A Project on ‘Human Resources Recruitment’ Submitted in the partial fulfillment of the requirement for qualifying Master of Management Studies Of University of Mumbai Submitted by LLLL MMMMM Roll No.: 15 Specialization: Human Resources College of Management, KKKKKK (East)
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A Project on
‘Human Resources Recruitment’Submitted in the partial fulfillment of the requirement for qualifying
Master of Management StudiesOf
University of MumbaiSubmitted by
LLLL MMMMMRoll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012 2013‐
A Project on
‘Human Resources Recruitment’Submitted in the partial fulfillment of the requirement for qualifying
Master of Management StudiesOf
University of MumbaiSubmitted by
LLLL MMMMMRoll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012 2013‐
Project Guide: Prof. SSSSS
DECLARATION
To,
The Director,
College Of Management,
Vidyanagari, Chinchpada road,
Kmanivali, KKKKKK (East),
Dist. Thane – 421 306.
Respected Sir,
I the undersigned hereby declare that the project report entitled “Human
Resources Recruitment” is an original work developed and submitted by me
under the guidance of Prof. Sssss
The empirical findings in this project report are not copied from any report
and are true and best of my knowledge.
DATE:
PLACE: Thane
ROLL NO.: 15
Signature of student
Llll Mmmmm
CERTIFICATEThis is to certify that the project entitled ‘Human Resources Recruitment’
submitted by ‘Llll Mmmmm’ in partial fulfillment for the award of Master of
Management Studies; University of Mumbai is her original work and does not
form any part of the projects undertaken previously.
Also it is certified that the project represents the original work on the part of
the candidate.
Place: Thane
Date:
Signature of the Director Signature of Guide
ACKNOWLEDGEMENT
With immense please we are presenting “Human Resources
Recruitment” Project report as part of the curriculum of ‘Master of
Management Studies’. We wish to thank all the people who gave us unending
support.
I express my profound thanks to Director and Prof. Sssss, project guide
and all those who have indirectly guided and helped us in preparation of this
project.
We also like to extend our gratitude to all staff and our colleagues of
College of Management, who provided moral support, a conductive work
environment and the much needed inspiration to conclude the project in time‐
and a special thanks to my parents who are integral part of the project.
Thanking you.
Llll Mmmm
Project Contents:
INDEX
Page No.
i. List of figures & diagrams
2 18‐1 Organization Profile
2 Introduction of the study 19 37‐
2.1 Meaning, Definition, Concept
2.2 Objectives
3
2.3 Scope
38 40‐Research Methodology
4 Data Analysis 41 47‐
5 Recruitment 'A theoretical frame work' 48 50‐
6 Findings 52
7 Limitation 52
8 Conclusion 53
9 Suggestions 53
10 Webliography & Bibliography 55
11 Questionnaire 56 59‐
List of Diagrams
Sr. No.: PARTICULARS Pg. No.
1 Form of Interview 42
2 Source of Candidate 43
3 Telephonic Interview Round 43
4 Track Candidate 44
5 Define Candidate 44
6 Time Spent 45
7 Different Process 45
8 Basic Questions 46
9 Cost Calculating System 46
10 Evaluation and control of Process 47
11 Facility for trainees 47
Executive Summary
The Human Resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so, they have to keep the
present as well as the future requirements of the organization in mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
In order to attract people for the jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self-select
themselves out.
The term “HR recruiter” may sound redundant, as both human resources managers and recruiters
both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A
recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
¾ Legal : Manager Legal , Compliance Manager, Company Secretary
How does recruiters/consultant get paid?
A recruitment consultant primarily acts from a position of self interest. Their job is to generate
revenue by making sales. Sales mean selling their service, their ability to find the right candidate,
to prospective employers. In effect they are selling you. This means they will be eager to
champion you, their product, to the employer, likewise they will be keen to ensure that you will
accept the position if offered.
Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract
position. Generally for a permanent placement the company receives a proportion of your salary,
or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing
this should ease any concerns you have; in this you are both on the same side. For a contract the
consultant will receive a margin of your rate.
Job Profile in EMC:
¾ Sourcing resumes through different job portals like Naukri, monster etc.
¾ Based on the clients requirements screening the resumes and judging the Candidates to
meet the particular requirement.
¾ Initial phone screening of candidates to judge communications and background.
¾ Short listing the candidates as per client’s requirements and then scheduling up the
interviews.
¾ Regular follow up with the selected candidates to confirm their joining dates, ensuring
the maximum of them are placed successfully with the respective organization
¾ Maintaining and updating database of potential, prospective and rejected candidates
¾ Constantly be in touch with the candidate until he/she joins.
¾ Co-ordinate with other recruiters to work as a team.
¾ Maintaining a database of candidates.
¾ Handling end to end recruitments.
Requirements I worked on in EMC
¾ Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of
Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd
¾ Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd
¾ Asp.Net for the Location of Mumbai(Malad), for the 3G Services
¾ Project Engineer for the location of Mumbai, for Sigma Byte
¾ Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies
¾ Project Co-ordinator with Onmobile Global Ltd.
¾ Techlead Position for Atidan Technologies
Recruitment Email sent to candidate regarding the same
Dear Candidate,
This is to bring to your kind notice that we have an opening for the post of Relationship Officer/ Sr.
Relationship Officer with Quikr.com
URL: - http://www.quikr.com/html/about.ph p
Location: Delhi
Designation:Experience:EssentialQualities:
JobResponsibility:
Sr. Relationship Officer/ Relationship officer2+ YearsExcellent Communication Skill, Positive attitude, passionate, highly motivated,Should come from online, yellow pages, space selling and should have a good idea about online sales/marketing
Responsible for monitoring accessing, improving the ad sales, revenue monitoring
Able to independently ideate and came out with solution to client and ad sales teamMonitoring All ad positions, ad campaigning’s, sales etc.
Monitoring their sales / telesales team.
If your candidature suits the mentioned profile then kindly send us the following details:
1. your updated resume in MS Word format.
2. Present CTC
3. Expected CTC
4. Notice Period
As the requirement is a bit urgent, an early response on this would be highly appreciated.
Alternatively if you know someone suitable and available then Please
refer (or) let us know their contact details. We shall check their willingness for this opportunity.
Opening with Onmobile Global Ltd for Project Co-ordinator
OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added
Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile
touches the lives of over 1 billion mobile users across 55 countries every month.With our
diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery
solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video portals,
M-Commerce products and services, we generate 2 – 5% contribution for top customers and
top line revenues of over US $800 million for over 92 customers globally. We deliver our
products by the best combination of a hosted Cloud with on-site operations at the customer
premises or through products deployed in customer networks.Founded in 2000, OnMobile
has 1500 employees spread across India, U.S., LATAM, Africa, Australia, Middle East and
Europe. The company was publicly listed in India in 2008. Recent acquisitions include
Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).
Location: Bangalore
Website: http://www.onmobile.com /
JD for Position:-
Job Title Project Coordinator
Department India Private Operators - PMO
Qualification B.Tech / BE / MCA / MBA
Experience 1-3years
Role
Project co-ordinator is a Project Management Office role.• The role requires the person to plan, drive, co-ordinate and
track projects with various internal stakeholders.• Schedule regular meetings with the action owners for status
tracking.• Update the senior members of the organization on the status of
the projects, highlight Requirements, risks and gating issuesand probable resolutions.
• Prepare and analyse the data collected from various reports
Job Descriptionand present it to the leaders for further analysis and decision
making.
Skills
1) Good Analytical, negotiation and communication skills.
2) Good skills in Excel and ppt. Should have good ability to analyze
data, prepare and present analysis to internal stakeholders.
3) Ability to plan, drive, co-ordinate and track projects with various
internal stakeholders and report the progress to the AVP.
4) Should possess good Project management skills. Telecom
Knowledge and System level knowledge preferred.
Location Bangalore
If this profile suits your candidature, kindly send the updated resume mentioning the
following details:-
1) Total Experience
2) Relevant Exp.
3) Current CTC
4) Expected CTC
5) Notice Period
Best regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 || [email protected]
Recruitment Email sent to candidate
From: Lllllll Mmmmm < [email protected] n >To:Sent: Tuesday, 15 May 2012 3:15 PMSubject: Opening with Atidan Technologies for Tech Lead
Hi,As per the discussion, I am sending the Company’s profile and Job
Description. Opening with Atidan Technologies for the post of Tech Lead
Atidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-delivering low-risk, high-performance solutions to help you improve communications, streamline workflow and increase productivity.URL: - http://www.atidan.com/Pages/index.asp x Location: - Mumbai
Job Description:-1) Candidate must have atleast 6 yrs of experience. 2) Exp working on web based projects is a must. 3) Exposure on SharePoint is preferable. 4) Exposure working with US clients is a must. 5) Applicant should be working as a tech lead.
Interview: - On Saturday (19th May 2012)Timing: - 9 AM TO 12 PMInterview Procedure:-1) Aptitude Test (HR Interview) 2) Computer Programming Test (.Net Test) 3) Technical Interview – 1 4) Technical Interview – 2
If this profile suits your candidature kindly send the following details:-1) Updated Resume in word format. 2) Total Exp. 3) Relevant Exp. 4) Current CTC. 5) Expected CTC. 6) Notice Period.
Best regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 || llll @ emc.i n
Format of Candidate Interview Schedule details sent to Organization
Hi,
Below mentioned is the interview schedule for AM / Manager HR:
Sr. Candidate Interview InterviewContact No Mode Location Position Consultant
No Name Date Time
1Veena
17th May 12 10.00 am 98000000 F2F MumbaiAM/Manager
EMCKashelkar HR
2 Richa Mehta 17th May 12 11.00 am 9833000000 F2F MumbaiAM/Manager
EMCHR
2 Ragni Jethi 18th May 12 11.00 am 9833900000 F2F MumbaiAM/Manager
EMCHR
Weekly Status Report
DateCandidate's
Contact No Client Position Applied for Location CV SentName
29-May-12 Soham Raval 97277000000 Quikr S MAhmedaba
d CV sent
Tracker sent to Company consists of the following elements:
Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company
(candidate is working with), Yrs Of Experience, Location, Education, Current Designation,
Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line
Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level –
PI, Date, Final Status, Client CTC if offered.
Form attached along with candidate resume while forwarding to the Client (i.e.
organization)
Executive Management Consultant
Name
Position applied for
Current Company
Current Position
Highest qualification
Total Exp
Relevant Exp
Current CTC
Expected CTC
Notice period
Current Location
Willing to work in LocationOpted for (Y/N)
Reason for Job Change
Why the Client (e.g. Tata/FT)
Why Consultant has shortlisted the CV
Introduction
Of the
Study
Objectives of the study:
The main objectives of the study are as follows:
i. To understand the process of recruitment
ii. To know the sources of recruitment at various levels and various jobs
iii. To critically analyze the functioning of recruitment procedures
iv. To identify the probable area of improvement to make recruitment procedure more
effective
v. To know the managerial satisfaction level as well as to know the yield ratio
vi. To search or headhunt people whose, skill fits into the company’s values
Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment procedures.
The key points of my research study are:
i. To Understand and analyze various HR factors including recruitment procedure at
consultant.
ii. To suggest any measures/recommendations for the improvement of the recruitment
procedures
Result Hiring of consultancy Time saving of
Qualitative/Quantitative Company
Changing Role of Recruitment Intermediaries:
Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of
their services, both by the employers and the job seekers. With an already saturated job market,
the recruitment intermediaries have gained a vital position acting as a link between the job
seekers and the employers.
But at the same time, one of the major threats faced by this industry is the growing popularity of
e-recruitment. With the changing demand, technologies and the penetration and increasing use of
internet, the recruitment consultancies or the intermediaries are facing tough competition. To
retain and maintain their position in the recruitment market, the recruitment intermediaries or
consultants (as they are commonly known) are witnessing and incorporating various changes in
terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the growing influence of
technology and the Internet on the recruitment processes. 70 per cent of employers reported the
use of application portal on their company’s official website. Apart from that, the emerging
popularity of the job portals is also growing.
But the fact that the intermediaries or the consultants are able to provide their expert services,
economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,
the candidates, understanding of the requirements, and most importantly, the assess to the
suitable and talented candidates and the structured recruitment processes. The recruitment
intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-
coordinating interviews, posting vacancies etc. give them an edge over the other sources of
recruitment.
To retain their position as the service providers in the recruitment market, the recruitment
intermediaries are providing vale added services to the organisations. They are incorporating the
use of internet and job portals, making their services more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are predicted to
continue dominating the recruitment market in the anticipated future.
Recruitment Management System
Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organisation. It is one of the technological tools facilitated by the information
management systems to the HR of organisations. Just like performance management, payroll and
other systems, Recruitment management system helps to contour the recruitment processes and
effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are 4explained
below:
¾ Structure and systematically organize the entire recruitment processes.
¾ Recruitment management system facilitates faster, unbiased, accurate and reliable
processing of applications from various applications.
¾ Helps to reduce the time-per-hire and cost-per-hire.
¾ Recruitment management system helps to incorporate and integrate the various links like
the application system on the official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision making to the main recruitment
process.
¾ Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.
¾ Recruitment management system provides and a flexible, automated and interactive
interface between the online application system, the recruitment department of the
company and the job seeker.
¾ Offers tolls and support to enhance productivity, solutions and optimizing the recruitment
processes to ensure improved ROI.
¾ Recruitment management system helps to communicate and create healthy relationships
with the candidates through the entire recruitment process.
¾ The Recruitment Management System (RMS) is an innovative information system tool
which helps to sane the time and costs of the recruiters and improving the recruitment
processes.
HR Recruitment Process
Candidate Referral
CandidateAdvertising
Job PortalReferral
10% Advertising5%
One
Two
Three Two Three
40% 45% Four
Question 4: How do you track the source of candidate?
SoftwareData 5%15%
Online80%
Software
Online
Data
Most of the Executives 80% prefer online, 15% prefer
Data where as only 5% goes for software to source a
candidate.
Question 5: Does the organization clearly define the
position objectives, requirements and candidate
specifications in the recruitment process?
No 5%
Yes
No
Yes
95%
This analysis indicates that most of the respondent i.e.
95% responded for Yes and 5% responded for No.
Question 6: What is the average time spent by executives during recruitment (each
candidate)?
more than 151 - 5 minutesmins
10% 5 - 10 mins
10 - 15 mins10 - 15 minsmore than 15 mins10%
5 - 10 mins20%
1 - 5 minutes60%
This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded
for more than 15 mins.
Question 7: Do you follow different recruitment process for different grades of employees?
No 5%
Yes
No
Yes 95%
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 8: What are the basic questions you ask to the candidate?
Current Job Notice PeriodCurrent / Profile 0%
Expected CTC 0% Experience (Total0% / Relevent)
0%
Experience (Total / Relevent)
Current / Expected CTC
All of the Above Current Job Profile
100% Notice Period
All of the Above
This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.
Question 9: Do you have any system to calculate cost per recruitment?
Yes
No NoYes
70%30%
This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes.
Question 10: Is there any provision for evaluation and control of recruitment process?
No Yes
55% No
Yes 45%
This analysis indicates that most of the respondent i.e. 55% responded for No and 45%
responded for Yes.
Question 11: Is there any facility for absorbing the trainees in your organization?
No
Yes YesNo
70%30%
This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%
responded for No.
THEORITICAL FRAMEWORK:
THEORIES REGARDING RECRUITMENT
RECRUITMENT IS TWO WAY STREET:
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom
to recruit and whom not;
As per Behling et al, there are three ways in which a prospective employee makes a decision to
join an organization.
Accordingly, the following three theories of recruitment have been evolved:
¾ Objective factor theory
¾ Subjective factor theory
¾ Critical contact theory
These theories can be explained as follows:
Objective Factor Theory
It assumes that the applicants are rational. As per this theory, the choice of organization by a
potential employee depends on objective assessment of tangible factors such as;
Pay package, Location, Opportunity per career growth, Nature of work and Educational
opportunities. The employer according to this theory considers certain factors among others;
educational qualification, years of experience and special qualification/experience.
Subjective Factor Theory
The decision making is dominated by social and psychological factors. The status of the job,
reputation of the organization and other similar factors plays an important role.
According to this theory, compatibility of individual personality with the image of organization
is decisive factor in choosing an organization by individual candidate seeking for employment.
These subjective factors are; Personal compatibility for the position, Competence and Best fit.
Critical Factor Theory
The critical factors observed by the candidate during his interaction with the organization play a
vital role in decision making. Recruiter being in touch with the candidate, promptness of
response and similar factors are important. This theory is more valid with the experienced
professionals.
There are instances when a candidate is unable to choose an organization out of alternative based
on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited
contact and insufficient data with regards to the organization or its own inability to analyze and
come to ant conclusion. In such cases, certain critical factors observed by the manager during
interview and contact with personnel of the organization will have profound influence in his
decision process.
It must be noted that, the theoretical base given above by Behling et al was mostly influenced by
the working condition which existed in developed countries like The United States of America
and European countries. In these countries, vacancies are many and there is scarcity of suitable
hands unlike in developing countries like Cameroon where vacancies are less and hands are more
resulting to large scarce unemployment. The theoretical base given above cannot be applied in
developing countries except in hid paid jobs where higher skills and better knowledge are the
prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.
In production, servicing and clerical jobs, unemployment is where the number of job seekers far
exceeds the vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call him or
her for employment. In such a case, the potential organization is in a better place to choose the
candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing potential candidates
not only, for actual or anticipated organization vacancies but also searching for prospective
employee.
From Behling’s review, it could be assessed that workers output will increase due to certain
objectives of motivating them through regular payment. This will help to influence their working
conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for jobs far
exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in
the institution. Though they possess the knowledge, education, the process should be to filter and
re-discover their potentials.
When this happens, right (qualified) employees should be placed in the right positions and as a
result, it will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to
determine whether his output will increase or decrease but it should be assessed from the critical
factor observed during interview and the contact with the personnel of the organization that will
influence his productivity and his decision making.
Personality–Job Fit Theory
The personality–job fit theory postulates that a person's personality traits will reveal insight as to
adaptability within an organization. The degree of confluence between a person and the
organization is expressed as their Person-Organization (P-O) fit. This also referred to as a
person–environment fit. A common measure of the P-O fit is workplace efficacy; the rate at
which workers are able to complete tasks. These tasks are mitigated by workplace environs- for
example, a worker who works more efficiently as an individual than in a team will have a higher
P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the
right personality with the right company workers can achieve a better synergy and avoid pitfalls
such as high turnover and low job satisfaction. Employees are more likely to stay committed to
organisations if the fit is 'good'.
In practice, P-O fit would be used to gauge integration with organizational competencies. The
Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and
co-worker respect. Competencies can be assessed using various tools like psychological tests,
competency based interview, situational analysis, etc.
If the Individual displays a high P-O fit, we can say that the Individual would most likely be able
to adjust to the company environment and work culture, and would be able to perform at an
optimum level.
Findings,
Conclusion,
Suggestions,
Limitation
FINDINGS
¾ According to the Survey, Recruitment differs from company to company for each
category.
¾ According to the Survey, the company do utilize internet sites for the recruitment
process and for finding the talent candidate
¾ According to survey it is observed that the company are utilizing the job description in
order to make screening process more efficient
Limitation of the study:
The study is subjected to the following limitations
¾ The study is based on the data provided by the company statements so, the limitations
of the company’s employees remaining are equally applicable.
¾ In some cases data is collected from the companies past records.
CONCLUSIONS
• Polices adopted by EMC are transparent, legal and scientific.
• Recruitment is fair.
• The recruitment should not be lengthy.
• To some extent a clear picture of the required candidate should be made in order to
search for appropriate candidates.
• Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.
SUGGESTIONS
• Time management is very essential and it should not be ignored at any level of the process.
• Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being
more which needs to be reduced.
• Communication, personal and technical skills need to be tested for employees
Question 1: What form of interview did you prefer? ( )
a. Personal interviews b. telephonic interviews c. video conferencing d. Other
Question 2: What source you adopt to source candidates? ( )
a. Candidate referral b. Advertising c. Job portals
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More
Question 4: How do you track the source of candidate? ( )
a. Software b. Online c. Data
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above
Question 9: Do you have any system to calculate cost per recruitment? ( )
a. No
b. Yes, please specify –
Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No
Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )
Questionnaire on Recruitment Process
Name –
Company’s name –
Designation –
Date-
Note – Please fill the appropriate option.
Question 1: What form of interview did you prefer? ( )
a. Personal interviews b. telephonic interviews c. video conferencing d. Other
Question 2: What source you adopt to source candidates? ( )
a. Candidate referral b. Advertising c. Job portals
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More
Question 4: How do you track the source of candidate? ( )
a. Software b. Online c. Data
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above
Question 9: Do you have any system to calculate cost per recruitment? ( )
a. No
b. Yes, please specify –
Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No
Question 11: Is there any facility for absorbing the trainees in your organization?