A PROJECT ON –

A Study On The Effectiveness Of

“RECRUITMENT” And “SELECTION”
Process
Submitted In The Partial Fulfillment Of The Requirement For Qualifying

MASTER OF BUSSINESS STUDIES

FROM
BHARATHIAR UNIVERSITY
IIBS COLLEGE KOLKATA

SUBMITTED BY:-

MONIKA KUMARI PANDEY

REGISTRATION NO. :- 17P35F0143
SPECIALIZATION:- HR & MARKETING
FOR ACADEMIC YEAR :- 2017-2019

1
DECLARATION
I the undersigned hereby declare that the project
report entitled “A Study On The Effectiveness Of
Recruitment and Selection Process ” is an original
work developed and submitted by me under the
guidance of Prof. Rupsa Roy.
The empirical findings in this project report are not
copied from any report and are true and best of my
knowledge.

DATE:-
PLACE:- Kolkata
ROLL NO.:-

Signature of student

2
CERTIFICATE

This is to certify that the project entitled “A Study On

The Effectiveness Of Recruitment and Selection
Process” submitted by ‘MONIKA KUMARI
PANDEY’ in partial fulfillment for the award of
Master of Bussiness Studies; Bharathiar University
is her original work and does not form any part of the
projects undertaken previously. Also it is certified
that the project represents the original work on the
part of the candidate.

Place: KOLKATA
Date:

Signature of Guide

3
ACKNOWLEDGEMENT

With immense please I am presenting “A Study On The

Effectiveness Of Recruitment and Selection Process” Project
report as part of the curriculum of ‘Master of Bussiness Studies’.
I would like to show my gratitude, love and respect
towards my Zonal HR manager and mentor Mr. Rabin Patra
(Zonal HR of East Zone), and my Friends. They played a pivotal
role throughout my tenure and I am humbled for their cooperation
and support. Secondly, Dr. Rupsa Roy (Dean of IIBS), and Mr.
Souren Koner (faculty of IIBS), giving me this golden
opportunity to work in a corporate environment and have glimpse
of how it functions.

Also thanks to Mr. Mahasin Mallick (Placement Department)

and all the faculty members of IIBS at Kolkata branch for their
continuous guidance and support.

College of Management, who provided moral support, a

conductive work environment and the much-needed inspiration to
conclude the project in time and a special thanks to my parents
who are integral part of the project.
I extend my gratitude and love to each one
of them, who corrected my mistakes and ensured all my
objectives were achieved in due course of time.
4
 PREFACE

“Give a man a fish, he will eat it.

Train a man to fish, he will feed his family.”

It is of an immense important in the field of management. It

offers the student to explore the valuable treasure of experience
and an exposure to real work culture followed by the industries
and thereby helping the students to bridge gap between the
theories explained in the books and their practical
implementations.
Research Project plays an important role in future
building of an individual so that he/she can better understand the
real world in which he has to work in future. The theory greatly
enhances our knowledge and provides opportunities to blend
theoretical with the practical knowledge.
I have completed the Research Project on “A Study
On The Effectiveness Of Recruitment and Selection Process”
I have tried to cover each and every aspect related to the topic
with best of my capability.
I hope research would help many people in the future.

5
CONTENTS
SL No. TOPIC Page No.
1. Executive Summary

2. Profile of the Organization

3. Company Profile

4. Mission And Vision

5. Functional Area Of Recruitment Specialization in NJ

6. Requirements I worked on in NJ India Invest

7. Human Resource Management – Introduction

Meaning and Definition

8. Recruitment

9. Factors that influence Recruitment

10 The Recruitment Process

11. Stages for Recruitment in Human Resource

12. Purpose & Importance of Recruitment

13. Comparative Advantage & Disadvantage of Recruitment Source

14. Selection

15. Advantage of Selection

16. Selection Process & Steps

17. Research Methodology

18. Data Analysis & Interpretation

19. Conclusion, Suggestions; Findings; & Limitation

20. Webliography & Bibliography

6
Executive Summary

The project titled “A STUDY ON THE

EFFECTIVENESS OF RECRUITMENT AND
SELECTION PROCESS” Undertaken in NJ
INDIA INVEST Pvt. Ltd. Company. The project
report is about recruitment and selection process
that’s an important Part of any organization.
Which is considered as a necessary asset
of a company?
In fact, recruitment and selection
gives a home ground to the organization acumen that
is needed for proper functioning of the
organization. It gives a organizational
structure of the company. It’s a methodology
in which the particular organization works and
how a new candidate could be recruited in such
a way that he/she would be fitted for the right
kind of career.

7
 PROFILE
OF THE
ORGANIZATON

8
ABOUT THE COMPANY

An evolving, emerging & enterprising group with its roots in the

financial services sector and today expanding into newer horizons with
great passion.

The vision of the group is to be leaders in businesses driven by

customer satisfaction, commitment to excellence and passion for
continued value creation for all stakeholders. This vision has helped us
grow and build the trust of our customers and associates which is at the
cornerstone of everything we do. Trust is also at the heart of our success
and the driver for passion for our success.

NJ Group is a leading player in the Indian financial services industry

known for its' strong distribution capabilities. The journey of NJ began
in 1994 with the establishment of NJ India Invest Pvt. Ltd., the flagship
company, to cater to investor needs in the financial services industry.
Today, the NJ Wealth Distributor Network, earlier known as the NJ
Funds Network, started in 2003 is among the largest networks of
financial products distributor in India.

Over the years, NJ Group has diversified into other businesses and
today has the presence in businesses ranging from financial products
distributor network, asset management, real estate, insurance broking,
training & development and technology. Our rich experience in financial
services, combined with executional capabilities and strong process &
system orientation, has enabled us to shape a rising growth trajectory in
our businesses.

NJ Group is based out of Surat in Gujarat (India) and has presence in

94* locations in India and has over 1,400+* employees.

9
MISSION AND VISION OF COMPANY

Mission:-
They work towards building trusted relationships with stakeholder,
for inclusive growth through constant process of innovation; time
bound implementation & execution of ideas and technological
developments. The stretch our means and go overboard to make sure
that our client aspirations, dreams and expectations are met with,
through high service standards.

Vision:-

 Total Customer Satisfaction

 Commitment To Excellence
 Determination to Succeed with strict adherence to compliance
 Successful Wealth Creation of our Customer
 Creating Wealth Transforming lives.

10
Company’s Businesses

NJ Wealth - Financial Products Distributors Network is one of

India's leading and most successful networks of distributors in the
financial services industry.
Started in 2003, the NJ Wealth seeks to reach out to the common
man and extend the opportunity to create wealth through an
empowered network of financial product distributors – the NJ
Wealth Partners. To its Partners, NJ Wealth provides a full
service, comprehensive business platform with end-to-end
solutions critical for success in financial products distribution
practice. With its compelling set of offerings covering every area
of distribution practice, NJ Wealth has managed to successfully
transform the lives of many small and big distributors.
Driven by the strong vision of 'Creating Wealth and Transforming
Lives', NJ Wealth's constant endeavor is to build on the ideas that
are meaningful & effective in scaling business challenges, seizing
available opportunities and serving the interests of the customer.
The NJ Wealth family has grown steadily and today it has
over 24,800+ NJ Wealth Partners, spread across 97 branches in
23 states in India with over 12,00,000+ investors and over
INR 32,500+ Crores of mutual fund assets under advice.
Irrespective of the numbers though, it is trust in us which fuels
the passion for creating solutions with excellence that touch many
lives, day after day.

11
Functional Area of Recruitment Specialization

NJ India deals with all “Marketing requirements”; below mentioned are

some of the Functional area
of recruitment where NJ is specialized:

 Sales & Marketing (All areas): Executives, Regional Manager,

Marketing Head

 HR

 Branch Manager

 Assistant Manager

 Unit Manager.

 NJ Partners

 Customer Relationship Officer (CRO)

 Senior Executive Tele caller

 Sales Manger

 Back Office

12
REQUIREMENTS I WORKED ON IN NJ:

 Unit Manager :-
Kolkata, Ranchi, Jamshedpur, Raipur, Bhilai, Bhubaneshwar
(East Zone)

 CRO Profile :-
Kolkata, Ranchi

 Senior Executive Partner Recruitment :-

Surat (Gujrat)

13
HUMAN
RESOURCE
MANAGEMENT

14
INTRODUCTION

Resource means, a source, which can be used when needed. Each and
every resource has a last point of finish. But, while about human resources
i.e. human skills, techniques, ideas, aptitudes, etc., it may not have a last
point of finish. Compared to other resources it depreciates, while human
resources appreciate with the passage of time. Amongst all resources
required for an organization Human Resource is the most important
resource.
Therefore, success of any organization depends on the
management of human resources. In generic terms, Human Resource
means, “The total knowledge, skills, creative abilities, talents, aptitudes,
values, attitudes, approaches” in a personnel. Generally, some resources
are developed, while some are obtained through heredity. When these
resources are used in a way such that maximum benefits can be taken out
of it, then it is called “Human Resource Management”. Human resource
management is the organization function that deals with issues related to
people such as compensation, hiring, performance management,
organization development, safety, wellness benefits, employee
motivation, communication, administration and training. The purpose of
human resource management in an organization is to achieve maximum
individual development, favorable working atmosphere and constructive
relationship between employers and employees; in other words effective
utilization of Human Resources. Human resource management is a
strategic approach to the motivation and development of people, and to
gaining their commitment so that they can make their best contribution to
organization success.

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MEANING & DEFINITIONS

Human resource management can be defined as that part of management

process which develops and manages the human elements of enterprise
considering the resourcefulness of the organization’s own people in terms
of total knowledge, skills, creative abilities, talents, aptitudes and
potentialities. It refers to the qualitative and quantitative aspects of
employees working in an organization. It is a process of making the
efficient and effective use of human resources so that the set goals are
achieved.
In simple sense, “Human Resource Management means employing
people, developing their resources, utilizing, maintaining and
compensating their services in tune with the job and organizational
requirements with a view to contribute to the goals of the organization,
individual and society”.

 According to Leon C. Megginson, the term human resources can

be thought of as “the total knowledge, skills, creative abilities,
talents and aptitudes of an organization’s workforce, as well as the
values, attitudes and beliefs of the individuals’ involved”.

 According to Filippo, “Human Resource Management is planning,

organizing, directing and controlling of the procurement,
development, compensation, integration, maintenance and
separation of human resources to the end that individual,
organizational and social objectives are accomplished”.

16
RECRUITMENT

17
Recruitment Definition
Recruitment refers to the process of finding possible candidates for a job or
function, usually undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking for
recruits. Advertising is commonly part of the recruiting process, and can occur
through several means through online, newspapers, using newspaper dedicated to
job advertisement, through professional publication, using advertisements placed in
windows, through a job center, through campus interviews, etc.

Recruitment Meaning

 Employing the right staff is an important human resource challenge faced by

all employers.
 Recruitment is an expensive business, which includes the cost of advertising
and the cost of current employees’ time interviewing and selecting the right
candidate.
 Good recruitment and selection can result in:
a] reduced labour turnover

b] reduced absence

c] reduced stress levels

 A recruitment process should be:

a] Efficient - cost effective in method and sources

b] Effective - producing enough suitable

c] Fair - ensuring that decisions are made on merit without discrimination.

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Recruitment and Selection

Definition :- Recruitment is the process of identifying and attracting a group

of potential candidates from within and outside the organization to evaluate for
employment. Once these candidates are identified, the process of selecting
appropriate employees for employment can begin.

Recruitment and Selection Practices :- The more effectively

organizations recruit and select candidates, the more likely they are to hire and
retain satisfied employees.

Purpose :-

a) The objectives of this study were to:

1. Identify general practices that organizations use to recruit and select

employees.

2. Determine which recruitment and selection practices are most effective.

3. Determine how the recruitment and selection practices affect

organizational outcomes.

b) Recruitment is the process of identifying and attracting potential

candidates from within and outside an organization to begin evaluating them for
future employment. Once candidates are identified, an organization can begin the
selection process.

19
Search & Selection
The search and selection process is the foundation for all future employee
relations activities. As such, a considerable amount of employee resources is
rightfully spent on working on screening committees and in hiring employees.

Planning :- As will become evident in further review of this document, planning

is an essential component to nearly every step of the search and selection process.
We must plan the way the position can meet the needs of the department while
appropriately using available resources, plan a recruitment strategy, and plan a
screening strategy and, finally, a selection strategy.

Needs assessment :-

The first step in any process is to determine the goals that you would like to
accomplish. In Search and Selection, this process usually takes one of two forms:

1) An addition to staff :- In the event that the job is new and has not been graded
before, it will be necessary for the supervisor to complete the Position Analysis
Questionnaire, which will identify the job responsibilities and competencies
required, as well as aid in establishing the appropriate salary grade for the position.

2) A replacement of staff :- The time when a current employee vacates an existing

position can be an optimal time to review the organization and determine if a
reallocation of position responsibilities is appropriate. Often, a juggling of
responsibilities within a unit can create promotional opportunities, new skills, job
enrichment and could better match the remaining incumbents skills with the skills
required for the position.

20
Identification of minimum requirements and
preferred qualities
During the posting and recruitment process, the college identifies and
announces minimum requirements for fulfilling the responsibilities of the position
as well as those qualities, which the supervisor believes, will lead to further
success in the position.

Development of Screening Materials

Once the position requirements and preferred qualities are identified, it

should be easy for the supervisor to identify the screening questions. Since the
committee should only be asking questions which related to the decision of who to
forward to the supervisor in the next step of the process, the only topics the
committee needs to address are those which have been identified by the supervisor
as being either preferred or necessary qualities (as defined in the Notice of Vacancy).

The three parts to the screening process

a) Paper review

b) Interviews with the candidates

c) Interviews with each, respective candidates references

21
The interviews with the candidates
As addressed previously, the interview questions should cover specific
areas of concern. In the previous section, sample interview questions are offered for
the hiring supervisor in developing the interview questionnaire. Similar to
developing the rating scale in the paper review process, the supervisor will assign
maximum point values to each question, based on their relative importance to other
criteria being reviewed.

Qualities that could fall into this category include:

 ability to adapt to change

 ability to display a positive outlook
 ability to follow instructions

Development of Recruitment strategy

Even though s/he is not part of the screening process, the hiring supervisor
steers the search by developing the recruitment criteria, the position requirements
and preferred qualities, the rating scales and interview questions.

The recruitment
strategy is the stage where the hiring supervisor determines, with assistance from
Human Resources, the timing for the search as well as the way that the position
vacancy will be communicated.

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OBJECTIVES

 To study the existing recruitment and selection process the

organization is using.

 To study various factors involved in recruitment and selection

process.

 To study the methods and techniques used in recruitment and

selection process.

 To study and identify how the present process affect

organizational outcomes.

 To find employers and employees opinion about present

process and provide a suggestion for improvement.

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FACTORS THAT INFLUENCE RECRUITMENT:

i) Size of the organization :-

A large organization is bound to have a higher demand for new
employees. It is bound to look for more people, since the structure will
require more manpower. On the other end of the spectrum, a small
enterprise, like a new company just starting its operations, will require
only a lean staff.
Comparing the two, it is clear that the smaller enterprise will have a
simpler, more straightforward and shorter recruitment process, conducted
by only one or two people. The larger organization, however, will have a
lengthier and more complex recruitment process, one where several
members of the organization will take part in.

ii) Current employment conditions in the economy :-

Try comparing employment opportunities in a country with a developed
economy with that of an underdeveloped one. An organization operating
in an underdeveloped economy may have difficulty finding the candidates
with the talents and skills it requires. The availability of prospective
talents is one huge issue with respect to the economy that an enterprise
belongs to. The company will have to design and implement its
recruitment process in a way that will address this issue.

24
iii) Salary structure of the organization :-
Say one company is known to provide higher salaries and wages to its
employees. Once it advertises its open position, candidates are likely to
line up submitting their resumes. However, a company known to be quite
stingy with its wages will have more difficulty recruiting top talents.
In addition, it may even have problems keeping or retaining its employees,
since no employee would want to stay for a long time in a company that
will not pay him enough for his services.

iv) Working conditions within the organization :-

Maintaining employees’ job satisfaction is one way for organizations to
keep its employees, and attract new ones. Prospective candidates will first
look for work in companies or organizations that are known to provide
good working conditions and looks out for the health and well-being of
their employees.

v) Growth rate of the organization :-

There are organizations that grow at a fast rate, which means that they will
require new employees from time to time. However, there are also
organizations that do not grow as much, or even at all. The only time that
these organizations with low growth rates are likely to recruit new
employees would be when the old ones retire or resign.

25
 THE RECRUITMENT PROCESS

Conduct Job Analysis Sourcing of Applicants

 Build a Job  Preliminary Screening
Description  Initial Interview
 Review the Job  Conduct of various
Description tests for recruitment
 Setting  Final Interview
Qualification of
 Selection
Employee
 Defining the Salary
Range

Sourcing of Talent
RECRUITMENT Finalization of
 Networking
PROCESS the Job Offer
 Posting
 Print and  Making the
Media offer
advertise  Acceptance
of the offer
 Developing
by
proper
applicants
techniques
 Reputation of
the Company

Introduction and Induction of New Employees

26
 STEP 1: Conduct a Job Analysis
This step will allow the human resources manager, hiring manager, and other
members of management on what the new employee will be required to do in the
position that is currently open for filling up. This has to be done in a systematic
manner, which is what the job analysis is for.

According to human resource managers, the position or job description is the “core
of a successful recruitment process”. After all, it is the main tool used in developing
assessment tests and interview questions for the applicants.

(a). Build a job description :-

Before anything else, the organization must first know exactly what it needs. Or who
it needs. It could be that the organization deemed a need for a job that is not included
in the current roster of jobs. Hence, the need to create a new one.
Job analysis involves identification of the activities of the job, and the attributes that
are needed for it. These are the main parts that will make up the job description. This
part has to be done right, since the job description will also be used in the job
advertisement when it is time to source out talents.

The job description includes -

 Title and other general information about the position

 Purpose of the position in the unit, department, and organization as whole
 Essential functions of the job or position
 Minimum requirements or basic qualifications

(b). Review the job description :-

Once the job description has been created, it is a good idea to review it for accuracy,
and to assess whether it is current or not. Also, in cases where job descriptions are
already in place, there is a need to revisit them and check their accuracy and
applicability with respect to the status quo. What if the job description is already
outdated? A review will reveal the need to update the job description, for current
applicability.

27
 There are three positive outcomes from conducting a review
of the job description:
 To ensure continuous improvement of the organizational
structure:- This can be an efficient way of conducting organizational audit, to
determine which jobs are redundant and thus no longer needed, and which ones are
needed.

 To evaluate competencies for each position :- Jobs evolve. In as much as

circumstances and work conditions change, so will the requirements for the job. It is
possible that a job may require a new competency from the worker that it did not
need before. By evaluating the competencies, the impact of the job within the
organizational structure is ensured.

 To evaluate the wages or compensation for each position :- Without

management knowing it, the worker or employee performing a specific job may be
undercompensated, leading to dissatisfaction. By reviewing the job description,
management can assess whether the job is getting paid an amount that is
commensurate to the skills and competencies required.

(c) Set minimum qualifications for the employee who will do the job:
These are the basic requirements that applicants are required to have in order to be
considered for the position. These are required for the employee to be able to
accomplish the essential functions of the job. Therefore, they should be relevant and
directly relate to the identified duties and responsibilities of the position.
The organization may also opt to include other preferred qualifications that they are
looking for, on top of the minimum or basic qualifications.

(d) Define a salary range :-

The job must belong to a salary range that is deemed commensurate to the duties and
responsibilities that come with the position. Aside from complying with legislation
(such as laws on minimum wages and other compensation required by law), the
organization should also base this on prevailing industry rates.

28
 Step 2: Sourcing of Talent
This is the stage where the organization will let it be known to everyone that there
is an open position, and that they are looking for someone to fill it up.

Before advertising, however, the organization must first know where to look for
potential candidates. They should search out the sources where the persons that can
potentially fill the job are going to be available for recruitment. That way, they will
know where to direct their advertising efforts.

Various methods are employed by organizations in order to advertise the open

position.

 Networking :- Word-of-mouth is the best form of advertising, and when it takes

the form of networking, it becomes more effective. In recruitment, this is often done
through representatives of the company attending college and career fairs, letting
them know about the opening in their organization. This is a tactic employed by
large software and tech companies that want to hire fresh, young and brilliant minds
into their organization. They personally visit colleges, targeting the top students.
They also use their connections within the industry to attract the attention of talents
with the highest potential.

 Posting :- Recruitment often involves the application of candidates both from

within and outside the company. Thus, in order to attract the best possible talents, it
is recommended that the posting of the open positions be made internally and
externally. Internal posting usually takes the form of the vacancy announcement
being displayed in bulletin boards and other areas within the business premises
where the employees and visitors to the company are likely to see it. Posting
externally may be in the form of flyers being distributed, or vacancy notices being
displayed in other areas outside of the business premises. Companies with websites
often post open positions on their company site, while some also use job boards.

 Print and media advertising :- One classic example of this would be the
Classifieds section of the local daily or weekly newspaper. Companies looking for
people to fill up open positions make the announcement in the newspapers,
providing the qualifications and the contact details where prospective applicants may
submit their application documents. When trying to attract the attention of suitable
candidates, the organization makes use of various tools and techniques. If it wants
to get the best candidates, then it should not be haphazard about things.

29
 Developing and using proper techniques :- The company may include
various offerings in order to attract the best candidates. Examples are attractive
salaries, bonus and incentive packages, additional perks and opportunities that come
with the job, proper facilities at work, and various programs for development.

 Using the reputation of the company :- Perhaps the best publicity that the
company can use to attract candidates is its own reputation in the market. If the
company is known for being a good employer – one that aids in its employees’
personal and professional growth and development – then it is a good point for the
company to capitalize on in advertising its open positions.

Step 3: Screening of Applicants

This is most probably the part of the recruitment process that requires the most
amount of work. This is where the applicants’ skills and personalities are going to
be tested and evaluated, to ascertain whether they are a good fit for the job and its
description.

 Preliminary screening:- It is often the case, especially in large organizations,

where one open position will receive hundreds to thousands of applications from
candidates. In an ideal world, it would be good for the hiring managers to be able to
interview each and every single one of them. However, that is also impractical, and
very tedious. Not really advisable, especially if the organization is in need of
manpower in the soonest possible time. Thus, there is a need to shorten the list of
candidates, and that is done through a preliminary screening. Usually, this is
conducted by going through the submitted resumes and choosing only those that are
able to meet the minimum qualifications. It is possible that this would shorten the
list of applicants, leaving a more manageable number.

 Initial interview:- The candidates who were able to pass the preliminary
screening will now undergo the initial interview. In most cases, the initial interview
is done through phone. There are those who also conduct interviews through videos
using their internet connection. Often a basic interview, this may involve the
candidates being asked questions to evaluate or assess their basic skills and various
personal characteristics that are relevant to the open position.

30
 Conduct of various tests for recruitment :- The hiring managers may
conduct tests on the skills of the candidates and how they use these skills and talents.
Other tests that are often employed are behavioral tests and personality assessment
tests.

 Final interview : - Usually depending on the number of candidates for the job,
and the preference of the hiring managers and senior management, a series of
interviews may be conducted, gradually narrowing down the list of candidates. This
may go on until the company has finally come up with a shortlist of candidates that
will undergo a final interview. Often, the final interview requires a face-to-face
meeting between the candidate and the hiring managers, as well as other members
of the organization. Top management may even be involved during the final
interview, depending on the job or position that will be filled up.

 Selection:- In this stage, the hiring managers, human resources representatives,

and other members of the organization who participated in the process meet together
to finally make a selection among the candidates who underwent the final interview.
During the discussion, the matters considered are:

Qualifications of the candidates who were able to reach the last stage of the screening
process

Results of the assessments and interviews that the final pool of candidates were
subjected to.
There will be no problem if they have a unanimous decision on the candidate that
the job will be offered to. In case of varying opinions, the majority will prevail.
If they do not arrive at a decision, there may be a need to restart the recruiting
process, until such time that they are able to reach a decision that everyone will be
satisfied with.

31
 Step 4: Finalization of the job offer
The last step of the previous phase involves the selection of the best candidate out
of the pool of applicants. It is now time for the organization to offer the job to the
selected applicant.

 Making the offer :- To make things more formal, a representative of the company
or of the human resources department will contact the candidate and inform him that
he has been selected for the job.

 Acceptance of the offer by the applicant :- The applicant should also

communicate his acceptance of the offer for it to be final. Take note that, if the
selected applicant does not accept the job offer and declines it, the recruitment
process will have to start all over again.

Step 5: Introduction and Induction of the New Employee

The moment that the applicant accepted the job offer, he has officially gone from
being an applicant to an employee of the organization. The induction process will
now begin.
Usually, the beginning of the induction process is marked by the signing of the
employment contract, along with a welcome package given to the new employee.
The date for the first day that the employee will have to report for work and start
working in the company will be determined and communicated to the newly hired
employee.

However, it doesn’t end there. The employee will still have to undergo pre-
employment screening, which often includes background and reference checks.
When all this pre-employment information have been verified, the employee will
now be introduced to the organization.

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Stages for Recruitment in

Human Resources

There are several important stages that most organizations use when
recruiting employees. The recruitment stages include:

 Job analysis : The human resources representative needs to

review and analyze what they need the new employee to do in the
open position. From that analysis, the representative needs to build
a job description, which describes the essential duties of the job.
The representative also needs to set minimum qualifications, and
define a salary range.

 Advertise : The search begins for applicants through networking,

advertising, or other search methods in order to find applicants who
match the job requirements.

 Screening applicants : Screening involves testing skills

and/or personalities. It also includes the assessment of the
applicant's motivation and their fit with organizational requirements
through the interview process.

 Finalizing : The applicant is offered a job, which includes a

compensation package. Once the candidate has accepted the offer,
the organization helps with the introduction of the new employee.

33
PURPOSE AND IMPORTANCE OF
RECRUITMENT

 Attract and encourage more and more candidates to apply in the

organization.

 Create a talent pool of candidates to enable the selection of best

candidates for the organization.

 Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

 Recruitment is the process which links the employers with the

employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing

number of visibly under qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.

 Meet the organizations legal and social obligations regarding the

composition of its workforce.

 Begin identifying and preparing potential job applicants who will be

appropriate candidates.

 Increase organization and individual effectiveness of various

recruiting techniques and sources for all types of job applicants
34
 COMPARATIVE ADVANTAGES AND DISADVANTAGES OF
RECRUITMENT SOURCES
ADVANTAGE DISADVANTAGE

EXTERNAL RECRUITMENT

1 Benefits of new skills, new talents and Better morale and motivation associated
new experiences to organizations. with internal recruiting is denied to the
organizations.

2 Compliance with reservation policy It is costly.

becomes easy.

3 Scope for resentment, jealousies and Chances of creeping in false positive and
heartburn are avoided. false negative errors.

4 It could help in injection of fresh Adjustments of new employees to the

blood. organizational culture takes longer time.

INTERNAL RECRUITMENT

1 It is less costly. It perpetuates the old concept of doing

things
2 Candidates are already oriented It abets raiding

towards organization

3 Organization have better knowledge Candidates current work may be affected

0000
about Internal Candidates.

4 Enhancement of employee morale Politics play greater role

and motivation
5 Good performance is rewarded Morale problem for those not promoted

35
SELECTION

36
Selection is the process of picking or choosing the right candidate, who
is most suitable for a vacant job position in an organization. In others
words, selection can also be explained as the process of interviewing the
candidates and evaluating their qualities, which are required for a specific
job and then choosing the suitable candidate for the position. The selection
of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its
objectives.

Different authors define Selection in different ways. Here is a

list of some of the definitions:

Employee selection is a process of putting a right applicant on a right job.

 Selection of an employee is a process of choosing the applicants,
who have the

 Qualifications to fill the vacant job in an organization. Selection is

a process of identifying and hiring the applicants for filling the
vacancies in

 An organization. Employee selection is a process of matching

organization’s requirements with the skill and the qualifications of
individuals.

A good selection process will ensure that the organization gets the right
set of employees with the right attitude.

37
Importance of Selection

Selection is an important process because hiring good resources can help increase
the overall performance of the organization. In contrast, if there is bad hire with a
bad selection process, then the work will be affected and the cost incurred for
replacing that bad resource will be high. The purpose of selection is to choose the
most suitable candidate, who can meet the requirements of the jobs in an
organization, who will be a successful applicant. For meeting the goals of the
organization, it is important to evaluate various attributes of each candidate such as
their qualifications, skills, experiences, overall attitude, etc. In this process, the
most suitable candidate is picked after the elimination of the candidates, who are
not suitable for the vacant job. The organization has to follow a proper selection
process or procedure, as a huge amount of money is spent for hiring a right
candidate for a position. If a selection is wrong, then the cost incurred in induction
and training the wrong candidate will be a huge loss to the employer in terms of
money, effort, and also time. Hence, selection is very important and the process
should be perfect for the betterment of the organization.

Advantages of Selection

A good selection process offers the following advantages:

It is cost-effective and reduces a lot of time and effort.
o It helps avoid any biasing while recruiting the right candidate.

o It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
It provides a guideline to evaluate the candidates further through strict verification
and reference-checking. It helps in comparing the different candidates in terms of
their capabilities, knowledge, skills, experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement
of a vacant position in an organization.

38
Selection Process and Steps

As we have discussed that Selection is very important for any

organization for minimizing the losses and maximizing the
profits. Hence the selection procedure should be perfect. A good
selection process should comprise the following steps:

Final Employment
Selection Interview

SELECTION
PROCESS

Medical Checking

Examination References

39
 Employment Interview :- Employment interview is a
process in which one-on-one session in conducted with the applicant
to know a candidate better. It helps the interviewer to discover the
inner qualities of the applicant and helps in taking a right decision.

 Checking References :- Reference checking is a process of

verifying the applicant’s qualifications and experiences with the
references provided by him. These reference checks help the
interviewer understand the conduct, the attitude, and the behavior of
the candidate as an individual and also as a professional.

 Medical Examination :- Medical examination is a process,

in which the physical and the mental fitness of the applicants are
checked to ensure that the candidates are capable of performing a
job or not. This examination helps the organization in choosing the
right candidates who are physically and mentally fit.

 Final Selection :- The final selection is the final process which

proves that the applicant has qualified in all the rounds of the
selection process and will be issued an appointment letter.

40
Salary Negotiation

Salary negotiation is done ahead of issuing an offer letter. This is the heart of
recruitment and selection process, wherein the actual worth of a right candidate will
be evaluated. The remuneration offered should be balanced, acceptable and agreed
by both the parties – the employer and the employee. Some organizations have salary
grades, which are already assigned for each and every position, hence the new
employee also receives the salary as per the grade for which the candidate is
qualified and selected for.
A Win-Win Situation The negotiations should be a win-win situation, where both
the candidate and the employer should benefit. If the candidate expects and demands
for a higher salary than the offered salary, then the employer can raise the package
(if the budget permits) in the following cases:
 The candidate is highly talented with a potential to deliver great results.
 The candidate has exceptional skills which are rare in the market.
Sometimes there is high demand for a skill and the market does not have sufficient
supply of qualified candidates to fill the gap. In such cases, the HR team offers
lucrative packages in order to attract talented professionals. Hiring managers, most
of the time, have a budget for each position and they are under pressure to hire the
right candidates without overshooting their assigned budget.

Making a job offer

Making a job offer is the final stage of recruitment and selection. Once a candidate
is selected, he/she will be issued an offer letter, which describes the designation, job
location, role, responsibilities, remuneration, benefits, and a few terms related to the
company policies. Most HR professionals tend to believe that making an offer is a
simple process, but in many cases, it is not so. Making an offer is a crucial part of
recruitment and selection, because it’s a stressful and demanding process until the
candidate joins the company, after issuing an offer. At this stage, a lot of
responsibility lies on the shoulders of the HR with regards to the process after
making an offer

41
How to Make a Job Offer?

Making a job offer is a delicate process and it should be handled carefully.

The outcome of this process can be one of the following:
 the candidate may accept and start working with the organization,
or
 the candidate may accept a better job offer from another
organization, if he gets one.
Hence, the HR team should take quick action at his stage. The following
points should be kept in mind while making a job offer: Do Not Delay:
Issue an offer letter as soon as a candidate is selected, especially if the
resources are limited Put the job offer on the table: While issuing an offer
letter, do not wait for the right time. Contact the selected candidate over
phone and give him a verbal confirmation that he/she is selected to fill the
position vacant.
Set a deadline to accept the offer:
Once the offer is issued to the candidate, set a reasonable deadline to
accept the offer. Take a confirmation from the candidate that he/she
should join as per the date of joining mentioned in the offer letter.
Stay connected: Even after the offer is
accepted by the candidate, it is the responsibility of the hiring manager to
be in touch with the selected candidate, till he/she joins the organization.
After finding
the right resource for the vacant job in the organization, the offer is
prepared and released to the candidate. It is crucial at this stage to follow
a correct process in order to close the deal and ensure that the selected
candidate joins the organization as per the terms issued in the offer letter.

42
 RESEARCH
METHODOLOGY

43
RESEARCH METHODOLOGY

The Process used to collect information and data for the purpose of making
business decisions. The Methodology may includes publication research,
interviews, surveys and other research techniques.

DATA COLLECTION:

 Sources of data collection:

1. Primary data
Primary data are collected afresh and for the first time. It is the data
originated by the researcher specifically to address the research problem. In
this study, primary data is collected primarily to understand the existing
recruitment and selection process the organization is using.

2. Secondary Data
Secondary data is collected from internet, registers, records,
journals, articles, magazines and annual reports of the organization

 Data collection Instrument:

Questionnaire Design begins with an understanding of the capabilities of a

questionnaire and how they can help in research. If it is determined that a
questionnaire is to be used, the greatest care goes into the planning of the objectives.

44
DATA SAMPLING:

Data sampling process includes the following steps that are sequentially shown :

 Define the Target Population

 Define the Sampling frame
 Determine the sample size
 Execute the sampling process

Sample Size Design :-

It refers to the number of elements to be included in the study. A sample design is a

definite plan for obtaining a sample from a definite population. It refers to the technique or the
procedure the researchers would adopt in selecting items for the sample. It is determined before
data is collected. In this study

50 samples is collected from the employers.

50 samples is collected from employees.

Sampling Process :-

Convenience Sampling: A convenience is obtained by selecting ‘convenient’

population units. The method of convenience sampling is also called the chunk. A chunk refers to
that fraction of the population being investigated which is neither by probability nor by judgement
but by convenience.

TOOLS FOR ANALYSIS :-

Percentage Analysis

Chi-square analysis

Correlation

F-test

45
  Percentage Analysis :-

In percentage analysis, charts like bar chart and pie charts are used to graphically
represent the results from percentage analysis of the questionnaire

 Chi-Square Analysis :-

The chi-square is one of the most widely used non-parametric tests in statistical work.
Karl Pearson first used the Chi-Square in the year 1900.
It is defined as
x2= Σ [O-E] 2/E

 Correlation :-

Correlation analysis deals with the association between two or more variables.
Correlation does not necessarily imply causation or functional relationship though the existence
of causation always implies correlation. By itself it establishes only co variation. In this research
rank correlation was used. The formula used to Finn rank correlation is

R= 1- 6 Σ D2 / N3 -N

 F-Test:-
F-test is used to find out whether the two independent estimates of
population differ significantly or whether the two samples may be regarded as
drawn from the normal populations having the same variance.

F is defined as

F= S12 / S22

46
 Data analysis
and
Interpretation
47
Q.1-In the supply of candidates is according to the demand in NJ Funds?

Candidates No. of respondent %

YES 74 74%
NO 26 26%
Total 100 100%

no.of respondents

26%

yes
no
74%

INTERPRETATION

From the above, it is clear that 74% of employees agreed that the supply
of the candidates is according to the demand, which affects the
recruitment and selection process

48
Q.2-Does the organization clearly define the position, objectives, requirement
and candidates specification in the recruitment process ?

candidates specification No. of respondent %

YES 70 70%
NO 30 30%
Total 100 100%

no. of respondnets

YES
NO

INTERPRETATION

From the above ,70% of the employees that the organization clearly
define the position, objectives, requirement and candidates specification
in the recruitment process

49
Q.3-Rate the effectiveness of the recruitment and selection process ?

Effectiveness No of respondent %
Poor 14 14%
Adequate 52 52%
Excellent 34 34%

no. of respondents

14%
34%

Poor
Adequate
Excellent
52%

INTERPRETATION

According to the majority of 52% of employees says that the

effectiveness of recruitment and selection process is in the level of
Adequate.

50
Q4-What are the sources adopted for recruitment and selection in NJ Funds?

Sources Adopted No. of respondent %

Employees Referred 10 10%
Campus Recruitment 8 8%
Advertisement 2 2%
Job Portal 80 80%

no. of respondents

10%
8% 2%

employees referred
campus recruitment
advertisement
80%
job portal

INTERPRETATION

From the above, the majority of 80% of the employees agreed that
the main source, which is adopted for recruitment & selection
process, is job portal.

51
Q5 : What form of interview did you prefer?

Sources No. of respondents %

Personal interviews 40 40%
Telephonic interviews 50 50%
Others 10 10%

no. of respondents

10%

40%

personal interviews
tlephonic interviews
50%
others

Interpretation
Most of respondents personal interviews 40%, telephonic interviews
50%, others means of interviews 10%.
52
Q6: what source you adopt to source candidates?

Sources No. of respondents %

Candidate referral 5 5%

Advertising 5 5%

Job portal 90 90%

no. of respondents

5% 5%

candidate referral
advertising
job portal
90%

Interpretation
This analysis shows that most of the respondents i.e. 90% responds
for job portal, 5% responds for advertising and rest 5% responds for
candidate referral.

53
Q7: what are the basic questions asks from candidates?

Sources No. of respondents %

Total experience 25 25%

Current job profile 25 25%

Current expected CTC 25 25%

Notice period 25 25%

no. of respondents

25% 25%

total experience
current job profile
current expected CTC
25% 25%
notice period

Interpretation

This analysis indicates that the respondents responds equally i.e.

25% for every question.

54
Q8: How do you track source of candidates?

Sources No. of respondents %

Online 80 80%

Data 20 20%

no.of respondents

20%

online
data
80%

Interpretation

This analysis shows that most of the candidates source by online i.e.
80% and rest re source by data i.e. 20%

55
CONCLUSIONS,
SUGGESTIONS,
FINDINGS
AND
LIMITATIONS

56
FINDINGS OF THE STUDY

 A majority of the respondents prefer to post their resume through NJ web sites
and job sites.
 The percentage analysis shows that the organization relies heavily on internal
sources.
 Most of the employees said that a newspaper source reaches them soon.
 A majority of employees inferred that they are satisfied with the response
given after recruitment.
 Most of the employees said that the final decisions about appointment should
be based only on merit.
 A majority of employers inferred that there organization is following a step
by step process with certain rules and regulations in identifying job vacancies.
 The percentage analysis shows that the organization is conducting job analysis
and job description for each job position.
 A majority of employers said that there organization using newspaper and
employee referral sources mostly.
 Most of the employers inferred that they are measuring the cost for the
recruitment sources by comparing the validated budget versus approved
budget.
 The correlation analysis shows that the questions asked in the interview and
comfortableness with the interviewer is positively correlated.
 Most of the employees are satisfied with the present recruitment and selection
process.
 A majority of the employers inferred that the present recruitment and selection
process is effective.

57
SUGGESTIONS AND RECOMMENDATIONS

 From the study, it is found that majority of the employees prefer to post their
resume in NJ India website. So the company can have exclusive career link in
its website to post resume.

 By using a separate link with resume screening software, the resumes can be
screened and managed effectively.

 From the study, it is found that newspaper is the effective medium to advertise
for recruitment. Since this company focus on candidates from Pondicherry,
they can advertise for mass recruitment.

 Relocation is the main problem for a candidate’s rejecting an offer. So by

providing a good salary and accommodation, relocation problem can be
solved. Thus the recruitment process can be made effective by retaining the
recruited candidate.

 Some of the employees said that the response given after recruitment is not
satisfactory. If the recruitment feedback mechanism is not effective, there is
high risk of loosing good candidates to other companies. So they can give the
response for candidates immediately whether they are short listed or rejected.

 It is found that the company is not conducting the medical examination for
employees during selection process. They can conduct medical examination
in order to prevail themselves if any problem happens to the employees.

58
LIMITATIONS

 NJ Funds have to increase their manpower to meet the other companies

requirement to fulfill their demand.

 The entire study applies only to the specific concern.

 The period for study is one month, so the detailed analysis about the process

is difficult.

 The study was made only with limited number of samples.

 The respondents may give false information.

 They have to solve customer’s problem easily and quickly to satisfy

customers

59
CONCLUSION

This project “A STUDY ON EFFECTIVENESS OF

RECRUITMENT AND SELECTION PROCESS” was helpful to

know about the recruitment and selection process in E-Publishing

Company. This study inferred that most of the employers and employees

are satisfied with the present process. This study was helpful to study the

sources of recruitment and selection techniques & methods used.

The study on recruitment and selection is more an ART rather than

a process. HR professional is having a big responsibility to hire a best

person from the available talent pool. At the same time, one needs to be

cost conscious. The employer should judge on individual merits and set

the same standards for all. In the present scenario, “It is the biggest

challenge for a HR manager to hunt for talent.”

60
.

WIBLIOGRPAHY
AND
BIBLIOGRAPHY

61
Bibliography
Books Referred

 Christopher Mabey, “Strategic Human Resource Management” –

Edition 1.
 Management Principles Of Management – By R . N . Gupta
 Business By Reddy and Appanaiah
 Statistical methods by S.P.Gupta

Sites Visited

 www.google.com
 www.citehr.com
 www.explorehr.com
 www.HRCommunity.com
 www.HRIndia.com

Thank you for your

cooperation
62