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Project Report
On
Recruitment and Selection Process
In
AEGIS
In the Partial Fulfillment of the Requirement of Master of Business
Administration in Human Resource
Submitted to : Submitted By:
Vandana Shahista Parveen
MBA -IVth Sem.
Roll No. : 581117289
SIKKIM MANIPAL UNIVERSITY
Sukhmani Information Systems (P) Ltd.
2nd floor, Shravan Plaza, Sapru Marg, Hazratganj, Lucknow
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DECLARATION
I Shahista Parveen declare that the project report entitled RECRUITMENT AND
SELECTION PROCESS in SIKKIM MANIPAL UNIVERSITY is an original
and bonafide work done by me during the academic year 2012-2013. This is being
submitted in the partial fulfillment of the requirement for the award of degree of
the MASTER OF BUSINESS MANAGEMENT. The matter embodied in this
report has not been submitted for the award of any other degree or diploma.
Place:Lucknow Date:
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ACKNOWLEDGEMENT
I deem it a great privilege to thank all those people who helped me to complete
this project work. I express my sincere thanks to the management of the SIKKIM
MANIPAL UNIVERSITY for giving me this opportunity to undertake the
project work.
I am deeply obliged to my project guide Miss Vandana, without whose guidance
and encouragement at all levels , the study wouldnt have been completed.
Also, I do thank and remember my friends for their effort and helping hand.
Every effort has been made to enhance the quality of work. However, I owe the
sole responsibility of the shortcoming, if any, in the study.
Shahista Parveen
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CONTENT
Chapter 1 Page No.
Introduction1
Scope of the Study4
Objectives of the Study4
Literature Review5
Chapter 2
Industry Profile
Company Profile10-19
The Policies Related to Recruitment and Selection Followed at
NFCL20
Recruitment and Selection Process followed at NFCL 27
Chapter 3
Research Methodology
Introduction34
Tools and Methods of Data Collection34
Sample Profile34
Limitations of the Study34
Recruitment and selection process35
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Chapter 4
Data Analysis55
Chapter 5
Findings and Interpretations67
Chapter 6
Recommendations and Discussions69
Bibliography71
Annexure
Questionnaires 72
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Chapter - 1
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INTRODUCTION
Acquiring and retaining high-quality talent is critical to an organizations success. As the job
market becomes increasingly competitive and the available skills grow more diverse, recruiters
need to be more selective in their choices, since poor recruiting decisions can produce long-term
negative effects, among them high training and development costs to minimize the incidence of
poor performance and high turnover which, in turn, impact staff morale, the production of high
quality goods and services and the retention of organizational memory. At worst, the
organization can fail to achieve its objectives thereby losing its competitive edge and its share of
the market.
Human resource department plays a crucial role in this process. The backbone of any successful
company is the HR department, and without a talented group of people to hire, culture, and
inform employees, the company is doomed for failure.
Human resource is most valuable assets in the organization. Profitability of the organization
depends on its utilization. If there utilization is done properly will make profit otherwise it will
make loss. To procure right man at right place in right time, some information regarding job and
job doer is highly essential. This information is obtained through job analysis, job description
and job specification. Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality applicants for the
company. The recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough information of the jobs
so that applicants can make comparison with their qualifications and interests and generate
enthusiasm among the best candidates so that they will apply for vacant positions.
What distinguishes a successful company from unsuccessful one is the quality of manpower.
The role of management is to optimize the use of resource available to it. The role of HR is to
incorporate the planning and control of manpower resource into the corporate level plans so that
all resources are used together in the best possible combination.
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Managing people at work and control of human activities in employment is a function that must
be performed in all societies. It is essential in every type of employment for every occupation
and every type of employed manpower. Manpower management is essential in government as
well as private employment under socialism or communication in small business and in large.
Recruitment, as a human resource management function, is one of the activities that impact
most critically on the performance of an organization. While it is understood and accepted that
poor recruitment decisions continue to affect organizational performance and limit goal
achievement, it is taking a long time for public service agencies in many jurisdictions to identify
and implement new, effective hiring strategies.
Recruitment is a process which provides the organization with a pool of potentially qualified
job candidates from which judicious selection can be made to fill vacancies. Successful
recruitment begins with proper employment planning and forecasting. In this phase of the
staffing process, an organization formulates plans to fill or eliminate future job openings based
on an analysis of future needs, the talent available within and outside of the organization, and
the current and anticipated resources that can be expended to attract and retain such talent.
Selection is a process of hiring the best among the pool of candidates available.
Right person for the right job is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates is
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.
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SCOPE OF THE STUDY
1. The study is limited to the information given by the employees.
2. Meeting some of the top management associates in the senior cadre was difficult.
3. The study has been limited due to time constraint.
4. The study is limited based on the rules and regulations of the organizations.
OBJECITIVES OF THE STUDY
To get right person at right place and in right time, the organization should have the specific and
clear policies and recruitment and selection methods which are essential for the growth of the
organization.
To analyze the actual recruitment process in NFCL.
To find whether the existing processes of recruitment and selection are taking placescientifically or not.
To review the importance and needs of recruitment and selection process.
State, explain and evaluate various methods of recruitment.
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LITERATURE REVIEW
1. Best Practice Recruitment and Selection
The State Services Authority (the Authority) undertook a project in 2007 to evaluate the
effectiveness of recruitment selection techniques in the Victorian Government.
The project aims to:
Promote the systematic review of current recruitment selection techniques in the VPS
Develop recommendations for the use of better practice tools, based on research and
case studies
Promote better selection techniques to improve the quality and speed of recruitment
actions within the VPS and the public sector.
After the completion of the program the authority decided to adopt the Practice
Recruitment and Selection Toolkit and develop a training program which will help in
the execution of this toolkit. The training program guides participants through best
practice recruitment and selection using course booklets, PowerPoint presentations,practical exercises and additional reference material. The similar is the direction of my
project wherein I have to suggest various measures through which the HR department at
NFCL can practice the recruitment and selection process in the best efficient manner.
The HR department should be aware of the recent trends in Recruitment and Selection
so as to adopt them whenever required. They should be given proper training in
adopting various trends in the process.
2.Recruitment and Selection
By: - Duncan Brodie
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The literature states about the problems faced by the organizations at the time of selecting the
right candidate for a particular position and the various ways the organizations can overcome
these problems.
Train those recruiting- It is necessary for the organizations to train those people who
are involved in the process of recruitment and selection, so that they take right
decisions. They should be provided with sufficient training so that they are confident
about their decisions.
Be clear on what you are looking for- If you are going to get the right person for the
job, you need to be clear on the skills, qualifications, experience, personal attributes
and qualities that the right candidate will have.
Select The Most Appropriate Source for Securing Applicants- The key point here isto be sure you are choosing the right place to advertise. Sometimes a local newspaper
will work. At other times, you may need to go to specialist publication or a
recruitment consultant.
Establish A Clear Framework For Short listing- The framework for short listing the
candidate should be clear to the recruiters and also to the candidates.
Consider the Best Option for Selecting Candidates- In some cases you might just go
for a traditional interview and possibly add in a presentation. Otherwise the
organization can adopt any other method of which they are more confident.
Remain Open Minded- Often people jump to conclusions about candidates within
minutes. Remember some of the best candidates might take a few minutes to get
warmed up so don't discount people too quickly.
Be Professional- When interviewing you are representing your organization, its
values, and beliefs. Today's candidate if they don't get the job could be a customer or
supplier in the future so give the best impression you can.
Give Feedback- Candidates takes good time in preparing themselves for the
interviews therefore the recruiters should also take out the time for giving them
feedback whether they are successful or unsuccessful candidates.
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2. Recruitment and SelectionReasons for its Importance
By-: Abhishek
The literature states about the importance of the recruitment and selection procedure and how
even a small mistake at the time of selecting the candidate can harm the organization. Any
successful business will have at its core efficient and caring employees who have complete job
satisfaction and a perfect fit for the jobs they are entrusted with. This is not an easy task to
accomplish and full credit goes to the selection and recruitment processes that the company hasin place. On the contrary, if these processes are not handled efficiently, the wrong sort of
lethargic employee appointments can prove fatal even to a well established business. It is of
utmost importance for an employer to be absolutely clear on what they expect an employee to
be. The skills required for the job should be enumerated as precisely as possible. Transferable
skills which the company could use also deserve a mention. So the chances of zeroing in on the
right candidate increase greatly if the vacancy advertised is very specific as to the requirements.
If recruitment agency service is opted for by the employer, the agency or the consultant should
get very precise instructions from the employer. It is necessary that an exact framework for
short listing applicants for a vacancy is formulated in advance. This is the first step of the
selection and recruitment process. This entails that the employers are very clear as to what sort
of qualifications and experience they expect to see on the CV of the potential employee. The
process of selection and recruitment needs to spell out very clearly the absolute requirements
vis--vis qualifications and qualities necessary to fill the vacancy. Based on this one can
shortlist the candidate. The next step is to take a decision on the number of interviews and/or
presentation needed to finally select the employee. If the employers give very concise and
accurate description of what they expect the employees to be, the recruitment consultant or the
agency can choose a candidate very easily. The recruitment consultant or the agency also needs
to have knowledge of the employers in-built processes of selection of the right candidates.
Finally, it is in the fitness of things that a feedback is provided on the interview by the
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interviewer either to the applicant or the agency through which he has come. Before proceeding
with the interview which may or may not be followed by a presentation, the interviewer on
behalf of the company should have reached a decision as to what package of remuneration he is
willing to offer to the right person. This is a very vital but easily overlooked point in the process
of selection and recruitment. The employers would do well to remember that the potential
candidate would most definitely be sizing up the prospective employer as well during the
selection and recruitment process.
Behind every attrition there is recruitment! Whenever an employee leaves an organization
without informing and without giving notice or leaves the organization in the middle of the
project it should be known that he or she is joining some other organization. Many times the
employees of the recruitment consultants are hired by their own clients and are asked to join at a
very short notice period. They are been told that relieving letter is not required and some even
offer incentives for early joining. There must be some guidelines and ethics for recruitment so
that there can be fair recruitment policies. There must be some ethical guidelines such as
a) Notice period must be served and nobody must be hired without relieving letter or
providing proof of serving the notice period.
b) Corporate should not hire anyone who has spent less than one year in his current
organization. The logic is obvious. Employees six months to begin their contribution and
at least one year is required to recover recruitment process. More importantly if
somebody is hired who has worked less than a year with the current organization, that
individual will ditch in even shorter period.
c) Corporate should not head hunting from competition. They should advertise and
encourage employees seeking change to voluntarily respond to this advertisement.
d) Corporate should not bail out the prospective employee commitments such as
employment bond etc. the corporate should realize that employee signed the bond and if
he wants to break it, he should do at his own cost and the corporate should not reimburse
or compensate him for violating the employment contracts says Mr. T.
MURALIDHARAN who is the chairman of TMI NETWORK one of the Indias leading
recruitment consultancies.
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In one of the study conducted on recruitment and selection process at BIOLOGICAL-E LTD
conducted by Manik Rao in the year 2005. It was found that company has used internal search
for recruiting the employees into more higher or the positions in different departments who can
fit into the job. It was found that the company has done it by considering it as the most cost
effective way of filling the vacancies. It has also been found that the company opted for external
sources such as advertisement agencies to fill vacancies. Employee referrals were also one of
the internal sources of recruitment.
In another study on recruitment and selection in DW PRACTICE LLC which is a HR
consultancy, it was found that most of the employees felt that the telephonic interview is not
effective and instead direct interviews are more feasible.
These are some of the studies conducted earlier on the recruitment and selections.
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Chapter - 2
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COMPANY PROFILE
AEGIS SHIPPING SERVICESCHENNAI
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AEGIS SHIPPING SERVICESNo: 24, N.S.Garden Street, 4th Floor, Chennai 600 001 Ph:
42163956 Fax: 42163959
E-Mail: [email protected]
COMPANY PROFILE
AEGIS SHIPPING SERVICES: Our Company was established in 1995.
We are also the topmost Air & sea freight forwarder providing quality
freight forwarding services. We provide valuable advice to customers to
prepare documents related to import and export clearance. We have been
able to place us amongst leading Custom Clearing Agents.
We provide you best possible assistance regarding importing and
exporting. Our valuable advice saves a lot of precious time and efforts of
customers. We ensure import and export clearance well on time. We
always ensure timely and efficient services to our customers to keep them
away from any kind of hassle.
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With our sincere and hard working efforts we have been able to win the
valuable trust of our customers. A vast clientele across the world enjoys
our reliable services. Depending on specific requirements of our clients,
we provide them relevant cargo services. We always ensure that
containers used to carry goods are as par international quality standards.
SERVICES
1.Freight Forwarding Services ( Sea & Air )
2.Cargo Services
3.Custom Clearance Services
4. Transportations
5. Cargo Insurance
http://www.nscargo.com/cargo-services.htmhttp://www.nscargo.com/cargo-services.htmhttp://www.nscargo.com/cargo-services.htmhttp://www.nscargo.com/custom-clearance-services.htmhttp://www.nscargo.com/custom-clearance-services.htmhttp://www.nscargo.com/custom-clearance-services.htmhttp://www.nscargo.com/custom-clearance-services.htmhttp://www.nscargo.com/cargo-services.htm7/30/2019 Project Report on Recruitment and Selection by AEGIS
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1. Freight Forwarding Services
Ours is a Well Known Freight Forwarding Agency Providing the Best
International Freight Forwarding Services in the Industry. We are
Renowned Air Freight Forwarder Providing Complete Logistic Solutions.
We Provide Each and Every Smaller Detail Necessary for Our Customers.
With the Help of Our Highly Qualified and Experienced Professionals,
Quick Clearance and Safety We have managed to carve a Niche for Us
amongst Topmost Freight Forwarding Agents.
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Air Freight Forwarding Sea Freight Forwarding
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Air Freight Forwarding
Air Freight Forwarding Provider
We offer highly professional Air Freight Forwarding Services. We provide these services to many
destinations
across the world. These services are provided on the basis of customers schedule and requirements.
Airfreight Forwarding (Exports & Imports)
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*
Competitive Rates to and from all destinations
*
Palletisation and consolidation at major airports in India
*
Efficient and rapid customs administration
*
Close monitoring & tracking
*
Pre-alert notification and Instantaneous feedback
Sea Freight Forwarding Services
Sea Freight Forwarding Provider
We handle cargo and all the related Formalities. We ensure complete custom clearance and shipment of
goods anywhere in the world. Security of goods is also one of the best features of our services.
Sea freight Forwarding (Exports & Imports)
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*
LCL/FCL services to destinations all over the world
*
Consolidation services at major ports
*
Port-to-Port and Door-to-Door Services
*
Efficient and rapid customs administration for all products
*
Reserved space on major ocean carriers through preferential Space
Allocation and very
Competitive rates via special Ocean contracts
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2. Cargo Services
We Provide Best and Reliable Cargo Solutions in the Industry. Because of Our
Effective Cargo Consolidation Services We are counted amongst Topmost Air
Cargo Agents of the Country. We Provide Relevant Logistics Solutions for Any
Kind of Cargo At Competitive Rates. Our Cargo Services are best in India and
Include Primary Distribution, Secondary Distribution, Smalls/ Consolidation,
Door Delivery, Inbound Raw Materials and Warehousing.
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3. Customs Clearance Services
We are counted amongst Well Known Custom Clearing Agents. Our Company
Provides Best Custom Clearance Services in the Industry. Through Our
Custom Clearing Services We Manage Import and Export Consignment
Clearance. We Facilitate Shipment of Import and Exports in a Shorter Time
Span.
CLIENTS FOR AEGIS SHIPPING SERVICES
1. TIRUPUR
GEENA GARMENTS
VICTUS DYEINGS
PRINT TEX INDIA
RISHAB INTERNATIONAL
AVESH INTERNATIONAL
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2. CHENNAI
GO GO GARMENTS
KGI CLOTHING PVT LTD
HITEX MACHINERIES SYSTEM INDUSTRIAL SWEING SYSTEMS ( ISSS)
SMARTEX EXPORTS PVT LTD
NATIONAL INSTITUE OF TECHNOLOGY
3. COIMBAT0RE
SHREE SAKTHI TRADERS
CAPTIVE TECHNO ENTERPRISES
4. BANGALORE
RADHAMANI EXPORT
UNITED ELECTROTEX PVT LTD
ADITHYA DESINGS PVT LTD
6. KARUR
HOWRAH FABRICS
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VNC FLAMENTS
RAMESH PLASTICS
7. NAGARI
PALANIPPA HI-TECH CREATORS
Highlights
1. We are handling Import all kinds ofMachinery Items
(New Machine and Used Machines and
Furniture etc.)
2. Duty Adjustments for Goods value & FreightValue,
3. We Quote cheapest Freight Rate ImportExport for both sea and Air all Round theWorld,
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4. All types of bills entries /shipping bills can befiled , Quick exports benefits and drawbackdisbursement
5. Reduces the over all lead time and fastestdelivery
6. Handling EPCG ,DEEC , DFRC and DEPBboth type
Of Bills
7. Ware house Facilities
8. Container Free of Days Facilities
9. We have Good Transport Network all round inIndia.
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LIST OF HANDLING OUR CLIENTS
Tirupur .
GEENA GARMENTS
VICTUS DYEINGS
PRINT TEX INDIA
RISHABINTERNATIONAL
All Kinds of Cloths,
wears,
Sewing Machines,
Hangtag ,
Zippers
Air Conditions
Dyeing Product , knitting
Machine Used circular
knitting
Machine
Computerized Dyeing
Product item, Only for
used
Machinery,
used circular knitting
Machine
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CHENNAI
AVESH INTERNATIONAL
GO GO GARMENTS
KGI CLOTHING PVT LTD
HITEX MACHINERIES SYSTEM
INDUSTRIAL SWEING SYSTEM
Garments , Other
Accessories
Garments , Snap
Fasteners,
Snap Fasteners, Zippers
,
Garments
Garments , Button , Hang
Tag ,
Rivet
All kinds of Used and
New
knitting Machine
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COIMBAT0RE
KARUR
SMARTEX EXPORTS PVT LTD
NATIONAL INSTITUE OF
TECHNOLOGY
SHREE SAKTHI TRADERS
CAPTIVE TECHNO
ENTERPRISES
HOWRAH FABRICS
VNC FLAMENTS
All branded and all typeof
Sewing Machine , Needle
Did actors , Fusing
Machine
Office use Furnitures
and
Chemicals ( Exports )
Machinery Item ,
Steel Items ,
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BANGALORE
NAGARI
RAMESH PLASTICS
RADHA MANI EXPORTS
UNITED ELECTRO TEX PVT
LTD
ADITHYA DESINGS PVT LTD
PALANIPPA HI-TECH
CREATORS
FURNITURE AND PVC
DOOR AND OTHERS
Green Tea Leaves , and
Handling bags
Chemical
Machinery item , used
and New Machines , A/C
Plant
Machinery and
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REVATHI TEXTILE
USED KNITTED MACHINE ,
AND FURNITURE , AND
PRINTING ITEMS
MACHINERY ,
GARMENTS , SEWINGMACHINE
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Cargo Handling Buyer List
Import Cargo ( Sea & Air )
Pegsas U.K
Dystar Singapore
Tyco Fire Security China
Success India China
Jiaxing Jinmen Intl co Ltd Singapore
Daikin Air-condition Pvt Ltd Singapore
Morgan Techica Spa Italy
Setex GMBH Germany
ENAQUA USA
Ideal Fasteners Korea
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Export Cargo ( Sea & Air )
Napali Sas France
Sas Kiabi Europe Antwerp
Quick Silver Japan, France, Europe
Next plc United Kingdom
Navies Global USA
Retro International Hamburg
A Moda Spa Italy
Texport Australia
Go sport International Hungary
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G Star Belgium
Behind Spa Germany
Quelle Gmbh Germany
Seppala Oy Inland
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Estimated Import / Export Incurred CostFor Last Five Years
Years Import Export
2005 2006 $ 39,13,043 $ 2,65,21,739
2006 2007 $ 41,30,434 $ 2,86,95,652
2007 2008 $ 36,95,652 $ 2,43,47,826
2008 2009 $ 26,08,695 $ 2,10,86,956
2009 - 2010 $ 17,39,130 $ 1,47,82,608
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If you are booking and clarification Feel Free Now
AEGIS SHIPPING SERVICES (Sea Imports and Exports)
A.S.S FREIGHT FORWARDERS (Air Imports and Exports)
Office No: 044 42163959
Porp : Mr. C.Mohan 98847 24455
Mr. M.Ganesh Raj 98849 54455
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Chapter3
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RESEARCH METHODOLOGY
Introduction
The research was done in order to understand the Recruitment and Selection Process followed at
NFCL and the perception of the employees from all the cadres regarding it. To know how an
organization performs in terms of productivity and this should be directly proportional to quality
and quantity of its human resource. In order to get the right kind of people in right place in the
right time the organization should have the specific and clear personnel, policies and
recruitment methods which are essential for the growth of the organization. Hence it was
necessary to conduct a research on the process.
Sample Size
The sample undertaken to conduct research study consist of fifty people which is approximately
one tenth of the total strength working in the organization. The sample covered the employees
from all the cadres, encompassing the senior most officers to the workers. The sample was
collected from all the departments of the organization.
Tools and Methods of Data Collection
The primary method of data collection was the questionnaire method which was circulated to
the sample undertaken and the information was collected with its help. Also a general discussion
with the employees helped to gain information regarding the study. The secondary source used
to collect data was the companys policy manual which contains the policy related to the topic.
Limitations of the Study: Although attempt was made to gather all relevant information in
connection to the study there were many shortcomings and difficulties, which could not
overcome.
The research sample was limited to one tenth of the total employees hence the
information gathered could be limited.
The conclusions are derived from the response of the employees which are expected to be
unbiased.
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RECRUITMENT
Recruitment is an important part of an organizations human resource planning and their
competitive strength. Competent human resources at the right positions in the organization are a
vital resource and can be a core competency or a strategic advantage for it. Recruiting the top
talent for a job takes time and attracting the quality candidates who have the knowledge and
skills needed to help the companys growth.
Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate. Right person for the
right job is the basic principle in recruitment and selection. Every organization should give
attention to the selection of its manpower, especially its managers. The operative manpower is
equally important and essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business activities smoothly and
efficiently and for this recruitment and selection of suitable candidates is essential. Human
resource management in an organization will not be possible if unsuitable persons are selected
and employment in a business unit.
Meaning of recruitment
It is the process of finding and attracting capable applicants for the employment. The process
begins when new recruits are sought and ends when their applicants are submitted. The result is
a pool of applicants from which new employees are selected. In this, the available vacancies
are given wide publicity and suitable candidates are encouraged to submit applications so as to
have a pool of eligible candidates for scientific selection.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job at an organization or firm.
Recruitment process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time.
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A general recruitment process is as follows:
1) Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
2) Preparing the job description and person specification.
3) Locating and developing the sources of required number and type of employees (Advertising
etc).
4) Short-listing and identifying the prospective employee with required characteristics.
5) Arranging the interviews with the selected candidates.
6) Conducting the interview and decision making
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Recruitment is a continuous process because of:
a) Staff departures (e.g. retirements, resignation )
b) Changes in business requirements (e.g. new products, markets, expended
operations)
c) Changes in business location (are relocation often triggers the need forsubstantial recruitment)
d) Promotions
e) Transfers
Objectives of the recruitment process
To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives.
It helps to create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.
To induct the outsiders with new perspectives to lead the company.
To recruit people whose skill fit the company values?
1. Identify vacancy
2. Prepare job description and
person specification3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and
decision making
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To search for talent globally not just within the company.
To device methodology for assessing psychological traits.
To anticipate and find people for positions that does not exist yet.
Factors affecting Recruitment:
The size of the organization.
The employment conditions in the community where the organization is located.
The effects ofpast recruiting efforts which show the organizations ability to
locate and retain the good performing people. Working conditions, salary and benefit packages offered by the organization.
Rate of growth of the organization.
The future expansion and production programs.
Cultural, economic and legal factors.
However these factors may be divided specifically as:
Internal factors External factors
Internal Factors:
Recruitment policy of the organization
Human resource planning strategy of the company
Size of the organization and number of people employed
Cost involved in recruiting employees Growth and expansion plans of the organization
Company pay package
Career planning and growth
Quality of work life
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Role of trade union
External Factors:
Supply and demand of specific skills in the labor market.
Political and legal factors like reservations of jobs for specific sections of society etc
The job seekers image perception of the company.
Information system like employment exchange/ tele recruitment like internet.
Labor market conditions.
Recruitment checklist:
Before going to actual recruitment a checklist to be made which helps the recruiter till
the end of the process.
Whether the vacancy has been agreed by the responsible manager
Availability of the job description
What are the conditions of employment for the vacant position
Whether the candidate specification been prepared
Whether the notice of vacancy been submitted earlier
Whether the job advertisement been agreed
What arrangement have been made for drawing a shortlist of candidates
Whether the interview arrangement have been made
Whether offers letters been agreed and dispatched
Whether rejection letters sent to the unsuccessful candidates
Whether confirmation letter received from the selected candidate to whom offer
letter has been sent.
Recruitment policy:
In todays rapidly changing business environment, a well defined recruitment policy is
necessary for organizations to respond to its human resource requirements in time. Therefore, it
is important to have a clear and concise recruitment policy in place, which can be executed
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effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment process.
Most of the companies are having personnel policies for the organization. Recruitment policy isa part of the perssonel policy. But before making the recruitment policy the organization must
consider the government policies, personnel policies of other organization, social responsibility
of the organization etc.
Sources of recruitment:
INTERNAL SOURCES: The most common internal sources of internal recruitment are
1. Personal recommendations
2. Notice boards
3. Newsletters
4. Memoranda
1) Personal References
The existing employees will probably know their friends or relatives or colleagues who
could successfully fill the vacancy. Approaching them may be highly efficient method of
recruitment but will almost certainly offend other workers who would have wished to have
been considered for the job. To keep employees satisfied make sure that potentially suitable
employees are informed of the vacancy so that they can apply. Also anyone else who is
likely to be interested is told about it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing
staff. A job advertisement pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. However many of the staff
will probably not learn of the vacancy in this way either because the notice board poorly
located or is full of out dated notices that they dont bother to look at it, as they assume there
is nothing new to find out. A notice board must be ensured that it is well sited. Wherever it
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is been placed it should be certain that it is seen by every one. It means there must be equal
opportunity to see to it and this happens when they know that just important topical notices
are on display. Attention must be paid to the design and contents of the notice if it is to catch
the eye and make the employee read on and then want to apply for the job.
3) Newsletters
Many companies regularly produce in-house newsletters, magazines or journals for their
staff to read. It is hoped that latest company news sheet is read avidly by all staff thus
ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is
not always so, because it is sometimes not circulated widely enough and employees may
find it boring and choose not to read it. Newsletter can be utilized as the source of
recruitment if it is convinced that everybody will see a copy.
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send memoranda to
department managers to read out to the teams or to write all employees perhaps enclosing
memoranda in wage packets if appropriate. However it can be a time consuming process tocontact staff individually, especially if there is a large work force. It should also be kept in
mind as to in which way the memorandum is phrased out so that the job appeals to likely
applicants.
EXTERNAL SOURCES
There are many sources to choose from if you are seeking to recruit from outside the company.
1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
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6. The press
7. Radio
8. Television
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for he job.
Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of
mouth as a sole or initial source of recruitment if the work force is wholly or
predominantly of one sex or racial group. Also employing friends and relatives of present
employees may be imprudent because it is not certain that they are as competent as the
current staff.
2) Notices
Displaying notices in and around business premises is a simple and often overlooked method
of advertising a job vacancy. They should be seen by a large number of passerby, some
actively looking for work. It can also be inexpensive with a notice varying from a carefully
hand written post card up to a professionally produced poster. Pay attention to theappearance and contents of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying
to match their vacancies to job seekers. Staff will note information about a post and the
types of person sought and then advertise the vacancy o notice boards within their premises.
Job center employees can further help if requested to do so by issuing and assessing
application forms and thus weeding out those applicants who are obviously unsuitable for
the position. Short listed candidates are then sent out for the employer to interview on his
business premises.
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4) Private Agencies and Consultants
There are various types of private organization that can help to find the right person for a
particular job. Employment agencies exist in many town and cities. Some handle all general
vacancies from junior unto supervisory level while others specialize in various occupations
such as accountancy, clerical or computer personnel and marketing or sales. Since they
maintain a register of job seekers, they initially attempt to find applicants from this list. A
short list will be drawn up by reading through applications and conducting interviews on
client organizations behalf. Although fees vary, it isexpected to pay around 10 to 15% of
the annual salary offered if a suitable person is found for the job. This will be partly
refundable if he leaves within a certain period of time. For temporary staff, it is normally
charged on hourly, daily or weekly rate by the agency. They will then pay the employee.
Recruitment agencies are similar to employment agencies in the services that they offer. The
main difference is that recruitment agencies tend to operate at a higher level, concentrating
on technical, managerial and executive appointment. Accordingly, increased time, effort and
expertise are needed to compile a quality short list. This will be reflected in the fees charged,
often between 18 and 22% of the annual salary of the staff recruited. Again a proportion of
this may be refundable if the employees proves to be unsatisfactory and subsequently
departs.
Search consultants, also known as Headhunters, specialize in finding candidates for senior
positions. They normally head hunt people currently at work in similar posts, possibly at
rival companies. Discrete approaches, by telephone, are made direct to the persons involved.
Such a process is time consuming and requires considerable tact and diplomacy if it is to be
successful. Charges may be in excess of 30% of the annual salary. Before opting for this
source attention must be paid about those agencies who brashly promise to give a lengthy
list of candidates very quickly. It may sound impressive but suggests that they are simply
pulling names from a register perhaps of dubious quality and are not actively searching for
and screening applicants properly. A good shortlist will take time to compile. It must be
ensured that the agency with which the organizations contracting must follow a good refund
system in case the new recruit resigns or needs to be dismissed shortly after joining. Also a
free replacement warranty up to six months must be provided by the recruiting agency.
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When employing an agency or consultant, make sure that they know exactly what they are
expected to do. A clear job description and employee specification, must be provided so that
they could screen by referring to the employee specification and so on. Full up to date
information about the job and person required. Supply all details and all instructions in
writing to avoid subsequent misunderstandings and disagreements.
The recruiting agency or consultant must be in touch with the client company throughout
the recruitment process to ensure that the agency is following the instructions and doing its
job well. Also it must be ensured that they are maintaining equality of opportunity and
avoiding unlawful discrimination against applicants of a particular sex, marital status or any
racial group. All applicants should be judged solely on their ability to do the job.
5) Educational Institutions Or Campus Recruitment
Those companies which require a steady intake of young persons for new Youth Training
to trainee management positions ought establish and maintain close contact with colleges
and universities. The advantage of campus recruitment is, it is known that who the audience
to be addressed are. Promotional literature in the form of posters, broachers, catalogues;
press releases and so on can be issued to the audience so that the companys name remains
prominent and their students minds all the time.
6) The Press
Advertising for the new staff through the press has proved successful for many companies.
Choose between local newspapers, national newspapers and the magazines. All will put intouch with different audience. Local newspapers, read by a large cross-section of the
immediate population, may be most suitable if there is sufficient talent in the area.
National newspapers, with their mass circulations and differing attitudes to news coverage
appealing to various tastes, could be better when looking out to fill the senior position.
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Trade Magazines often under estimated as useful source of recruitment might be worth
considering if looking out to recruit someone for a specialized job which possibly requires
previous experience of the particular industry.
Naturally there are some drawbacks to newspaper advertising. It is expensive in relation toother, often equally good source such as job and careers centers, which advertise free. Other
drawbacks of newspaper advertising include a high level of wastage (the vast majority of
readers will not be job hunting) and a short life span. The daily or evening newspaper is
invariably discarded at the end of the day. A short series of advertisement incurring extra
expenses may sometimes be required and multiplying one advert by three or four starts to
make this source prohibitively costly. Trade magazines could be a better way of recruiting
staff depending upon the circumstances. Most will include employment advertisements
within a classified section which will be read by a small but select and interested number of
people. There some disadvantages, however the financial outlay is still considerable. If the
magazine is published bi-monthly or quarterly, may have to wait sometime before the
advertisement is seen. It may be intended to fill the vacancy as soon as possible.
7) Radio
Many radio stations broadcast special job finders advertisements throughout the day forcompanies looking for new recruits. Advertising through the radio has got many advantages
as it will be transmitted to over a wide geographical area to potentially large audience.
Variety of age groups listens thus making it a suitable medium for different types and levels
of jobs. Advertisements can be broadcast very quickly sometimes within hours. Nevertheless
there are some disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they may start
station hopping to find more music. The radio is also transient medium. An advertisement
lasts for perhaps 30 seconds, which is a very short period in which to put across all the
important points, and is then finished. It is usually difficult to remember (What was the
companys name? what was its phone number?) most listeners will not have a pen and pad
handy to make notes.
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8) Television
You can advertise on a regional or national basis. Recruiting staff through the Television is
still widely regarded as a new and innovative approach. Companies which use this medium
may therefore be seen as go-ahead and dynamic. Thus, this medium may not be an
immediate choice if there is only just one vacancy to be filled, although shorter and
expensive one month contracts could be negotiable and worth considering.
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SELECTION
The selection procedure is concerned with securing relevant information about the applicant.
This information is secured in number of steps. The objective of selection process is to
determine whether an applicant meets the qualifications for a specific job and to choose the
applicant who is most likely to perform well in that job.
The hiring procedure is not a single act but it is essentially a series of methods by which
additional information is secured about the applicant. At each stage facts, which came to light,
make the acceptance or rejections of the candidate clear. Some selection processes are quite
easy and some with many hurdles this increases with the level and responsibility of the positions
to be filled.
Essentials of Selection Procedure
The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from the
employment requisition as developed by an analysis of the work-load and work force.
2. There must be some standard of personnel with which a prospective employee may be
compared i.e., a comprehensive job description and job specification should be
available beforehand.
3. There must be sufficient number of applicants from whom the required number of
employees may be selected.
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PROCESS OF SELECTION
Preliminary screening interview
Completion of application or form if not done previously
Employment tests
Comprehensive interview
Back ground investigation
Final employment decision
Selection
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Preliminary Interview or Screening
The initial screening is usually conducted by a special interviewer a high caliber receptionist in
the employment office. These interviews are short and are known as stand-up interviews. The
main objective of such interviews is to screen out undesirable/unqualified candidates at very
outset. Such interviews conducted by someone who inspires confidence, who genuinely
interested in people, and whose judgment in the sizing up of the applicant is fairly reliable.
Basic criteria that must be met for an application to be eligible for consideration. If these criteria
are not met, there is no obligation on the employer to consider such applications. The screening
process therefore seeks to identify those applications that meet the basic entry-level
requirements applications that are therefore incomplete or do not meet the basic appointment
criteria are considered unsuccessful applications. In order to be fair and objective in thescreening of candidates, it is essential that a fixed set of valid criteria be applied in terms of each
and every candidate that applies for a position.
Certain conditions should be met in relation to the format and content of -
a) Application forms
b) Curricula Vitae (CVs) and
c) All other relevant documentation.
What is the purpose of short-listing?
After having completed the screening process and eliminated those applicants that do not meet
the basic requirements, the next objective should be to identify a manageable size (pool) of
applicants (a short-list) who are best suited to fill the position successfully and from whose
ranks the most suitable candidate(s) is/are to be selected. It is about identifying a manageable
pool of best suited candidates for a specific position, in the interest of the State, taking intoaccount Affirmative Action and Employment Equity objectives.
May short-listing be used to reduce a vast number of applications to a manageable size. As
stated, the primary objective of the short-listing process is to reduce the number of qualifying
applicants to a manageable size for purposes of selecting the most suitable candidate. A further
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objective with short-listing is to rank candidates, and to determine a cut-off point below which
candidates will not be interviewed. The criteria utilized for short-listing purposes should
therefore be in sufficient detail to allow for this and should be applied consistently.
Application Form
Application form is also known as application blank. The technique of application blank is
traditional and widely accepted for securing information from the prospective candidates. It can
also be used as a device to screen the candidate at the preliminary level. Many companies
formulate their own style of application forms depending upon the requirement of information
based on the size of the company, nature of business activities, type and level of job etc. they
also formulate different application forms for different jobs, at different levels, so as to solicit
the required information for each job. But few companies in our companies in our country donot have prescribed application forms.
Psychological Testing
Test is defined as a systematic procedure for sampling human behavior
Tests are used in business for three primary purposes.
1) For the selection and placement of new employees2) For appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of paramount
importance for each of these purposes.
Classification of Tests on the Basis Of Human Behavior
A.Aptitude or potential ability test
Such tests are widely used to measure the latent ability of a candidate to learn new jobs
or skills. They will enable us to know whether a candidate if selected, would be suitable
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for a job, which may be clerical or mechanical. These tests may take one of the
following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she has mental
capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of
mechanical wok. This could help in knowing a persons capability for spatial
visualization, perceptual speed manual dexterity, visual motor coordination or
integration, visual insights etc.
c) Psychometric teststhese tests measures apersons ability to do a specific job
B.Achievement test
Also known as proficiency tests they measure the skill, knowledge which is acquired as
a result of a training program and on the job experience they determine the admission
feasibility of a candidate and measure what he/she is capable of doing.
a) Tests for measuring job knowledgethis type of test may be oral or written. These tests
are administered to determine proficiency in shorthand and in operating calculators
adding machines dictating and transcribing machines and simple mechanical equipment.
b) Work sample testsdemand the administration of the actual job as a test. A typing test
provides the material to be typed and notes the time taken and mistakes committed.
C.Personality tests
These tests aim at measuring those basic make up or characteristics of an individual
which are non-intellectual in their nature. In other words they probe deeply to discover
clues to an individuals value system, his emotional reactions and maturity and
motivation interest his ability to adjust himself to the illness of the everyday life and his
capacity for interpersonal relations and self image.
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a) Objective testsit measures neurotic tendencies self-sufficiency dominance submission
and self-confidence. These are scored objectively. They are paper and pencil tests or
personality inventors.
b) Projective tests it is a test in which a candidate is asked to project his own
interpretation into certain standard stimulus situation. The way in which he/she responds
to these stimuli depends on his own values, motives and personality.
c) Situation tests these tests measures an applicants reaction when he is placed in a
peculiar situation his ability to undergo stress and his demonstration of ingenuinity under
pressure. Such tests usually relate to leaderless group situations, in which some problem
is posed to a group and its members are asked to reach some conclusion without the help
of a leader.
d) Interest teststhese tests aim at finding out the types of work in which a candidate is
interested. They are inventories of the likes and dislikes of the people of some occupation
hobbies and recreational activities. They are useful in vocational guidance and are
assessed in the form of answers to a well prepared questionnaire.
Interviews
Interviews are a crucial part of the recruitment process for most organizations. Their purpose is
to give the selector a chance to assess the candidate and to demonstrate their abilities and
personality. Its also an opportunity for an employer to assess them and to make sure the
organization and position are right for the candidate. An interview is an attempt to secure
maximum amount of information from candidate concerning his suitability for the job under
consideration.
The recruitment process for most organizations follows a common theme: Applications/CVs are
received, either online or by post; and candidates are short-listed and invited for interview. The
interview format can vary considerably and may include an assessment centre and/or tests. The
number of interviews also varies. Some companies are satisfied after one interview, whereas
others will want to recall a further shortlist of candidates for more. If successful at the final
interview stage, an official job offer is sent to the candidate. Interview format is determined by
the nature of the organization, but there are various standard formats.
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Chronological Interviews -These work chronologically through the candidates life to date and
are usually based on the CV or a completed application form.
Competency-Based Interviews -These are structured to reflect the competencies that an
employer is seeking for a particular job (often detailed in the recruitment information). This isthe most common type of interview for graduate positions today.
Technical Interviews - If a candidate has applied for a job or course that requires technical
knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection
process, that the candidate will be asked technical questions or have a separate technical
interview to test his/her knowledge. Questions may focus on the final year project and his/her
choice of approach to it or on real/hypothetical technical problems. It seen that the candidate
proves himself/herself but also they admit to what they dont know.
Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews one candidate
alone.
2. Informal interview: in this type there are discussions between the candidate and two or
more interviewers.
3. Panel of interviews: in these pre planned standard questions ranging overall aspects of
the job are asked. They focus directly on elements of person specification.4. Direct planned interview: this interview is straight forward, face to face, question and
answer situation intended to measure the candidates knowledge and background.
5. Indirect and direct interview: in this type of interview the interviewer refrains from
asking direct and specific questions but creates an atmosphere in which the interviewee
feels free to talk and go into any subject he considers important. The object of the
interview is to determine what individual himself considers of immediate concern, what
he thinks about these problems, and how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which illuminates validated
against the record of employees who have succeeded or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates stress to see how
an applicant operates in stress situation. To induce stress, the interviewer responds to the
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applicants answers with anger, silence and criticism. This interview aims attesting the
candidates job behavior and level of withstanding during the period of stress and strain.
8. Depth interview: in this type of interview, the candidate would be examined extensively
in core areas of knowledge and skills of the job.
Background Checks and Enquiries
Offers of appointment are subject to references and security checks. The references given in the
candidates application will be taken up and a security check will be conducted. Security
checks can take a while if the candidate has lived abroad for any period of time.
Final Selection Decision
Those individuals who perform successfully on the employment tests and the interviews, and
are not eliminated by development of negative information on either the background
investigation or physical examination are now considered to be eligible to receive an offer of
employment. Who makes that employment offer? For administrative purposes the personnel
department should make the offer. But their role should be only administrative. The actual
hiring decision should be made by the manager in the department that had the position open.
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Chapter4
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DATA ANALYSIS
Observation made during the study and analysis of the company policy
The company is having all over India branches/area offices. Initial interviews will beconducted at the area office by the concerned area manager. As the HR Department is
located in the corporate office so all the final interviews & selection will be done at its
corporate office i.e. in Hyderabad.
Sometimes screening will be done by telephonic interview which is conducted by the
HR department in corporate office.
The candidate will be filtered based on merit and experience.
The company is recruiting its manpower through consultancy also. The consultancy will
be selected based on the process used by them before sending the candidate to the
company.
The company is tie up with job portal Naukari.com also. This is helpful for the process
of recruitment in collection of resumes.
The candidate will be selected based on the communication and their presentation at the
time of interview. Subject knowledge is also essential based on type of the vacancy.
The time lag between recruitment and placing will be done within one month.
The company will pay the applicants expenses for attending the interview, based on the
grade.
Rejected candidates will be intimated and their profile will be kept in data bank for a
period of 6 month.
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1) The recruitment and selection process of company meets the current legal requirements.
Interpretation:
Near about 20% of the respondents are strongly agree with the statement that recruitment and
selection process of company meets the current legal requirements, and 60% are agree only so,
total 80% of the respondent are in favor that the process of recruitment & selection meets the
current legal requirement.
Observation:
The processof recruitment & selection which is followed by the company is helpful to meet the
companys manpower requirement.
19%
59%
14%
4%
4%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark Percentage
Strongly Agree 10 19%
Agree 30 59%
no opinion 7 14%
disagree 2 4%
strongly disagree 2 4%
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2) Recruitment & Selection Policy of company is clearly stated.
Interpretation:
The question was raised to know that employees are aware about the companys recruitment &
selection policy or not. Near about 85% are agreed that the recruitment & selection policy is
clearly stated and only 8% are disagree.
Observation:
So the recruitment & selection policy of company is clearly stated but it requires little bit
change. But the company policy should be updated time to time.
25%
59%
10%
4% 2%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark Percentage
Strongly Agree 13 25%
Agree 30 59%
no opinion 5 10%
disagree 2 4%
strongly disagree 1 2%
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3) Internal source is better for company
Interpretation:
As per the respondent response near about 70% are agree with the statement that internal source
is better for company, 22% having no response and 6% are disagree with the statement.
Observation:
After analysis it is better to get the manpower by internal source as they are aware about that
candidate skill and behavior but sometimes company will not get right candidate.
35%
37%
22%
4% 2%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark Percentage
Strongly Agree 18 35%
Agree 19 37%
no opinion 11 22%
disagree 2 4%
strongly disagree 1 2%
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4) External source is better for company.
Interpretation:
Near about 55% are disagree with the statement that external source is better for companys
recruitment process and about 34% are in favor of this statement.
Observation:
From this question respondent are satisfied with the internal source but some are not satisfied
and they preferred external source.
4%
30%
8%40%
18%Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark Percentage
Strongly Agree 2 4%
Agree 15 30%
no opinion 4 8%
disagree 20 40%
strongly disagree 9 18%
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5) I feel scarcity of manpower at my working place.
Interpretation:
Near about 60% are disagree with this statement, means they are not feeling scarcity of
manpower and Only 20% are agree with this statement.
Observation:
This shows that HR department fulfills all the requirements of human resource in the
organization as soon as required. But as some are disagree with this statement means the
recruitment process needs change.
10%10%
25%43%
12%Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark Percentage
Strongly Agree 5 10%
Agree 5 10%
no opinion 13 25%
disagree 22 43%
strongly disagree 6 12%
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6) I feel that the right job is being performed by the deserved person at my workingenvironment.
Interpretation:
It is very important for any organization to recruit skilled manpower, to achieve its business
target. The question was raised to know the opinion that right job is performed by right person.
So 60 % are agree and near about 20% are disagree.
Observation:
This shows company is recruiting right candidate for right job but some respondent are disagree
so selection process need improvement and proper verification of recruitee.
17%
43%
18%
14%8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark Percentage
Strongly Agree 9 17%
Agree 22 43%
no opinion 9 18%
disagree 7 14%
strongly disagree 4 8%
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7) The employees competency matches with the job specification.
Interpretation:
Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no
opinion this means they are not aware about other competencies,
Observation:
This interpret ate that companys recruitment process is helpful in getting right candidate for
right job but as per of the some respondent dissatisfaction the recruitment should be more filter.
2%
39%
41%
10%8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark Percentage
Strongly Agree 1 2%
Agree 20 39%
no opinion 21 41%
disagree 5 10%
strongly disagree 4 8%
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8) To what extent you are satisfied with the external source (job portals) for recruitmentprocess.
Interpretation:
some respondent are satisfied with the external source of recruitment ,It is observed that most of
the candidates are recruited through Reference or other internal source and about 50% have
no opinion the external sources like job portals, consultancies.
7%
9%
49%
33%
2%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response Pattern Remark percentage
Strongly Agree 3 7%
Agree 4 9%
no opinion 22 49%
disagree 15 33%
strongly disagree 1 2%
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9) To what extent you are satisfied with the employees reference for recruitment process.
Interpretation:
60% of respondent are in favor of the statement that they are satisfied with the employees
referral, this helps in getting known candidates as company knows the skill and behavior of the
recruitee. But near about 35% are disagree with the statement so, recruitment process need good
external sources for recruitment process.
20%
40%4%
22%
14%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response pattern Remark percentage
Strongly Agree 10 20%
Agree 20 40%
no opinion 2 4%
disagree 11 22%
strongly disagree 7 14%
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10)To what extent the selection procedure followed for your recruitment is suitable to yourjob.
Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure and this shows right
person is in right job but near about 30 % are not satisfied so this shows that selection process
also needs some changes.
28%
40%
4%
20%
8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Response pattern Remark percentage
Strongly Agree 14 28%
Agree 20 40%
no opinion 2 4%
disagree 10 20%
strongly disagree 4 8%
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Chapter5
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FINDINGS AND INTERPRETATION
After a thorough study and discussion on the companies recruitment & selection policy, to know
its effectiveness in the organization a self designed questionnaire has been prepared to gather
the views of employees.
The questionnaire contains 10 questions related to recruitment & selection topic. The
questionnaire has been distributed to 50 employees from various departments (HPD, Marketing,
and asked them to answer the questions by selection the given choices.
The responses of all the questions were summed up from all the answered questionnaires. These
summed up responses were calculated to derive the percentages to make the interpretation more
meaningful, being represented in the form of pie chart.
These are the findings:
1. The processof recruitment & selection which is followed by the company is helpful to
meet the companys manpower requirement to some extent.
2. The recruitment & selection policy of company is clearly stated but no updation
according to the companys objective.
3. Company is highly dependent on employees referral for higher position and for lower
posts company prefers job portals and outsourcing.
4. Company is recruiting right candidate for right job but some respondent are disagree so
selection process needs improvement and proper verification of recruitee.
5. Candidates are not timely informed for their selection and also for their rejection.
6. Too much time taken by the HPD in recruiting some important urgent posts.
7. Some respondent are satisfied with the external source of recruitment ,It is observed that
most of the candidates are recruited through Reference or other internal source and
about 50% have no opinion the external sources like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as they are aware about
that candidate skill and behavior but sometimes company will not get right candidate.
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Chapter6
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SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction with some of the
recruitment manager, company associates and based on the responses received from the
associates the following suggests are made to the company for further improvement of the
policy.
1. The organization should not majorly Clear job description is given to the candidates at
the time of interview itself, to avoid disappointment after joining.
2. The candidate should be informed in time whether they have been selected or not. There
should not be any delay in informing the candidate.
3. There should be reliability on external sources.
4. Recruitment feedback should be taken by the candidates to improve the recruitment
process.
5. The employees should be called for the interview only after checking their educational
qualifications and job experience in a proper way so as to save the time and cost involved
in the recruitment process.
6. Depend on the application bank as the major source for the details of the candidate for
recruitment purpose. It should also consider other sources which could provide them
better options.
7. Follow up to be done to the newly engaged employees to ensure that they have settled in
and to check on how well they are doing. If they have any problems it is better to
identify them at an early stage rather than allowing them to fester.
8. Internal job posting to be preferred to reduce cost of recruitment.
9. Organization should use social networking sites for creating pool of good candidates.
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Bibliography
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Bibliography
H. John Bernardin Human Resource Management, Fourth Edition, Mc Graw
Hill,2000.
Angelo S Denisi , Human Resource Management ,Second Edition, Biztantra, 2005.
GaryDessler, Human Resource Management Tenth Edition, Pearson Education,
2007,pg. no.423-530.
C.R. Kothari, Research Methodology Methods and Techniques, Second Edition, New
Age International Publishers, 2004.
Information from Company Policy Manual
Abhishek Agarwal - EzineArticles.com Expert Author
Recruitment and Selection by Duncan Brodie- EzineArticles.com Expert Author.
Websites:
www.shrm.com
www.citrhr.com
www.agi-glaspac.com
www.management.org
http://www.ssa.vic.gov.au
http://www.shrm.com/http://www.shrm.com/http://www.citrhr.com/http://www.citrhr.com/http://www.agi-glaspac.com/http://www.agi-glaspac.com/http://www.management.org/http://www.management.org/http://www.management.org/http://www.agi-glaspac.com/http://www.citrhr.com/http://www.shrm.com/7/30/2019 Project Report on Recruitment and Selection by AEGIS
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Annexure
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Questionnaires for associates:
I am student of SIVA SIVANI INSTITUTE OF MANAGEMENT,
SECUENDRABAD, and I am doing project on RECRUITMENT AND
SELECTION in the field of Human Resource Department. I would be grateful ifyou could spare few minutes and answer the questions below. The answer will be
kept confidential and used for academic purpose only.
QUESTIONNAIRE
[Kindly tick ( ) the options you think are right ]
1) The recruitment and selection process of company meets the current legalrequirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
2) Recruitment & Selection Policy of company is clearly stated.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
3) Internal source is better for company.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
4) External source is better for company.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
5) I feel scarcity of manpower at my working place.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
6) I feel that the right job is being performed by the deserved person at my
working environment.a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
7) The employees competency matches with the job specification.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree
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8) To what extent you are satisfied with the external source (job portals) for
recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%
9) To what extent you are satisfied with the employees reference for
recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%
10) To what extent the selection procedure followed for your recruitment
is suitable to your job.
a) 0% b) 25% c) 50% d) 75% e) 100%
THANK YOU..
Date: Department:
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Annexure