Recruitment & Selection Process of Hotel Arora Tower Pune

A

PROJECT REPORT ON

“RECRUITMENT & SELECTION PROCESS”

AT

HOTEL AURORA TOWERS, PUNE

PROJECT SUBMITTED TO

UNIVERSITY OF PUNE

&

ALLANA INSTITUTE OF MANAGEMENT SCIENCES

IN PARTIAL FULFILLMENT OF MASTER OF

BUSINESS ADMINISTRATION

UNIVERSITY OF PUNE

BY :

OMERA NAUSHAD ALI SAYYED

MBA

ALLANA INSTITUTE OF MANAGEMENT SCIENCES

PUNE – 411 001

2010-2012

DECLARATION

I, Omera Sayyed (MBA II) declare that the Report for the project

Title.... " A STUDY OF RECRUITMENT & SELECTION PROCESS

AT HOTEL AURORA TOWERS”

Which I undertook is an outcome of my own & sincere efforts towards

the fulfillment of the requirement of the course study.

Hence, the Project Report is my own work and not copied from any other

Source.

Thank You

Yours Sincerely

Omera Sayyed

MBA II

Allana Instittue Of Management Sciences, Pune

TABLE OF CONTENTS

Sr. No. Topics Pg No.

1 Executive Summary

2 Introduction

3 Objectives

4 Scope of the study

5 Company Profile

6 Literature Review

7 Research Methodology

8 Data Analysis & Interpretation

9 Analysis Of Procedures & Methodology Adopted In

The Process Of Recruitment & Selection

10 Findings

11 Suggestions

12 Conclusion

13 Limitations

14 Annexure

15 Bibliography

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY

Project Title : A STUDY OF THE CORE

RECRUITMENT & SELECTION AT

HOTEL AURORA TOWERS, PUNE

Organization : HOTEL AURORA TOWERS

Organization Address : HOTEL AURORA TOWERS, 9

MOLEDINA ROAD, PUNE – 411 001

Project Duration : 2 MONTHS

Academic Guide : PROF. DURDAN

Organizational Guide: SANJAY SHITOLE (HR Manager)

Name of the student : OMERA NAUSHAD SAYYED

INTRODUCTION

INTRODUCTION

The purpose of the study of recruitment and Selection in Hotel Aurora

Towers is to experience the quality & quantity required by the company

and now the requirement is met. It is done to save the time of the

company by supplying the desired manpower which is required by them.

It is done to bridge the gap between desired manpower & actual

manpower i:e. Human Resource. The job profile of the personnel who is

selected by the Hr department is for the front office executive.

In order to fulfill the project requirements I personally did recruitment for

the Hotel Aurora Towers which helped me to understand a practical face

of the study. Apart from the recruitment and selection.

Thus, we found recruitment and selection are the paramount in the whole

Human Resource management chain. The recruitment process is one of

the ways that an organization can cope up with shortcomings in its human

resource needs. Recruitment refers to organizational activities that

influence the number and type of applicants who apply for a job and

whether the applicants accept jobs that are offered. Selection is a term by

which an organization chooses the right candidate for the right job at the

right time, at the right place. In fact the organization shortlists candidate

as a person who best meets the selection criteria for the position

available, considering current environment conditions.

This report is an experience based and does not involve any survey.

However on the basis of my findings, certain recommendations and

suggestions have been provided that can help to increase the efficiency of

HR functions that are carried at Hotel Aurora Towers, Pune.

OBJECTIVES OF THE STUDY

OBJECTIVES OF THE STUDY

The objective behind the study of this project report is:

To know about the concept of recruitment.

To know about the concept of selection.

To know about the difference between recruitment & selection.

To know in detail about the recruitment & selection process

followed by Hotel Aurora Towers in their organization

To have an idea about the growth rate and attrition rate in this

company.

SCOPE OF THE STUDY

SCOPE OF THE STUDY

This study has a wide scope as it explores the entire recruitment and

selection process of the Hotel Aurara Towers Company along with

formats and explanations.

Primary data which was collected from employees was depending upon

the responsiveness, attitude, aptitude, ethical values and constraints on

account of internal rules, regulations, norms, perception level and

understanding level, leadership, experience, expectations and generally

prevailing market trends. Hence dependent assumptions were to be made

through the analysis.

Many a time things could not get opened because of limited transparency

and openness, as a trainee is semi outsider for an organization.

The scope of the research is very vast, however the total time period

available was very limited for the purpose of study, observations,

analysis, and conclusion. Second important thing is on account of ethical

and moral obligations, analysis and manager disclosure of all pertinent

and particular policies has got limitations because ofhis positional

accountability and responsibility.

COMPANY PROFILE

LITERATURE REVIEW

LITERATURE REVIEW

CONCEPT:

1) RECRUITMENT & SELECTION PROCESS OF MAN POWER

COMPANY'

• What is Recruitment?

Finding and Attracting Applicants

"Recruitment is a process of finding and attracting capable applicants for

employment. The process begins when new recruits are sought and ends

when their applications are submitted. The result is a pool of applications

from which new employees are selected."

It is the first part of the process of filling a vacancy, it includes the

examination of the vacancy, the consideration of sources of suitable

candidates, making contact with those candidates and attracting

applications from them.

The need for recruitment may arise due to the following situation:

1. Vacancies due to transfer, promotion, retirement, termination,

permanent disability or death of worker.

2. Creation of vacancies due to expansion, diversification, growth etc.

MEANING OF RECRUITMENT

Recruitment is understood as a process of searching for and obtaining

applicants for job, from among them the right people can be selected.

Though theoretically recruitment process is said to end with the receipt of

applications, in practice the activity extends to the screening of

applications so as to eliminate those who are not qualified for the job.

Recruitment Process:- The recruitment process can be divided into

seven stages

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

RECRUITMENT PROCESS:

RECRUITMENT PLANING

Number of contacts

Types of contacts

RECRUITMENT STRATEGY DEVELOPMENT

Make or buy employees

Technological sophistication

Where to look

How to look

Competitors

Evaluation of external recruitment

Sources of Recruitment:

There are two sources of recruitment:-

1. Internal Source:- These sources lie within the organization.

2. External Source:- These sources lie outside the organization

Both the sources are shown in the figure (Fig 1.1) given below -

SEARCHINGS

Source activation

Selling

Screening of applications

EVAUATION AND COST CONTROL

Salary cost

Management and professional time spent

Advertisement cost

Recruitment overheads and expenses

Cost of overtime and outsourcing

EVALUATION OF RECRUITMENT PROCESS

Return rate of applications send out

Suitable candidates for selection

Retention and performance of selected candidates

Recruitment cost

Image projection

Factors affecting recruitment:

The recruitment function of the organizations is affected and governed by

a mix of various internal and external forces. The internal forces are the

factors that can be controlled by the organization. And the external

factors are those factors which cannot be controlled by the organization.

The internal and external forces affecting recruitment function of an

organization are:

Recent Trends in Recruitment:-

The following trends are being seen in recruitment:

1) Outsourcing

In India, the HR processes are being outsourced from more than a decade

now. A company may draw required personnel from outsourcing firms.

The outsourcing firms help the organization by the initial screening of the

candidates according to the needs of the organization and creating a

suitable pool of talent for the final selection by the organization.

Outsourcing firms develop their human resource pool by employing

people for them and make available personnel to various companies as

per their needs. In turn, the outsourcing firms or the intermediaries charge

the organizations for their services. Advantages of outsourcing are:

1. Company need not plan for human, resources much in advance.

2. Value creation, operational flexibility and competitive advantage

3. turning the management's focus to strategic level processes of

HRM

4. Company is free from salary negotiations, weeding the unsuitable

resumes/candidates.

5. Company can save a lot of its resources and time

2) Poaching/Raiding

"Buying talent" (rather than developing it) is the latest mantra being

followed by the organizations today. Poaching means employing a

competent and experienced person already working with another reputed

company in the same or different industry; the organization might be a

competitor in the industry. A company can attract talent from another

firm by offering attractive pay packages and other terms and conditions,

better than the current employer of the candidate. But it is seen as an

unethical practice and not openly talked about. Indian software and the

retail sector are the sectors facing the most severe brunt of poaching

today. It has become a challenge for human resource managers to face

and tackle poaching, as it weakens the competitive strength of the firm.

3) E-recruitment

Many big organizations use Internet as a source of recruitment. E-

Recruitment is the use of technology to assist the recruitment process.

They advertise job vacancies through worldwide web. The job seekers

send their applications or curriculum vitae i.e. CV through e mail using

the Internet. Alternatively job seekers place their CV's in worldwide web,

which can be drawn by prospective employees depending upon their

requirements.

The two kinds of e- recruitment that an organization can use is -

Job portals - i.e. posting the position with the job description and

the job specification on the job portal and also searching for the

suitable resumes posted on the site corresponding to the opening in

the organization.

Resume Scanners: Resume scanner is one major benefit provided

by the job portals to the organizations. It enables the employees to

screen and filter the resumes through pre defined criteria's and

requirements (skills, qualifications, experience, payroll etc.) of the

job.

Some of the advantages and the disadvantages of e- recruitment are as

follows:

Advantages of E-Recruitment are:

Lower costs to the organization. Also, posting jobs online is

cheaper than advertising in the newspapers.

No intermediaries.

Reduction in the time for recruitment (over 65 percent of the hiring

time).

Facilitates the recruitment of right type of people with the required

skills.

Improved efficiency of recruitment process.

Gives a 24X7 access to an online collection of resumes.

Online recruitment helps the organizations to weed out the

unqualified candidates in an automated way.

Recruitment websites also provide valuable data and information

regarding the compensation offered by the competitors etc. which

helps the HR managers to take various HR decisions like

promotions, salary trends in industry etc

Disadvantages of E-recruitment are:

Apart from the various benefits, e-recruitment has its own share of

shortcomings and disadvantages. Some of them are:

Screening and checking the skill mapping and authenticity of

millions of resumes is a problem and time consuming exercise for

organizations.

There is low Internet penetration and no access and lack of

awareness of internet in many locations across India.

Organizations cannot be dependant solely and totally on the online

recruitment methods.

In India, the employers and the employees still prefer a face-to-face

interaction rather than sending e-mails.

ROI ( Return of Investment) on Recruitment:-

An organization makes a tremendous amount of investment in its

recruitment processes. A lot of resources like time and money are spent

on recruitment processes of an organisation. But assessing or quantifying

the returns on the recruitment process, or, calculating the return on

investment (ROI) on recruitment is a complicated task for an

organisation. Indeed, it is difficult to judge the success of their

recruitment processes. Instead, recruitment is one activity that continues

in an organization without anyone ever realizing its worth or measuring

its impact on the organization's business.

A recruitment professional or manager can calculate and maximize the

return on investments on its organization's recruitment by

Clear definition of the results to be achieved from recruitment.

Developing methods and ways measuring the results like the time -

to - hire, cost-Per- Hire and effectiveness of the recruitment source

etc.

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization

including the payback period ©f the recruitments.

Providing and ensuring proper training and development of the

recruitment professionals.

Assessing the ROI on recruitments can assist an organisation to

strengthen its HR processes, improving its recruitment function and 'to

build a strategic human resource advantage for the organization.

RECRUITMENT STRATEGIES

The level of performance of the organization depends on the effectiveness

of its recruitment function. Organizations have developed and follow

recruitment strategies to hire the best talent for their organization and to

utilize their resources optimally. A successful recruitment strategy should

be well planned and practical to attract more and good talent to apply in

the organisation.

For formulating an effective and successful recruitment strategy, the

strategy should cover the following elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organisation:

it is almost a never- ending process. It is impossible to fill all the

positions immediately. Therefore, there is a need to identify the

positions requiring immediate attention and action. To maintain the

quality of the recruitment activities, it is useful to prioritize the

vacancies whether to focus on all vacancies equally or focusing on

keyjobs first.

2. Candidates to target

The recruitment process can be effective only if the organization

completely understands the requirements of the type of candidates

that are required and will be beneficial for the organization. This

covers the following parameters as well:

Performance level required: Different strategies are required

for focusing on hiring high performers and average

performers.

Experience level required: the strategy should be clear as to

what is the experience level required by the organization.

The candidate's experience can range from being a fresher to

experienced senior professionals.

Category of the candidate: the strategy should clearly define

the target candidate. He/she can be from the Same industry,

different industry, unemployed, top perfonners of the

industry etc.

3. Sources of recruitment

The strategy should define various sources (external and internal)

of recruitment. Which are the sources to be used and focused for

the recruitment purposes for various positions? Employee referral

is one of the most effective sources of recruitment.

4. Trained recruiters

The recruitment professionals conducting the interviews and the

other recruitment activities should be well-trained and experienced

to conduct the activities. They should also be aware of the major

parameters and skills (e.g.: behavioural, technical etc.) to focus

while interviewing and selecting a candidate.

How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire

recruitment process should be planned in advance. Like the rounds of

technical interviews, HR interviews, written tests, psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage

the entire recruitment processes of an organization. It is one of the

technological tools facilitated by the information management systems to

the HR of organizations. Recruitment management system helps to

contour the recruitment processes and effectively managing the ROI on

recruitment.

The features, functions and major benefits of the recruitment management

system are explained below:

Structure and systematically organize the entire recruitment

processes.

Recruitment management system facilitates faster, unbiased,

accurate and reliable processing of applications from various

applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate

the various links like the application system on the official website

of the company, the unsolicited applications, outsourcing

recruitment, the final decision making to the main recruitment

process.

Recruitment management system maintains an automated active

database of the applicants facilitating the talent management and

increasing the efficiency of the recruitment processes.

Recruitment management system provides and a flexible,

automated and interactive interface between the online application

system, the recruitment department of the company and the job

seeker.

Offers tolls and support to enhance productivity, solutions and

optimizing the recruitment processes to ensure improved ROI.

Recruitment management system helps to communicate and create

healthy relationships with the candidates through the entire

recruitment process.

FORMS OF RECRUITMENT:-

Organizations adopt different forms of recruitment practices according to

the specific needs of the organization. The organizations can choose from

the centralized or decentralized forms of recruitment, explained below:

1) Centralized:-

When the HR / recruitment department at the head office performs all

functions of recruitment, the recruitment practices of an organization are

centralized. Recruitment decisions for all the departments of an

organization are carried out by the one central HR or recruitment

department. Centralized form of recruitment is mainly practiced in

government organizations.

Benefits of the centralized form of recruitment are:

Reduces administration costs

Better utilization of specialists

Unifonnity in recruitment

Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central

office.

2) Decentralized: -

Decentralized recruitment practices are most commonly seen in the case

of conglomerates operating in different and diverse business areas. Since

the business areas and offices are diverse and geographically spread, it

becomes important to understand the needs of each department and frame

the recruitment policies and procedures accordingly. Each department

carries out its own recruitment. Choice between the two will depend upon

management philosophy and needs of particular organization.

Lower level staffs as well as top level executives are recruited in a

decentralized manner.

HEADHUNTING

Headhunting refers to the approach of finding and attracting the best

experienced person with the required skill set. Headhunting involves

convincing the person to join your organization.

2)SELECTION

Process of differentiating(Meaning)

Selection is the process of picking up individuals (out of the pool of job

applicants ) with requisite qualifications and competence to fill jobs in the

organization.

DEFINATION

"Selection is a process of differentiating between applicants in order to

identify and hire those with a greater likelihood of success in a job."

SELECTION PROCESS

1. PRELIMINARY INTERVIEW:

The purpose of preliminary interviews is basically to eliminate

unqualified applications based on information supplied in

application forms. The basic objective is to reject misfits.

2. SELECTION TESTS :

Jobseekers who pass the preliminary interviews are called for tests.

These tests may be Aptitude tests, Ability tests etc to judge how

well an individual can perform tasks related to the job.

3. EMPLOYMENT INTERVIEWS:

At this step interview is a formal and in-depth conversation

between applicants acceptability. It is considered to be an excellent

selection device.

4. REFERENCE AND BACKGROUND CHECKS:

This checks are conducted to verify the information provided by

the candidates. Reference checks can be through formal letters,

telephone conversations etc.

5. SELECTION DECISIONS:

After obtaining all the information the most critical step is the

selection decision to be made. The views of the line managers are

considered generally because it is the line manager who is

responsible for the performance of the new employee.

6. PHYSICAL EXAMINATION:

After the selection decision is made the candidate is required to

undergo a physical fitness test.

7. JOB OFFER:

The next step in the selection process is the job offer to those

applicants who have crossed all the previous hurdles. It is made by

away of letter of appointment.

8. CONTRACT OF EMPLOYEE:

Once the job offer is accepted certain documents need to be

executed by the employer and the candidate. Here a formal contract

of employment is prepared and agreed upon.

DIFFERENCE BETWEEN RECRUITMENT & SELECTION:

RECRUITMENT SELECTIONRefers to the process of identifying and encouraging prospective employees to apply for jobs.

It is concerned with picking up the right candidates from a pool of applicants.

Recruitment is said to be Positive in its approach as it seeks to attract as many candidates as possible.

Selection on the other hand is different in its application as it seeks to eliminate as many unqualified & unfit applicants as possible in order to identify the right candidate. For the right task, at the right time.

COMPANY REQUIREMENT FLOW CHART EXPLAINATIQN

MAIL FROM BM ABOUT THE VACANCY (NEW /

REPLACEMENT)

This is the starting point of the recruitment process. The BM

(Business Manager) may feel the need for candidates (employees)

with various job qualifications in accordance to the fulfillment of

vacant posts within the organization.

The candidates may be appointed for a NEW segment or post or

may be appointed to REPLACE an existing employee's job due to

various reasons such as transfers, promotions, terminations etc. A

job requisition format is to be followed for requirement of

candidates.

RESOURCING TEAM SOURCES PROFILES

This mail order from the BM is sent to the resourcing team who

search for the specific qualified candidate profiles as required by

the BM by going through the CV's (Curriculum Vitae) of various

candidates by sourcing them at various Job Sites(Active Search),

Competition Mapping (raiding i.e. attracting employees from other

organizations to our organization), Internal References or through

Networking & Head hunting ie picking up the individuals out of

the pool of job applicants with requisite qualifications &

competence to fill up the job in organization.

SCREENING OF SOURCED PROFILES

Once the candidates profile with requisite qualification as per BM's

mail are obtained, a proper screening of those profiles is carried out

and a list of such candidate profiles is made which need to be

further processed.

TELEPHONIC INTEREST CHECK & UPDATING OF SHORT

LISTED PROFILES

Selected candidates from the list made are then interviewed on

telephone about their profiles and their interest, whether they

would like to join our company as we have an opening. A

Telephonic interview questionnaire format is followed and on the

basis of the telephonic interview interested candidates are short

listed and their profiles are carried forward to the next step of

recruitment and the uninterested candidate profiles are kept in the

HIRING TRACKER (i.e the date of contacting the person as a

database of the company) for any future reference.

SHARING OF THE INTERESTED PROFILES WITH THE BM s

The interested profiles which are carried forward are shared with

the BM's . The approved profiles amongst them by the BM's are

called for the interview and the rejected ones are kept in the hiring

tracker as database for future reference. The selection process starts

from this stage.

CANDIDATE IS CALLED FOR FIRST ROUND OF

INTERVIEW(FILLS THE JOB APPLICATION FORM i.e JAF)

The first round of interview is conducted with the approved

profiles and the JAF is filled by them. In Job Application Form the

candidate need to fill his/her details such as

Personal details

Educational qualification

Work experience.

HR ROUND OF INTERVIEW

This round of interview may be conducted by well experienced HR

heads or their assistants with the help of Interview Question Bank

& Interview Scorecard where job related questions are asked and

the skill of the interviewee is tested. On the basis of this interview

the selected profiles are carried forward and the rejected ones are

kept at hiring tracker and at rejected hard copy files for future

reference.

SHARING OF IIR FINDINGS & SCORECARDS WITH BM's

After conducting the HR round interview the HR opinions and

interview scorecards regarding selected profiles are shared with the

BM's as to know the BM's opinion about the profiles. The rejected

profiles by the BM's are then sent to the hiring tracker and the

selected ones are carried forward.

PERSONAL INTERVIEW WITH BM / REPRESENTATIVE

The selected profiles at this stage are called for a personal

interview with the BM / Representative and once again the profile

selected by the BM by personally meeting the candidates are

carried forward and the rejected profiles are kept in hiring tracker /

rejected hard copy files for future reference.

PERSONALITY ASSESSMENT (SHL / THOMAS)

After passing the personal interview with BM the selected

applicants have to give an online personality assessment test such

as SHL / THOMAS. At this test the attitude, the personality, the

SWOT Analysis of the applicant is judged.

If the personality assessment is positive the applicant profile is

carried forward and if it is negative then it is rejected and kept at

the hiring tracker / rejected hard copy file for future reference.

FINAL ROUND INTERVIEW

The positive applicants profile is finally called for the final round

interview to test his IQ, his intelligence and his suitability to the

vacant job.

After this interview the rejected applicant profiles are kept at hiring

tracker / rejected hard copy files for future reference and the

selected applicant profiles are carried forward for final verdict.

REFERENCE CHECK TO BE CARRIED OUT BY HR

The candidate who is finally selected or who is getting the job is

asked for a reference check. This reference check is conducted to

know more about the candidate, his background, his behavior and

to check whether the information provided by him is correct or

wrong.

This reference check is carried out by following the Reference

check format. If the reference check is negative the profile is kept

at the hiring tracker/ rejected hard copy files and if it is positive his

profile is carried forward.

MAKING OFFER & NEGOTIATION

Profiles having positive reference checks are called up for making

final offer and negotiation with them regarding their job,

Organizational Structure & his / her position in the organizational

structure, his / her Current Salary Structure in the organization,

explaining about the company goals and objectives, rules and

regulations of the company, allowances given by the company etc.

He is also given his final approval mail from the BM.

If the applicant rejects or does not agree to the terms & conditions

of the company his profile is kept at hiring tracker / rejected hard

copy files and if he accepts the terms & conditions he is given the

job and his profile is updated and he is updated in the

organizational structure.

RESEACRH METHODOLOGY

RESEACRH METHODOLOGY

This project report is based on primary as well as secondary data.

PRIMARY DATA:

"The primary data is the data collected afresh & first time and

happens to be the first hand information."

OR

"The primary data is data which is collected by researcher directly

from the respondents"

There are various methods of primary data collection, such as:

1. Observation method

2. Interview method

3. Questionnaire

4. Schedules etc.

• Sample size:

It means the number, of persons or items selected from the universe to

constitute a sample.

The sample size of this project is 10-12 executive employees of Hotel

Aurora Towers

Sampling technique:

It refers to the method to be applied / the technique to be used in

Selecting the Sample. The technique used may be deliberate or purposive

sampling, random sampling, systematic sampling, stratified sampling,

area sampling, extensive sampling.

The sampling technique applied for this project report is Simple random

technique

Study period

Study period refers to the time and duration required for the

researcher to complete his research.

Study period for this research report is: 60 days in total.

Tools for data collection:

The tools / methods used to collect primary data for this research

report are through:

1. Telephonic interviews

2. Personal face-to-face interview

3. Oral questionnaire method.

SECONDARY DATA:

"The data which is collected by someone and gone through the statistical

process is called secondary data."

OR

"The data which is collected by someone and used for the purpose of

research by another person is called secondary data."

Tools for secondary data collection:

The tool / methods used for collecting secondary data for this project

report are different websites of manpower, Google , HR reports of the

company, company profile magazines etc.

ANALYSIS & INTERPRETATION

ANALYSIS & INTERPRETATION

To Recruiters of the organization

1) Are you satisfied with the recruitment process in Hotel Aurora Towers

is seen that

a) Not at all b) Satisfied c) Totally satisfied d) Good e) Excellent

Options b d e Total

Response 3 4 3 10

Percentage 30 30 40 100

b d e0

5

10

15

20

25

30

35

40

3 4 3

30 30

40

ResponsePercentage

Interpretation: -

From the above response it is seen that Hotel Aurora Towers

management meets the standards of recruitment process

2) Whether the recruitment process is documented?

a) Yes b)No

Options a b Total

Response 7 3 10

Percentage 70 30 100

a b0

10

20

30

40

50

60

70

73

70

30 ResponsePercentage

Interpretation: -

From the above responses it is seen that majority of employees feel that

recruitment process is documented in the company. However, they can

access whenever they want. 30% of the people don't have knowledge

about it.

3) Is the recruitment process uniform at all level?

a) Yes b) No c) Varies as per department

Options a c Total

Response 1 7 10

Percentage 30 70 100

a c0

10

20

30

40

50

60

70

1

7

30

70

ResponsePercentage

Interpretation: - From the above responses it is seen that recruitment

process varies many time department heads to select the right person

for the from department to department, so it helps the job as per his

requirement and needs.

4) Whether the response from the client after giving the requirement in all

the process is satisfactory?

a)Not slow b)Slow c)Quick d)Very responsive e)Excellent

Options b c e Total

Response 2 5 3 10

Percentage 20 50 30 100

b c e0

10

20

30

40

50

60

25

3

20

50

30ResponsePercentage

Interpretation: -From the above responses it is seen more than 50% of

recruiters feel that the response is quite quick.

5) Whether the management are satisfied with the recruitment process

carried out by company?

a) No b) Not much c) To some extent d) Very much

Options b c d Total

Response 2 5 3 10

Percentage 20 50 30 100

b c d0

5

10

15

20

25

30

35

40

45

50

25

3

20

50

30

ResponsePercentage

Interpretation: -

From the above responses it is seen that management are satisfied to

some extent.

6) Whether the candidates are satisfied with the recruitment process

carried out?

a) No b) Not much c) To some extent d) Very much

Options a b c d Total

Response 1 2 1 2 10

Percentage 10 20 50 20 100

a b c d0

10

20

30

40

50

60

1 2 1 2

10

20

50

20

ResponsePercentage

Interpretation: -

From the above responses it is seen that most of the candidates are

satisfied with the process of recruitment but still almost 30% were

not so satisfied.

Analysis Of Procedures & Methodology Adopted In The Process Of

Recruitment & Selection

1. What are the Sources used for talent acquisition ( Hunting the

Heads )?

Personal contacts

Referrals' from the candidates.

Job portals where candidates have posted their resumes

Direct walkins.

From consultancy

2. From the Above different sources which is the source you get

more response?

Referrals' from the candidates. &

Job portals where candidates have posted their resumes

3. What are the stages used for conducting the interview ?

First stage call up the potential candidates

First round is the HR round where candidate's communications

skills & academic records are checked

Second round is the aptitude round where candidate's IQ level is

checked

The last round is the operations round where the operations

manager takes the interview of the potential candidate he checks if

the candidate is fit for his process.

4. How do you co- relate the job fit and culturally fit manning ?

Earlier it was a problem where the job of Hotel & the culture of the

people was clashing now everybody is aware that they have work

in shifts & they would be dealing with people from residing in

India an abroad. Also at the beginning candidates been asked by

the consultants & HR if they comfortable in working shifts.

5. Which are the preferential areas in selecting a candidate

The preferential areas in selecting the candidate is his fluency in

English. The other things which come in the later part which are : -

Education Qualification

Personality

Knowledge about subject matter

6. What is generally the lead time to join the organization

expected by the employer and generally taken by the

candidates ?

According to the company the candidate should join as soon as

possible,

If the candidate is currently working somewhere then in that case

he might take one month to join as he need to serve the notice

period in his existing company which is the requirement for

leaving the present job & based on that the employees are given the

experience letter.

7. Which parameters do you consider for selection even if the

employee possessing the resignation?

If the on the resume of the candidate if it is shown that the

candidate is a job hopper & frequently shifting from one company

to another generally these kind of candidates are not selected if it is

found that they hopping jobs because of like in the salary.

If there is other reason such as too growth Or else the entire

company got shut down then based on the circumstances the

candidates are considered.

8. What is the ratio in between the requisition of the vacancies

and the candidates interview?

As this is a volume hiring always the candidates interview should

be higher than the requisition of the vacancies as few of the

candidates do not turn up at the time of joining. Generally the ratio

is 20% higher the requisition of vacancies.

9. Do you have the data and information bank related with

unsolicited application And the candidates who have been

rejected ?

Yes we have to maintain the data of all the candidates whether they

are selected or not also at the same time we need to maintain a

separate data for the unsolicited application as at times they are not

allowed to apply in future.

10.Do these candidates are called for the subsequent interview for

Reconsideration ?

Yes the candidates who have been rejected on the basis of

communication skills or Education background etc.. they are

reconsidered.

For the same position they can apply after 3 months.

FINDINGS QF STUDY

The findings during the work carried out by me can be categorized into

two categories as it is said that every coin has two sides:-

a) Positive findings:-

1. A majority of employees feel that recruitment process carried out

in the company is satisfactory.

2. Some employees feel that each recruiter gets an opportunity to do

the whole process right from the recruitment to client co-

ordination.

3. The new joiners are very much satisfied with the process of

training given to them regarding recruitment.

4. Since the recruitment is a volume based recruitment it can be easily

achieved with the help of the consultants & placements service.

5. Consultants make sure that the right candidate is placed in the right

company for e.g. if the candidate demands for the higher wages

then he can pro actively ask the consultancies that which is the

company paying the highest wages in the market based on the

information he can directly join that company instead of him going

through different companies & checking the package.

B) Negative findings:-

1. Some employees were moderately or not much satisfied with the

process.

2. Since there is a gap in between their expected pay scales & actual

in hand compensation

3. Since rules and regulations are very dynamic, so most of the

employees face difficulty to adjust with them.

4. Most of the candidates do not turn up when they are called up for

the interview.

5. Many a time the interview calls are spontaneous the result yielded

is the prospective candidate does not have time to prepare for

interview.

C) Special Findings: -

Since the process involves continuous sitting at one place so refreshment

was provided to the candidates who had come for the interview.

This being as unique exp by candidates it helps to build the goodwill of

the company

SUGGESTIONS

SUGGESTIONS

Following are the suggestions to improve the recruitment process:-

The process should be future oriented, which can be done by

keeping attitude and knowledge in consideration instead of just

emphasizing on qualification and experience.

While following the process the time and economy factor should be

taken into consideration.

The recruiter should also take the references of his friends or any

one he knows who looking for a job from the candidate who has

come for the interview.

CONCLUSION

CONCLUSION

Recruitment is the first step in the process of acquiring and

retaining human resources for an organization. In today's rapidly

changing business environment organizations have to respond

quickly to requirement for people.

The purpose of recruitment is to carry out effective recruitment of

strong candidates as in to retain them in the organization and

achieve the required goals of it.

Improper recruitment can prove very costly for the organization

and can lead to loss to company.

But Hotel Aurora towers takes into consideration the time allotted for

fulfilling the requirements and fulfills them in an appropriate manner

within the stipulated time. It believes in quality not quantity. It realizes

the value of manpower and try the best not to waste the manpower. Hence

each and every employee is guided to follow the process taking this into

consideration.

Ensuring the quality of the persons to be recruited is a very difficult task

because there are several diff influential factors impacting on the system,

in context to the recruitment,

So the base of selection is considerably broad.

LIMITATIONS

LIMITATIONS

Each and every research carried out has some limitations due to various

reasons. Since the research is a never-ending process so some limitations

arise, because some expectations are not fulfilled. The major limitations

are as follows: -

Due to the stipulated time frame, the headhunting process was

difficult to carry out, and was unable to work on hard-core

requirements of IT

Convenient sampling is used as a mode of conducting research.

Since most of the candidates were never use to turn up so the drive

for the interview was not possible.

Most of the recruitment was done on the executive/advisor level so

couldn't study much as compare to middle level or higher

management level recruitment.

The study was carried out within 2 months time period.

ANNEXURE

1. Are you satisfied with the recruitment process in Hotel Aurora

towers

2. Whether the recruitment process is documented?

3. Is the recruitment process uniform at all level?

4. Whether the satisfactory?

5. Whether the Management satisfied with the recruitment process

carried out by company?

6. Whether the candidates are satisfied with the recruitment process

carried out?

BIBLIOGRAPHY

BIBLIOGRAPHY

a. Books:-

Mamoria C. B, S.V Gankar(2006); Personnel Management;

Himalaya Publishing House Pvt. Ltd; Mumbai; pp. 186-190.

Ashwathappa K.(2006); Human Resource Management; Tata Mc

Graw Hill; Noida; Pp. 137-140

b. Internet Sites :-

<http://recruitment.naukrihub.conVmeaning-of-recruitment.html>

>http://recruitment.naukrihub.com/importance-of-recruitment.html>

>http://recruitment.naukrihub.com/recruitment-process.html>

<http://recruitment.naukrihub.com/e-recruitment.html>

<http://www.citehr.com/14439-difference-between-recruitment-

selection.html>

c. E-recruitment

Many big organizations use Internet as a source of recruitment. E-

Recruitment is the use of technology to assist the recruitment

process. They advertise job vacancies through worldwide web. The

job seekers send their applications or curriculum vitae i.e. CV

through e mail using the Internet. Alternatively job seekers place

their CV's in worldwide web, which can be drawn by prospective

employees depending upon their requirements.

The two kinds of e- recruitment that an organization can use is -

Job portals - i.e. posting the position with the job description and

the job specification on the job portal and also searching for the

suitable resumes posted on the site corresponding to the opening in

the organization.

Resume Scanners: Resume scanner is one major benefit provided

by the job portals to the organizations. It enables the employees to

screen and filter the resumes through pre defined criteria's and

requirements (skills, qualifications, experience, payroll etc.) of the

job.

Some of the advantages and the disadvantages of e- recruitment are

as follows:

Advantages of E-Recruitment are:

Lower costs to the organization. Also, posting jobs online is

cheaper than advertising in the newspapers.

No intermediaries.

Reduction in the time for recruitment (over 65 percent of the hiring

time).

Facilitates the recruitment of right type of people with the required

skills.

Improved efficiency of recruitment process.

Gives a 24*7 access to an online collection of resumes.