0601096 resume management in recruitement process

A Project Report

On "Resume Management in Recruitment Process”

For

"Cushman & Wakefield (India) Pvt. Ltd.”

By

"Chetna Gupta"

Under the guidance of

"Prof. V. Gote"

Submitted to

"University of Pune"

In partial fulfillment of the requirement for the award of the degree of Master of Business

Administration (MBA)

ThroughVishwakarma Institute of Management

Pune-48.

1

ACKNOWLEDGEMENT

Talent and capabilities are of course necessary but good guidance and opportunities

are two very important things without which no person can climb those infant ladders

towards progress.

I am really thankful to Cushman & Wakefield (India) Pvt. Ltd. for giving me the

permission to carry out my summer internship in their esteemed organization.

I wish to express my deep sense of gratitude to the management and staff of Cushman

& Wakefield (India) Pvt. Ltd., especially to Mr. Divyajit Snehi (National Head, HR)

for the support, cooperation, and briefings they provided during internship to make it

a success.

I express my sincere thanks to my project guide Professor V. Gote for providing me

her valuable time and fruitful guidance. I extend my sincere thanks to Dr. Sharad

Joshi Director, Vishwakarma Institute of Management, Pune, for his valuable advice

and guidance.

Last, but not the least, I am really dearth of words to venerate my parents whose

steady efforts and motivation helped me to accomplish this work successfully.

Chetna Gupta

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TO WHOMSOEVER IT MAY CONCERN

This is to certify that Miss. Chetna Gupta is a bonafide student of our institute. She has

successfully carried out her summer project on “Resume Management in Recruitment

process” at Cushman & Wakefield (India) Pvt . Ltd. This is the original study of Miss. Chetna

Gupta and important sources of data used by her have been acknowledged in this report.

The report is submitted in partial fulfillment of two yrs full time course on Master of

Business Administration (M.B.A) 2006-2008 as per the rules.

Prof. V. Ghote Dr. Sharad Joshi

(Project Guide) (Director)

TITLE INDEX

3

S. No Topic Page No

1 Executive Summary 1-3

2 Company Profile 4-15

3 Objectives & Scope of the Project 16-18

4 Research Methodology 19-20

5 Theoretical Background 21-42

6 Data Analysis & Interpretation 43-61

7 Findings 62-64

8 Conclusion & Recommendations 65-66

9 Limitation 67-68

10 Bibliography 69-70

LIST OF TABLES AND CHARTS

4

Sr. No. Table No. Table/ Chart Page No.

1 2.1 Services of Cushman& Wakefield 6

2 2.2 Organisational Structure 11

3 2.3 Branches 12

4 5.1 Elements in Selection process 40

5 5.2 Steps in the Selection process 41

6 6.1 Advertisement placed in Times Of India 45

7 6.2 No. Of Applications Recvd from different cities 53

8 6.3 Bangalore applications segregated on the basis of

designations

54

9 6.4 Chennai applications segregated on the basis of

designations

55

10 6.5 Cochin/ Goa applications segregated on the basis of

designations

56

11 6.6 New Delhi applications segregated on the basis of

designations

57

12 6.7 Ahmedabad applications segregated on the basis of

designations

58

13 6.8 Hyderabad applications segregated on the basis of

designations

59

14 6.9 Kolkata applications segregated on the basis of

designations

60

15 6.10 Mumbai applications segregated on the basis of 61

5

designations

16 6.11 Pune applications segregated on the basis of

designations

62

_______________________________________

CHAPTER -1

EXECUTIVE SUMMARY

________________________________________

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EXECUTIVE SUMMARY

In today’s complexity manpower is given more importance and therefore getting the

efficient manpower and selecting them is of utmost importance. The employees

serving in the company are the most important elements and that is why recruitment

process becomes very important in the long run.

This project is titled as “Study of Effectiveness of Recruitment and Selection process

& Resume Management”, is to find out the different aspects of Recruitment process

and Selection process.

Cushman & Wakefield is a professional real estate advisory firm that provides

businesses, institutions and individuals with integrated solutions to complex real

estate needs in virtually every major market around the world. Our multi-skilled

teams are connected by technology and other essential resources.

The dramatic expansion of their capabilities in Asia Pacific has been achieved by their

investment in people, training and technology. At Cushman & Wakefield, we

recognize that exceptional talent and local market knowledge are essential. The

combination of the best-in-class professionals and their unparalleled capabilities has 7

created a new standard for real estate services in Asia Pacific. They are working

faster, better, and smarter, producing solutions that enable clients to capitalize on real

estate as a competitive advantage.

Cushman & Wakefield has been meeting the complex, changing needs of businesses

and institutions in the United States and around the globe for around 90 years.

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_________________________________________

CHAPTER – 2COMPANY PROFILE

_________________________________________

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OVERVIEW OF THE COMPANY

The company started its operations in India in 1997, being the first real estate service

provider to be granted permission by the government of India to operate as a wholly

owned subsidiary. With Michael Thompson as the CEO, Asia Pacific, and Sanjay

Verma as the Executive Managing Director, South Asia, the company has a long way

to go because of the recent upsurge in the real estate sector in India

C&W extraordinarily talented and creative people deliver results worldwide for

owners, occupiers, and investors. They recruit, retain, and train the most experienced

and talented professionals, then give them the flexibility and global platform needed

to add value. They assist clients in every stage of the real estate process, representing

them in the buying, selling, financing, leasing, managing and valuing of assets, and

providing strategic planning and research, portfolio analysis, site selection and space

location, among many other advisory services. By continually seeing past the

immediate "deal" and instead determining the highest and best use of property in

every situation, in every corner of the world, they provide the greatest maximum

opportunity for owners, occupiers, and investors, as well as our communities and

society as a whole.

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Cushman & Wakefield delivers comprehensive solutions to complex business and real

estate needs locally, nationally and around the world & provides highest quality, most

knowledgeable real estate thinking, advice and service, efficiently coordinated and

delivered through our worldwide offices and global technology platform

SERVICES

The services offered by Cushman & Wakefield India are clearly depicted by the

following figure and are as follows:

Consultancy Services

Transaction Services

Capital Markets

Client Solutions which includes Project Management & Facilities

Management.

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Fig 2.1 Services of Cushman & Wakefield (India) Pvt. Ltd.

Consultancy Services

Extensive study and analysis of the real estate sector are prerequisites to making

important business decisions, especially in an unorganized market like India. Serving

each client’s specific needs, the Consultancy team works closely with the senior

management to ensure the achievement of specific real estate objectives, thus making

them the backbone of Cushman & Wakefield India’s operations

Scope of Services:

Trends & Market Analysis

Market Entry and Benchmarking Studies

Financial / Market Feasibility Studies

Location/ Re-location Analysis

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Portfolio Analysis & Re-engineering

Market/ City Reports and Space Audits

Appraisal & Valuation

Strategic Accommodation Plans

Demographic Studies

Transaction Services

The Transaction Services team assists reputed corporate and local landlords by

optimally positioning and marketing properties and unlocking hidden opportunities

for their clients.

i). Commercial

ii). Tenant Strategies & Solutions (TSS)

iii). Residential

iv). Industrial

v). Retail.

Capital Markets Group

The Capital Markets Group at Cushman & Wakefield help clients identify

opportunities in the realm of Property Development, Corporate real estate, Finance &

Investment. They assist in the development of unique strategies for re-positioning the

property portfolio so as to positively impact the client’s balance sheet and

demonstrate real economic value-adds.

Scope of Services:

Capital Placement

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Investment Sales

Valuation & Advisory Services

Strategic Consulting

Debt Syndication

Client Solutions

In recognition of the changing demands of major corporations in the South Asian

region, Cushman & Wakefield has designed a unique program that assists its clients in

Reducing Costs

Increasing Shareholder Value

Enhancing the service to its growing business units across the subcontinent

The team is dedicated to achieving the client’s real estate objectives in order to

optimize the utility of their real estate assets.

Scope of Services:

Strategic Accommodation Planning

Strategic Advisory

Financial Planning & Business Care Analysis

Account Management & Portfolio Analysis

Client First Program

Asset Services: Project Management, Facility Management, Property

Management

Portfolio Administration

Project Management-Client Solutions/Development/Industrial/Infrastructure

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Cushman & Wakefield has established their Project/Facilities Management division to

provide dedicated development consultancy, project management and facilities

management expertise.

Project Management – This group manages planning and execution of office

and industrial work environments. Their professionals provide expert solutions

to their clients’ right from site evaluation to occupancy.

Facilities Management – Clients increasingly are outsourcing their Facilities

management. C&W offers complete FM services including maintenance &

engineering solutions, soft services like front office and helpdesk, mail

management, transport management and purchasing management solution

VISION

We are the firm of choice - a real estate advisor and principal - the global standard for

knowledge, service, and execution.

MISSION STATEMENT

Cushman & Wakefield is a global real estate services firm dedicated first and

foremost to our clients, we employ the most talented professionals and invest in

superior resources and technologies to provide our clients with innovative advice and

bottom-line results.

VALUES

These values govern all that Cushman & Wakefield does:

Our CLIENTS come first

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Our foremost standard of conduct is INTEGRITY

Every employee is a TEAM member and contributes to our success

Individually and collectively striving to achieve EXCELLENCE in

everything we do

Treating each other and our clients with RESPECT and DIGNITY

CITIZENSHIP - A commitment to the communities in which we live and

work

Realize the value in actively recruiting, developing, and mentoring talented

individuals of DIVERSE cultures and backgrounds

PROFITABILITY - Drives our ability to invest, improve, and succeed

ORGANAISTIONAL STRUCTURE

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Sitara AchrejaNational HeadCorp. Communication

Singh SnehiNational HeadHR

Pankaj SharmaChief Financial Officer

Mukesh SahniSenior ManagerInformation Technology

Sandeep TrivediRegional ManagerSouth India

CONSULTANCY SERVICESAmit Nayyar

Regional ManagerNorth India

CONSULTANCY SERVICESShveta Jain

Regional ManagerNorth India & Bangalore

RESIDENTIALShruti Gupta

Regional ManagerWest India

RESIDENTIAL

N. HariharanArea Manager Chennai

TENANT STRATEGIES & SOLUTNNaveen Nandwani

Area ManagerHyderabad

TENANT STRATEGIES & SOLUTNBhavin Thakker

Area ManagerBangalore

TENANT STRATEGIES & SOLUTNDheeraj Dhawan

Area ManagerPune

TENANT STRATEGIES & SOLUTN

Sanjay VermaExec. Managing Director

South Asia

Anurag MathurDeputy Managing Director Sanjay DuttDeputy Managing DirectorCharu ThaparExec. Director

Facility & Property Mngmnt .

Kaustuv RoyNational HeadTenant Strategies andSolutions

TRANSACTION SERVICESAditi Vijayakar

National HeadResidential

TRANSACTION SERVICESRajneesh Mahajan

National HeadRetail

TRANSACTION SERVICESArvind Nandan

National HeadIndia

CONSULTANCY SERVICES

Somy ThomasArea ManagerWest India

CONSULTANCY SERVICESRitesh SachdevaRegional ManagerNorth India


Amit PuriRegional ManagerNorth India

RETAILVivek Nair

Regional ManagerTamil Nandu& Kerala

RETAIL

Harshavardhana ReddyRegional Manager

Karnataka & Andhra

RETAIL

Manish AggarwalNational Head

Land & Industrial

TRANSACTION SERVICES

Sumit RakshitNational Head

Client Solutions –Project Management

PROJECT MANAGEMENT

Harleen OberoiNational Head

Industrial & Infrastructure –Project Management

PROJECT MANAGEMENT

Ravi AhujaNational Head

Project Marketing


Sandeep SinghNational Head

India

CAPITAL MARKETS GROUP

Ravindra S. VermaNational Head

Development –Project Management

PROJECT MANAGEMENT

Dinesh WadheraNational Head

Audit & Operations

PROJECT MANAGEMENT

Devesh RathoreAssociate Director

India

FACILITIES MANAGEMENT

Arun MadhanAssociate Director

India

PROPERTY MANAGEMENT

Regional ManagerClient Solutions

India

CLIENT SOLUTIONS

National HeadCorp. Communication

iNational Head

HR Chief Financial Officer Senior ManagerInformation Technology

Regional Manager

South India




Regional ManagerNorth India & Bangalore

RESIDENTIAL

Regional ManagerWest India

RESIDENTIAL

Area Manager Chennai


Area ManagerHyderabad


Area ManagerBangalore


Area ManagerPune


Exec. Managing DirectorSouth Asia

Deputy Managing Director Deputy Managing Director Exec. DirectorFacility & Property Mngmnt .

National HeadTenant Strategies and

Solutions


National HeadResidential


National HeadRetail


National HeadIndia


Area ManagerWest India

CONSULTANCY SERVICES Regional Manager

North India



RETAIL

Regional ManagerTamil Nandu& Kerala

RETAIL

Regional ManagerKarnataka & Andhra

RETAIL

National HeadLand & Industrial


National HeadClient Solutions –

Project Management

PROJECT MANAGEMENT

National HeadIndustrial & Infrastructure –

Project Management

PROJECT MANAGEMENT

National HeadProject Marketing


National HeadIndia

CAPITAL MARKETS GROUP

National HeadDevelopment –Project Management

PROJECT MANAGEMENT

National Head

Audit & Operations

PROJECT MANAGEMENT

Associate DirectorIndia

FACILITIES MANAGEMENT

Associate DirectorIndia

PROPERTY MANAGEMENTlRegional ManagerClient SolutionsIndia

CLIENT SOLUTIONS

BRANCHES

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In India, Cushman & Wakefield operates from 8 branch offices in New Delhi,

Bangalore, Kolkata, Mumbai, Chennai, Hyderabad, with its Head Office at Gurgaon.

MAJOR COMPETITORS

Jones Lang LaSalle Meghraj18

Jones Lang LaSalle Meghraj is the Indian operations of Jones Lang LaSalle, a real

estate money management and services firm named to FORTUNE magazine's "100

Best Companies to Work For" and Forbes magazine's "400 Best Big Companies".

It is one of the premiere and largest Real Estate Services Company in India, with an

extensive geographic footprint across ten cities (Delhi, Mumbai, Bangalore, Pune,

Chennai, Hyderabad, Kolkata, Kochi, Chandigarh and Coimbatore) and staff strength

of over 2800.

Globally, Jones Lang LaSalle has approximately 160 offices worldwide and operates

in more than 450 cities in over 50 countries. The company provides investors,

developers, local corporate and multinational companies with a comprehensive range

of services including research, consultancy, transactions, project and development

services, integrated facility management, property management, capital markets,

residential, hotels and retail advisory. Jones Lang LaSalle has over 45 years of

experience in Asia Pacific.

With over 12,800 employees operating in more than 60 offices in 13 countries across

the region, the company is positioned to partner with clients to provide the quality

advice needed for making quality decisions.

Colliers Property Development Services Pvt. Ltd.

Colliers International is one of India’s most sought after Property Services Company.

With our extensive resources and excellent support infrastructure, our approach to our

customers and their projects is based on small teams, simple lines of communication

and a personal touch. In terms of turnover and market share, they are one of the top

three companies in our field, but they like to think the similarities with their

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competitors stop there. As a global affiliation of independently-owned real estate

services firms with 10,092 employees in 267 offices in 57 countries, they are able to

provide expert local real estate advice wherever their clients need them.

One of the first international property consultants to start operations in India in 1995,

with offices in Mumbai, Bangalore, Chennai, New Delhi, Pune and Gurgaon

Knight Frank India Pvt. Ltd.

Knight Frank India Pvt. Ltd. is a part of the Knight Frank Global Network. Knight

Frank India provides a comprehensive range of real estate relates services covering

residential, commercial, land, investments, hotels & leisure, valuation, advisory

services and facilities management. These services are provided through four offices

in Mumbai, Gurgaon, Bangalore and Pune.

Knight Frank India Pvt. Ltd. provides clients with expert advice on all real estate

related matters including clients who want to own, occupy, invest or sell properties.

Their key clients in India include: Deutsche Bank, HSBC, Maersk, Sony, SKF,

Barclays Bank, British Petroleum/Castrol, Tata Group, Novartis, Ingersoll-Rand,

Fulford, and many high net worth private individuals.

CB Richard Ellis/Trammel Crow India Pvt. Ltd.

CB Richard Ellis was the first independent international real estate consultancy to set

up offices in the Indian Sub-continent. Since its inception in New Delhi in 1994, the

Indian operations have grown to a network of offices in all major metropolitan cities,

providing services in the core areas of Strategic Consulting, Valuations/ Appraisals,

Agency Services, Asset Services and Project Management. Today, with over 800

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professionals, CB Richard Ellis South Asia is one of the leading real estate

consultants in the Indian subcontinent. .

Year of Establishment: 1994 (The first Real Estate consulting firm to set up

operations in India )

Offices in 6 cities and presence in over 30 cities across India (More than any

other real estate agency in India)

Over 800 dedicated professional staff and over 5000 seconded employees.

Over 500 Consulting Assignments undertaken in 70 cities in Indian sub

continent.

Experience with the Public and Private sector spanning industrial and

residential township developments, IT parks, office buildings, retail and

entertainment formats, resorts and hotels.

Represented Government of India in key disinvestment exercises.

Transacted more than 16 million sq. ft.

Over 17 million sq. ft. of projects under management

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______________________________________

CHAPTER -3

OBJECTIVES & SCOPE

OF THE PROJECT

________________________________________

22

OBJECTIVES OF THE PROJECT

Every project report is carried out with some specific OBJECTIVE in the mind.

Objective is basically the purpose behind conducting a project and unless the

objective is certain or specifically defined it is not understood what data has to be

collected. Objectives of the project are nothing but what is to be learned out of this

project report.

Specific objectives of this Project Report to understand:

Introduction to Recruitment and Selection

To know the present setup of recruitment and selection in Cushman & Wakefield (India) Pvt. Ltd.

To know the recruitment and selection process of the organization

To have exposure to recruitment process

Whether the recruitment process and selection process are satisfactory

So in this project report I have made every effort to understand the above specified

objectives keeping in mind the present scenario of the Recruitment and Selection of

employees’ process and collect data.

OBJECTIVES OF THE STUDY

The main objective was to segregate the resumes on the locations basis.

Latter on, the basis of the designations, like SPM (Senior Project Manager), SM/ Mng. Engg. Services (Senior Manager/ Manager Engineering Services), PM (Project Manager), PC (Project Coordinator) and etc.

To capture the relevant information about the applicants.23

The entire data has to be maintained in an excel file.

Selecting the pool of candidates for various designations.

Scheduling the first face to face discussion.

Coordinating the interview.

Updating the master excel file.

SCOPE OF THE STUDY

I was at the initial stage of the recruitment. I was handling the entire pool of resumes.

SAMPLE SIZE

We have received more than 6500 resumes through the advertisement

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___________________________________

CHAPTER – 5

RESEARCH METHODOLOGY

_______________________________________

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RESEARCH METHODOLOGY

Research Methodology is a systematic method of discovering new facts or verifying

old facts, their sequence, inter-relationship, casual explanation and the natural laws

which governs them. Research Methodology explained by Redman and Mory is as

follows systematized effort to gain new knowledge “Research Methodology is

original contribution to the existing stock of knowledge making for its advancement.

It is the purist of truth with the help of study.”

The Research Methodology used in the Resume Management is listed below:

One to one checking of each and every resume.

Capturing relevant information about the applicants.

Segregated more than 6000 resumes.

Maintaining excel sheets accordingly.

Updating excel sheets on regular basis.

Seeking feedback from different locations and updating the data accordingly.

The format of excel file is given below.

S. No Name Position LocationPhone No

Email Id Previous Co Previous Position Status

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______________________________________

CHAPTER – 5THEORETICAL BACKGROUND

___________________________________

27

THEORETICAL BACKGROUND

Operative Functions

The operative functions of HRM are related to specific activities of HRM, viz.

employment, development, and compensation and employee relations. Since the

human resource function is unique to each organization, the activities of each

organization differ from one organization to other organization. The various operative

functions are discussed below.

Employment

Employment is the first operative function of HRM. This involves procuring and

employing individuals with suitable knowledge, skills, experience and aptitude

necessary to perform various jobs. It includes functions such as job analysis,

recruitment, selection, placement and induction.

Job analysis

To ensure the satisfactory performance of an employee, his skills, ability and

motivation to perform a job must match the requirement of the job. A mismatch will

result in poor performance, absenteeism, turnover and other problems. Job analysis is

the process by which the tasks, which comprise the job, are determined and the skills

and abilities required to perform it successfully are identified. It involves:

i. Preparing job description

ii. Job specification,

28

iii. Job requirement and

iv. Employee specification so that HR can determine the nature, levels and

quantum of human resources required. Providing the guides, plans, and basis

for job design and redesign. It also forms the basis for all operative functions

of HRM.

Recruitment

To a large extent, the effectiveness of an organization depends on the effectiveness of

its employees. Hence recruitment of human resource becomes a significant function

of HR. Recruitment is the process of seeking and attracting prospective candidate

against a vacancy in an organization. It involves:

i. Tapping the existing source of applicants and developing new sources;

ii. Identifying or creating new source of applicant;

iii. Stimulating and attracting the candidates to apply for job in the organization;

iv. Deciding the recruitment procedure.

Parameters of Recruitment

In recruitment and selection job analysis plays a significant role. Every organization first goes

through job analysis, job description and job specification. Firstly the organization frames its

own job analysis.

Job Analysis is a worker oriented job analytic approach that attempts to

describe the whole person on the job. This includes the functional, specific, content,

and adaptive skills needed by an individual to perform a job satisfactorily. Under the

job analysis process we identify and prepare the job description and job

specifications.

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Job analysis includes the following steps:

a. Fundamental job description

b. Functional specification

a. Fundamental job description

A complete job description should contain job identification information, a job

summary the job duties, accountabilities and job specifications or employment

standards information. Developing a comprehensive, accurate job description gives

the work unit the opportunity to determine if a reorganization of the work is

necessary, Confirm previously enacted changes to the job duties, Develop realistic

requirement for the position, including specific education and experience,

qualification, skills, or professional characteristics.

Fundamental Job description comprises of the information in these areas:

o Title

o Main tasks and key areas.

o Responsibilities.

b. Functional specifications

A functional specification is of equal importance to the job description. the person

specification details the skills, experience, abilities and expertise that are required to

do the job. It should be drawn up after the job description and, with the job

description, should inform the content if the advert.

The person specification should be specific, related to the job, and not unnecessarily

restrictive. The person specification must form part of the future particulars of a

vacancy along with the job description in order that applicants have a full picture of 30

what the job entails. Personal requirement and specifications for a particular job are

the personal knowledge, skills, aptitudes, and traits that are required for successful

performance. It includes knowledge and skills

Selection

The purpose of employment selection is to choose the right candidate for a job. The

process of identifying and establishing the credential of candidate for a job to ensure

success is referred to as selection. This includes predicting the in-job performance of

candidates.

This deals with:

i. Scanning the application forms/CVs;

ii. Identifying and developing suitable and reliable testing techniques;

iii. Involving the line managers or respective departments;

iv. Evaluating the candidates and fixing their compensation and benefits;

v. Intimation to the candidates who could not make it to the process;

vi. Analyzing the candidate on the basis of the references produced by him/her;

vii. Evaluating the candidate through the pre employment medical test;

viii. Issuance of the offer letter.

Placement

After a selected candidate conveys his acceptance of the offer of employment made

by an organization, his placement has to be decided based on the needs of

organization and the individual. The individual’s location preference is also kept in

mind. The suitable candidate is negotiated upon the grade to the company. This is

based upon the candidate’s previous employment, the candidate’s experience, his / her

31

expectations and the organization’s budget for the concerned position. After making

all the negotiations, salary is offered to the selected candidate.

Induction

Introducing a new employee to the organization, its business, the organization culture,

its values and beliefs and practices and procedures is termed as induction. It also

includes helping the employees to get acquainted with his new job and his task and

responsibilities. The new employee is oriented to all departments and relevant

locations through a scheduled and structured induction plan by the HRD Department.

The candidate is introduced to everybody in the office and his / her job starts from day

one itself.

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RECRUITMENT

STRATEGIC ISSUES IN RECRUITMENT:

A well designed and comprehensive requirement analysis is invaluable to

organizations well-being. Requirement analysis basically ensures the availability of

right resource in the right place to match the future organizational needs. Requirement

analysis can be defined as the process of ensuring the right number of qualifies

people, into right job at the right time to deliver the results in an efficient and

effective manner. The objectives are:

i. To maintain the required quantity and quality of human resources required.

ii. To plan to meet organizational human resources needs at the time of expansion or diversification.

iii. To make contingent plans to handle sudden requirement and situations of shortfall.

One of the key strategic issues involved in the recruitment process are whether to

make or buy strategy, whether to have centralized or decentralized efforts, outsource

or retain in house. The other key issues involved are allocation of resource to the

recruitment functions, relative focus on internal v/s external sources and to make

choice of common and evaluation technique.

Recruitment Procedure

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Recruitment is the process of seeking and attracting the right kind of people to apply

for a job in an organization. Recruitment in any organization is effected by various

internal and external factors. Internal factors include the recruitment policy, time and

cost constraints etc. External factors include the situations in the economy, job

market, the industry etc. The recruitment policy of an organization effectively defines

and determines the pattern, the sources and the methods of recruitment of the firm.

A good recruitment policy is based on the organizations objectives, complies with the

government policy, and results in successful placement in the organization at the

minimum cost and time. It provides the basic framework in the form of guidelines

procedures and sources of recruitment. A good recruitment policy has to be flexible

and proactively respond to the changing market situation.

There are various sources of recruitment available for an organization. The

organization has to choose the most suitable ones depending on its recruitment needs

and its recruitment policy. The different sources are internal sources (recruitment

from within the organization) and external sources like campus recruitment,

advertisements, employment agencies, etc. the organization has to take into

consideration the relevance and effectiveness of each source before selecting the

sources for its recruitment program.

Recruitment strategies, objectives, policies and the sources and methods need to be

evaluated continuously to ensure their alignment with corporate strategies, objectives,

and policies. The effectiveness and efficiency of the recruitment tools and sources can

also be evaluated from time to time and changes made to match the current and future

recruitment needs of the organization.

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Getting Resume

An organization will have a much greater choice in human resource if it

decides to go in for external recruitment. There are various methods of

recruiting from external sources some of which are discussed below.

A. Internal sources:

Many organizations try and identify employees from within the organization to be

groomed to take on higher responsibilities. Internal recruiting is beneficial, as workers

know the firm culture, managers already know the workers and the internal;

advancement can motivate the employees. In today s technologically advanced world

many organizations depend on their HRIS. Some of the internal sources are discussed

below:

Job Posting

Openings are published on bulletin board (electronic or hard copy) or in lists available

to all employees. Interested employees must reply within a specified number of days

and they may or may not have to obtain the consent of immediate supervisors. This is

the process used by managers to provide information about job openings to

employees.

Employees Referrals

Employees working with an organization recommend their friends or acquaintances

for vacant position in the organization. This source is usually one of the most

effective of recruiting because many qualified people are reached at very low cost to

the company. In an organization with the large number if employees, this approach

can provide quite a large pool of potential organizational members. Employees 35

Referrals are the most reliable source of filling the vacant posts especially for the

lower and middle management.

Temporary Talent pools

In Temporary Talent pools are created to meet out the unexpected demand of the

human resource in the organization.

Ex Employees

Organization can recruit their previous employees as they can prove to be reliable as

they knows about the organization policies and procedures and need not to be trained

and can easily adjust to the environment.

B. External sources:

To meet demands for talent brought about by business growth to seek fresh ideas or to

replace employees who leave organizations periodically turn to the outside labor

market. Managers look outside the firm for people who have not worked at the firm

before. Managers advertise in the news papers, hold open houses, recruit at

universities, and on the internet.

Newspaper Advertisements

Advertisements are placed in both newspaper and trade journals and three factors

influence the choice of this media- cost, profile of the readership and circulation.

Press advertisements are creative, attractive and contain all the information relating to

the job. Some factors affecting the design of advertisement are:36

i. The image of the organization

ii. The nature of the job

iii. The chosen media

iv. The predilection of the target market.

Employment agencies

Employment agencies have a popular image as suppliers of temporary office staff but

they too have changed their service in line with changes in the labor market and have

increased the range of occupations they cover. They are broadly classified into public

or state agencies, private agencies and head hunters.

Job Portals

The professional uses search firms to find suitably qualified candidates for the client

organizations. It relies on the network and relationships. Many recruiting firms now

specialize in targeted recruiting for many jobs. In which one fee provides a list of

candidates whose credential matches the job specifications and for an additional fee

they complete the search process.

Campus Visit:

Campus especially the reputed one turn into hunting grounds for organization looking

for fresh talent. These institutions offer placement services to their students by trying

to get some of the best companies in the market to their campus for recruitment.

Recruitment fairs

37

Recruitment fairs are the most suitable for the establishment of a new store, branch, or

unit inviting interested people to visit the location meet existing staff and talk about

the work as it enables information to be transmitted, questions answered and initial

assessment of potential applicants to be made.

Short-listing

Short-listing is the transition phase between recruitment and selection. It is the stage

of where the total number of applicants is reduced to select group the employers

wishes to carry on the selection phase.

Short-listing has not been subjected to the came degree of research as some of the

other stages of recruitment and selection. In short- listing some basis are

prejudgments distort the fairness and quality of the decision.

Short- listing may comprise several stages depending on the number of application

received, the complexity of the job requirements and the sophistication of the

selection processes used by the organization.

A. WHO Short-lists

The most common way to educe the number of applications is to examine them in

order to construct a short-list.

a. The line manager

b. A member of personal staff.

c. A recruitment consultant

d. A team of selectors

Short-listing by individual

38

Short-listing by individual is a system in which the information of the prospective

employees is assed by the individuals so that errors of decision making could be

reduced. Short-listing by individuals system nee to ensure that application of the

criteria is consistent personal basis reduced. For this decision check list should be

prepared which can help the human resource manager to examine a lot of application

and be reasonably confident that the same sorts of judgments about the criteria have

been made against predetermined factors.

Group short-listing

In group short-listing the applicants CVs are short-listed by the people working in

groups. In group short-listing some processes and system are needed to reduce the

negative effects of group dynamics and the introduction of side issues to ensure the

individuals involved uses the same explicit and implicit criteria.

Short-listing by several individuals separately

Short-listing by several individual separately is the process in which candidates

information are reviewed by different individuals separately so that the biases and

decision making errors could be reduced. Bit again some mechanism is needed to

ensure consistency but the effects of group pressure are removed this can b done by

integrating the opinion of the shortlist in a group setting or by one individual.

B. Short-listing the Process

Short-listing must be carried out independently by at least two people and

ideally, as many of the interview panel as possible.

39

Any member of staff, who may prejudice the outcome, should be excluded

from the short listing. For example, those with a close personal relationship

with one of the short listed candidates.

Short listing should always be carried out using the person specification so

that applications can be measured and assessed against criteria.

Each criterion included in the person specification should be appropriate to the

position and measurable enabling short listing decisions to be made on the

basis of fact and not assumptions.

The use of short listing form is strongly recommended.

The form can be used by each person on the short listing panel to record their

individual assessment of each candidate and provide feedback to candidates.

Staff involved in short listing should use the person specification together with

the short listing form to indicate whether the applicants:

i. Fully meet the criteria (Shortlisted)

ii. Partly meet the criteria (Hold)

iii. Don t meet the criteria (Not Suitable)

If an interview panel have used short listing form, it is advisable to continue

using the form at the interview stage for the purpose of selection.

Short listing decisions must be based only on the information contained in the

application form that relates to the job description and person specification,

together with any other supporting information supplied by the candidate.

Information contained in the application form not relevant to the job should be

disregarded.

40

The attributes in the person specification must be consistently applied to all

candidates irrespective of the gender, ethnic origin , age, socio economic

background, disability, religious or political beliefs, family circumstances, or

other irrelevant factors.

Some information can only be determined at the interview stage. Likewise

some criteria can only be assessed through alternative selection methods such

as group exercise presentations, tests etc. it is important therefore that the staff

involved in short listing should agree which attributes they are assessing, and

which ones they are not.

After the individual assessment if each application, the short listing panel

should meet with the intention of reaching and agreeing upon of whom to

short list.

Once the short list has been drawn up, candidates should be invited to interview. It is

important at this stage to find out if any candidate has any special needs for

equipment or assistance in reading and participating in the interview.

41

SELECTION

The process of choosing the most suitable candidate for a job from among the

available applicants is called Selection. The selection procedure is concerned with

securing relevant information about an applicant. The information is secured in a

number of stages or steps.

The objective of selection process is to determine whether an applicant meets the

qualification for a specific job and to choose the applicant who is most likely to

perform well on the job.

It is the process of selecting the best candidate out of available and rejecting

unsuitable candidate. It is a negative process or a process of elimination. The principle

of right man for right job will be achieved when the selection process used is

scientific.

In selection mainly they carry three steps.

First there is a preliminary interview based on Resume and skills required. If they find

the candidate suitable they conduct the second round of interview. If he meets all the

specifications of the job than final the panel consisting of HR executive, GM and

other departmental head if required, takes interview. These interviews are conducted

mostly for Management trainees or for high post.

42

In all other cases to fill up the lower positions only HR Executives takes the interview

and he can select the candidate based on HR decision. Position for apprentice, for

clerical job is selected or filled up by HR executive only.

Interviews Phases

Organizations use interview as an essential step in the selection process. An interview

helps in assessing the applicants profile and comparing it with the job profile for

suitability. Interview helps in assessing the candidate and validating the information

provided in his application. The other advantage of an interview is that it forms a part

of recruitment process.

Preliminary interview

Preliminary interviews are brief, first round interviews that aim to eliminate the

applicant who are obviously unqualified for the job. These interviews are generally

informal and unstructured. In an unstructured interview, the interviewer does not plan

the course of interview; instead the candidate is usually allowed to set the course of

the interview. These interviews gather the more obvious facts and information. They

enable the manager to quickly evaluate the interviewee on the basis of appearance and

the quality of communication.

Selection Interview

A selection or core interview is normally the interaction between the job applicants

and the line manager or experts, where the applicants job knowledge, skills, talent,

etc, are evaluated and ascertained. The suitability of the candidate for the job is

determined in this interview. A selection interview can be of the following types:43

i. Formal/ Structured interview

A structured interview is very rigid in its structure and contents. It is based on

a thorough job analysis, which directs the flow of the interview. The

interviewer selects the questions to be asked and plans the interview in

advance, to comprehensively cover all the areas related to the job and the

candidate. The questions are so framed as to cover all the pertinent aspects

ii. Unstructured interview

An unstructured interview, as the name suggests, has no predetermined

framework of questions and takes its own course depending on the responses

of the candidate and the interest of the interviewer. There are more open-

ended questions in an unstructured interview, in such type candidate remains

comfortable during this interview because the interactions tend to proceed

naturally.

Panel interview

In today’s organization where all functions are interdependent and every job involves

cross-functional reactions, it is imperative that the people from different functions

interview a candidate. In such interview representatives from different departments

get to meet and interview a candidate. This also reduces the subjectivity involved in

the one to one interview. As experts, these interviewers evaluate the candidate and his

suitability for the position.

In-depth interview In-depth interviews are more suitable for selection of candidates

for high end technology and high skill jobs. Experts in the relevant area test the

candidate s knowledge and understanding of the subject and assess his expertise. They

44

determine the suitability of the candidate for the job in question, based on these

evaluations.

Decision making Interview

After experts including line managers in the organization evaluate the applicant s

knowledge in the core areas of the job, the departmental heads and the HR function

finally interview the applicants. These interviews are usually informal discussion

where the applicant’s interest in the job and the organization, his reaction/adaptability

to the working conditions, career planning and promotional opportunities; work

adjustment and allotment, etc. are evaluated and discussed. The HR manger also tries

to find out the candidates expectations regarding salary, allowances, benefits,

promotions, and career opportunities. The departmental head and the HR manager

together communicate their decision to the chairmen of interview board or decision-

making authority, which takes the final decision selecting the candidate.

45

ELEMENTS IN SELECTION PROCESS

The process of selection starts with a review of the applications. These applications

can be either in a company specified format or in the format submitted by individual

applicants. At this stage, the company checks the basic qualification and experience of 46

JOB SPECIFICATION

COMPETENCY MODELLING

SELECTION

RECRUITMENT POLICY

ORGANISATION

JOB DESIGN

JOB DESDESCRIPTION

candidate. Applicants who do not match the required basic criteria are rejected at this

stage. Some companies may also go in for an initial screening before accepting

applications from the candidates. The applicants are called for a test or an interview,

as the case may be, after the initial screening. Tests are normally conducted to analyze

the skill levels of the candidates. These tests have to be in compliance with the law,

validated by the organization and relevant to the job being offered.

STEPS IN THE SELECTION PROCESS

47

Resume

Evaluating an applicant during selection involves understanding his emotional

stability, attitude and value system apart from evaluating his knowledge and skill

levels. An individual s inclination to learn, his interpersonal skills or his openness to

suggestions etc. are more difficult to assess, when compared to his knowledge of

machinery or analytical skills. It is however the responsibility of the employer to

assess these traits of the applicant, as accurately as possible, without annoying the

48

Initial Screening

Analyze the Application

Test and Evaluation

Preliminary Interview

Core & Departmental View

Reference Check

Job Offer

Medical Examination

Placement

Offer to next suitable Candidate

applicant and using legal means. For successful performance on the job, these are as

important as if not more important than the knowledge and skills of the employee.

This assessment has to take into account organizational objectives and the work

culture. The individual characteristics, which are of importance in the context of the

organization, have to be assessed carefully, while those that are irrelevant can be

ignored. The HR manager has to use his direction in assessing the individual as per

the recruitment policy guidelines.

Evaluation of the Interview Process

Interviewing is difficult and by the end of the session the skilled interviewer through

his experience and use of the best techniques will have amassed a good deal of

evidence about the candidate. But the interpretation of his evidence and the ability to

comprehend and evaluate it, make even greater demands on the interviewer than the

interview itself.

Evaluation requires a total comprehension of the job and of the candidate and of their

relationship to each other. It means attempting to predict the future behavior of a

number of comparatively unknown candidates in a work situation.

49

______________________________________

CHAPTER – 6DATA ANALYSIS & INTERPRETATION

___________________________________

STUDY AT Cushman & Wakefield (India) Pvt. Ltd.

Cushman & Wakefield (India) Pvt. Ltd operates from 24 offices located all over India

with its Corporate Head Office at Gurgaon. C & W India has more than 900

employees.

Cushman & Wakefield (India) Pvt. Ltd. has its operations at New Delhi, Bangalore,

Kolkata, Mumbai, Chennai, Hyderabad, Goa (Project Office).50

C&W deals with top 1000 fortune clients.

Out of the many sources for attracting resumes Press Advertisement is commonly

used. Press advertisements are creative, attractive and contain all the information

relating to the job which further adds branding to the firm.

In context to this, an advertisement was placed in the Times of India dated 27th of

June, inviting applications for the various specified positions / verticals, specifying

the job codes for the various positions, a small job description as well as job

specifications. Here in the contact information of the organization is provided. At the

same time, the same advertisement is placed with the online portals like

Timesjob.com.

51

Fig 6.1 Advertisement placed in Times of India

52

The organization gets a new project. Now the choice remains with the organization to

either allot that project to its existing employees or recruit new ones as the need

suggests. The various verticals that might be necessary for carrying out of the project

are jotted down, a job description and the specifications required for that particular

job are thoroughly understood and noted down. And then the following process takes

place till a suitable candidate is met and is selected for the particular position.

An advertisement is placed in all the leading newspapers of the country inviting

applications for the various specified positions / verticals, specifying the job codes for

the various positions, a small job description as well as job specifications. Here in the

contact information of the organization is provided. At the same time, the same

advertisement is placed with the online portals like Naukri.com / Timesjob.com etc.

Also, the third party vendors i.e. the consultants that the Organization is working with

currently, are informed about the openings in the organization and are asked to

provide suitable resumes for the concerned openings. The current employees of the

organization are informed about these openings also and are asked to come up with

suitable referrals.

Applications are received through the following mediums :

Through Emails

Through Mail / Post / Couriers

Through Online Portals like Naukri.com, Timesjob.com, etc.

Through employee referrals

Through various collaborating Consultants

Old applications with the company’s HR Department i.e. the earlier received

applications that were put on hold in absence of suitable projects, can now be

53

utilized depending upon the suitability of the candidate and his / her

experience to the concerned project

The applications are entered into a database that is maintained by the company, in

order to keep track of all the applications that are in response of the advertisement.

The various entries that are recorded might be for example, the name of the candidate,

the position applied for, the candidate’s current location, his / her present employer,

the current position / designation held by the candidate and the candidate’s contact

details. This database is updated as soon as the applications are received, and is

updated on a regular basis as the applications keep coming in.

The applications that have been entered into the database, are now segregated

according to the position applied for and the department to which that vacant position

belongs to.

These applications are now short listed, based upon the experience that the candidate

carries, and his / her suitability to the current position as well as to the organization.

Telephonic interviews are conducted for the short listed candidates, to judge them

upon their communication skills and their basic knowledge. These interview may

involve questions on what the candidate knows about the organization, and how well

he / she understands the business / operations of the organization.

Based upon the results of these telephonic interviews, a scheduling process for the

suitable candidates is started, which involves calling the candidates for interviews

with the organization on times either suitable to them or to the organization. It also

involves giving a general overview of the organization to the candidate, if the

54

candidate asks for it. This also involves giving directions to the candidate about the

location of the offices where he / she has to be interviewed, so that he / she might not

face any kind of a difficulty in reaching the venue of the interview.

Candidate comes in at the scheduled date and time for the interview, and he / she is

interviewed by the HR Department. This signifies the first round of interviews. This

involves judging the candidate based on his / her educational qualifications, cultural

background, communication skills, personality, behavior, mannerism, attitude, self

confidence, maturity, flexibility in order to make sure that the candidate would prove

to be a prefect fit for the organization as well the job for which he is being

interviewed.

Based on the results of this first round, the candidate moves forward to the second

round, which might be scheduled on either the same day or some other day based

upon the organization’s or the candidate’s discretion. This second round of interviews

is technical in nature where in the candidate is judged upon the knowledge gained by

him / her in his / her previous employments. Here the candidate is judged upon his /

knowledge, experience, project handling capabilities, and an assessment is made

whether the candidate would be a job as well as an organizational fit. This does not

necessarily end here. If the organization is not yet satisfied with the candidate, then an

another round of interviews might be held.

Now the suitable candidate is negotiated upon the cost to the company. This is based

upon the candidate’s previous employment, the candidate’s experience, his / her

expectations and the organization’s budget for the concerned position.

55

Based upon this negotiation, a suitable cost to company is reached and an offer is

made to the concerned candidate.

The candidate accepts the offer and is now considered closed. An offer letter is issued

to the candidate. This letter specifies the position that the candidate will now be

holding, the department to which the above mentioned vertical belongs, the place of

appointment, the cost to company and a clause which clearly specifies that the

candidate’s appointment is subject to his / her ‘s passing the pre-employment medical

examination and if the reference checks are found satisfactory. This offer letter also

clearly states the final date of appointment when the candidate should necessarily

join.

The candidate now comes in to join at the specified date; an appointment letter is

issued to him / her which clearly specifies the terms of the candidate’s employment

with the company and consists of the following:

Date of appointment

The position for which the candidate is selected

Grade of that particular position for which the candidate is selected

The division or the department to which the candidate belongs

Responsibilities that the candidate is entitled to take up during his / her

employment with the organization.

Remunerations which include the break up of the cost to company for the

candidate

Benefits which specify any bonuses, perquisites etc. which the candidate is

entitled to, during his / her employment

Taxation which would be applicable to the candidate’s current salary structure56

A clause for confidentiality which specifies that under no circumstances would

the candidate divulge company affairs and facts to anybody outside the

organization

Time & Attention clause which states that the candidate would devote as much

time & attention to his / her work as possible

Choice of Law & Forum clause which specifies that this agreement made is

subjected to Government of India regulations and both parties would submit to

the jurisdiction of all courts at New Delhi

Entire Agreement which specifies that this is the consolidation of all the

agreements that were formulated between the candidate and the organization

Policy and Procedure which specifies that the candidate should abide by the

policy and procedural rules mentioned in the policy and integrity manuals

provided at the time of joining

Further, the candidate is asked to fill a joining set of documents which contains forms

such as employment form (which contains the personal details to be filled in by the

candidate), declarations by the candidate, PF Forms, etc. The candidate is provided

the Policy and Procedures Manual and the Integrity Manual which the candidate has

to abide by at all time during his / her employment with the organization. The

candidate is asked to provide the medical examination report also.

An Induction program is arranged for the candidate. Here he / she is made familiar

with the organization by giving detailed information about the organization through a

presentation. Information relating to the company policies is thoroughly explained to

57

the candidate so that it might arise any kind of confusions later on. The candidate is

introduced to everybody in the office and his / her job starts from day one itself.

Six months later, a Confirmation letter is issued to the candidate which confirms the

status of the candidate as a permanent employee of the organization

Personal File Structure

For every employee at Cushman & Wakefield India Pvt. Ltd., a personal file is

maintained which contains all concerned documents relating to the employment of the

person with the company. The following documents are attached in the employee’s

personal file : (In actual order)

Pre-employment Medical Test reports

Offer letter issued to the employee when he / she was closed for the particular

position

Joining mail for the employee of the date when he / she actually joins the

organization at the date specified in the offer letter

Joining set of documents of the employee which include the following :

Application for Employment

Photographs

Address proof & Identity Proof

Birth Certificate

Relieving letter from previous organization

Policy Manual acknowledgement form

HSBC New account form

Employee med claim cover form

58

Undertaking by the employee that he / she has never been addicted to any

drugs, that he / she does not have any case filed against him / her in any

court of law, that he / she is not suffering from any known medical

ailments which has not been discovered under medical tests and that he /

she has never been involved in a fraud or financial embezzlement in any

company

Provident Fund forms

Investment Declaration Form

Educational Qualification Documents

Appointment Letter

Bi-annual Performance Appraisal report

Confirmation Letter

And from this onwards various letters, memos, transfer letters, promotion

letters, performance appraisal reports, etc are filed in whenever these papers

come in, i.e. according to the dates at which they are issued to the employee

59

DATA ANALYSIS & INTERPRETATION

Cushman & Wakefield offers quality environment to its employees. It undertakes

workers participation in management to keep the interest of workers. This can be

depicted from the given data.

Number of applications received from different Cities

727

996

1161

449307

145

544

326

614

1144

0

200

400

600

800

1000

1200

1400

CITIES

NO.O

F AP

PLIC

ATIO

NS

BANGALORE CHENNAI COCHINNCR GUJARAT HYDERABADKOLKATA MUMBAI PUNEJUNK OTHER LOCATIONS

Fig 6.2

Number of applications received through various cities in response to the

advertisement on Times of India, dated 27th June 07. We have received around 6000

applications in total till date and on the segregated basis

Cities No. of applicationsBANGALORE 727CHENNAI 99COCHIN 6NCR 1161GUJARAT 449HYDERABAD 307KOLKATA 145MUMBAI 544PUNE 326JUNK 614GOA 20OTHER LOCATIONS 1144

60

Number of the applications segregated on the basis of Designations

Bangalore

100

80

30

177

37

10

93

27 25

46

27

75

0

20

40

60

80

100

120

140

160

180

200

Designations

No.

of a

pplic

atio

ns re

cd.

Area manager Construction manager P CPE civil Contracts manager PE servicesPM QS SafetySM SPM Misc

Fig 6.3

We have received around 727 applications in total till date and on the segregated basis

Designations No. of Applications Area manager 100Construction manager 80P C 30PE civil 177Contracts manager 37PE services 10PM 93QS 27Safety 25SM 46SPM 27Misc. 75

61

Chennai

86 7

35

5

10

19

6 710

68

0

5

10

15

20

25

30

35

40

Designations

No.

of a

pplic

atio

ns re

cd.


Fig 6.4

We have received around 99 applications in total till date and on the segregated basis

Designations No. of application recdArea manager 8Construction

manager 6P C 7

PE civil 35Contracts manager 5

PE services 10PM 19QS 6

Safety 7SM 10

SPM 6Misc. 8

62

Cochin & Goa

We have received around 26 applications in total. On the segregated basis

4

3

1

7

4

0

3

5

3

0

2

6

0

1

2

3

4

5

6

7

8

Designations

No

of a

pplic

atio

ns re

cd.


Fig 6.5

63

New Delhi/ NCR

100

50 43

275

30 25

140

1355

100 86120

0

50

100

150

200

250

300

Designations

No.

of a

pplc

atio

ns re

cvd


Fig 6.6

We have received 1161 applications in total. On the segregated basis

Designations No. of application recdArea manager 100Construction manager 50P C 43PE civil 275Contracts manager 30PE services 25PM 140QS 13Safety 55SM 100SPM 86Misc. 120

64

Ahemdabad

We have received 449 applications in total. On the segregated basis we can have a look on

24

51

20

146

15 15

35

11

35

20 20

55

0

20

40

60

80

100

120

140

160

Designations

No.o

f app

licat

ions

recd

.


Fig 6.7

65

Hyderabad

30

40

30

65

20

10

30

711 10

35

22

0

10

20

30

40

50

60

70

Designations

No.

of a

pplic

atio

n re

cd

Area manager Construction manager P C PE civil

Contracts manager PE services PM QS

Safety SM SPM Misc

Fig 6.8

We have received around 307 applications. On the segregated basis we can have a look on the given table.


manager 40P C 30



Safety 11SM 10

SPM 35Misc. 22

Kolkata66

17 18

9

48

5 714 14 15 13 10

20

0

10

20

30

40

50

60

Designations

No.o

f app

licat

ions

recd

.

Area manager Construction manager P C

PE civil Contracts manager PE servicesPM QS Safety

SM SPM Misc

Fig 6.9

We have received 145 applications in total. On the segregated basis we can have a look on the given table.


manager 18P C 9



Safety 15SM 13

SPM 10Misc. 20

Mumbai

67

We have received 544 applications in total.

110

43

22

132

1911

65

1529

1835

45

0

20

40

60

80

100

120

140

Designations

No.o

f app

licat

ions

recd

.


Fig 6.10Pune

We have received 326 applications in total.

19

43

25

82

23

9

50

9 1323

15

50

0102030405060708090

Designations

No.o

f app

licat

ions

recd

.


Fig 6.11

68

______________________________________

CHAPTER – 7CONCLUSIONS

________________________________________

69

CONCLUSION

The purpose of effective recruiting is to attract strong candidates who are prepared

both to meet the organizations strategic goals and priorities and to work in the

organizations environment.

Recruitment is the first step in the process of acquiring and retaining human resources

for an organization. In today’s rapidly changing business environment organizations

have to respond quickly to requirement for people.

Bad appointment affects the company, individual and others, though not necessarily

in that order. The wrong person doing the wrong job is harmful to the company’s

health. Bad recruitment can prove very costly and great loss to organization.

But Cushman & Wakefield takes adequate time in recruiting. It realizes the value of

human capital and its role in their development.

In Cushman & Wakefield, recruitment and selection program are effective to people

and the involvement of the officers is also high. Every employee in the company is

trying to make this system more effective in terms of recruitment proper technical

persons with good skills in their own fields which would result in overall performance

of the company and thus one can say Cushman & Wakefield follows a systematic and

scientific method for recruitment & selection of its employees.

70

In context to the advertisement, I would like to conclude that we have received more

than 6000 applications, interviewed more than 400 candidates on an India basis in

which 20 candidates were shortlisted till date and around 150 candidates are kept on

hold in a two months time period and process is still going on.

71

_____________________________________

CHAPTER – 8SUGGESTIONS

________________________________________

72

sSUGGESTIONS

In today s competitive world because of Globalization & Liberalization, the

organization has to keep their people abbesses with latest information and knowledge

in the field of technology and matter of administration as well.

Taking in to consideration the above mention aspects and after having discussed with

the managers, staff members and employees of Cushman & Wakefield (India) Pvt.

Ltd., the following things are suggested.

Discipline and proper work atmosphere should be maintained in the

organization.

There should be good Boss-Subordinates relationship i.e. there should be no

clashes or conflict between them.

Employees should be dedicated, highly motivated towards their work.

To reach out more candidates the recruitment process should be ruled by Head

Manager at different locations so that below people can be outsourced.

There should be prescribed Recruitment schedule.

There should be speedy response to the resumes.

There should be a proper system for managing and tracking of resumes.

73

____________________________________

CHAPTER – 9LIMITATIONS

________________________________________

74

LIMITATIONS OF THE PROJECT

A research is a never-ending process and research work in any field of knowledge

makes the ground for more researches. Therefore all studies have their own

limitations. It is needless to say that while working on this project I faced many

difficulties, which becomes the limitation of this project. The major limitations are:

1. The ratio of incoming applications is very high. Segregating around

400 applications on daily basis is very tedious task..

2. The record keeping cannot be accurate since the sample size is huge in

number.

3. Though every precaution has been taken while analyzing the data yet a

few errors are bound to appear.

75

______________________________________

CHAPTER – 10BIBLOGRAPHY

________________________________________

76

BIBLOGRAPHY

Organizational Behavior by S. Taylor

Personnel Management by C. V Memoroia

www.management-issues.com

www.hr.com

www.greatplacetowork.com

www.ddiworld.com

www.cushwake.com

www.cushwakeasia.com

77

http://www.management-issues.com/

http://www.cushwakeasia.com/

http://www.cushwake.com/

http://www.ddiworld.com/

http://www.greatplacetowork.com/

http://www.hr.com/

0601096 resume management in recruitement process

Business

jones lang

chief financial

real estate

tenant strategies

deputy managing

capital markets

human resources

positions