CHAPTER 1 – ABOUT COMPANY

1.1 Introduction

Seven Consultancy Services

-A Seven Group Company

Seven Consultancy Services – A Seven Group Company is the result of the motivation of young
entrepreneurship under the guidance of experienced professional from industry. The Seven
Consultancy having branches across India & abroad. In India, the branches are in Mumbai,
Kolkata & Bangalore. They started their Mumbai location journey from year 2007. The Seven
Consultancy is the core HR firm looking after end to end process from college admission to
placement. There are more than 100 employees working across India in different cities to
achieve the mission of Seven Consultancy. Now it has crossed many milestones and added so
many feathers in its crown.

I took the opportunity to work with Seven Consultancy as an intern for three months and
tried to learn the recruitment & accounting process, tools and also the corporate culture being
followed in the consultancy

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1.2 Why it was selected?

The project is the part of the academic year of TYBMS. The project is made in between the two
months of internship program i.e. – of November 2016 to December 2016. The project topic is
Recruitment & Selection Process of Seven Consultancy Services which has been done under the
guidance of Mrs. Indrani Roy in Seven Consultancy.

I was working as a recruiter in 7consultancy. Where I had learned end-to-end recruitment

through Job Portal.

I was assigned this topic by mentor where I did study on Recruitment & Selection process using
Job portals and learned lot of new concept which was unknown to me.

1.3 Work culture

The Culture Consultancy team have access to a range of tried and tested measurement tools, all
of which can be placed at the disposal of our clients. From 360° reviews to engagement surveys
and from cultural assessments to review workshops the effective use of measurements will
considerably enhance the chance of success. More importantly we work with the people within
the client organization to ensure that we maximize the impact of our work by transferring
learning as we go. This enables our clients to be self-sufficient and to sustain the change of
performance once the initial programme has completed. Culture over here is participative and for
employee’s motivation award ceremony are held.

Vision

“7consultancy strives to seamlessly get integrated into Customers’ business as an inevitable HR

services provider.

Mission

To be “THE CHOICE of Client as Strategic Partner in Talent Search & of Candidate in Career
Progression”. Our clients, people, partners and overall society are our significant stakeholders

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 towards whom we are committed to be responsible, honest, respectful, accountable and
transparent.

Thus, we aspire to build:

1. Valuable Clients: Our client success signifies our success. We truly believe in delivering
qualitative, scalable and flexible solutions to our clients that satisfy their utmost needs. We aspire
to provide them an unmatched combination of solutions that can assist them in making the right
kind of choices.

2. Responsible Professionals: Through our solutions we give opportunity for capabilities to

grow and to emerge as responsible professionals. We value standard, experience, commitment
and sincerity which can become an asset to a company.

3. Long term Partners: Through our workforce solutions we connect with the best kind of
talent and clients with whom we have established continuing relations. Our role as a catalyst in
the domain has helped us to create encouraging associations where we channelize and serve the
best of interest.

4. Sustainable Society: Traditional workforce solutions are not compatible to match with the
current employment demands. Thus, we are in a continuous process of changing our methods
and technology to keep pace with the changing employment scenario. We tend to innovative
solutions that align with businesses, government, world economies and market to deliver quality
of talent.

1.4 Type of Organizational Structure

Mr.Roy (Director)

Mrs. Indrani (Sr. Manager)

HR Admin (Recruitment) Hr Admin (Selection)

Hr Executive Hr Executive Hr Executive Hr Executive Hr Executive Hr Executive

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 OBJECTIVES

SPECIFIED OBJECTIVE

 To learn how to implement theory knowledge in practical world.

 To learn the corporate culture and groom our self accordingly.
 To adapt in the working environment of the corporate.
 To know the company’s working techniques.
 To learn how to handle pressure at times.

BROAD OBJECTIVE

 To learn how the recruitment process is carried on.

 To learn how to prepare fruitful job description for the client.
 To determine present and future manpower requirements of the client organization in
coordination with planning and job analysis activities.
 To increase the effectiveness of various recruitment techniques.
 To create a pool of candidates so that the management can select the right candidate for the right
job from this pool.
 To learn how to acts as a link between the employers and the job seekers.

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1.5 SERVICES PROVIDED

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COLLEGE ADMISSIONS:

University admission or college admission is the process through which students enter
tertiary education at universities and colleges. Systems vary widely from country to country, and
sometimes from institution to institution.

In many countries, prospective university students apply for admission during their last
year of high school or community college. In some countries, there are independent
organizations or government agencies to centralize the administration of standardized admission
exams and the processing of applications.

At Seven Consultancy we know that in order to help all our students, get successful
admissions in their desired courses, we need to form an alliance with the best colleges and
universities around the world. And hence we have partnered with major colleges in India and
abroad that will give a jump start to your career. We at Seven Consultancy have formed national
and international affiliations and partnerships with various premier colleges and universities. We
have formed an intricate network in India that come under UGC / AICTE / MCI / or BCI. We
partner with only the best colleges in India and not just any college that gets opened every other
day. This is just to ensure that we give a great start to your career that offers lucrative salaries
ahead in life.

We have built a reputation for ourselves of being genius in getting every student accepted
in the best college through our counseling. We are partners with eminent colleges in India that
come under the purview of the recognized bodies. Every college that we partner with has the
highest standards and is very much distinguished for the following courses:

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INTERNSHIP:

An internship is a system of on-the-job training for white-collar and professional careers.

Internships for professional careers are similar to apprenticeships for trade and vocational jobs.
Although interns are typically college or university students, they can also be high school
students or post-graduate adults. On occasion, they are middle school or even elementary
students. In some countries, internships for school children are called work experience.
Generally, an internship consists of an exchange of services for experience between the
student and his or her employer. Students can also use an internship to determine if they have an
interest in a particular career, create a network of contacts, or gain school credit. Some interns
also find permanent, paid employment with the companies in which they interned. Thus,
employers also benefit as experienced interns need little or no training when they begin full-time
regular employment.
We, Seven Consultancy are arranging Internship Training for our students in various
sectors

CORPORATE TRAINING:

Gone are those days when corporate leadership was considered simply as an added

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advantage in the resumes and nothing else. In today’s competitive world and demanding
management, corporate leadership training course has begun to justify its significance towards
the corporate success. Corporate training program in enhancing leadership skills chiefly consists
of strategic planning, corporate communication skills, project management and innovation,
conflict resolution and diversity management.
Most of these workshops are conducted within a classroom in traditional way or in public
seminar format.
In the article “The Art of Leadership”, it is clearly mentioned by Roy Fory that good
leadership training should produce such leaders who are always focused on the organization’s
goals. They are never distracted from the purpose of their job and so, they should not lose the
sight of their responsibilities. In corporate leadership training workshops, strategic planning is
covered with the view to provide insight about how to achieve your targets by putting the
available resources in the right positions.
Corporate communication is far more than just writing mails and addressing
subordinates. Training on corporate leadership consists of project management as one of its
prime element which is the art of planning, organizing, managing and executing client projects,
by fulfilling their expectations in a bounded timeline.
Diversity management is the technique of raising a comfortable workplace environment.
The idea behind the training of this aspect is to encourage the employees to be comfortable with
colleagues who may have different culture, race, background, sexual orientation, or any other
factor not common to other co-workers. In diversity management, employees are trained for two
major factors, acceptance and adaptability.
Apart from these factors, the conflict resolution at workplace which is a fact of life in IT
industry is also covered in the corporate leadership training seminars. It includes how to resolve
the issues by identifying and respecting others feelings, ideas and values. It also includes the
ways to avoid them, so that a healthy and fruitful relationship is always maintained among the
colleagues. All these skills are essential for the leaders to excel in corporate industry in order to
meet organizational targets and to make their existence worth.
We, Seven Consultancy are providing all types of corporate training to big corporate
giant as well as small organizations.

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CAREER COUNSELING:

Career counseling is counseling or mentoring/coaching on issues related to an

individual’s career Educational as well as professional. With more and more diverse career
options and professional opportunities emerging, career counseling helps individuals make the
right choice about their career paths, career development and career change.
Career counselors help individuals with the task of self-assessment and self-analysis.
They then match the aptitude, skills and interests of the individuals with various job types. They
also help identify the various job options available and provide clarity on different job roles.
Education counselors help students to choose right path to obtain their higher education.
Overall, they help individuals make informed career choices and help them define their
career paths to maximize the success in their chosen careers.
We, Seven Consultancy are having different experienced counselors for Education &
Professional careers, who are helping our students and professionals to achieve their target and
make successful their dream.
Career Counseling is one of our major services. So many students and professionals are
satisfied with our prime service of Career Counseling.

PLACEMENT SOLUTION:

Placement solution is a process through which a student enters in to a corporate world from
Education sector.
It is very much difficult to hunt a job for a fresh student even with a good educational back
ground in the competition of rat race of Job market.
Even experienced professionals are facing difficulties to get a choice able job which so
called dream job in any industry.
We, Seven Consultancy are having corporate tie-up with many big, medium and small
Organization. We are providing Human Resources to them on regular basis. We are having
satisfied clients not only in India but also in abroad.
We are providing jobs to Fresh Students as per their educational back ground and

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capabilities.
We also provide jobs to experienced corporate professionals.
Send your resume to us to start your professional life (Fresher) or getting the next jump
(Experienced).

HUMAN RESOURCES:

Human resources are the set of individuals who make up the workforce of an
organization, business sector or an economy. "Human capital" is sometimes used synonymously
with human resources, although human capital typically refers to a more narrow view; i.e., the
knowledge the individuals embody and can contribute to an organization.
Likewise, other terms sometimes used include "manpower", "talent", "labor" or simply
"people".
The professional discipline and business function that oversees an organization's human
resources is called human resource management (HRM, or simply HR).
We, Seven Consultancy are well established with Human Resource Management. We are
supplying all kinds of and all levels of Manpower to different organizations in different sectors

STAFFING:

Staffing agencies provide a valuable service. They advertise jobs for employers, and
screen and refer qualified individuals to positions such as the one you are now in. They also are
knowledgeable about employment law which protects the employer (especially small ones who
do not have an HR rep on staff) from doing something illegal in the application and employment
process and there are a LOT of labor laws on the books.
We, Seven Consultancy are providing Staffing solution for many small organizations. We
are able to achieve a mile stone to satisfy our clients

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 CONTACT

INDIA

MUMBAI: KOLKATA:
Seven Consultancy Seven Consultancy
Kashinam Building  Organon CHS 
Shop No- 9 & 10, Plot No-A32/33 H-31/C,B.P. Township 
Sector-19A, Kopar Khairane  Kolkata-700094.
Navi Mumbai-400709.

BENGALURU:
Seven Consultancy
No-164,2nd Main,11th Block 
Nagarbhavi - II Stage
Bengaluru-560072
Phone Call
Indrani : +919987932477 /
+918655086777 / +918879367776
E-mail:info@7consultancy.in

UNITED STATES OF UNITED KINGDOM (UK)

AMERICA (USA) Seven Consultancy
Seven Consultancy Flat 34, Linen House, Hartley
5208 Bryant Irvin Road # 2137  Road, 
Fort Worth, TX – 76132, USA Nottingham- NG 7 3BB, UK
E-mail: E-mail:
info@7consultancy.us info@7consultancy.us

Phone Call :- Indrani Roy: +919987932477 / +918655086777 / +918879367776

E-mail:info@7consultancy.in

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 MISSION AND VISION

“ To provide an end-to-end solution from Education to Placement. “

BENEFITS PROVIDED

Student Benefits:

 Free counseling for their higher studies

 Selecting colleges based on their requirement & necessity
 Conducting Seminars & Training 
 Arranging Internship
 Providing placement solution

Organization Benefits:

 Suitable candidate for their courses

 Admission counselor
 Manpower solution 
 Quality candidate with time effectiveness
 Staffing

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 1.6 Importance of Internship

Learning is the endless process, in a person’s life all the time he should learn something.
Learning is the essential part in a person’s life. Knowledge is bigger than the ocean, when you
have knowledge with you, you will get all powers. When you are spending something to learn
anything, it will never waste. At the same time, Practical knowledge is very much important. We
all know famous quote “Practice makes man perfect”. Through theoretical knowledge you can
get an idea about the concept. But, practical knowledge will give in-depth understanding of the
concept through by doing, exercising and experiencing it.  So, theoretical knowledge is not
enough, practical knowledge is essential, then only you can understand the complete concept. In
the same manner, in BMS degree along with theory, practical knowledge (internship) is very
important. Because, though internship only you can understand what is corporate life and how
you need to sustain at work place along with required skills.

 The Internship will give a platform to build up required skills for the job:
• An internship is an outline to the real world workplace, business, and it provides an
opportunity for the students to understand functioning’s of the real commercial world. Means,
how it would be and how the things work and all. Internship shows the importance of the
business theory what they have studied in the classroom, and it gives the understanding on the
working pattern of real business scenario.
• An internship gives the students an opportunity to develop their skills. Whatever they
have learned in the classroom, which they can apply attractively in the real world workplace.
You will get to know how to work with others, it is a very important attribute required for
succeeding at work place. You can cultivate it during an internship.
 Internship increase opportunities of getting good job:
No one will reject the extra qualification, which will benefit them. Because the students
who has done their internship, they have idea about work environment, and will get the
ability to work with others. They can easily adapt to work environment. Obviously their
working capability is higher than the students who didn’t their internship. Because, the
candidates who completed their internship, they can lot of self-confidence during the

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 internship period, so that they can face work life challenges confidently. So companies
will give high priority to the students who done their internship. According to a recent
survey, 75 % of companies are looking for the candidates who done their internship. So,
internship will give you good job opportunities.

 The Internship will impact during salary hike:

Though you have done unpaid internship, you will get benefit during your salary hike in
your job.  While hiring, companies will offer a good package for the candidates who
complete their internship.
 Internship give you a great chance to transform intern into full-time employee:
According to Survey more than 15 % employers are interns initially, the candidates who
completed their internship, they are already adopted with the environment, they know the
working rules and regulations. So, Management and employers both will show interest to
make them full-time employers. Because they can deliver best results than the other
candidates.
 Internship is great opportunity to connect with the professionals:
While doing an internship, you will get a chance to expose professional connections
within the company or outside of the company. Try to approach them on social media
sites, ask their referrals and be in touch with them, because they can help you as
mentors/coach in your long run.
 Internship will help you to select suitable career path:
During an internship, you can experience the working environment; you can examine
yourself that which will give satisfaction and growth in career. If not you can take other
professional suggestions.

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 Chapter 2 :- Learning Objectives

2.1 Introduction to Recruitment:

Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin
B. Flippo defined recruitment as “the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.” In simple words recruitment can be
defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs.

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 2.2 Need for Recruitment

The need for recruitment may be due to the following reasons / situations.
• Vacancies: due to promotions, transfers, retirement, termination, permanent disability,
death and labour turnover.

• Creation of new vacancies: due to growth, expansion and diversification of business

activities of an enterprise.

In addition, new vacancies are possible due to job specification

2.3 RECRUITMENT PROCESS

Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidate for the
required job, the organization will get quality performance of employees. Moreover, organization
will face less of absenteeism and employee turnover problems. By selecting right candidate for
the required job, organization will also save time and money.

Proper screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested. But selection must be differentiated from
recruitment, though these are two

phases of employment process. Recruitment is considered to be a positive process as it motivates

more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data.

While selection is a negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the required job.

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1. Client need assessment
• Define objectives and specifications
• Understand client's business and culture
• Understand the job/position specifications
• Understand roles and responsibilities of the prospective candidate
• Develop a search plan and review with the client
2. Candidate Identification
• Identify target sources
• Extensive organization mapping, research & database search of the profile
• Provide status report to client about the available talent pool

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3. Candidate assessment and Presentation
• Screen and evaluate candidates
• Personal Interviews with Candidates wherever possible - assess skills, interest level and
cultural fit
• Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
• Facilitate interviews with the client
• Obtain feedback
• Participate in decision making process
• Provide inputs on candidate's desired compensation
5. Closure & Follow up
• Negotiate offer acceptance
• Execute Reference check, Compensation & Job Level Discussions
• Coordinate Joining Formalities and on boarding as per predefined date
• Closing review to understand client's level of satisfaction.

2.4 SCOPE OF RECRUITMENT

• HR jobs are one of most important tasks in any company or organization.
• To structure the Recruitment policy of company for different categories of employees.
• To analyses the recruitment policy of the organization.
• To compare the Recruitment policy with general policy.
• To provide a systematic recruitment process.
• It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
• It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.
• A recruitment agency provides you with career counseling which renders a crystal clear
picture of what are the possible career options out there for you and which job option
suits you the best.

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 2.5 TYPES OF RECRUITMENT

INTERNAL

RECRUITMENT

EXTERNAL

INTERNAL RECRUITMENT

Internal recruitment refers to the process of a candidate being selected from the existing
workforce to take up a new job in the same organization, perhaps as a promotion, or to provide
career development opportunity, or to meet a specific or urgent organizational need.

An advantage of this approach includes the organization's familiarity with the employee,
their competencies (insofar as they are revealed in their current job) and their ability to trust said
employee. It can also be quicker and can have a lower cost-to-hire someone from another part of
the same organization.

METHODS OF INTERNAL RECRUITMENT

• Transfer

• Promotion/ Demotion

• Job posting

• Upgrading

• Retired employees

• Retrenched employees

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 • Dependents & relatives deceased employees

EXTERNAL RECRUITMENT

Individuals who have certain combinations of qualifications in common may be

considered to belong to the same labor market. Labor market classifications vary on the
personnel literature, but some common ones are blue collar, clerical, professional and technical,
and managerial. In this classification scheme,

• Blue collar includes skilled and semiskilled workers (e.g. auto assembly line),

• Clerical includes office support personnel (e.g. secretary),

• Professional and technical include specialists such as accountants, engineers, and

scientists, and

• Managerial includes professional management personnel.

Because the various labor markets require different recruiting approaches, it is important
that they be targeted in advance.

METHODS OF EXTERNAL RECRUITMENT

• Professional or trade associations

• Print and electronic media advertisement

• Employee referral

• Public employment service

• Private employment agencies

• Executive search firms

• Special events

• Campus recruitment

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 • Vocational guidance counselors

• Self-initiated walk-ins and write-ins

• Computer data bases

2.6 PURPOSE & IMPORTANCE

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. 

• 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 applicant.

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 2.7 RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and provides a
framework for implementation of recruitment program. It may involve organizational system to
be developed for implementing recruitment programmes and procedures by filling up vacancies
with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

• Organizational objectives

• Personnel policies of the organization and its competitors.

• Government policies on reservations.

• Preferred sources of recruitment.

• Need of the organization.

• Recruitment costs and financial implications.

2.8 HR Challenges in Recruitment

Recruitment is a function that requires business perspective, expertise, ability to find and match
the best potential candidate for the organization, diplomacy, marketing skills (as to sell the
position to the candidate) and wisdom to align the recruitment processes for the benefit of the
organization. The HR professionals – handling the recruitment function of the organization- are
constantly facing new challenges. The biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the organization.
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job

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market, where the practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function- recruitment. They
have to faceand conquer various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

• Adaptability to globalization – The HR professionals are expected and required to keep
in tune with the changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process

• Lack of motivation – Recruitment is considered to be a thankless job. Even if the

organization is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.

• Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.

• Strategic prioritization – The emerging new systems are both an opportunity as well as
a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.

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Chapter 3 :- OBJECTIVES OF THE STUDY

3.1 Objectives of Hr

• To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
• Recruitment helps to create a pool of prospective employees for the organization so that
the management can select the right candidate for the right job from this pool.
• Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.
• Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its objectives.
• The recruitment process exists as the organization hire new people, who are aligned with
the expectations and they can fit into the organization quickly.

3.2 Objectives of the Study

The main objectives of the study are as follows:

• To understand the process of recruitment
• To know the sources of recruitment at various levels and various jobs
• To critically analyze the functioning of recruitment procedures
• To identify the probable area of improvement to make recruitment procedure more
effective
• To know the managerial satisfaction level as well as to know the yield ratio
• To search or headhunt people whose, skill fits into the company’s values

3.3 Scope Of the Study

The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment procedures.
The key points of my research study are:

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• To Understand and analyze various HR factors including recruitment procedure at
consultant.

• To suggest any measures/recommendations for the improvement of the recruitment

procedures

3.4 LIMITATIONS OF THE STUDY

• Confidential Issues:
Human resource department maintains very much confidential about their activities and
internal information. The report relied heavily on the personal judgment and observation.

• Insufficient data:
Some desired information could not be collected due to confidentially of business. This
report did not cover all the function of Human resources that are followed in Seven
Consultancy Services – A Seven Group Company.

• Interaction with the clients

• Interference in the internal issues

• Participation in the meetings

• Participation in the strategy building for the consultancy’s growth

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HR Telephonic Interview Questions Are As Follows :-
• Tell me about yourself?
• Tell me about your job profile?
• How much current CTC, you’re getting in current organization?
• How much you’re expecting form new organization?
• How the notice period you required if you are selected?
• Why did you want to resign from your previous job?

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Chapter: - 4
RECRUITMENT PROCESS OF SEVEN CONSULTANCY

Seven Consultancy has engrossed into seven various activities. The seven activities start
from providing the admission to the students in the various tie-up colleges so that they grab best
opportunity. The consultancy is providing internship to the first year students of MBA, PGDM
and MMS and also industrial training to the B.Tech and under graduates. The third and the most
important activity, as being the consultancy the core function is counseling the candidates who
come as walk-ins or by taking telephonic session. The fourth activity of consultancy is providing
corporate training to the new comers i.e. give them training how to face the interview by taking
mock interviews and enlighten with the way to enter into the corporate world. The fifth activity
is providing job opportunity i.e. placements solutions to the candidates who have taken
internship program, walk-ins or have replied to the job post on the portal and show the way to
approach towards their career in different sectors like BPOs and non BPOs, ITs and non Its,
retails etc. The sixth activity is self centered i.e. the core human resources, describing the job of
the HR-Recruiters in the consultancy. There are about 100 HR-Recruiters working to achieve the
goals and objectives of the consultancy. The last but not the least is the seventh activity which is
the most important one i.e. staffing.

As concentrating on the project and project topic the focus drives only to the recruitment
process. Like many consultancies SEVEN CONSULTANCY has its own way of recruitment.
The recruitment is done by many HRs who works as a HR-Recruiter in the consultancy. The
consultancy has about more than 100 HR-Recruiters working in 3 different branches of the
consultancy in metropolitan cities named Kolkata, Bangalore and Mumbai.

This recruitment process focuses on the Mumbai branch of SEVEN CONSULTANCY.

The process of recruiting the candidates is purely based on the requirements of the clients. The
process consists of various stages described in detail below.
• Identifying the vacancy

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 • Preparing the JD & person specification

• Advertising vacancy

• Managing the response

• Short listing

• Arrange interviews

• Conducting interviews & decision making

4.1 Description of Recruitment Process

Seven Consultancy is being working with various clients across Mumbai, Navi Mumbai
and Thane. The vacancy arrives on making tie-ups with several clients. The Mumbai branch of
Seven Consultancy has around 20 clients including both BPOs and Non BPOs. The list of clients
given below:

Company Name Profile

MGRM Market Representative
Aliff Overseas Counselor
Pyrocrat Accountant
NIST Counselor
Polygon R&D Executive / Sales Executive
HDFC Loan Officer
KIC Universe Country Coordinator
Alfort HR Admin

IDENTIFYING THE VACANCY

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 The consultancy makes tie-up with the various companies who may be BPOs or non
BPOs, ITs or non ITs etc. These companies provide with their requirements which consultancy
needs to fulfill. The companies who are the client for the consultancy give the job description of
the vacancy.

The consultancy purely works on the requirements of the clients. When the vacancy
arises, it is the responsibility of the HR-Recruiter to ascertain the details of the post. The post
needs to study thoroughly and all the required details needs to b extracted from the client and
sometimes a bit research is also needed to b carried.
The description given the client may not be described completely by client to the
consultancy so it’s the task for the HR-Recruiter in the consultancy to squeeze out the details
from the client either directly asking to the client or guessing on the bases of the candidates’
selection and rejection send for the vacancy.

Currently SEVEN CONSULTANCY has tie-up with many BPOs and non BPOs in Mumbai and
Navi Mumbai who have openings for various positions mentioned below
The below table shows the number of vacancies for various positions:
Company Profile Vacancy
MGRM Market Representative 2
Aliff Overseas Counselor 1
Pyrocrat Accountant 1
NIST Counsellor 2
Polygon R&D Executive / Sales 1
Executive
HDFC Loan Officer 3
KIC Universe Country Coordinator 1
Alfort HR Admin 1
Chapter 5:- Extra Activities Done
5.1 JOB PROFILE IN 7 CONSULTANCY
• Sourcing resumes through different job portals like Naukri, monster etc.
• Based on the clients requirements screening the resumes and judging the Candidates to
meet the particular requirement.
• Initial phone screening of candidates to judge communications and background.

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 • Short listing the candidates as per client’s requirements and then scheduling up the
interviews.
• Regular follow up with the selected candidates to confirm their joining dates, ensuring
the maximum of them are placed successfully with the respective organization
• Maintaining and updating database of potential, prospective and rejected candidates
• Constantly be in touch with the candidate until he/she joins.
• Co-ordinate with other recruiters to work as a team.
• Maintaining a database of candidates.
• Handling end to end recruitments

JD FOR POSITION

Job Title  Opening for Loan Officer_MNC Bank_18K@ JYOTI

Department  Sales Department
Qualification  Any Graduate
Experience  0-3years    
Job Description  Role
 Roles of the Sales Officer-Home loans(Mortgage)

Identify Sources
 Executive have to source business to all kind of sources
:Chartered Accountants, Brokers, Architects ,Builders,
Contractors , employers both corporate and government
department
 Source wise number , Acquisition and deepening of relationship
 Source diversification
 Meet targets by value and number
 Flair for sales
 Daily activity report
 An ability to built professional relationship a spirit of
cooperation , and a flexible approach to work
Skills

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     Must have strong verbal and written English skills
 Strict adherence to lead management system
 Manage client satisfaction and feedback process to team
members and external customers
 Discipline
 Empathy with customers
 Local knowledge and local candidate would be preferred
Location Thane / Navi Mumbai

If this profile suits your candidature, kindly send the updated resume mentioning the following
details:-
1) Total Experience
2) Relevant Exp.
3) Current CTC
4) Expected CTC
5) Notice Period
 
Best regards,
Executive Management 7 Consultantancy
Direct: 865548

5.2 RECRUITMENT EMAIL SENT TO CANDIDATE

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5.3 PREPARING THE JD & PERSON SPECIFICATION

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 The job description should include the following:

• Background to the post 

Information about the department, its overall objectives and any information about the post
which applicants may find useful.

• Purpose/objective of the post 

A clear and succinct summary of the main purpose or objectives of the post. Be clear about the
purpose and requirements of the role and how these align with team/department/university
objectives.

• Main duties and responsibilities 

More detail about the principle duties and/or key tasks. Paragraphs in this section will often start
'accountable for', 'organize the', 'supervise the', 'develop', 'ensure that', 'maintain', 'examine',
'provide', 'record', 'control', 'advise', 'assists', 'gives guidance to' etc.  

• Key relationships 
Details of the relationships the post holder will have with other posts, teams, departments and
external contacts. It should also state which post has line management responsibilities for the
post holder.

• Special requirements 
Details of any special requirements that the post holder will be required to fulfill in carrying out
the duties of the post, e.g. the requirement to travel abroad on a frequent basis.

Once, the job description is done, the person specification comes into the picture. The
person specification should be developed detailing the essential and desirable requirements of the
post holder to successfully undertake the duties and responsibilities detailed in the job
description. Specify the knowledge, skills and behaviors required to perform the role effectively

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and how these will be assessed (making appropriate distinctions between those which are
essential and those which are desirable). In order to be appointed a candidate must meet the
essential requirements/criteria whilst desirable requirements are those that it would be
advantageous for a candidate to possess.

Following are the positions for which I have worked:

Accountant

 Preparation of Bank Statement

 Have knowledge of Tally
 Must be able to prepare Reconciliation Statement
 Must be good at Taxation
 Must have the basic knowledge of accountancy

Market Representative Executive

 Good interpersonal communication skill

 Must be able to provide as much as information to clients ,
doctors etc
 Able to travel to different location (Field work)
 Ability to make a good relationship with doctors and other
clients
 Patience and calm behaviour

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 Counselor

• Ability to listen

• Sensitivity and empathy

• Patience and a calm manner

• Ability to cope with emotional situations

• Ability to relate to a wide range of people

• Ability to provide with the best guidance to the students

R&D /Executive
 Listening to customer requirements and presenting to make a
sale
 Modification of product
 Research and development of product
 Build and maintain relationship with clients and contractors
 Technical discussion with customers
 Promote the product
 Support marketing people
 Attain customer complaints and provide solution

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 Sales Executive

 Find out the new project by doing research

 Good communication skill

 Must listen to the customers

 Must have convincing skills

Loan Officer

 Manage client satisfaction

 Good communication skill
 Ability to develop professional relationship
 Able to meet the target by value and number
 Must provide daily activity report
 Resolve customer complaints regarding sales a services
 Out bond sales

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 Country Coordinator

 Strong experience in education , teaching , training

 Strong communication
 Pleasing Personality
 Require to travel High Schools and Colleges In India to make
presentation to interested students
 Follow up them through Email and phone

HR Admin Executive

 Office management experience with strong proficiency in

dealing with external parties
 Good time management
 Ability to work under pressure
 Knowledge of various recruitment Sources
 Strategic skill of developing competitive HR strategy and
policy formulation

37
Chapter 6 :- EXPERIENCE ACHIEVED
6.1 JOB POSTING

Job posting is the most common way. It requires that management post or otherwise
circulates listings of available job openings. The listings provide information contained in the job
description and job specification, as well as information concerning compensation. Employees
indicate their interest formally, either through their immediate supervisor or through the human
resource department. In some organizations, the job posting program is coupled with a skills
inventory, this inventory of employee skills, attributes, and performance data is used to match
current employees with the requirements of the job openings.

The job posting is done on various sites, which helps to collect data for the further
processes. For any consultancy, data forms their backbone.

6.2 DATABASE

Recruiters collect and retain applications from all past job postings. Even if a candidate wasn’t
chosen for a given position, chances are they will still have their details on file. When recruiters
create a job advertisement, most will disclose to applicants that they will keep their resume and
application on file in case of future positions. Keeping this information can be really useful as
you can check back on this to review possible candidates.

38
 RESUME DATABASE MANAGEMENT

Seven consultancies have its own resume database. All the old resumes and other crucial
information which are important are stored in GOOGLE DRIVE software With the help of this
resume database it becomes very easy to find old resumes.

There are around 2000 resumes approx. stored in Google drive.

Resumes are segregated on the basis of different cities and also on the basis of different job
profiles.

39
40
41
6.3 CONTROL PANEL

42
 6.4 ADVERTISING VACANCY

The key to writing a good advert is to keep it clear and succinct. Your aim is to provide
job seekers with a snapshot of the requirements of the post and to attract individuals who meet
the criteria. The advertising is made on various portals and websites like on monster, careesma,
quikr, indeed, linked in , olx, and many more.

Following are the examples of advertising the job post on various websites and portals

1 .JOB POSTING ON Careesma.com

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44
2. JOB POSTING ON Nakuri

45
46
3. JOB POSTING ON Shine.com

47
48
4. JOB POSTING ON TIMESJOB

49
 6.5 MANAGING THE RESPONSE

Once the job is posted on the various sites the HR-Recruiter is just need to have patience and
wait for the reply from other end i.e. the reply from the job seekers. For one job post or vacancy
we get to see 100s of reply where some candidates may or may not have required experience,
locality may not prefer and salary expectations may not match and lot more. So after screening
100s of resumes we find around 20 or 30 resumes up to the mark.

We have one chance to interact with people who we find as the apt. candidates. Don’t blow it
now is the way we find. First impression is the last impression keeping this in mind while taking
the telephonic round of the candidates. After the telephonic round is taken we are successful in
collecting more information about the candidates instead of just viewing the resumes. After
taking the telephonic round of screened resumes few candidates get convinced and ready to give
interview.

Following are the examples of managing the responses on various sites and
portals:

50
MANAGING REPLY ON Naukri.com

MANAGING REPLY ON Shine.com

51
52
 MANAGING REPLY ON Times Job

 MANAGING RESPONSES ON CAREESMA.in

53
 MANAGING RESPONSES ON MONSTER.com
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55
 6.6 SHORT LISTING

The short listing process is based on the requirements of the post as defined in the person
specification, assessing candidates against essential and desirable criteria. The shortlisting will
be undertaken by more than one HR-Recruiter so that the best, appropriate and the relevant
candidate is selected for the further process. The rejected or less relevant candidates are
counseled and up to their capability if any vacancy is there is line-up for the interview with the
client.
After managing the responses i.e. out of 100s resumes only 40 may be shortlisted from
various websites. When the call is been made we could collect more information about the
candidates after talking to them. And on those base only 20 calls in a day succeeds i.e. 8
candidates get convinced and out of 8 only 4 or 5 candidates really go for the interview arranged
with the client.
This short listing is done on the following bases:
• Qualification

• Location (residential and also of job)

• Experience (if required)

• Salary expectation

• Specification (mentioned by the clients)

ARRANGE INTERVIEWS

The succeeded calls’ candidates are scheduled for the interview as per their convenience
and also the consultancy’s client’s convenience. The candidate is kept on track till they reach the
interview venue.
In a day around 7 to 9 candidates interview is been scheduled with various clients.

56
 Sr Name Location Source Reply Company
No.
1 Swati Parel Self Ringing Alfort
2 Mamta Kharghar Website Not in voice Hdfc
3 Darshan Thane Website Ringing Aliff
4 Dharmendra Koparkhairne Predata Gone Hdfc
5 Suraj Chembur Email Going today Pyrocrat
6 Pranil Kandivali Careesma Not interested Alfort
7 Anurag Singh Sion Careesma Not Interested Aliff
8 Ashraf Shaikh Govandi Careesma Going Pyrocrat
9 Akshay Kalyan Email Going Hdfc

CONDUCTING INTERVIEWS & DECISION MAKING

The candidate just needs to mention the name of the consultancy on their resumes for
their reference. After the candidate reaches for the interview, the client then conducts their
interview according to their procedure. Selection methods may vary depending upon the
requirements of a post.  Selection may include a panel interview, work simulation such as a
written test or spreadsheet, presentation, numerical and verbal reasoning exercises, etc. The
selection methods used will be appropriate and relate to job requirements and all decisions will
be based on objective criteria. 
Selection panels will reach agreement on the appointment decision by consensus.  The
chair of the panel will be responsible for the final decision in the event agreement cannot be
reached. After taking the interview of the applicant, their feedback is either given to the applicant
directly or the consultancy’s HR-Recruiter. Their date of joining and the salary offered and all
the related details of selected and rejected candidates is been given to consultancy. The rejected
candidates’ feedback is taken in the positive manner by the consultancy that helps them to
counsel the candidates and line up for the interview with other client where the chances of them
getting recruited increases.

Sr Name Location Source Intervie Result Position

No. w With
Client

57
 1 Dharmendra Dadar Predata Alfort Shortlisted Hr Admin
2 Akshay Kayan Email Hdfc Selected Loan
Officer
3 Sandip Dod Thane Careesma Aliff Shortlisted Counsellor
4 Suraj Mehta Chembur Email Hdfc Rejected CSR

Format of Candidate Interview Schedule details sent to Organization

Hi,
Below mentioned is the interview schedule for HR ADMIN:
 

Sr. Candidate Interview Interview

No Name Date Time Contact No Location Position
1st
november HR
1 Manisha Gupta 2016 10.00 am 8097987182 Mumbai Admin
1st
november HR
2 RevatiKumari 2016 11.00 am 9220703595 Mumbai Admin
1st
november HR
3 ShrikantPatil 2016 11.00 am 9503715094 Mumbai Admin

CHAPTER 7 :- DATA ANALYSIS AND INTERPRETATION

The data analysis and interpretation has been done on the data collected from the various
websites. These data is the responses from the candidate’s part those who show their interest for
the advert posted on the various websites.

58
 The data collected from the websites like careesma.in, quikr.com, monster.com etc. and
the calling is made. The calls are made to those candidates who fit into the criteria like age,
gender, qualification, location etc... After the first round of filtering is done then the calls are
made to candidates so that proper knowledge related to the candidates can be made and relevant
opportunity can be offered.
The graph below represents the calling made on daily bases and the candidates who show
their interest to the opportunity offered.

Line ups 28/11/16 29/11/16 30/11/16 1/12/16 2/12/16 3/12/16

Interested 7 8 9 7 6 3
Not interested 8 6 6 9 12 12
Total 15 14 15 16 18 15

20
18
16
14
12
Interested
10
Not Interested
8 Total
6
4
2
0
28/11/2016 29/11/2016 30/11/2016 1/12/2016 2/12/2016 3/12/2016

The graph below represents the interested candidates who actually attend the interview
after showing their interest:

59
 Interview 28/11/16 29/11/16 30/11/16 1/12/16 2/12/16 3/12/16
Attended 3 5 3 5 6 1
Not attended 4 3 6 2 0 2
Total 7 8 9 7 6 3

10
9
8
7
6
Attended
5
Not Attended
4 Total
3
2
1
0
28/11/2016 29/11/2016 30/11/2016 1/12/2016 2/12/2016 3/12/2016

INTERPRETATION

Out of total interested candidates few go for the interview and those who do not go for
the interview; provide the reasons such as not interested, mismatch profile, looking for
something else, not well, their phones might on either of the one : ringing, switched off,
unavailable, someone else answers the call

The graph below represents the selected candidates list each day out of total candidates
who actually visit the interview:

Daily Selection 28/11/16 29/11/16 30/11/16 1/12/16 2/12/16 3/12/16

Selected 2 0 1 1 1 1
Rejected 1 5 2 4 5 0
Total 3 5 3 5 6 1

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 7

4 Selected
Rejected
3
Total
2

0
28/11/2016 29/11/2016 30/11/2016 1/12/2016 2/12/2016 3/12/2016

INTERPRETATION

The daily selection list is always less than the attending interview list. Not all the time we
might line up the right candidates or the candidates might not provide the right details
sometimes. Due which there is gap between daily selection and daily attending interview list.

The report is been made on daily, weekly and monthly bases.

The daily report is made in excel sheet on monthly bases. Each day entry is made before leaving
the chair. The format of daily report is shown below:

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62
INTERPRETATION

Each time it has been seen that after lining some candidates for the interview, less than
the total lined up candidates go for the interview. Out of which few get selected and hardly few
actually join the company

7.1 WEEKLY STATUS REPORT

To : Biswarup Roy
From : #######
Subject : Weekly Report( #27)
Period Ending : 27/11/2016to 3/12/2016
Self Assessment : 2 ( Bad-5,medium-4,Good-3,Very Good-2,Excellent-1)

ACTIVITIES COMPLETED THIS WEEK

• Completed Deliverables: Bulk sms sent for Admin HR & US Counselor 25 no
• Interview Scheduled: 45
• Interview Attended : 17
• Shortlisted : 1
• Selected :3
• Joined Status : 2 candidates

NEXT
ACTIVITIES IN PROCESS DUE DATE
ACTION
• Alfort • Follow up • To coordinate with HR
• Pyrocrat
• HDFC
ACTIVITIES TO BE STARTED NEXT WEEK
• To follow up with our clients (HR) and the candidates about work and
counsel them if any issues.

LONGTERM PROJECTS

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  HDFC Loan Officer
The graphs below represent the week wise comparison on the bases of weekly report being sent.
The graph below represents the 3rd and 4th week comparison, from 27/11/2016 to 7/12/2016:

Weekly Report Week 3 Week 4

Interview
20 30
Scheduled
Interview
12 15
Attended
Shortlisted 8 10
Selected 3 5
Joined 1 3

INTERPRETATION

When compared the data on week bases the number interview scheduled, interview
attended, shortlisted, selected and joined may vary from the immediate previous week. It may
increase or decrease from previous week. The main focus is made on joining and continuing till
the period by which consultancy receives its payment from the client. The profit increases when
the more candidates get selected in non BPO.

7.2 MONTHLY REPORT

Name:#######
Employee No:
Location: Mumbai
Month: December 2016

64
Work Result:
 Aniket
 Shraddha
 Swapnil
 Nikhil

What could have been better?

• Wants Company in central line.

• To increase number of international BPO

Area of Improvement-
1.Personal
2.Organisational

Chapter: - 8 FINDINGS

• Increase in number of line ups to increase the selection and joining.

65
• The JD must be very specific, short, content full to give the clear picture of client’s
requirements and attract right candidates.

• Being in touch with the candidates helps make the convincing task easy.

• Advert posting must be done frequently to generate more data.

• The requirements of the candidates must be heard very calmly so that proper analysis can
be done to provide with the correct opportunity.

• Guidance must be provided in parallel to the candidate’s requirements.

• The selected and rejected both candidates are precious and relations should be
maintained.

• It’s good to have more joining number in the start of the month; so that, if any candidate
quits then it can be compensated in the month end.

SUGGESTIONS

• Maximum number of line ups should be made

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 • More dominance in the market to survive for the fittest

• Expansion of business within states

• Increase tie-ups with clients that provides best opportunities

• Increase the line ups to increase the chances of selection

• Each day should be 60% scheduled a day before

• Data should be maintained in such a way that avoid its redundancy

• Frequent add posting on various websites for good collection of data

LIMITATIONS

The study is subjected to the following limitations

67
• The study is based on the data provided by the company statements so, the limitations
of the company’s employees remaining are equally applicable.

• In some cases data is collected from the companies past records.

• Interference to the confidential matters

• Interaction with the clients

• Interference in the internal issues

• Participation in the meetings

• Participation in the strategy building for the consultancy’s growth

Chapter :-9 CONCLUSION

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 This project has demonstrated Seven Consultancy‘s Recruitment process. This project
has enriched my theory knowledge with the practical knowledge. Recruitment is an important
issue for any organization. The period of two months of summer internship program has helped
me to make my concepts clear related to recruitment.

The recruitment process followed in the consultancy is the core process having little
change in the process followed in the other company. This two months has helped me to learn
the how to analyse the profile given by clients, how to prepare the JD to attract the right
applicants, how to counsel the candidates which form the major part of recruitment process and
much more.

The daily, weekly and monthly reports help to make self analysis to improve the
performance on daily, weekly and monthly bases. The weekly report has rating scheme to rate
ourselves and performs in effective manner.

In this project it is possible to see the success of Seven Consultancy’s in it’s indorse its
strong potential to continue to do well. Also these two months of May – July has cleared the
concept of recruitment and has also briefed me about the corporate journey which is awaited in
the future.

Chapter :-10 BIBLIOGRAPHY

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• http://www.7consultancy.in

• Organizational Behavior k. Ashwathapa

• www.wikipidia.org

• www.google.com

• www.encyclopedia

• www.yahoo.com

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