PROJECT REPORT ON THE RECRUITMENT AND SELECTION PROCESS AT RELIANCE COMMUNICATIONS LTD., LUCKNOW Report Submitted in Partial Fulfillment of the Requirements for the award of the degree of Master Of Business Administration Under the Valuable guidance of Mr Jr. Resource Management Executive (RME) - U.P. Reliance HR Services Private Ltd Name of Faculty Guide Mrs. 1
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Mbe Reliance ProjectPROJECT REPORT ON THE RECRUITMENT AND SELECTION PROCESS AT RELIANCE COMMUNICATIONS LTD
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PROJECT REPORTON
THE RECRUITMENT AND SELECTION PROCESSAT
RELIANCE COMMUNICATIONS LTD., LUCKNOW
Report Submitted in Partial Fulfillment of the Requirements for theaward of the degree of
After due collation of data gathered, the entire data was subjected to the
analysis phase, data was tabulated and meaningful results were derived from it.
Appropriate tools used to draw graphs and charts to display the results collected
from the survey.
From the sample size of 50 questionnaires distributed only 30
questionnaires were recovered. A total of fifteen questions were incorporated in
the questionnaire, which spanned from basic information to very relevant
business information. Starting from the first question onwards the results are
displayed in the form of charts and the deduced result is mentioned below it.
The first question was an open-ended question asking the position for the
person apply for in the organization. It was just to make candidate a little
comfortable and attentive.
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0 2 4 6 8 10 12 14 16 18
Newspa per
Advertisments
P ersona l R eferra ls
E mployment Ag enc ies
Direc t Applic a tion
Website
S ourc e of Information about new job opening at R elianc e
S eries1 2 0 18 3 8 0
Newspa perAdvertismen
tsP ersona l R eferra ls
E mployment Ag enc ies
Direc t Applic a tion
Website
Recruiting talent is seeing a new high as organizations are spending a lot to
attract the right talent. Organizations are using a host of innovative and at the
same time run-of-the-mill methods to hire employees. But in order to be
effective and innovative, the compromise has been settled on the high costs.
Personal referral is the most effective and cheapest mode of recruitment.
Companies encourage their employees to refer people for different positions. It
ensures that they attract the best talent and also gives an empowering signal to
employees about their engagement within the country.
Now as the study suggests that more than half the respondents had come to know
about the job openings at Reliance through Personal Referrals, we can easily
conclude that the employees at Reliance are happy with the organization and in
turn are attracting more talent to the organization. Secondly, we can also
conclude that the information dissemination internally is very good. It also
shows that the number of people with personal referrals getting selected in the
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organization is the highest in number. Thus, the organization is successful in
saving a lot of cost on recruitment.
The negative point which comes out of this is that our Websites, Advertising and
Newspaper Ads are not attracting many people. Though, there are direct
applications also which are an inexpensive source of recruitment. In this way
too, they are able to capture the profiles of a significant number of potential
candidates that help in recruitment process.
0
2
4
6
8
10
12
14
16
18
R ating the R ec ruitment/S elec tion P roc es s
S e rie s1 5 17 7 1 0
Hig hly E ffic ie nt
E ffic ie nt Ne utra l Ine ffe c ie ntHig hly
Ine ffe c ie nt
The result from the next question justifies it why the personnel referrals are
most important source in Reliance. The respondents who have already been
through the Reliance Recruitment/Selection process find it to be efficient except
for one person who finds it In-efficient. It also showed that all those 7 who gave
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neutral responses were mostly from Finance and Marketing department and
mostly all managers.
0
2
4
6
8
10
12
14
16
S atis fac tion rating with the R ec ruitment P roc es s
S eries1 7 16 4 3 0
E x tremely S a tisfied
S a tisfied Neutra l Dissa tisfiedE x tremely
Dissa tisfied
Before we get on with the analysis of the next part it is important that we
differentiate between Efficiency and Satisfaction. By definition Efficiency is the
effectiveness or competence of the job whereas Satisfaction refers to the
agreement or the contentment with the job.
According to the study it is evident that though many people found the process
to be efficient though a few were dissatisfied with the process. The
dissatisfaction is shown with the increase in the number from one to three. This
should be looked into very seriously and the dissatisfaction be removed before it
spreads out of the organization, as more than fifty percent of our recruits are
personal referrals. It was also seen that out of the three who were dissatisfied
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two were from finance department. It also means that out of the four employees
from the finance department two are dissatisfied and that too all are managers.
E x tremelyL ike ly
L ike lyNeutra l
Unlike lyE x tremely
Unlike ly
S 10
20
L ikelines s of R ec ommendation
S eries1 12 13 4 1 0
E x tremely L ike ly
L ike ly Neutra l Unlike lyE x tremely
Unlike ly
Here again we can see that how are employees are referring the organization to
potential employees. This goes on to show the satisfaction level of employees is
very high. As satisfied internal customers means satisfied external customers
this is a positive aspect for the organization.
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0 2 4 6 8 10 12 14 16
S trong ly Ag ree
Ag ree
Neutra l
Disa g ree
S trong ly Disa g ree
P roc es s bias ed towards E xperienc e than Qualific ation
S eries1 8 15 3 3 1
S trong ly Ag ree Ag ree Neutra l Disa g reeS trong ly Disa g ree
As a regular complaint from most employees in all big organizations, the
response remains same here as well, almost eighty percent of people feel that
during the process more relevance is given to Experience than Qualification.
This needs to be looked at and it should be clearly mentioned in the application
form as well as in the job description as to what would be preferred for a
particular position and job and why. This would not only make the employees
more satisfied with the process but also make those rejected feel that they are
not cheated.
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Is the R ec ruitment /S elec tion proc es s adequately advertis ed
12,
46%14,
54%
Yes No
With a major percentage of respondents not coming through Newspaper Ads or
websites, it is difficult to say that the Recruitment/Selection process is
adequately advertised. The results show a contrary picture, with almost half the
respondents agreeing to the advertising presence of Reliance. These respondents
should again be quizzed on the places and the content of the advertisement to
gain clarity. Of the employees agreeing that the process is adequately advertised
most of them were from sales department. And from amongst the employees
disagreeing most of them were from marketing department. As the marketing
department themselves feel that the process is not adequately advertised some
steps should be taken if need arises.
66
S atis fatied with Applic ation F orm s tandard
18
73%
7
27%
Yes No
Though majority of the respondents are satisfied with the standard of the
Application form and its content a few have shown reservation regarding the
same. Another study should be carried out to find out the dissatisfaction and
changes that people suggest that would make the Application form more
agreeable.
10
18
0
5
10
15
20
Was Information regarding the parameters for judging during interview
provided before it
S eries1 10 18
Yes No
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Here we can see that Information regarding the parameters was not propagated
and hence almost Sixty five percent of the respondents who were appearing for
an interview were unaware of the judging parameters. This is one of a drawback
of the process as the candidates should be properly informed on what parameters
they would be rejected or selected so that they can try their best.
Did you apply for a c hang e in interview time or reques t feedbac k
9, 30%
21, 70%
Yes No
Interestingly, a lot of people had applied for a change in interview time or
requested feedback during their selection process. Almost 9 out of 30 applied
for a change in the interview process. The figure below shows the satisfaction
level of the people who had made these requests.
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If YE S , was the reques t dealt upto your
s atis fac tion
6
75%
2
25%
Yes No
The company should look into the nature of the request which were not satisfied
and check if such things can be avoided in the future. As we can see that on an
average 25% of the requests were not satisfied which is not a good sign as this
can bring a bad name to the company.
0 2 4 6 8 10 12 14
Very G ood
Above Avera g e
Avera g e
B elow Avera g e
P oor
Quality of Information provided a)R eg arding the Org anization
S eries1 8 13 9 0 0
Very G ood Above Avera g e Avera g e B elow Avera g e P oor
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The next set of questions consisted of many parts and judged the amount of
transparency generated by the HR ppersonnels amongst the candidates through
the recruitment process. The response to the first part of the question is
overwhelming and it seems everybody was given quality information regarding
the orgainzation. The only thing that needs to be looked into is the varying
degree of dissemination of the information and in future, efforts need to be made
to see that the information is uniformly distributed.
0 2 4 6 8 10 12 14 16 18
V ery G ood
Above Average
Average
B elow Average
P oor
Quality of Information providedb) R eg arding the J ob Des c ription
S eries 1 3 17 8 1 1
V ery G ood Above Average Average B elow Average P oor
Now, here we can see a great contrast with respect to the above, though people
were provided adequate information regarding the organization, there was not
enough information regarding the roles that they were about to play in it . The
job description which consists of the title of the job, to whom the employee is
responsible, for whom the employee is responsible and a simple description of
the role and duties of the employee within the organization should be very clear
in the minds of the candidate before they starting working on the organization.
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0 2 4 6 8 10 12 14 16 18
V ery G ood
A bove A verage
A verage
B elow A verage
P oor
Quality of Information providedc ) R eg arding the Department
S eries 1 11 17 2 0 0
V ery G ood A bove A verage A verage B elow A verage P oor
Here the response takes a swing in favour of the information provider as the
respondents feel that they were given adequate information about the department
that they were about to join.
0 2 4 6 8 10 12 14
V ery G ood
Above Average
Average
B elow Average
P oor
Quality of Information providedd) R eg arding S alary and C ompens ation
S eries 1 2 11 13 3 1
V ery G ood Above Average Average B elow Average P oor
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The salary and compensation structure was again a sore in the information
dissemination, with many respondents feeling that the quality of the information
provided was average or below average. Since salary is an important information
hence care must be taken to explain it in detail so that all doubts are removed.
0 2 4 6 8 10 12 14
V ery G ood
A bove A verage
A verage
B elow A verage
P oor
Quality of Information providede) R eg arding J ob R es pons ibilities
S eries 1 5 14 8 3 0
V ery G ood A bove A verage A verage B elow A verage P oor
Taking a cue from the response we can conclude that a little more effort is
required to make every single candidate applying for the job be aware of the
responsibilities expected out of him/her. This needs to be looked into as until
the candidates properly knows what their job is all about they would not be able
to perform hundred percent and this can later lead to dissatisfied employees and
thus a high attrition rate, which is a major problem facing the telecom sector in
India.
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0 2 4 6 8 10 12 14 16 18 20
V ery G ood
Above Average
Average
B elow Average
P oor
Quality of Information providedf) R eg arding Work L oc ation
S eries 1 7 19 3 1 0
V ery G ood Above Average Average B elow Average P oor
It seems as if everybody knew about the job location that they were being
interviewed for, hence a very high percentage of people were satisfied with the
information provided. Care must also be taken that any changes in the work
location at a future date should also be communicated in advance.
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0 2 4 6 8 10 12 14
V ery G ood
A bove A verage
A verage
B elow A verage
P oor
Quality of Information providedg ) R eg arding R eporting Hierarc hy
S eries 1 8 14 6 2 0
V ery G ood A bove A verage A verage B elow A verage P oor
It is almost an identical situation as the earlier question except that there is a
small tilt towards the average to below average side. A lot of care must be taken
to explain the hierarcy and the reporting structure to the candidate as it helps
him understand more about the organizational structure and his position in it .
0 2 4 6 8 10 12 14
V ery G ood
Above Average
Average
B elow Average
P oor
Quality of Information providedh) R eg arding G rowth Oppurtunities
S eries 1 2 9 14 5 0
V ery G ood Above Average Average B elow Average P oor
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Since this parameter is an important one in making a decision to join a n
organization or nat, we should ensure that the applicant is well aware of all the
growth oppurtunities in the organization. Here probably, some people were
dissatisfied with the quality of the information provided. Today everyone wants
to grow professionally and that too in very less time. Reliance which is an
organization with high growth opportunities should inform all candidates about
it so that they feel satisfied and happy about joining such an organization.
0 2 4 6 8 10 12 14 16 18
V ery G ood
A bove A verage
A verage
B elow A verage
P oor
Quality of Information P rovidedi) R eg arding Org anizational C ulture
S eries 1 2 17 7 2 2
V ery G ood A bove A verage A verage B elow A verage P oor
Here the flow of information is not adequate with around thirty five percent
respondents were either averagely satisfied or below satisfation level. Before an
employee joins the organization it is important he knows about the culture
followed in it so that he can easily adapt to it .
75
0
2
4
6
8
10
12
14
Updates on s tatus of s elec tion proc es s
S eries 1 8 14 4 3 0
C ons is tently Us ually Often S ometimes Never
In this question we can see that the employees feel that they were usually kept
updated about the status of the selection process. Thus, the organization should
ensure that regular updates are always dispatched to the applicants during the
entire process. This would instill more transparency in the system and develop
more trust in the organization.
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P arts of the R ec ruitment P roc es s in whic h c ertain Diffi c ulty was experienc ed
2,
4%
4,
9%
11,
24%
1,
2% 3,
7%2,
4%
1,
2%
10,
22%
2,
4%
3,
7%
7,
15%
Rec ruitment Broc hures /Information Rec ruiters Applic ation formTes t/Interview S c heduling Tes t/Interview L oc ation Written Ex aminationOral Interview Bac kground Ex amination P roc es s L engthRes ult Notific ation C ity/Department s ervic e pers onnel
Now for this part of the questionnaire the intention was to capture the potential
problems with the process that were faced by the applicants. The largest chunk
belonged to the Test and Interview scheduling. Most of the employees felt that
the test/ interview was not properly scheduled and the recruitment process was
very lengthy. These aspects should be considered so that the candidates don’t
feel any inconvenience during the process. Apart from this 8 of the employees
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also felt that the recruitment brochures/ information was not up to date and this
can also be improved upon.
The last question in the questionnaire was an open ended one which asked their
comments on the whole recruitment and selection process. The responses were
as follows:
Some told that the basic eligibility qualification for almost all jobs should be
raised to post-graduation
The recruitment process should be more smooth, flexible and less time-taking
The recruitment process should be advertised more to attract more talent
Experience should not be an important criterion for all jobs and thus the
freshers should be promoted easily to get a job easily
During the recruitment process, proper and timely feedback should be given at
each stage
Compensation schemes should be explained more comprehensively to the
employees
Other sources of recruitment should also be incorporated and the company
should not completely rely on personal referrals.
The designation and job profile should be made more clear for different
departments ande businesses.
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back to Table of Contents
LIMITATIONS OF THE STUDY
It is always true that there is no end to learning and experimentation,
similarly we can never conclusively say that a study is complete. This study
could also have been more comprehensive but due to paucity of time, the number
of samples and questions both were limited to a certain extent. Still the results
deduced from the study are well supported by the data available.
Had time permitted, the study could have also included the analysis of the
interview process and the success of the entire recruitment and selection process
by calculating ratios which were not included.
1. The data gathered over the entire span of this project may not be
completely accurate due to the unpredictability of human nature.
2. A short time-frame of only two months might not be enough to yield the
desired results that were envisioned during the commissioning of this
project.
3. The results would had been better reflected if the study would had covered
other locations across the country
4. More representation from several departments at all levels would had
given a good mix to the respondents pool
5. Since a convenience sample was sought, many potential respondents may
have been missed
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back to Table of Contents
RECOMMENDATIONS
Having considered all the responses available and the issues set out above,
following recommendations can be made:
1. Though Reliance follows a strict process for reference check but still at
occasions the existing format proves to be inefficient. The main fault is the
type of reference check used. Resume check is the only method of
background check adopted by Reliance. Verifying the information furnished,
with the references provided by the candidate himself does this. This method
is open to ample amount of manipulation. Candidate may tend to conceal
information, which may reflect a negative picture of his background, and the
same could be critical for the organization. For this purpose Reliance need
to adopt other methods of background check. These could be of following
types:
Criminal check : Here the candidate is check for any involvement in
unlawful practices. This involves verifying with the local authorities that
he/she is not involved in any criminal activities. Else the candidate can
also be asked to get a certificate verifying the same.
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Resume check: This is most common method wherein the information
furnished by the candidate in the resume is cross checked with his/her past
employer, or the references provided in the resume.
Education check : Education check demands the verification of the various
certificates and degrees awarded to the candidate. This pertains to
verification of the educational qualification assured by the candidate.
Drug screening : This is checked by the medium of a medical examination
Physical exam : Physical check is performed for the positions for which
strength and stamina is required. This can again be done by medical check
Psychological testing : A psychological test is a standardized instrument
designed to measure objectively one or more aspects of a total personality
by means of samples of verbal or nonverbal responses. Psychometric
assessments are used to enhance the quality and quantity of available
information and to promote fairness and equality of opportunity for all .
2. Ensure an up-to-date job description which contains information related to : Specific tasks and activities required for a job
The knowledge, skills and abilities required for effective performance by
the job incumbent
3. Evaluate the recruitment strategy to determine its efficacy. For example: Conduct a cost-benefit analysis in terms of the number of applicants
referred, interviewed, selected, and hired
Compare the effectiveness of applicants hired from various sources.
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4. Continuation of the Employee Referral Scheme and to monitor and expand
the scheme dependent on its success. But other sources should also be
Incorporated to bring high quality of talent to the company.
5. More information about job openings should be circulated at web-worlds all
over the country and the candidates could be screened through video
conferencing at the web-worlds itself so that the candidates don’t have to
come all the way to another city for the first round.
6. Other statistics should also be calculated from time to time to check the
success of the recruitment and selection process. They are:
Selection rate - Percentage hired from a given group of candidates
Acceptance Rate - Percentage of rejected job offers
Success Base Rate -Comparing percentage rate of past applicants who were
good employees to that of current employees
Recruiting Yield Pyramid/ratio should be calculated: It is the number of
candidates who pass a particular recruitment hurdle divided by the no.
who attempted the hurdle.
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Recruiting Yield Pyramid
back to Table of Contents
APPENDICES
Appendix 1: Interview Record Sheet
Interview Record Sheet
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For Office use only:
Name of candidate
Position considered for _______________________________________________
City where the job exists _______________________________________________________
Language Known English Hindi Vernacular
Spoken (Y/N) _______ _______ ___________(Specify)
Written (Y/N) _______ _______ ___________(Specify)
Read (Y/N) _______ _______ ___________(Specify)
Current and previous Job (Nature of responsibility, critical task performed, % of result achieved.
Ist Job :
Nature of responsibility __________________________________________
Critical Tasks performed a. ______________________________________
Name of the supervisor (IInd Job) ___________________________(Reference)
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Why the candidates wants to leave the current job and wants to join RHRS (Salary, Growth, Image
and Reliance, etc)
What kind of “Growth” (Learning and Designation) the candidate is expecting in the next 3
years.
Parameter Ratings 1-4 1 low 4 high
Remarks
Appearance and MannerismsFamily Background
Self Image and Confidence
Communication and clarity in speechCorporate Sales Experience
Experience from Telecom Industry
Market Orientation - Awareness about Reliance & the telecom industry
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Patience
Integrity and Reliability
Interpersonal Skills
TOTAL /40 (The score should not be less than 28)
Written test Score/84 58 -Passing score
IQ Test Score/15 11 - Passing score
Current CTC of the candidate Monthly Annual
Expected CTC
Assessment of the interviewer
Why the candidate should be offered?
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Candidate selected for the position
Result of the InterviewSELECTED / REJECTED
Candidate’s acceptance of offer YES / No
Name of the RME/ LH Signature
Name of the Interviewer (ASM/ CSM) Signature
back to Table of Contents
Appendix 2: SALES AND SERVICE EMPLOYABILITY APTITUDE TEST
87
SALES AND SERVICEEMPLOYABILITY APTITUDE TEST
PART A
88
Duration: 50 Minutes
Instructions:
1. Please read the instructions carefully.2. Do not write anything on the Question Booklet. Separate Answer sheets have
been provided to you.3. The test is divided into 2 Sections = Section 1 and Section 2. It is suggested
that you spend 35 minutes on Section 1 and 15 minutes on Section 2.4. The first part contains 21 questions and the second part contains 15 questions.5. Tick the appropriate box, to mark the correct answer.
For Example:
(a) (b) (c) (d)
1
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SECTION - 1
90
1. You need to meet the Commercial Manager of a large firm that has about 15 offices. However, you do not know who he is or where he can be contacted. Whom would you approach to acquire the required information?
a. The receptionist of any one of the offices.b. The Security Guard of the entire building.c. Call up Yellow Pages to get the information.d. Ask the neighbors, as they will certainly know.
2. This is in continuation to Question1. After making 5 unsuccessful visits, you are finally in discussions with the Commercial Manager of the concerned firm. But during the meeting he is continuously interrupted by visitors and phone calls and you are not able to make much headway. Which of the options given below is the best one in these circumstances?
a. Politely ask if he is busy and take an appointment for another day. b. Tolerate all the interruptions because there is a possibility that he will be able to meet you
only after several days.c. Ask him to put you onto another person so that he could continue with his other
meetings.d. Politely thank him, because you have decided that there is no point wasting any more of
your time.
3. If you are given a new game to play, would you:
a. Follow instructions given in the manualb. Start experimenting with the toy without reading the manualc. Read from the manual and try out the toy simultaneouslyd. Ask your friend to help you out.
4. You ring up your probable client to seek an appointment. He gives you a date and time that clash with a prior appointment. Your response on the phone to him will be:
a. Agree to the date and time, hopeful that you will be able to reschedule the other meetingb. Share your problem and ask him for an alternate date and timec. Ask him for an alternative date and time directlyd. Agree with his suggestion, but decide that you will give him some excuse of the day of
the meeting.
5. You have been meeting the HOD Administration over the last three weeks. Today is your final meeting with him and he is ready to sign on the dotted line. On meeting him he tells you that he is not ready to sign but has given you the verbal go ahead and you can take his word for it. What will you do?
a. Ask your supervisor for adviceb. Ask your supervisor to speak with the HODc. Ask the HOD to speak with your supervisord. Go back disappointed
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6. Which of the following statements would be a compliment for you:
a. Persuasive and patient and can see tasks through completionb. Aggressive and result-oriented and cannot tolerate inefficienciesc. Charming, well mannered and well groomedd. Very dedicated and meticulous, soft spoken
7. You are in the middle of an important meeting. Another client calls you and wishes to discuss something important. Which according you is the best approach to take?
a. Tell him that you cannot talk now; and arrange to talk as soon as possible.b. Excuse yourself from the current meeting to speak with the caller for only a few minutes c. Talk to the caller at length as what he has to say is urgent and importantd. Talk simultaneously to both sides; using a mixture of verbal and non-verbal
communication
8. You accompany a colleague to a meeting where the agenda is to close a deal that will benefit the organization significantly. The account has been primarily worked upon by your colleague. During the meeting the customer states that he is very happy with the proposal and is ready to place the order, but his only concern is that he wants the services in 72 hours while you need one week time as per your proposal. He also wants you to answer the question. What will you do?
a. Assure him that it will be done. You also know that it is not possible.b. Tell him that you will be able to confirm only after speaking with your office.c. Tell him point blank that his request is unreasonable.d. Explain the process and reiterate to him that your product is far superior to that of
competition.
9. The client is very interested in your product. To understand his perspective and requirements better, you usually:
a. Ask the client several questions to understand his needs better.b. Make intelligent guesses on what he shares with youc. Always arrange for a meeting between your supervisor and the clientd. Tell him about the product and let his assess if it meets his requirements
10. You have been pursuing an important client for several months. Today he shares with you that he has called up some clients of yours who have shared that customer service has been below average. And he is apprehensive about the quality of customer service that he will receive from your organization. What according to you is the best response:
a. Agree with him completely, but tell him that this is top on the organization’s priority listb. Out rightly deny it and tell him that it is not true at allc. Tell him that it is a propaganda by competitiond. You yourself start criticizing the company in the hope of getting his sympathies
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11. A husband and wife show keen interest in the telephone line schemes that you offer. How will you proceed further?
a. Give them the brochure and ask them to read itb. Explain in person all the detailsc. Say that you would like to meet them with your supervisor laterd. Answer only their queries…after all why should you waste time
12. When you think of the most difficult times you have faced in the past, what is your first thought?
a. You can’t think about it without getting physically illb. Thank God, it is behind youc. You feel that it is a miracle that you survived it, you cannot do it again.d. You would not want to live it again, but you learned a lot from it
13. You client is very social and likes to have a good chat. So during meetings you normally:
a. Maintain the agenda for the meetingb. Allow the conversation to take its own coursec. Initiate topics that interest the clientd. Bring the attention to yourself by bragging about your achievements
14. You will achieve your annual targets by finalizing this one deal. The client asks you for a service that you cannot under any circumstances fulfill. You will:
a. Explain your inability to meet his requirementb. Clearly refuse him as honoring your commitments is very important to youc. Ignore the issue in an attempt to distract the clientd. Accept his terms and conditions and deny it at a later stage
15. To sell personal telephone connections, you would normally:
a. Make cold calls and often meet the housewife herselfb. Wait till end of day to meet the head of the familyc. Make all your calls on holidays so that the head of the family will be at homed. Leave your visiting card and brochure in all mail boxes
16. You are most often described as a person who is:
a. A good listener and still be able to get his point across.b. Kind and sincerec. Detached and unemotionald. Able to get his point across irrespective of adverse responses.
17. You start a hike up on a small mountain. Half mile from the top you see that the trail is covered with snow. What will you do?
a. Decide to continue. You have come this far and you cannot stop now.b. Immediately turn back. It does not matter whether you make it to the top or notc. Continue with the hike as long as it is fun and safed. Discontinue. It is disappointing but not worth risking an injury
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18. A client asks you for a clarification. You are very uncertain of the response, but feel that your credibility is at stake. How will you reply?
a. Give him a plausible but false answer.b. Distract him by moving onto another topic for discussionc. Tell him that you will get back at the earliestd. Shrug your shoulders and keep quiet.
19. You approach a household to sell your telephone connection. A busy and troubled housewife has answered the door. She is angry at your interruption. And abuses you. How will you react?
a. Apologize for the interruption, and walk awayb. Tell her that you need to be spoken with respectc. Apologize and ask her for a suitable time d. Just turn around and walk away.
20. A very close relative heads a medium sized enterprise. He is keen to place an order for your products. However, the sales team in our organization is organized geographically. His office does not fall within your geographical area. The area belongs to a colleague to whom you are very close. What will you do?
a. Introduce the relative to your colleague, although this means a financial loss to youb. Ask your relative to place the order with your competitorsc. Take the order because after all organization policies can be bent a little d. Take the order and request your supervisor to credit you with the sale
21. While conversing with others you tend to
a. Involve them in the discussionb. Focus on the topic of discussionc. Let the conversation move in different directions. It helps build the rapportd. Discuss topics that others are interested in
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back to Table of Contents
SECTION - 2
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For Questions 1-3, Complete the Analogy.
1. Bacteria : Illness
A) Medicine : Bacteria B) Illness : Health
C) Bomb : Explosion D) Humidity: Pressure
2. Shave: ? : : Cut: Knife
A) Lather B) Blade C) Razor D) Mirror
3. Door : ? : : Telephone : Ring
A) Key B) Knock C) Jam D) Room
4. 6 3 12 6 18 …
A) 9 B) 12 C) 24 D) 36
5. H I K J L M O N P Q S R T U ___
A) W B) V C) X D) Y
6. A man started walking from North to South. He turned right at right angles then again right at right angles. In which direction was he ultimately walking?
A) East B) WestC) North D) South
7. Sujit, Mohan, Vishal and Mahesh are weight lifters. Mahesh can outlift Vishal and Mohan can outlift Mahesh. Vishal cannot lift Sujit. Therefore:
A) Both Sujit and Mohan can outlift MaheshB) Mahesh can outlift Sujit but can’t outlift Vishal.C) Mahesh can outlift Sujit by more than he can outlift VishalD) None of the above is true
8. M is above N and O; N is above O and below P. Therefore:
A) M is not above O and P B) O is above N C) P is above O D) O is above P
9. What would be the next number in this series?
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HD DH HD DH
Choose among the following
HDD HD DH HH
A B C D
10. What would be the next picture in this series?
Choose one of the following five:
11. If you spend Rs4000/- on the training of every new joinee. You need to hire 15 new people for the next 6 months. What should be your training budget for this lot of joinees?
A) Rs24,000/- B) Rs60,000/- C) Rs90,000/- D) Rs3,60,000/-
12. Solve: ____5
____6____7
+ ____8-----------------------
146In the correctly worked addition problem above, each ____(blank) represents the same digit. What is the value of ____?
a) 3b) 4c) 6d) 8
For Questions 13- 15, Chose the right word:
13. This is a nice camera. Is it your/yours?
14. Whose books are these? Yours or my/mine?
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15. They have two children, but I do not know their name/names.
Appendix 3: Sample Questionnaire
QUESTIONNAIRE
Q1. Which position did you apply for in the company?
Q2. Where did you get to know about the new job opening in the organization?
Newspaper
Advertisement
Personal referrals
Employment agencies
Direct application
Website Others (please specify):
Q3. Did you find the Reliance recruitment/selection process to be:
Extremely efficient
Efficient
Neutral
Inefficient
Highly Inefficient
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Reliance Communication Ltd., a group company of Reliance ADAG is conducting a survey to gauge the effectiveness of the Recruitment and Selection Process, being carried out through Reliance HR Services Private Ltd.. We will be highly grateful if you take out some time to fill this questionnaire.
Q4. What was your overall satisfaction with the recruitment process?
Extremely satisfied
Satisfied
Neutral
Dissatisfied
Extremely dissatisfied
Q5.How likely are you to recommend the company to a friend or a colleague?
Extremely Likely
Likely
Neutral
Unlikely
Extremely Unlikely
Q6. The Reliance recruitment process is biased more towards experience than towards qualifications.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q7. Do you think that the recruitment and selection process is adequately advertised?
Yes
No
Q8. Were you satisfied with the standards of the application form?
Yes
No
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Q9. Were you informed about the parameters on which you would be judged before the interview process?
Yes
No
Q10. During the selection process, did you contact the Recruitment Services to change an interview time or request feedback?
Yes
No
Q11.If yes, then were you treated respectfully and was the issue dealt with by Recruitment Services to your satisfaction?
Yes
No
Q12. Rate the quality of information provided to you regarding the position you were being interviewed for: