You may have helped manage the internal application
process, coordinated with department heads to share the job
postings, and ensured transparency. Additionally, internal
sourcing may include reviewing internal employee
performance evaluations, training programs, or even
approaching employees who are not actively looking but have
potential for other roles.
3.3 Resume Screening and Shortlis ng

In internal recruitment, the process of resume screening is

focused on reviewing the existing employees’ profiles,
including resumes, past performance appraisals, and career
progression within the company. Your role could have involved
compiling the list of potential candidates, reviewing their work
history, skills, and achievements within the organization. Since
you’re working with current employees, the focus may also be
on ensuring their skills match the new role’s requirements and
their potential for growth within the company. Shortlisting
candidates involves comparing the job description with
employees' qualifications, past work, and future growth
potential.
3.4 Ini al Candidate Assessment (Telephonic/Video Interview)

For internal hiring, the initial candidate assessment may not be

as intensive as for external candidates, but it still plays an
important role in gauging the candidate’s interest, motivation,
and readiness for the new role. As an intern, you might have
been involved in scheduling initial telephonic or video
interviews with candidates, preparing interview questions to
assess their interest in the new position, and evaluating whether
they meet the department's specific requirements. This stage
ensures that the internal candidates have a clear understanding
of the role and are genuinely interested in transitioning.
3.6 Client Interac on and Final Decision

While your role focused on internal hiring, there may have been
occasions where internal candidates were up for promotions or
lateral transfers that impacted client-facing functions. In such
cases, the hiring team would have communicated with both
internal stakeholders and clients to ensure that the transition
process was smooth and that client operations were not
disrupted. Your contribution might have involved assisting with
internal communication and ensuring that managers were
aligned with hiring decisions regarding employee movements.
3.7 Offer Le er and Nego a on

Once the selection process is complete, HR would issue the

offer letter to the internal candidate. This letter would outline
the terms of the new position, including changes in
compensation, responsibilities, or work location. Negotiations
may occur around salary adjustments or other terms, such as
work hours, reporting structure, or additional benefits. As an
intern, you might have assisted in drafting offer letters,
coordinating meetings for negotiations, or ensuring that
candidates received clear, formal communication about their
new roles.
3.8 Onboarding Process

Internal candidates transitioning to new roles within Skywings

Advisors may undergo a re-onboarding process, which is
tailored to help them adjust to their new responsibilities and
environment. As an intern, you may have been responsible for
managing the logistics of this process, such as preparing
documents, arranging for training, and ensuring that internal
employees receive the support they need for a smooth transition.
This onboarding process might involve introducing the
employee to new team members, explaining any new processes,
and ensuring that they are well-prepared to excel in their new
role.
4. Tools and Technologies Used in
Recruitment
4.1 Applicant Tracking System (ATS)

Skywings Advisors likely uses an Applicant Tracking System

(ATS) to manage both internal and external recruitment. The
ATS helps in managing candidate profiles, tracking the
application process, and ensuring that all stakeholders are
informed throughout the hiring process. You may have used the
ATS to monitor internal job applications, screen resumes, and
schedule interviews for candidates. Additionally, the ATS can
help track metrics such as time-to-hire, candidate quality, and
turnover rates.
4.2 Job Portals and Social Media Pla orms

For internal recruitment, internal job boards and email

communication would likely be the primary channels.
However, in some cases, external platforms such as LinkedIn
may also be used to scout for internal candidates who are visible
on these platforms but might not have formally applied for the
role. You could have been involved in posting internal job
openings on company intranets or HR portals to ensure that all
employees are aware of new opportunities.
4.3 Assessment Tools and Techniques

Skywings Advisors may use assessment tools like

psychometric tests or skills assessments to evaluate the
capabilities of internal candidates, especially for technical or
leadership roles. You could have assisted in managing the
administration of these assessments or worked with the HR team
to interpret results and provide feedback to candidates.
4.4 Communica on Tools and Channels

Given that internal recruitment involves clear communication

within the organization, tools like email, Slack, or Microsoft
Teams might be heavily used. You may have coordinated
communication between departments, helped with interview
scheduling, and managed feedback loops using these tools.
5. Roles and Responsibilities During the
Internship
5.1 Candidate Sourcing and Screening

Your role in candidate sourcing and screening would primarily

involve reviewing internal resumes, job applications, and
performance data to identify employees who may be suitable for
open positions. You may have worked alongside the HR team to
shortlist candidates and ensured that they met the requirements
outlined in the job description.
5.2 Assis ng in Interviews and Assessments

In your internship, you likely assisted in scheduling and

coordinating interviews for internal candidates. You may have
also prepared interview questions, maintained interview records,
and helped assess candidates’ skills and qualifications through
different techniques, including assessments and competency-
based questions.
5.3 Coordina ng with Clients and Candidates

Since your focus was on internal hiring, you worked closely

with hiring managers and department heads to ensure
alignment between the internal candidate pool and the hiring
needs of various teams. This could involve conducting meetings,
managing internal job postings, and keeping candidates
informed about their status throughout the process.
5.4 Administra ve Support in Recruitment

Interns typically assist with administrative tasks such as

updating job descriptions, maintaining candidate records,
preparing offer letters, and handling any other paperwork
involved in the hiring process. You may also have been
responsible for updating internal recruitment databases,
ensuring all necessary documents were available for the HR
team.
Key Observations and Learning
6.1 Challenges in the Recruitment Process

Internal recruitment comes with its own set of challenges. Some

employees may not be aware of new opportunities, or they
might not apply for roles due to fear of rejection or concerns
about their current performance. Additionally, internal
candidates may require more time to adjust to new roles. You
could discuss these challenges and how Skywings Advisors
addresses them.
6.2 Best Prac ces for Candidate Engagement

During your internship, you likely observed various techniques

used by Skywings Advisors to maintain engagement with
internal candidates. This could involve ensuring that employees
feel valued, providing continuous feedback, or offering
development opportunities that align with their career
aspirations. Engaging internal candidates helps reduce turnover
and builds employee loyalty.
6.3 Insights into Recruitment Strategy and Client Rela ons

You likely gained insights into how internal recruitment

supports organizational goals and helps maintain a strong
internal culture. You might have seen how internal hiring can
contribute to employee retention by providing employees with
career growth opportunities. Understanding how to align internal
talent with the company’s strategic needs would be a valuable
takeaway from your internship experience
1.1 Employee’s perception about recruitment process:

Are you satisfied with the recruitment process?

a. Yes
b. No

Options Yes No Total

Responses 16 4 20
Percentage 80 20 100%

Interpretation:

It was found that 90% of employees are satisfied with the recruitment process adopted by shine
projects. However, some of the respondents thought there should be some changes in the existing
recruitment process of the organization.

1.2 External sources used in recruitment:

Which of the following external sources are used for recruitment in shine projects?

a. Advertisement
b. internet
c. All of the above

options Advertisement Internet All of the above Total

Responses 9 9 2 20
Percentage 40 50 10 100%

Interpretation: It was founded that 50% of the employees are recruited through the internet and
40% of the employees are selected by the advertisement. Advertisement and internet are the
major sources which provide eligible candidates for the hiring in Shine projects.

1.3Company HR practices:

How do you rate HR practices of the company?

S No. Options Respondents In percentage

1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 100%
Total 20

Interpretation:

50% of the employees feel that HR department is good where and 30% say that its very good
where as 10% says its average and 10% employees feel it’s bad. Some employees are not happy
as they have to spend a little more time if they have to take demo training sessions.

1.4 Methods used during selection process

Which of the following methods does shine project uses during selection? a) Written

b) Group discussion
c) Personal interview
d) All of the above
e)

Options Written GD PI All Total

Responses 2 6 10 2 20
Percentage 5 40 45 10 100%

Interpretation:

It was founded that 45% of selection is done by personal interview. However, personal interview
is mostly used method of selection followed by group discussion. Employees selected in shine
projects are finally selected by a personal interview taken by the head of the centre.

1.5 HR POLICY OF THE COMPANY:

Are you comfortable with the HR polices of the company?

a) Yes
b) No
 S.NO. Options Respondents In percentage
1. Yes 18 90%
2. No 02 10%
Total 20

Interpretation:

It was founded that 10% employees were not comfortable with the polices of company and 90%
employees are happily working with the current HR practice of the company. Some of the
employees were not comfortable with the policy as they find risk in submitting their original
document to the company.

1.6 PERCEPTION OF EMPLOYEES TOWARDS SELECTION PROCESS:

Are you satisfied with the selection process?

a) Yes
b) No

Options Yes No Total

 Responses 16 4 20
Percentage 80 20 100%

Interpretation:

It was founded that 80% of the employees are satisfied with the selection process. However, the
remaining is of the opinion that there should be some change in the recruitment and selection
process of the organization

1.7 Contract signed while joining the organization:

Is there any contract signed by employees while joining the organization? a) Yes

b) No

S.NO. Options Respondents In percentage

1 Yes 18 90%
 2 No 02 10%
Total 20

Interpretation:

Above chart shows that almost 10% employees said no and 90% said yes they have to sign a
bond while joining the organization. Employees have to submit one of their original certificates
in the time of their joining and they cannot leave this company before one year. If the employees
agree to those conditions then they are moved to next round of interview.

1.8 Recruitment process used for different grades of employees:

Does your company follow different recruitment process for different grades of employment?

a) Yes
b) No

Options Yes No Total

 Responses 20 0 20
Percentage 100 0 100%

Interpreta on:
It was founded that from that different recruitment process is adopted for different grades of
employment like, for intern in shine projects theoretical knowledge is considered more and for
the employees theoretical as well as technical knowledge is given importance.

1.9 Source used in recruitment and selection:

Which of the source of recruitment and selection are used in shine projects? a) Internal

b) External
c) Both

Options Internal External Both Total

Responses 2 7 11 20
Percentage 10 35 55 100%
Interpretation:

It was founded that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources. Employees
are hired mostly from external sources like job portals and resume scanners.

10. Techniques used for selection:

Do you think innovative techniques like stress test, psychometric test and personality test should
be used for selection?

1. Yes
2. No

Options Yes No Total

Responses 4 16 20
Percentage 20 80 100%
Interpretation:

It was founded that 20% of the respondents were of the opinion that stress test, psychometric test
and personality tests should be used for the selection, while the others were satisfied with the
existing recruitment and selection process. Most of the employees in shine projects are unaware
of these types of tests as they are mostly fresher’s.

CHAPTER-5
FINDING, SUGGESTION & CONCLUSION

FINDING

The collected data are analyzed and general observations have proven that shine projects has
done remarkable jobs in its recruitment department.

The main findings are as follows:

1. In shine projects employees feel that the recruitment department is good.

2. About 90% of the employees are satisfied with the E- recruitment process.
3. Most of the managers prefer personal interviews.
4. Mostly external sources of e-recruitment are considered.
SUGGESTION

From the findings I can suggest shine projects, Hyderabad branch following things for the more
effectiveness of e-recruitment process.

 Recruitment must be done by analyzing the job firstly which will make it easier
and will be beneficial from the company’s point of view.
 The recruitment procedure should not be too lengthy and time consuming.
 Provide training to employees so that they get better knowledge, skills and
attitude.
 Company should amend some parts of their company polices for better
effectiveness.
 More emphasis should be given on internet and advertisement so that more and
more candidates apply for the jobs and it will be easy to find the right employees among
them.
7. Conclusion
7.1 Summary of Learning Outcomes

Summarize the key skills and knowledge you gained during the
internship, including your understanding of internal
recruitment, candidate engagement, and HR processes. You
may highlight your improved ability to manage hiring cycles,
assess candidate profiles, and collaborate effectively with HR
teams and department heads.
7.2 Contribu on to Personal and Professional Growth

Reflect on how the internship helped you develop personally

and professionally. You could mention the development of
time-management skills, communication abilities, and
teamwork. Moreover, working in internal recruitment likely
exposed you to important HR strategies, preparing you for a
future career in HR or talent acquisition.
8. Recommendations
8.1 Sugges ons for Improving the Recruitment Process

Based on your observations, suggest improvements to the

internal hiring process. For instance, Skywings Advisors could
further streamline its internal job posting system or improve
employee awareness regarding internal opportunities. You may
also recommend improving feedback mechanisms or training
hiring managers to make better recruitment decisions.
8.2 Enhancing Candidate Experience and Engagement

You could suggest that Skywings Advisors further enhance its

engagement with internal candidates by providing career
development programs, mentorship opportunities, or even
conducting internal job fairs to promote internal mobility.
9. References
To collect data for recruitment processes, I utilized the Shine
App, a leading platform designed for job seekers and recruiters.
Shine App provides a user-friendly interface and features that
streamline hiring activities. Below are the details of how it was
utilized:
1. Candidate Profiling:
The Shine App facilitated the collection of candidate
profiles, including resumes, skills, qualifications, and
experience. This streamlined the process of evaluating
applicants based on job-specific criteria.
2. Job Posting and Applications:
The app was used to post job openings and track responses.
Applicants could apply directly through the app, allowing
seamless aggregation of applicant data for further analysis.
3. Communication:
Built-in messaging features enabled efficient
communication with candidates to schedule interviews and
resolve queries, reducing delays in the recruitment process.
4. Filtering and Shortlisting:
The app's advanced filtering options helped shortlist
candidates based on predefined parameters, such as years
of experience, location, and skills, ensuring a focused pool
of applicants.
5. Analytics:
Shine App provided analytics on recruitment metrics,
including the number of applications received, conversion
rates, and the time-to-hire, which were valuable for
tracking the efficiency of the recruitment process.
10. Appendices

Job Description
Education Qualifications (Threshold educational background
required to execute the role) Bachelor’sDegree or
Equivalent(BBA/BBM/BCom/MBA) or Preferably
HumanResources/IR Students IT Competencies Hands on
working experience on Excel, Microsoft word, Power point and
Googling Behavioural Competencies High level of planning
ability, Decision Making ability, Analytical and creative Mind.
Must have strong interpersonal and both Verbal and written
communication skills. Good presentation skills and Data
Analysing skills Designation Internship - Talent Acquisition
Role RecruitmentIntern (Human Resources) Grade InternGrade
Department Business Success Unit(Client/Candidates) S.no.
Key Objective / OverallJob Responsibility 1 Coordinate with
reporting managers to identify staffing needs 2 Understanding
the Requisitions/vacant positions shared by reporting managers.
3 Creating Talent Pipeline by Sourcing potential candidates
through online channels (e.g., social platforms and professional
networks) 4 Calling/Cold calling candidates to find relevant
prospects out of bulk databases or pools/ job portals, screening
and shortlisting them for further rounds of interview. 5
Coordination and updating applicants on interviewprocess,
providing feedbacks. 6 Lead employer branding initiatives 7
Foster long-term relationships with past applicants and potential
candidates 8 Achieve targeted closures.
Context/Purpose of the job
To take care of the client requirements by providing closures
with the best suited candidate for the role. To check if all the
CTQ parameters are met and the candidate experience a smooth
interview process with maximum knowledge of vacancy he is
applying for. Maintaining speedy closures and post joining
relationships to the optimum level while leading the
organisations branding initiatives.
We offer the following internship opportunities:
45-Day Internship: Unpaid
60-Day Internship: Unpaid
90-Day Internship: Stipend of 15,000/- payable upon
completion of the 90-Day internship.
180-Day Internship: Stipend of 5,000/- per month. Note: This
job description is just for Basic understanding of the role. The
actual job may require further objectives to be complete
ANNEXURE
Questions asked of the respondents in the survey and
during interviewing them:

Research on Recruitment and Selection Process at HR

Consultancy-Skywings Advisors Pvt Ltd
We value your opinion!
We all know that technologies are moving fast. So the habits
in recruitment and selection processes.

Your thoughts shape the future, and this survey is a good

opportunity to contribute to create a big impact to
understand the trends in recruitment and selections.
We value your opinions, and your responses are 100%
confidential.
No sales, just your insights. Join your peers in shaping the
HR trends in recruitment and selection processes.

What is your gender?

*
Male
Female
Prefer not to say
Which of the following best describes you?
*
In school
Pursuing graduation
Pursuing post-graduation
PhD/Doctorate
Employed
How did you first learn about the job opening in this
industry?
*
University or Scool websites
LMS based websites (Coursera,unstop,..)
Mobile application
Youtube Channels
NPTEL courses
Other…
Do you provided with proper communication and feedback
provided throughout the process?
*
Frequently
Sometimes
Rarely
Never
What were the duration of interview for your overall
assesment in-person?
*
Less than 5 minutes
5-15 minutes
15-30 minutes
30-60 minutes
Over 60 minutes
How was the overall efficiency of the recruitment process
*
Very Likely
Likely
Neutral
Unlikely
Very Unlikely
Did you feel that the interview process accurately assessed
your skills and qualifications?
*
Highly Likely
Likely
Neutral
Unlikely
Highly Unlikely
How was the overall clarity and relevance of the interview
questions?
*
Very Likely
Likely
Neutral
Unlikely
Very Unlikely
Were you satisfied with the timeliness of responses to your
inquiries?
*
Very Likely
Likely
Neutral
Unlikely
Very Unlikely
Did you feel that the recruiters were professional and
courteous throughout the process?
*
Very Likely
Likely
Neutral
Unlikely
Very Unlikely

Does the feedback provided after or during the interview

was valuable or constructive in nature?
Question Type
Extremely Valuable
Very Valuable
Moderate
Slightly Valuable
Not Valuable at All
Other…

Were you provided with sufficient information about the

company culture and values during the interview process?
Question Type
Very Likely
Likely
Neutral
Slightly Likely
Not Likely at All