Mohan Shashank's Project

Recruitment & Selection Procedure in Skill Bank
A STUDY ON RECRUITMENT AND SELECTION

PROCEDURE IN SKILL BANK CONSULTING
A
PROJECT REPORT
Submitted in partial fulfillment of the
Requirements for the award of
MASTER OF BUSINESS ADMINISTRATION

By
M. MOHAN SASANKA
(Reg.No.171098053)
Under the guidance of

Mrs. N. JHANSI RANI, MBA. (Ph.D),
Associate Professor
DEPARTMENT OF MANAGEMENT STUDIES

J.B.INSTITUTE OF POST GRADUATE COURSES
(Affiliated to Sri Venkateswara University)
Plot No.96/1, Daminedu Village behind Padmavathi flour mills
Renigunta Road, Tirupathi-517501.
2009-2011
JB Institute of PG Courses Page 1

JB INSTITUTE OF POST GRADUATE COURSES

Door no. 9-113/2, Daminedu village, Behind Padmavathi Flour Mills
Renigunta Road, Tirupathi – 517506. PH.2271800, 5562800, 5562802
Approved by A.I.C.T.E., New Delhi & Affiliated to S.V. University, Tirupati.
CERTIFICATE
This is to certify that the project work entitled “A STUDY ON
RECRUITMENT AND SELECTION PROCEDURE IN SKILL BANK
CONSULTING” is bonafide work done and submitted by Mr. M. MOHAN
SASANKA (Reg. No. 171098053) in partial fulfillment of the requirement for the
award of the degree of Master of Business Administration by the J.B. Institute of
Post Graduate Courses, affiliated to S.V. University, Tirupathi during 2009-2011.
Head of the Department Under the Guidance of

Mr. C .B. V. KRISHNA PRASAD Mrs. N. JHANSI RANI,
M.B.A., M.Phil. M.B.A., (Ph.D).
Head of the Department, Management Studies Associate Professor
JBIPGC Tirupathi JBIPGC Tirupathi

DECLARATION
I M. MOHAN SASANKA declared that this project report entitled “A

STUDY ON RECRUITMENT AND SELECTION PROCEDURE IN SKILL
BANK CONSULTING” has been carried out by me during the year of 2009-
2011 under the guidance of Mr. RAYALA VAMSI KRISHNA, Head
Consultant, SKILL BANK.
This project work is submitted to the DEPARTMENT OF
MANAGEMENT STUDIES J.B. INSTITUTE OF POST GRADUATION
COURSES in partial fulfillment for the award of Master of Business
Administration degree. This report has not been submitted for any degree or
diploma of any other university.
Place:
Date:
(MOHAN SASANKA. M)

ACKNOWLEDGEMENT
The satisfaction that accompanies the successful completion of any tasks
would be incomplete without the mention of the people who make it possible &
whose constant guidance & encouragement crown all the efforts with success. The
acknowledgement transcends the reality of formality when we would like to
express deep gratitude & respect to all those people behind the screen who guided,
inspired & helped me for completion of my project work.
It is by the lavish blessings of the LORD having been able to bring to light
his humble of work for which I am extremely indebted.
I wish to express my sincere thanks to the following individuals who made
this study successful.
I am indebted to Mr. RAYALA VAMSI KRISHNA, Head consultant,
Skill Bank who is my organizational guide for his suggestions and without whose
interest the work would have ever begun.
My sincere thanks are due to Dr. B. MUNIRATHNAM, Correspondent,
JBIPGC, Prof. G. SOMASUNDARAM, Principal, JBIPGC and Mr.
C.B.V.KRISHNA PRASADMBA, M.Phil. , Head of the Department, Management
Studies and Mrs. V. KALPANAM.B.A, M.Phil , Project co-coordinator for their
constant encouragement and support through out my project.
I am indebted under the guidance of Mrs. N. JHANSI RANIM.B.A, (Ph.D)
Associate Professor in Management JBIPGC, and all my Lecturers for being a

source for inspiration in completing the project work.
Last but not least I wish to express my sincere thanks to MY PARENTS
for their encouragement and constant guidance.
(MOHAN SASANKA. M)

A STUDY ON RECRUITMENT & SELECTION

PROCEDURE IN SKILL BANK CONSULTING
Executive Summary
Introduction:
Recruitment and Selection is the major function/wing of the Human
Resource Department. Recruitment process is the first step towards creating the
competitive strength and strategic advances of the organization. Recruitment
process involves a systematic procedure from sourcing the candidates to arrange
and conduct interviews and requires many resources and time.
This area of study on “Recruitment and Selection in Skill Bank

Consulting” is found to be interesting. Recruitment and Selection is a core
process in Skill Bank where ‘Tele-calling’ is used as a ‘Primary Channel’ of
contact with both candidates and clients in addition to ‘e-mail’ as ‘Secondary
channel.’
Industry Profile:
Management Consulting refers to both the industry and the practice of
helping organizations improve their performance primarily through the analysis of
existing business problems and development of plans for improvement.
Management Consulting grew with the role of management as unique field
of study. The first management consulting firm was Arthur D. Little, founded in
1886 by MIT Professor of the same name. Booz & Co founded by Edwin G. Booz,
a graduate from Kellogg’s School of Management at North West University in
1914 as a management consultancy and the 1st to serve both Private and
government clients. Boston Consultancy Group (BCG), 1963 pioneered in the
analytical approach to the study of management and strategy. Some of the major
consultants across the world are BCG, McKinsey, Booz & CO, Harvard Business
School (formed by 6 professors as Monitor Group).
Company Profile:
Skill Bank, a HR consultant is a very prominent company in the processes
of Recruitment & Selection procedure with a handful of clients all over Andhra
Pradesh. Mr. Rayala Vamsi Krishna, Head Consultant, Skill Bank is a pioneer in
his terms, principles and strategies who have brought good dealings and links with
his huge network all over India with two main branches, one in Tirupathi, where
the global entrepreneurs are looking at and other in Hyderabad where the IT is
stood alive and working through.
Skill Bank was earlier a franchise of Mafoi, a reputed HR consultant in
India. As Mafoi was acquired and merged by Ranstad, and Ranstad-Mafoi is in no

need of partners, Of late, Skill Bank has started its own consultancy firm with a
handful of clients.
Need for the study:

Organizations hire the services of management consultants for a number of
reasons, including gaining external advice, access to consultants, specialized
expertise or simply as extra temporary help during a one time project, where the
hiring of more permanent employees is not required.
That too HR Consultants like Skill Bank have Recruitment and Selection as
core part of their services in the organization. Hence, the study was taken to bridge
the gap between client, candidate and Skill Bank and to ensure for the enrichment
of the processes and procedures of Recruitment and Selection in Skill Bank.
Objectives:
 To study thoroughly the processes and procedures of Recruitment and

Selection in Skill Bank.
 To study whether the candidate was satisfied with the processes and
procedures of Recruitment and Selection in Skill Bank.
H0: There is no significant relation between personal demographics like

Gender & experience and the process of awareness of skill Bank.
Research methodology:
 Research Type : Applied Research
 Research Approach : Descriptive Research
 Sampling technique : Convenience Sampling
 Sample Size : 60 candidates
 Data Collection:
o Primary Data: Collected from the candidates who

were placed by Skill Bank.

o Secondary Data: Collected from official website

(www.skillbank.in), Human Resource Management –
Biswajeet Patnayak, Client Requisition Forms (CRF)
etc.,
 Data collection tool : Questionnaire
 Data Analysis methods : Mean, percentage, graphs, Chi-

Square.
Limitations:
 The study is limited to MBA students alone.
 The study is limited to 60 candidates.
 The study is limited to candidates from Hyderabad, Tirupathi,

Guntur, Vijayawada, Machilipatnam, and Vizag.
 The questionnaire was prepared, ascertained and get the results

through e-mail alone.
 The questionnaire was filled in by the candidates who get desired

job from Skill Bank.
Findings:
Based on the study “Recruitment & Selection Procedure in Skill Bank,” the
findings are:
• Skill Bank has Recruitment & Selection as core part of their services
to the organizations.
• Skill Bank is providing required information like Job profile, venue

of interviews, time & date etc., for the candidate in time.
• Skill Bank is not providing any training and pre-interview sessions

for the candidates before attending the interview.

• Skill Bank is not charging anything from the candidates in making

them to get into their desired job, instead they charge from client at
all conditions.
• Skill Bank, as a part of their Recruitment & Selection of candidates,

making tele-calling to the candidates where speaking and dealing
through tele-calling is found convenient for the candidates.
• Skill Bank process and procedures are found satisfactory by the

candidates.
• The process that is making the most of the candidates to be aware

about the Skill Bank is Tele-calling irrespective of their personal
demographics like gender and experience.
Suggestions:
• To keep up the same tempo in the processes and procedures of
Recruitment and Selection and maintain the same momentum.
• It will be good to start training and pre-interview sessions to the

candidates before attending the interview, which will help in
enhancing the scope of getting placed in the organization (Client’s),
there by the consultancy firm gets better rankings.
Conclusion:
Recruitment and Selection is a hardcore part for any HR consultancy firm and
Skill Bank, a juvenile HR consultancy firm, making the process most successful
and satisfactory by the candidates and clients and hope to continue with the same
momentum.

CONTENTS
S.NO TITLES PAGE NO
1 CHAPTER-1 (1-22)
1.1 INTRODUCTION 1-5
 1.2 INDUSTRY PROFILE 6-10

 1.3 COMPANY PROFILE 11-22
2 CHAPTER-2
23-39
 REVIEW OF LITERATURE
3 CHAPTER-3 (40-43)
40
 3.1 NEED FOR THE STUDY
41
 3.2 OBJECTIVES OF THE STUDY
42
 3.3 LIMITATIONS OF THE STUDY
 3.4 RESEARCH METHODOLOGY 43
4 CHAPTER-4
DATA ANALYSIS & INTERPRETATION 44-57
5 CHAPTER-5 (58-60)
5.1 FINDINGS 58
5.2 SUGGESTIONS 59
5.3 CONCLUSION 60
6 CHAPTER-6 (63-66)
 6.1 APPENDIX 63-65
66
 6.2 BIBLIOGRAPHY

CHAPTER –I
INTRODUCTION
 INDUSTRY PROFILE
 COMPANY PROFILE

INTRODUCTION
Human Resource Management (HRM) is an approach to the manage people, based on
four fundamental principles, recruitment, selection, training, compensation, first human
resources are the most important asset of an organization and their effective management
is the key to its success.
According to EDWARD B FLIPPO:

Recruitment: is defined as “the process of searching for prospective employees
and stimulating them to apply for job in the organization”.
Selection: It is the “process of ascertaining the qualifications, experiences, skills,
knowledge etc., of an applicant with a view to appraising his/her suitability to a job.
Hiring involves two broad groups

1. Recruitment
2. Selection
Recruitment: Recruitment forms the first stage in the process which continues with
selection and leases with placement of the candidate recruiting of the discovering of
potential applicants for actual or anticipated organizational vacancies.
As younger and other point out, “Recruitment is the process to discover the
sources of man power to meet the requirement of staffing schedule and to employ
effective solution of an efficient working force.” The purpose of recruitment is to locate
sources of manpower to meet job requirements and job specifications.
Methods of Recruitment:
1. Direct method
2. Indirect method
3. Third party method

1. Direct method: These include sending traveling recruiters to educational professional

institute, employees, and contract with public and mannered exhibits. One of the widely
used direct methods is that of sending recruiters to colleges and technical institutes. It
includes sending recruiters to conventions and seminar’s setting up exhibits at fair and
using mobiles to go to the desired centers.
2. Indirect methods: Indirect method involves mostly advertising in news papers, on the
radio in trade and professional journals technical magazines and broachers.
3. Third party method: These include the use of commercial or private employment
agencies, state agencies placement offices of schools colleges and professional associates
recruiting firms, management consulting firms.
Recruitment and Selection is the major function/wing of the Human Resource

Department. Recruitment process is the first step towards creating the competitive
strength and strategic advances of the organization. Recruitment process involves a
systematic procedure from sourcing the candidates to arrange and conduct interviews and
requires many resources and time.
This area of study on “Recruitment and Selection in Skill Bank” is found to be

interesting. Recruitment and Selection is a core process in Skill Bank where ‘Tele-
calling’ is used as a ‘Primary Channel’ of contact with both candidates and clients in
addition to ‘e-mail’ as ‘Secondary channel.’
Human resources is considered to be the most valuable asset in any organization. It is the
sum of the inherent abilities, acquired knowledge and skills represented by the talents and
aptitude of the employed persons who comprises executives, superiors and the rank and
file employees.
The human resources should be utilized to maximum possible extent, in
order to achieve individual and organization goals. It is the employee’s performance

which ultimately decides and attainment of goals. However the employee’s performance
is to a large extent, influenced by motivation and job satisfaction.
Steps in selection process:
1. Reception or preliminary interview or screening

2. Application blank
3. A well conducted interview to explore the facts and get at attitude of the
applicant and his family to the job.
4. Physical examination
5. Psychological tests
6. A reference check
7. Final selection
The ability of small firms to successfully recruit employees is

consistently rated by small business owners as one of the most important factors
influencing organizational success (Inc., 1997, Mehta, 1996). However, despite the
fact that small businesses dominate the business landscape of the united States,
representing over 99% of all employers, seating two out of every three new jobs, and
producing 39% of the gross national product (SBA, 1999), existing research on human
resource (HR) recruitment has almost entirely focused on medium and large firms.
Indeed a review of all the articles published in three of the top academic
journals(Academy of Management Journal, Journal of Applied Psychology, Personnel
Psychology) form 1998 through 1998 revealed that only Seven of the 207 articles that
addressed recruitment, personnel selection, human resources, and hiring issues focused
on small businesses or used Small businesses in their sample. Consequently, a gap may
exist in our understanding of the recruitment issues small businesses face and what
strategies are most effective. In addition to paying little attention to small nesses,
past research on personnel recruitment has neglected the role that societal factors may
play in influencing the recruitment success of an organization, instead focusing on

how job applicants' individual preference affect recruitment (Brass, 1995,

Barber, 1998).
From this perspective, effective recruitment practices allow individuals to se
congruence between individual preferences and organizational attributes. Dimension
such as recruiter characteristics (e.g. personality, knowledge ability, and credibility),
recruitment message (e.g., personality, knowledge ability, and credibility), recruitment
message (e.g. realism, favorability, ad content), and recruitment timing have received
mixed support for influencing recruitment success (see Rynes & Barber, 1990, for a
review). However, while clearly important, this perspective ignores the role that
societal norms and values play in shaping the preferences and action of individuals
(Salancik & Pfeffer, 1978) Thus, the question of whether organizational recruitment
success is influenced by how well recruitment practice coincide with the
institutionalized norms of behavior existing.
RECRUITMENT PROCESS
Recruitment preparation
The organization has no formal method of request for vacant or new positions. An
informal request can be vague and misleading and may not supply the HR manager
with the job description and person specification required to establish the selection
criteria. This is because of reliance on re effective communication skills of both the
persons giving the verbal request and the HR manager receiving the request. Both
parties need to be effective in passing on and receiving correct information. The
request must set out the exact requirements of the new or vacant position. Job or person
specifications should spell out the requirements an individual needs to successfully
perform the job as per the job description should specific duties and responsibilities.
The implication of not clear direction on what is required for the position is that
the criteria will not be valid. Consequently, the recruitment process an bread down

Journal of Management Practice Volume 5 No 168 the absence valid selection criteria
pan affect the decision- making at a later
Stage (Compton& Nankervis 1998). This means that a simple

miscommunication can result in the incorrect matching of an applicant to an abs. The
attitude and personal characteristics of the individual may not fit the specifications
required. This can result in low motivation of the individual and can, therefore, lead
to unsatisfactory performance (Mitchell, Dowling, Kabanoff & Larson 1988), thus
requiring the individual to be replaced and causing unnecessary costs.
Ensuring that the job: ascription and person specification are correctly
portrayed and, therefore giving valid selection criteria, can avoid unnecessary costs. 2.2
Employment Agencies
According to the HR manager, the organization has a relatively high turnover in

low skilled employees. The market demand for low skilled employees in the
construction industry can increase and decrease rapidly due to the external
environment (Smith, P.J.2001, pers. Comm... 13 March). There are several reasons
for this volatility. As the economic climate becomes more unstable, consumer
confidence decreases in spending affects the construction industry. Furthermore,
inclement weather causes the flow of work to be unpredictable and, therefore,
insecure. Both of these factors can contribute to the high turnover of employees.
Satisfaction has a negative relationship with turnover (Robbins, Millett, Cacioppe &
Waters Marsh 1998).

INDUSTRY PROFILE
CONSULTANCY INDUSTRY
Management consulting refers to both the industry of, and the practice of, helping
organizations improve their performance, primarily through the analysis of existing
business problems and development of plans for improvement.
Organizations hire the services of management consultants for a number of reasons,

including gaining external (and presumably objective) advice, access to the consultants'
specialized expertise, or simply as extra temporary help during a one-time project, where
the hiring of more permanent employees is not required.
Because of their exposure to and relationships with numerous organizations,

consultancies are also said to be aware of industry "best practices", although the
transferability of such practices from one organization to another is the subject of debate.
Consultancies may also provide organizational change management assistance,

development of coaching skills, technology implementation, strategy development, or
operational improvement services. Management consultants generally bring their own,
proprietary methodologies or frameworks to guide the identification of problems, and to
serve as the basis for recommendations for more effective or efficient ways of performing
business tasks.
Opportunities for consulting and advisory engagements from government clients have
grown and evolved. In particular, government is engaging knowledgeable consultancies
for advice in home security and anti-terrorist tactics. Corporate clients are also more open
to consultants specializing in security matters and global politics.
Management consulting grew with the rise of management as a unique field of study. The
first management consulting firm was Arthur D. Little, founded in 1886 by the MIT
professor of the same name. Though Arthur D. Little later became a general management

consultancy, it originally specialized in technical research. Booz & Company was

founded by Edwin G. Booz, a graduate of the Kellogg School of Management at
Northwestern University, in 1914 as a management consultancy and the first to serve
both industry and government clients.
After World War II, a number of new management consulting firms formed, most
notably Boston Consulting Group, founded in 1963, which brought a rigorous analytical
approach to the study of management and strategy. Work done at Boston Consulting
Group, McKinsey, Booz & Company, and the Harvard Business School during the 1960s
and 70s developed the tools and approaches that would define the new field of strategic
management, setting the groundwork for many consulting firms to follow. In 1983,
Harvard Business School's influence on the industry continued with the founding of
Monitor Group by six professors.
Another branch of management consulting is Human Resource consulting. Such firms

provide advice to their clients regarding the financial and retirement security, health,
productivity, and employment relationships of their global workforce.
Approaches
In general, various approaches to consulting can be thought of as lying somewhere along

a continuum, with an 'expert' or prescriptive approach at one end, and a facilitative
approach at the other. In the expert approach, the consultant takes the role of expert, and
provides expert advice or assistance to the client, with, compared to the facilitative
approach, less input from, and less collaboration with, the client(s). With a facilitative
approach, the consultant focuses less on specific or technical expert knowledge, and more
on the process of consultation itself. Because of this focus on process, a facilitative
approach is also often referred to as 'process consulting,' with Edgar Schein being
considered the most well-known practitioner. The consulting firms listed above are closer
toward the expert approach of this continuum.

Many consulting firms are organized in a matrix structure, where one 'axis' describes a
business function or type of consulting: for example, strategy, operations, technology,
executive leadership, process improvement, talent management, sales, etc. The second
axis is an industry focus: for example, oil and gas, retail, automotive. Together, these
form a matrix, with consultants occupying one or more 'cells' in the matrix. For example,
one consultant may specialize in operations for the retail industry, and another may focus
on process improvement in the downstream oil and gas industry.
CURRENT STATE OF THE INDUSTRY
Management consulting has grown quickly, with growth rates of the industry exceeding
20% in the 1980s and 1990s. As a business service, consulting remains highly cyclical
and linked to overall economic conditions. The consulting industry shrank during the
2001-2003 period, but has been experiencing slowly increasing growth since. In 2007,
total global revenues for management consulting are expected to exceed the $300 billion
mark. Currently, there are four main types of consulting firms:
1. Large, diversified organizations that offer a range of services, including

information technology consulting, in addition to a strategy consulting practice
(e.g. Accenture, Capgemini, Deloitte, IBM). Some very large IT service providers
have moved into consultancy as well and are also developing strategy practices
(e.g. Wipro, Tata, Infosys)
2. Medium-sized information technology consultancies that blend boutique style
with some of the same services and technologies bigger players offer their clients
(e.g. IDS Scheer, arinso).
3. Large management and strategic consulting specialists that offer primarily
strategy consulting but are not specialized in any specific industry (e.g. Bain &
Company, Booz & Company, McKinsey & Company, The Boston Consulting
Group, Oliver Wyman, A.T. Kearney).
4. Boutique firms, often quite small, which have focused areas of consulting
expertise in specific industries, functional areas or technologies (e.g. Heidrick &

Struggles, Towers Perrin, the Avascent Group, Newton Industrial Consultants,

Kaiser Associates) . Most of the boutiques were founded by famous business
theorists. Small firms with less than 50 employees are often referred to as niche
consultancies (e.g. Agility Works, iProCon HCM). If they have a unique concept
and market it successfully, they often grow out of this segment very fast or are
bought by larger players interested in their knowhow.
Management Consulting Companies Rating
The web service "vault.com" prepares a list of the most prestigious 50 consulting
companies each year. The most prestigious 20 consulting companies in 2010 are:
2010 2009 PRESTIGE

RANK RANK CHANGE COMPANY SCORE
1 1 McKinsey & Company 8.390
2 2 The Boston Consulting Group, Inc. 7.978
3 3 Bain & Company 7.874
4 4 Booz & Company 6.514
5 7 Deloitte Consulting LLP 6.107
6 5 Monitor Group 6.071
PricewaterhouseCoopers LLP (Consulting
7 9 5.998
Practice)
8 6 Mercer LLC 5.947
9 11 Ernst & Young LLP (Consulting Practice) 5.914
10 8 Oliver Wyman 5.860
11 14 Accenture 5.711
12 13 IBM Global Business Services 5.668
13 16 KPMG LLP (Consulting Practice) 5.585
14 18 Towers Perrin 5.535
15 27 AlixPartners, LLP 5.529
16 12 A.T. Kearney 5.367
17 15 The Parthenon Group 5.259
18 29 Watson Wyatt Worldwide 5.192
19 10 L.E.K. Consulting 5.177
20 38 FTI Consulting, Inc. 5.026
21 44 Alvarez & Marsal 4.951
22 25 NERA Economic Consulting 4.931
23 19 Capgemini 4.869

24 26 Navigant Consulting, Inc. 4.781

25 32 Huron Consulting Group 4.750
COMPANY PROFILE
Skill Bank, a HR consultant is a very prominent company in the processes of Recruitment

& Selection procedure with a handful of clients all over Andhra Pradesh. Mr. Rayala
Vamsi Krishna, Head Consultant, Skill Bank is a pioneer in his terms, principles and
strategies who have brought good dealings and links with his huge network all over India
with two main branches, one in Tirupathi, where the global entrepreneurs are looking at
and other in Hyderabad where the IT is stood alive and working through.

Skill Bank was earlier a franchise of Mafoi, a reputed HR consultant in India. As Mafoi
was acquired and merged by Ranstad, and Ranstad-Mafoi is in no need of partners, Of
late, Skill Bank has started its own consultancy firm with a handful of clients.
The following are the other aspects that are being dealt by the company including the
information about the clients.
Internship
Around the world, hundreds of thousands participate in student internships.
Although internships are often categorized as jobs, they are more like apprenticeships.
Internships are temporary and may or may not be paid. The emphasis during the job is
training, which is why most interns are college students who are studying in majors relating
to their internship position. The length of the internship depends on the employer in charge.
Usually, an internship lasts the duration of a semester at colleges. However, 6-12 week
summertime sessions or shorter 4-6 week winter break sessions might also be available. You
don't apply for an internship in the same way you would a regular job. Although you should
treat your application process professionally, your experience is less important than your
willingness to learn, relation of the internship to your major, and recommendations. What
kinds of internships are available - and which are required
• Why you should consider internships in the first place
• Internship lengths
• Living arrangements and pay rates
• Getting college credit for your internship
• Planning effective internship
• Interviewing
• How to get an internship when you're studying

• What to expect when you get an internship
• How to survive and make the most of your internship
• Ways to transition your internship to a regular full-time job after college

Studies show that those with job-related experience are more likely to get a
job. A study by the Bureau of Labor and Statistics shows that one in three graduates are
underemployed, meaning that they are, through their education, qualified for a better,
higher-level job than the job they have. Unpaid or paid internships can help you get the
better job that you deserve with your degree.
• Types of Internships
• Tips for Surviving an Internship
• Internship Benefits
• Making the Most of your Internship
• Transitioning From Intern to Full-Time
• Internships your discovery.
Registration Form Format:
*Name Of the
Candidate:
*Father's Name:
* Date Of Birth: Age:
Religion: Nationality:

* Permanent
Pin Code:
Address:
* Address for Communication: Pin Code:
Telephone: Mobile:
Languages
* E-Mail:
Known:
Technical
Educational Qualifications:
Qualifications:
Course: Specialization:
Recruitment:
Recruitment is the process of attracting qualified applicants for a specific job. the process
begins when applications are brought in and ends when the same is finished. the result is
a pool of applicants, from where the appropriate candidate can be selected.
Hot Openings List
RUMI EDUCATION PRIVATE LIMITED
Job Description – Zonal B&RM K 10 Business
DSR SOLUTIONS LIMITED
BDM
Quality Engineer
Research & Development Analyst

Sr.BDE
NW & System Administrator
Prod mgmt tech Manager
Product Manger
Sr. Business Analyst
RUMI EDUCATION PVT. LTD
1. About Rumi
Rumi Education (www.rumieducation.com) is a wholly owned subsidiary of Orient

Global (www.orientglobal.com), a large global private investment company. Orient
Global is committed to serving the education needs of communities throughout the
developing world and has launched a USD 100mn Education Fund for this purpose.
India has an USD 40bn education market growing at a CAGR of over 16%. Over 1
million schools throughout the country serve over 219 million students. Conservative
estimates suggest that another 361 million school-age children have been left un-served.
Education spending is the single biggest monthly outlay after food and groceries for
India’s consuming class. The sector is encouraging interesting debates on privatization
and is increasingly receiving the active attention of policy makers. After IT, Media,
Telecom and Retail, Education is poised for the NEXT BIG transformation in India.
Rumi is incorporated to serve the mass market in K-10 school segment, i.e., Primary and
Secondary education. The initial focus is on major metros and Tier I – Tier IV towns. The
business model is designed to build world’s largest chain of schools targeted at the mass
market within the next 3 years. This is planned through a process of business partnerships
and acquisition.

Rumi is built upon the strong foundation of proprietary understanding of the market
based on globally acclaimed research that has been conducted over the past decade. The
company has the in-house knowledge, leadership and vision to act at this opportune time
to build a successful chain of schools.
Headquartered in Hyderabad Rumi Education is the first chain of affordable private

schools and within last 18 months has grown to become the largest chain of schools in
Hyderabad with 50 schools. Rumi has started his presence in other towns of Andhra
Pradesh like Vijayawada & Visakhapatnam and has plans to cross 100 schools by this
April.
Rumi Education is poised to take this initial success in Andhra Pradesh across India and
then to the international arena by targeting mass market consumers in developing markets
globally.
Rumi Education is India’s first chain of truly affordable private schools. Parents choose
our schools for a quality education that will prepare their children for success in a modern
India.
A quality education is the greatest gift you can give your child. For the first time, this gift
will be affordable for almost every family.
Scope:
Zone (typically 60- 80 schools)
Direct Reports:
BRM Expansion, BRM Operations, Sr. Academic Counselor
Purpose:

a. Heads a business of around 60 schools, will be responsible for top and bottom line
results for the allocated zone. Will strategize growth and development of the zone and
review performance.
b. Deliverables:
i. Zonal budget
ii. Growth and profitability as per target
iii. School revenue and profitability
iv. Staffing as per plan
v. Employee retention
vi. Franchisee retention
vii. New Franchisee conversion cycle time reduction
c. Key Activities:
i. Ensure staffing as per plan
ii. Task allocation and review for all BRM
iii. Periodic school visits
iv. Recommendation for new franchisee appointment
v. Review of School performance Index
vi. Review of Customer satisfaction index and preparation of improvement plans
vii. Creation of market clusters
viii. Periodic market visits with BRM (Exp) – coaching for new BRMs
ix. Approve school visit plans – if needed
x. Contract discussion with key prospects
xi. Recommendation for new franchisee appointment after site visits
xii. Review and approval of closure files for new franchisees.
Online Examination:
Skill Bank is one-stop-shop for career and professional development. There is no

shortage of Jobs; only shortage of skilled people" Skill Bank Consulting, we believe in
positively affecting Students by inspiring them in their personal, social and professional

environments. In doing so, we renew their respect for themselves and for each other, and
give them a new take on their values, beliefs and perception
We have proven experience, a Wealth of Training Solutions and partnership with Global
Leaders to offer solutions for Human Resources, Online Education, Overseas Education
and Employability Programs. We offer Employability linked programs at each stage of
one’s career. We benefit both the Organizations and Professionals through our Programs.
Our Mission
Empower every citizen of the new knowledge era as Professional so that they become
employable or self employed, creating a talent pool across India for different industries to
solve critical skilled manpower shortage?
The Online Education is focused towards providing training through online means. The
training is provided through ultra modern and innovative technological tools such as
content management system for online delivery of knowledge content and learning
management system for performance management. The whole system is designed to
create the learning environment for graduates and about to graduate students by imparting
significant skill building in a short span of time and attain industry relevant skills. All our
programs carry the distinct flavor of experiential /experimental learning and looking
beyond the classroom. We focus on interactive learning and change implications back
into life and organizations.
Our Goal is to provide online re skilling and up skilling programs for fresh graduates
from colleges and universities so as to make them Job Ready. These programs provide
training and knowledge services to sharpen their skills in a manner that prepares them to
enter the work-environment with confidence and relevant knowledge.
The innovative technology enabled platform assists users to access, store, retrieve and

reuse implicit and explicit knowledge to power their competency in a knowledge based
eco system. These programs are designed to add as an extra qualification to the student in
order to be more easily accepted in the industry. Both programs are designed for students
who would gain an edge over competition and learn that little bit extra. The target is the
youth population of India because it is the youth who have the real energy to make our
mission a reality.
We are offering exclusive Online Education Hub, currently offering over 100+ career
oriented online courses from over 16 industry domains + career counseling. The courses
that are on offer belong to high growth industries which are facing severe skills shortage.
This enables students to upgrade their skills and get entry into careers with bright
prospects.
For students who have completed +2, guidance in terms of preparation for assessments
Graduates need guidance, personality developments and some skills development
Professionally qualified engineering & management students, may seek personality
development, soft skill development and programs on specialized skill enhancement
related to their domain of study
• Quality education through latest versions of courses is provided

• Most economical learning, at a fraction of a traditional cost
• Independent of faculty based subjectivity and consistency in quality
• Anywhere-Anytime learning with internet connection
• Students are able to decide their own milestones with self paced learning
• Result measurement is automatic. Auto tracking of the progress
• The program delivery is taken care Academy through internet.
With our industry experience and alliances with industry leaders, domain experts and
institutions, Skill Bank brings learning, skills and know-how thoroughly gained over the

years. Having worked with some of the world’s leading organizations, the hands-on
knowledge and dedication to providing the best for their clients; we are able to offer
solutions to organization across industry sectors.
From the Academic to the Power sector, from Hospitality to Government, Banking,
Financial Services and Insurance to Manufacturing and from the Technology sector to
Bio-tech and research organizations, our insight comes from how clients attain, dispense
and administer knowledge. Our suite of solutions and services are customizable and
applicable for the following industries:
• Academic Higher Education

• Banks, Financial Services, Insurance
• Independent of faculty based subjectivity and consistency in quality
• Organized Retail, Hospitality, Travel & Tourism
• Energy and Utilities (Power and Petroleum)
• Government
• IT / ITeS
• Soft ?skills
• E-Security
• Shipping and logistics
• Event Management
• Bio-tech and Pharmaceuticals
• Language Learning
Overseas Education
Skill Bank Consulting has an experienced team of specialist counselors having a wide
knowledge of schools, colleges and universities, up-to-date information on the latest
developments and a sound understanding of the issues- academic, personal and financial -
which most concern parents and students. This exceptional combination enables us to
offer informed well balanced advice on individual basis.

Our services include...
• Career Counseling
• Choosing the right course in the right university
• Complete information about Educational Institutions
• Admission Guidance
• Information on IELTS/ TOEFL
• Organizing On-Spot Admissions
• Accommodation Assistance
• Visa Assistance
• Travel Assistance
• Pre Departure Briefings
• Post Arrival Problem Solving
Career Counseling
Keeping in view your individual profile and the professional market scenario, we would
help you to make the best career choice.
Choosing the right course in the right university

We provide in-depth personal guidance to help you in choosing the right course in the
university according to your profile, financial constraints, future aspirations and interest.
Complete information about Educational Institutions

We have a well equipped library containing prospectuses, CDs, Video Tapes, Brochures
etc of all the Universities / Colleges represented by us to help students in getting all the
information about the institution(s) of their interest.

Admission Guidance
We give special attention to your application, highlighting the areas essential for a well
presented application, also assisting with References and the Statement of Purpose. Our
regular follow ups with the Universities result in positive and quick response.
Information on IELTS/ TOEFL

We give all the necessary details about the structure of the test and helps students in
getting to know the test dates for IELTS/ TOEFL, register online for it. we also provide
training and comprehensive practice to secure high scores on self support basis.
Organizing On-Spot Admissions

Skill Bank gives its students an opportunity to meet the delegates of various Universities/
Colleges, wherein they not only get a chance to get their doubts clarified about the
University and the course but even get On-Spot offer letters.
Accommodation Assistance
Our counselors would guide you with different types of accommodation which fit into
your needs and budget
Visa Assistance
We assist our students in the entire processing right from filling up application, preparing
financial statement, providing guidance and conducting mock interviews. We are in touch
with the consulates on a regular basis and are informed about the latest rules and changes
in visa documents which results in our extremely high visa success rate.
Travel Assistance

We take care of booking flights for our students well in advance to allow ideal departure
dates, routes and discounts.
Pre Departure Briefings

Skill Bank organizes pre departure get together for its students giving them an
opportunity to meet others heading towards the same University or Country.
Post Arrival Problem Solving

We are constantly in touch with the Universities/ Colleges to ensure that our students do
not face any problem related to accommodation, course, etc and hence provide enough
support to them in their early stages in a new country when things would be new and
unfamiliar.
Our specialist counselors, each with their own areas of expertise, provide extensive
personal guidance on all aspects of overseas education, including the choice of schools
and colleges, educational planning, sixth-form options, university entry, postgraduate
studies, and professional training, as well as any educational issues which may be causing
concern.
Counseling takes place by appointment in our offices or by telephone for those unable to
visit. Afterwards our counselor will send you a report of the discussion, together with any
recommendations, and will be happy to answer any query.
CHAPTER –II
REVIEW OF
LITERATURE
REVIEW OF LITERATURE
RECRUITMENT PROCESS:
The Recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive
strength and the strategic advances for the organizations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging and conducting the

interviews and requires many resources many resource and time. A general recruitment
process is as follows:
IDENTIFYING THE VACANCY:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
• Preparing the job description and person specification.
• Locating and developing the resources of required number and type of
employees.
• Short-listing and identifying the prospective employee with required
characteristics.
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making.
The recruitment process is immediately followed by the selection process i.e.
the final interviews and the decision making, conveying the decision and the appointment
formalities.
MEANING OF RECRUITMENT:
According to Edwin B. Flippo, “Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the organization”.
Recruitment is the activity that links the employers and the job seekers. A few definitions
of recruitment are:
A process of findings and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of a applications from which new employees are selected.
It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilities effective selection of an efficient working force which

helps create a pool of prospective employees for the organization so that the management
can select the right candidate the selection process.
Recruitment of candidates is the function preceding the selection, recruitment is
a continuous process whereby the firm attempts to develop a pool of qualified applicants
for the future human resources needs even through specific vacancies do not exit.
Usually, the recruitment process starts when a manger initiates an employee requisition
for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE TYPES:
PLANNED
The needs arising from changes in organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs. 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 requirement 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 selection will leave the organization only after a short
period of time. Meet the organization 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.
PURPOSE & IMPORTANCE OF RECRUITMENT

SOURCES OF RECRUITMENT
INTERNAL
EXTERNAL
• Transfers
• Press advertisements
• Promotions
• Educational institutes
• Up grading • Placements agencies/
outsourcing
• Demotion
• Employment
• Retired employees exchanges
• Labor contractors
• Retrenched employees • Recruitment at factory
• Dependents and relatives gate
of deceased employees.
INTERNAL SOURCES
 TRANSFERS: The employees are transferred from one department to another
according to their efficiency and experience
 PROMOTIONS: The employees are promoted from one department to another
with more benefits and greater responsibility based on efficiency and experience.
 Others are upgrading and demotion of present employees according to their
performance.
 Retired and retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. Recruitment such
people save time and costs of the organizational culture and the policies and
procedures.

 The depends and relatives of deceased employees and disabled employees are
also done by many companies so that the members of the family do not become
dependent on the mercy of others.
EXTERNAL SOURCES
1. PRESS ADVERTISMENTS:
Advertisements of the vacancy in newspapers and journals are a widely
used source of recruitment. The main advantage of this method is that it has a wide reach.
2. EDUCATIONAL INSTITUTES:
Various management institutes, engineering colleges, medical colleges etc.
are a good source of recruiting well qualified executives, engineers, medical staff etc.
They provide facilities for campus interviews and placements. This source is known as
Campus Recruitment.
3. PLACEMENT AGENCIES:
Several private consultancy firms perform recruitment functions on behalf
of client companies by charging a fee. These agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO (Recruitment Process
Outsourcing)
4. EMPLOYMENT EXCHANGES:
Government establishes public employment exchanges throughout the
country. These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.

5. LABOUR CONTRACTORS:
Manual workers can be recruited through contractors who maintain close
contracts with the sources of such workers. This source is used to recruit labor for
construction jobs.
6. PRESS ADVERTISMENTS:
Advertisements of the vacancy in newspapers and journals are a widely used
source of recruitment. The main advantage of this method is this method is that it has a
wide reach.
7. EDUCATIONAL INSTITUTIONS:
Various management institutes, engineering colleges, medical colleges etc. Are
good sources of recruiting well qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements. This source is known as Campus
Recruitment.
8. PLACEMENT GENCIES:
Several private consultancy firms perform recruitment functions on behalf
of client companies by charging a fee. These agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO (Recruitment Process
Outsourcing)
9. EMPLOYMENT EXCHANGES:
Government establishes public employment exchanges throughout the
country. These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.

10. LABOUR CONTRACTORS:

Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. This source is used to recruit labour for
construction jobs.
11. UNSOLICITED APPLICANTS:

Many job seekers visit the office of well-known companies on their own.
Such callers are considered nuisance to the daily work routine of the enterprise. But can
help in creating the talent pool for the database of the probable candidates for the
organization.
12. EMPLOYEE REFERRALS/ RECOMMENDATIONS:

Many organizations have structured system where the current employees
of the organization can refer their friends and relatives for some position in their
organization. Also, the office bearers of trade unions are often aware of the suitability of
candidates. Management can inquire these leaders for suitable jobs. In some
organizations these are formal agreements to give priority in recruitment to the candidates
recommended by the trade union.
13. RECRUITMENT AT FACTORY GATE:

Unskilled workers may be recruited at the factory gate these may be
employed whenever a permanent worker is absent. More efficient among these may be
recruited to fill permanent vacancies.
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organizations is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the factors which

cannot be controlled by the organization. And the external factors are those factors
affecting recruitment function of an organization are:
FACTORS AFFECTING RECRUITMENT
EXTERNAL FACTORS
INTERNAL FACTORS
Supply and demand
Labour Market Recruitment policy
Image/Goodwill Human resource planning
Political-social-legal Size of the firm
Environment Cost of recruitment
Unemployment rate Growth and expansion
Competitors
The internal forces i.e. the factors which can be controlled by the
organization are:
INTERNAL FACTORS:
1. 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 programs
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. HUMAN RESORCE PLANNING

Effective human resource planning helps in determining the gaps present
in the existing manpower of the organization. It also helps in determining the number of
employees to be recruited and what qualification they must possess.
3. SIZE OF THE FIRM:

The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it will think of
hiring more personnel, which will handle its operations.
4. COST
Recruitment incur cost to the employer, therefore, organizations try to
employ that source of recruitment which will bear a lower cost of recruitment to the
organization for each candidate.
5. GROWTH ANDEXPANSION:
Organization will employ or think of employing more personnel if it is
expanding its operations.
EXTERNAL FACTORS:
The external forces are the forces which cannot be controlled by the
organization. The major external forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an
important determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for the professionals demanded by
them special training and development programs.
2. LABOUR MARKET
Employment conditions in the community where the organization is located will
influence the recruiting efforts of the organization. If there is surplus of manpower at the
time of recruitment, even informal attempts at the time of recruiting like notice boards
display of the requisition or announcement in the meeting etc will attract more than
enough applicants.
3. IMAGE/ GOODWILL
Image of the employer can work as a potential constraint for recruitment. An
organization with positive image and goodwill as an employer finds it easier to attract
and retain employees than an organization with negative image. Image of a company is
based on what organization does and affected by industry. For example finance was taken
up by fresher MBA’s when many finance companies were coming up.
4. POLITICAL-SOCIAL-LEGAL ENVIRONMENT
Various government regulations prohibiting discrimination in hiring and
employment have direct impact on recruitment practices. For example, government of
India has introduced legislation for reservation in employment for scheduled castes,
scheduled tribes, physically handicapped etc. also, trade unions play important role in
recruitment. This restricts management freedom to select those individuals who it
believes would be the best

performers. If the candidate can’t meet criteria stipulated by the union but union
regulations can restrict recruitment sources.
RECRUITMENT POLICY OF A COMPANY

In today’s rapidly changing business environment, a well defined recruitment
policy is necessary for organizations to respond to its human resource requirements in
time. Therefore, it is important to have a clear and concise recruitment policy in places,
which can be executed effectively to recruit the best talent pool for the selection of the
right candidate at the right place quickly. Creating a suitable recruitment policy is the
first step in the efficient hiring process. A clear and concise recruitment policy helps
ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for
implementation of recruitment programme. It may involve organizational system to be
developed for implementing recruitment programmes and procedures by filling up
vacancies with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY

• The general recruitment policies and terms of the organization
• Recruitment services of consultants
• Recruitment of temporary employees
• Unique recruitment situations
• The selection process
• The job descriptions
• The terms and conditions of the employment
A recruitment policy of an organization should be such that:

• It should focus on recruiting the best potential people.

• To ensure that every applicant and employee is treated equally with
dignity and respect.
• Unbiased policy
• To aid and encourage employees in realizing their full potential.
• Transparent, task oriented and merit based selection.
• Weight age during selection given to factors that suit organization needs.
• Optimization of manpower at the time of selection process.
• Defining the competent authority to approve each selection.
• Abides by relevant public policy and legislation on hiring and employment
relationship.
• Integrates employee needs with the organizational needs.
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.
Recruitment Vs selection
Both recruitment and selection are the two phases of the employment process.
The differences between the two are:
• Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization WHEREAS selection
involves the series of steps by which the candidates are screened for choosing the
most suitable persons for vacant posts.

• The basic purpose of recruitment is to create a talent pool of candidates to enable

the selection of best candidates for the organization, by attracting more and more
employees to apply in the organization WHEREAS the basic purpose of selection
process is to choose the right candidate to fill the various positions in the
organization
• Recruitment is a positive process i.e. encouraging more and more employees to
apply WHEREAS selection is a negative process as it involves rejection of the
unsuitable candidates.
• Recruitment is concerned with tapping the source of human resources WHEREAS
selection is concerned with selecting the most suitable candidate through various
interviews and tests.
• There is no contract of recruitment established in recruitment WHEREAS
selection results in a contract of service between the employer and the selected
employee.
RECRUITMENT MANAGEMENT SYSTEM
Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools facilitated by
the information management, payroll and other systems, Recruitment management
system helps to contour the recruitment processes and effectively managing the ROI on
recruitment.
The features, functions and major benefits of the recruitment management system are
explained below:
• Structure and systematically organize the entire recruitment processes.
• Recruitment management system facilitates faster, unbiased, accurate and reliable
processing of applications from various applications.
• Helps to reduce the time-per-hire and cost-per=hire.
• Recruitment management system helps to incorporate and integrate the various
links like the application system on the official website of the company, the
unsolicited applications, outsourcing recruitment, final decision making to the

main recruitment process.
• Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.
• Recruitment management system provides and a flexible, automated and
interactive interface between the online application system, the recruitment
department of the company and the job seeker.
• Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI.
• Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process.
The Recruitment Management System (RMS) is an innovative information

system tool which helps to sane the time and costs of the recruiters and improving the
recruitment processes.

COMPARISION OF PROCESS OF RECRUITMENTS

PROCESS OF RECRUITMENT IN GENERAL:
IDENTIFY THE PROSPECTIVE EMPLOYEE
HOLD A TALK WITH THE CANDIDATE
CANDIDAT
E LOOK FOR SOME
INTERESTE OTHER CANDIDATE
D
CALL FOR A FORMAL DISCUSSION
JOB LOOK FOR SOME OTHER

OFFER CANDIDATE
ASK THE PERSON TO JOIN AND SUBMIT VARIOUS

NECESSARY DOCUMENTS.
PROCESS OF RECRUITMENT IN A CONSULTANCY:

SHORTLIST THE GOOD CV’S RECEIVED FROM CONSULTANT
CONSULTANTS CO-ORDINATE THE INTERVIEW
INTERVIE
W AT
COMPANY LOOK FOR SOME
(profile OTHER PERSON
match)
CALL HIM FOR FINAL NEGOTIATION AND OFFER
OFFER
ACCEPTE LOOK FOR SOME OTHER
D PERSON
BRIEF ABOUT PROFILE TO CONSULTANT
ASK THE PERSON TO JOIN.
How to select a Recruitment Consultant

If an organization decides to outsource its recruitment processes or activities, it is

very important to find and select a suitable recruitment consultant or consultancies, which
can deliver results according to the needs of the organization. Today, there are thousands
of consulting firms (consultancies) as well as freelance consultants working
independently. An organization looks for various considerations and qualities before
selecting the suitable recruitment consultant. The reputation of the consulting firm in the
job market (based on expertise and experience).
Who are the consultant’s or firm’s past and present clients?

• Consultant’s expertise and experience (from how long has he/firm been in the
business)
• Does the recruitment consultant have the requisite resource to complete the targets on
time?
• Get the idea of the effectiveness and the services of the recruitment consultants from
its current and past clients.
Qualities of an independent recruitment consultant:
Some of the qualities or characteristics looked in recruitment consultants are:
• Marketing skills
• Flexibility and adaptability
• Wisdom
• Exuberance
• Ability to prioritize
• Ambition
• Resourcefulness
• Diplomacy/ delicacy.
Selecting the right recruitment consultant is essential for the effective recruitment
processes. A successful Recruitment consultant is someone who is determinative,
focused, and able to create opportunities for him, works harder and smarter than
competitors and continually set and achieve higher standards.

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 immediately 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

CHAPTER –III
 NEED FOR THE STUDY

 OBJECTIVES OF THE STUDY
 LIMITATIONS OF THE STUDY
 RESEARCH METHODOLOGY

NEED FOR THE STUDY

Organizations hire the services of management consultants for a number of
reasons, including gaining external advice, access to consultants, specialized
expertise or simply as extra temporary help during a one time project, where the
hiring of more permanent employees is not required.
That too HR Consultants like Skill Bank have Recruitment and Selection as core
part of their services to the organization. Hence, the study was taken to bridge the
gap between client, candidate and Skill Bank and to ensure for the enrichment of
the processes and procedures of Recruitment and Selection in Skill Bank.

OBJECTIVES OF THE STUDY

 To study thoroughly the processes and procedures of Recruitment and
Selection in Skill Bank.
 To study whether the candidate was satisfied with the processes and
procedures of Recruitment and Selection in Skill Bank.
H0: There is no significant relation between personal demographics like

Gender & experience and the process of awareness of skill Bank.

LIMITATIONS OF THE STUDY
 The study is limited to MBA students alone.
 The study is limited to 60 candidates.
 The study is limited to candidates from Hyderabad, Tirupathi,

Guntur, Vijayawada, Machilipatnam, and Vizag.
 The questionnaire was prepared, ascertained and get the results

through e-mail alone.
 The questionnaire was filled in by the candidates who get desired

job from Skill Bank.

Research methodology
 Research Type : Applied Research
 Research Approach : Descriptive Research
 Sampling technique : Convenience Sampling
 Sample Size : 60 candidates
 Data Collection:
o Primary Data: Collected from the candidates who

were placed by Skill Bank.
o Secondary Data: Collected from official website

(www.skillbank.in), Human Resource Management –
Biswajeet Patnayak, Client Requisition Forms (CRF)
etc.,
 Data collection tool : Questionnaire
 Data Analysis methods : Mean, percentage, graphs, Chi-Square.

CHAPTER –IV
DATA ANALYSIS
&
INTREPRETATION

DATA ANALYSIS & INTERPRETATION
1. Skill bank provided you the required information like job

profile and all before attending the interview?
TABLE – I
Strongly Agree 58 96.6%
Agree 2 3.4%
Moderately Agree 0 0
Disagree 0 0
Total 60 100%
GRAPH - I

Interpretation:
From the graph it is interpreted that Skill Bank is providing
required information like Job profile, venue of interviews, time &
date etc., for the candidate in time.
2. Skill Bank provides training before attending the interview.
TABLE – II
Strongly Agree 0 0
Agree 2 3.4%
Moderately Agree 3 5%
Disagree 55 91.6%
Total 60 100%
GRAPH - II
Interpretation:

From the graph it is interpreted that Skill Bank is not providing any
training and pre-interview sessions for the candidates before
attending the interview.
3. Skill Bank did not charge anything for providing a job.
TABLE - III
Strongly Agree 57 95%
Agree 3 5%
Disagree 0 0
Total 60 100%
GRAPH - III
Interpretation:

From the graph it is interpreted that Skill Bank is not charging

anything from the candidates.
4. Skill Bank conducted a pre-interview before attending the

interview with the company.
TABLE – IV
Strongly Agree 0 0
Agree 0 0
Disagree 48 80%
Total 60 100%
GRAPH - IV
Interpretation:

From the graph it is interpreted that Skill Bank is not conducting

any pre-interview before attending the interview with the
company.
5. You are able to get into desired job in Skill Bank.
TABLE - V
Agree 1 1.7%
Disagree 0 0
Total 60 100%
GRAPH - V
Interpretation:
From the graph it is interpreted that Skill Bank is helping the
candidates to get into their desired job.
6. The method of speaking and dealing through Tele-calling is

convenient to the candidate.
TABLE - VI
Agree 1 1.7%
Moderately Agree 1 1.7%
Disagree 0 0
Total 60 100%
GRAPH - VI
Interpretation:
From the graph it is interpreted that method of speaking &
dealing through Telecalling is convenient to the candidate.
7. There is no bias in the selection of candidates in Skill Bank.
TABLE - VII
Agree 3 5%
Disagree 1 1.6%
Total 60 100%
GRAPH - VII
Interpretation:
From the graph it is interpreted that there is no bias in the selection
of candidates in Skill Bank.

8. The job provided by Skill Bank will give an opportunity to

utilize the skills of the candidate at the full length.
TABLE - VIII
Agree 5 8.3%
Disagree 1 1.7%
Total 60 100%
GRAPH - VIII
Interpretation:
From the graph it is interpreted that Skill Bank is giving an
opportunity to utilize the skills of the candidate at the full length.

9. Skill Bank do solve the problems (if any) of the candidate until
the candidate gets placed.
TABLE - IX
Agree 4 6.6%
Disagree 0 0
Total 60 100%
GRAPH - IX
Interpretation:
From the graph it is interpreted that Skill Bank do solve the
problems (if any) of the candidate until the candidate gets placed.

10. Are you satisfied with all Skill Bank’s processes & procedures?
TABLE - X
Agree 1 1.7%
Disagree 0 0
Total 60 100%
GRAPH - X
Interpretation:
From the graph it is interpreted that candidates were satisfied with
the processes & procedures of Skill Bank.

11. How do you know about Skill Bank?

TABLE - XI
Tele calling 16 26.6%
News paper ads 6 10.1%
Reference 6 10.1%
Tele calling & News paper ads 16 26.6%
News paper & Reference 16 26.6%
Total 60 100%
GRAPH - XI
Interpretation:
From the graph it is interpreted that candidates were becoming
aware through various means of communication like Telecalling,
newspaper ads, reference and sometimes combinations of these.

12. How Skill Bank contacted you?
TABLE - XII
Telecalling 49 81.6%
e-mail 11 18.4%
Others 0 0
Total 60 100
GRAPH – XII
Interpretation:
From the graph it is interpreted that Skill Bank is mainly using
Telecalling as the mode of communicating the candidates.

13. Have you consulted any consultancy firm earlier to Skill Bank?
TABLE - XIII
Yes 6 10%
No 54 90%
GRAPH – Total 60 100
XIII
Interpretation:
From the graph it is interpreted that less number of candidates
were consulted some other consultancy firm before they consult
Skill Bank.

14. Which method do you feel convenient for communication?
TABLE – XIV
Telecalling 50 83.3%
e-mail 10 16.7%
Total 60 100%
GRAPH – XIV
Interpretation:
From the graph it is interpreted that candidates are preferring
Telecalling to communicate with them for any information.
CHI SQUARE ANALYSIS

I. Verification of relationship between Demographic factor like gender

of the candidate and the process of awareness about Skill Bank
H0 : There is no significant relationship between personal demographics like

gender & process of awareness about Skill Bank.
HA : There is a significant relationship between personal demographics like

gender & process of awareness about Skill Bank.
TABLE - XV
Process Gender Total Chi2
Male Female
Telecalling 10 6 16
Telecalling &
Newspaper ads 6 10 16
Newspaper ads NS
& Reference 18 10 28
Total 34 26 60
Chi Square
(Calculated
Value) 3.277311
Chi Square
(Table Value) 5.991
Since table value is greater than calculated value, H0 is accepted.
Interpretation:
From the analysis, it is interpreted that there is no significant

relation between personal demographics like gender & process of
awareness about Skill Bank.
II. Verification of relationship between Demographic factor like

experience of the candidate and the process of awareness about Skill
Bank
H0 : There is no significant relationship between personal demographics like

experience & process of awareness about Skill Bank.
HA : There is a significant relationship between personal demographics like

experience & process of awareness about Skill Bank.
TABLE - XVI
Process Experience Total Chi2

Fresher Experienced
Telecalling 8 8 16
Telecalling & NS
Newspaper ads 10 6 16
Newspaper ads
& Reference 19 9 28
Total 37 23 60
Chi Square
(Calculated
Value) 1.379889
Chi Square
(Table
Value) 5.991
Since table value is greater than calculated value, H0 is accepted.
Interpretation:
From the analysis, it is interpreted that there is no significant

relation between personal demographics like experience & process of
awareness about Skill Bank.

CHAPTER – V
 FINDINGS
 SUGGESTIONS
 CONCLUSION

Findings
Based on the study “Recruitment & Selection Procedure in Skill Bank,” the
findings are:
• Skill Bank has Recruitment & Selection as core part of their services
to the organizations.
• Skill Bank is providing required information like Job profile, venue

of interviews, time & date etc., for the candidate in time.
• Skill Bank is not providing any training and pre-interview sessions

for the candidates before attending the interview.
• Skill Bank is not charging anything from the candidates in making

them to get into their desired job, instead they charge from client at
all conditions.
• Skill Bank, as a part of their Recruitment & Selection of candidates,

making tele-calling to the candidates where speaking and dealing
through tele-calling is found convenient for the candidates.
• Skill Bank process and procedures are found satisfactory by the

candidates.
• The process that is making the most of the candidates to be aware

about the Skill Bank is Tele-calling irrespective of their personal
demographics like gender and experience.

SUGGESTIONS
• To keep up the same tempo in the processes and procedures of
Recruitment and Selection and maintain the same momentum.
• It will be good to start training and pre-interview sessions to the

candidates before attending the interview, which will help in
enhancing the scope of getting placed in the organization (Client’s),
there by the consultancy firm gets better rankings.

CONCLUSION
Recruitment and Selection is a hardcore part for any HR consultancy firm and
Skill Bank, a juvenile HR consultancy firm, making the process most successful
and satisfactory by the candidates and clients and hope to continue with the same
momentum.

CHAPTER-VI
 APPENDIX
 BIBLIOGRAPHY

APPENDIX
Questionnaire
NOTE: Read the instructions before fill in the questionnaire.
Fill up Instructions:
 The questionnaire must be filled in by the person with due knowledge and
awareness about the subject.
 The questionnaire consists of two slots of questions.
 The first ten questions are supplied with the same options. They are a) Strongly
agree, b) Agree c) Moderately agree d) Disagree
 The remaining five questions are supplied with concerned options and they must
be filled in by their respective answers.
 This questionnaire is not supposed to be reproduced and should not be treated as a
means of interview and any candidate will not get any job by filling this, this
questionnaire is prepared as a part of fulfillment of a project alone.
 Questionnaires crossing above instructions will no be entertained and would not
be taken into consideration.
Ist Slot of Questionnaire:
• Skill bank provided you the required information like job profile and
all before attending the interview?
• Skill bank provides you training before attending the interview?

• Skillbank did not charge anything for providing job?
• Skillbank conducted a pre-interview before attending the interview

with the company?
• You are able to get into your desired job from Skillbank?
• The method of speaking and dealing through Tele calling of

Skillbank is convenient?
• There is no bias in selection of candidates in Skillbank?
• The job provided by skill bank will give an opportunity to utilize

skills of the candidate at full length?
• Skillbank do solve problems (if any) until the candidate gets placed?
• Are you satisfied with all Skill bank’s procedures and processes?
IInd slot of Questionnaire:
• How do you know about Skillbank?

a. Tele calling b. Newspaper ads c. Reference by friend/any person
d. specify if any
• How Skill bank contacted you?

a. Calling b. E-mail c. Specify if any
• Have you consulted any consultancy firm earlier to Skillbank?

a. If yes, Specify the name and details of that company b. No
• Which method do you feel convenient for the communication?

a) E-mail b) Telecalling c) Specify if any

BIBLIOGRAPHY
 Human Resource & Personnel Management

Aswathappa
TATA McGraw-Hill Publishing Company Ltd.,
New Delhi
 Personnel & Human Resource Management

P. Subba Rao
Himalaya Publishing House, Mumbai
 Personnel Management
C.B.Mamoria, S.V.Gankar
Himalaya Publishing House, Mumbai
Company Website:
www.skillbank.in

Mohan Shashank&#39;s Project

Încărcat de

Informații document

Drepturi de autor

Formate disponibile

Partajați acest document

Partajați sau inserați document

Opțiuni de partajare

Vi se pare util acest document?

Este necorespunzător acest conținut?

Drepturi de autor:

Formate disponibile

Mohan Shashank&#39;s Project

Încărcat de

Drepturi de autor:

Formate disponibile

Recruitment & Selection Procedure in Skill Bank

A STUDY ON RECRUITMENT AND SELECTION

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

DEPARTMENT OF MANAGEMENT STUDIES

JB Institute of PG Courses Page 1

JB INSTITUTE OF POST GRADUATE COURSES

This is to certify that the project work entitled “A STUDY ON

RECRUITMENT AND SELECTION PROCEDURE IN SKILL BANK

CONSULTING” is bonafide work done and submitted by Mr. M. MOHAN

award of the degree of Master of Business Administration by the J.B. Institute of

Post Graduate Courses, affiliated to S.V. University, Tirupathi during 2009-2011.

Head of the Department Under the Guidance of

JB Institute of PG Courses Page 2

I M. MOHAN SASANKA declared that this project report entitled “A

JB Institute of PG Courses Page 3

Associate Professor in Management JBIPGC, and all my Lecturers for being a

JB Institute of PG Courses Page 4

A STUDY ON RECRUITMENT & SELECTION

This area of study on “Recruitment and Selection in Skill Bank

JB Institute of PG Courses Page 5

Need for the study:

 To study thoroughly the processes and procedures of Recruitment and

H0: There is no significant relation between personal demographics like

 Research Type : Applied Research

 Research Approach : Descriptive Research

 Sampling technique : Convenience Sampling

 Sample Size : 60 candidates

o Primary Data: Collected from the candidates who

JB Institute of PG Courses Page 6

o Secondary Data: Collected from official website

 Data collection tool : Questionnaire

 Data Analysis methods : Mean, percentage, graphs, Chi-

 The study is limited to MBA students alone.

 The study is limited to 60 candidates.

 The study is limited to candidates from Hyderabad, Tirupathi,

 The questionnaire was prepared, ascertained and get the results

 The questionnaire was filled in by the candidates who get desired

• Skill Bank is providing required information like Job profile, venue

• Skill Bank is not providing any training and pre-interview sessions

JB Institute of PG Courses Page 7

• Skill Bank is not charging anything from the candidates in making

• Skill Bank, as a part of their Recruitment & Selection of candidates,

• Skill Bank process and procedures are found satisfactory by the

• The process that is making the most of the candidates to be aware

• It will be good to start training and pre-interview sessions to the

JB Institute of PG Courses Page 8

S.NO TITLES PAGE NO

 1.2 INDUSTRY PROFILE 6-10

 3.4 RESEARCH METHODOLOGY 43

DATA ANALYSIS & INTERPRETATION 44-57

JB Institute of PG Courses Page 9

JB Institute of PG Courses Page 10

According to EDWARD B FLIPPO:

Hiring involves two broad groups

JB Institute of PG Courses Page 11

1. Direct method: These include sending traveling recruiters to educational professional

Recruitment and Selection is the major function/wing of the Human Resource

This area of study on “Recruitment and Selection in Skill Bank” is found to be

JB Institute of PG Courses Page 12

Steps in selection process:

1. Reception or preliminary interview or screening

The ability of small firms to successfully recruit employees is

JB Institute of PG Courses Page 13

Mohan Shashank's Project

Mohan Shashank's Project