MANGALMAY INSTITUTE OF MANAGEMENT AND TECHNOLOGY,

GREATER NOIDA

ACADEMIC SESSION 2024-25

SUMMER TRAINING PROJECT REPORT

ON

HR PROCESS FOR

SNR HR SOLUTIONS

BACHELOR OF BUSINESS ADMINISTRATION

TO

CHAUDHARY CHARAN SINGH UNIVERSITY, MEERUT

UNDER THE GUARDIANCE OF: SUBMITTED BY:

Ms. Anuradha Chakarwati Mr. Aryan Singh

(Project Guide) BBA, 5th Semester
Roll. No.: 220992195097
Mr. Surya Shekhar Vishal
(Program Coordinator)
 MANGALMAY INSTITUTE OF MANAGEMENT AND TECHNOLOGY,
GREATER NOIDA

CERTIFICATE

I “Aryan Singh” bearing Roll No. 220992105097 BBA-5 th Semester, of Mangalmay

Institute of Management & Technology, Greater Noida, U.P. hereby declare that the
Summer Training project report entitled “HR Process for SNR HR Solutions” is an
original work.

Date: Signature of the Student

Certified that the Summer Training Project Report submitted in partial fulfilment of
requirements for the award of degree of BACHELOR OF BUSINESS
ADMINISTRATION (BBA) to CHAUDHARY CHARAN SINGH UNIVERSITY,
Meerut Roll No. 220992105097 has been completed under my guidance and is
Satisfactory.

Signature of Program Coordinator: Signature of Guide:

Mr. Surya Shekhar Vishal Ms. Anuradha Chakarwati

(Assistant Professor) (Assistant Professor)

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 ACKNOWLEDGEMENT

I would like to extend my heartfelt gratitude to everyone who contributed

to the successful completion of this summer training project. First and
foremost, I am deeply thankful to Mangalmay Institute of Management
and Technology and my department for giving me the opportunity to
participate in this training, which has enriched my practical understanding
of the business environment.

I express my sincere appreciation to my esteemed Program Coordinator

Mr. Surya Shekhar Vishal and my faculty guide, Ms Neelam Pal, for her
continuous guidance, constructive feedback, and encouragement
throughout this project. Her insights and suggestions have been invaluable
in shaping my understanding and approach.

Lastly, I am grateful to my family and friends for their constant

encouragement and support. This project would not have been possible
without the collective efforts of all those involved.

Name: Aryan Singh

Roll. No: 220992105097

3
4
 TABLE OF CONTENTS

Chapter Number Chapter Name Page Number

Executive Summary 5

1 Introduction 06-24

2 Review of Literature 25-37

3 Research Methodology 38-39

4 Data Reduction, Presentation & 40-50

Analysis

5 Data Interpretation 51-53

6 Summary & Conclusion 54-56

7 Bibliography 57

8 Annexure 58-59

5
 EXECUTIVE SUMMARY

I opted for this particular topic named “Recruitment Strategy” because recruitment procedures
have taken a dramatic change in the industry. Human resource is responsible for giving birth to
human embalmer. The core function of an organization is Recruitment because the organization
doesn’t want to be a bad recruiter by selecting manpower that might have the potential to spoil
the long earned goodwill or corporate image and also incur heavy recruitment costs on them.

SNR HR Solutions was founded in early 2003. SNR HR Solutions objective is to develop
successful partnerships based on common goals & objectives. It’s a multi-functional, multi-
faculty, cross industry human resource procurement service.
This summer internship project was undertaken at SNR HR Solutions with the Recruitment
Team. Recruitment involved screening candidates for various Non IT industries.

The survey is done between the 20 employees of the SNR HR Solutions and with the help of that
survey the data analysis part is get done.

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Chapter I

6
 INTRODUCTION

What is Recruitment?
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.

Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a sizeable
pool of candidates, even the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it.
The next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully.

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 process of finding and attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are submitted. The result
is a pool of applications from which new employees are selected.

It is the 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 facilitate effective selection of an efficient working force.
Needs of Recruitment:

There are three types of needs –

PLANNED

7
 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.

Purpose & Importance of Recruitment:

Attract and encourage more and more candidates to apply in the organization. Create a
talent pool of candidates to enable the selection of best candidates for the organization.
Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees. Increase the
pool of job candidates at minimum cost. Help increase the success rate of selection
process by decreasing number of visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time. Meet the organizations legal and social
obligations regarding the composition of its workforce. Begin identifying and preparing
potential job applicants who will be appropriate candidates. Increase organization and
individual effectiveness of various recruiting techniques and sources for all types of job
applicants.
Recent Trends in Recruitment:
Recruitment industry is changed by time to time and the recent trends in Recruitment are:

Outsourcing:
In India, the HR processes are being outsourced from more than a decade now. A company
may draw required personnel from outsourcing firms. The outsourcing firms help the

8
organization by the initial screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final selection by the organization.
Outsourcing firms develop their human resource pool by employing people for them and
make available personnel to various companies as per their needs. In turn, the outsourcing
firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.
2. Value creation, operational flexibility and competitive advantage.
3. Turning the management's focus to strategic level processes of HRM.
4. Company is free from salary negotiations, weeding the unsuitable candidates.
5. Company can save a lot of its resources and time.

Poaching/Raiding:
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry. A company can attract talent from
another firm by offering attractive pay packages and other terms and conditions, better
than the current employer of the candidate. But it is seen as an unethical practice and not
openly talked about. Indian software and the retail sector are the sectors facing the most
severe brunt of poaching today. It has become a challenge for human resource managers
to face and tackle poaching, as it weakens the competitive strength of the firm.
E-Recruitment:
Many big organizations use Internet as a source of recruitment. E- recruitment is the use of
technology to assist the recruitment process. They advertise job vacancies through
worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e
mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which
can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

9
1. Low cost.
2. No intermediaries.
3. Reduction in time for recruitment.
4. Recruitment of right type of people.
5. Efficiency of recruitment process.

10
Objective of the Project:

1. To give an overview about recruitment process.

2. To analyze how effectively SNR HR Solutions is harnessing its employee capabilities for
achieving organizational goals using learning and growth perspective.

3. To understand measures to enhance the recruitment process.

To understand the satisfaction level of Client companies in terms of recruitment

11
Need of the Project:

The need of this project was for understanding recruitment in HR. 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
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 face and conquer various challenges to find the best candidates for their organizations.

Being an HR professional the experience in recruitment will give me a vast exposure in future.
Recruitment not only contents the hiring of candidate, it also includes the understanding different
candidates, requirements of different organization and how to tackle the difficult condition
during the niche demands.

Scope of the Project:

This project helps to structure the recruitment policy of company for different categories of
employees. Also helps to compare the Recruitment policy with general policy of recruitment.

Recruitment helps to provide the right job to right candidate and with the help of this the
employee and organization both gets satisfied and his helps in increase in productivity level of
organization and the satisfaction level of employees.

12
 COMPANY PROFILE

An introduction to SNR HR Solutions

SNR HR Solutions LLP. is a multi-functional, multi-faculty, cross industry human resource

procurement services company head quartered in Mumbai, India.

Founded in early 2003, there competencies and expertise span the entire cross section of
functions & industries. SNR HR Solutions objective is to develop successful partnerships based
on common goals & objectives.

SNR HR Solutions Services

SNR HR Solutions services are centered on the human procurement competencies that their staff
excels in. Their service practices change and evolve as the trends in target industries change.
Portfolio of services has constantly increased and they aim to be a one stop People Solutions
provider.

SNR HR Solutions Innovations

At SNR HR Solutions, they believe that like every business innovation will distinguish them
from their competitors, regardless how standardized their industry may be. Their innovations focus
not only on their processes, but also in their business practice models. Some of their innovations

are:

❖ Service Delivery Model: A unique service delivery model that addresses three distinct
hiring trends across organization of any size:

➢ Think Instant (TI): TI as the name denotes is an instant recruitment solution. TI is the
outcome of 2 years of intensive R&D in the volume hiring space. Within TI the

13
 recruiters are trained extensively on referencing & data generation. The TI team
focuses on volume hiring within the 0-4 years space.

➢ Think Perfect (TP): TP is the quality hiring arm of SNR HR Solutions whereby the
focus is solely on quality. Members of this team have been trained on practices
followed in the West and more organized markets. This team operates on TAT of 24

hours and a CV to Offer ratio of 4:1.

➢ Think Executive (COE) – COE is the leadership hiring arm of SNR HR Solutions. The
COE team is small but a highly efficient one, who has been hand-picked & trained by
the management personally.

❖ Approach: An agency-styled operation that focuses on a continuous sales and service

through a single contact point both internally and client-facing.

❖ Database: Surprising fast and accurate responses from a custom built tool that has a
multi-input interface. The database has a freshness of 6 months and estimated accuracy of
70%.

❖ MIS: The MIS system used by SNR HR Solutions is unique, which helps measure efforts
of the team. The MIS system is robust and accurate and integrates with Windows
phenomenally well.

MISSION

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To create good partnerships with our clients, whereby we make it our business to provide them
with cost effective human resource solutions and to assure our candidates & employees a joyous
working environment whilst maintaining the highest standards.

VISION

By 2015, SNR HR Solutions will be a Global Organization catering to the entire spectrum of
Human Resource needs, thereby increasing the turnover to a Billion Dollars and be the leader
with the Indian markets.

We believe the wisdom of the world is not in us BUT it is only when a partnership is struck,
that we are able to be our best and deliver value.

Interesting Facts about SNR HR Solutions

15
There staff refuses to leave them. 4% of their staff is with them for at least 4 years, 5%
for 3 years, a whooping 30% for 2 years and 18% for 1 year.

Their clients love them. More than 8 key accounts are 5+ years old with a continuous
month on month billing, 14 key accounts are 4 years old, 19 key accounts are 3 years
old and 35 key accounts are fresh.

Their business turnover has almost tripled each year since their inception in 2003,
except for the year 2006-07 where their business grew over two fold. They started as
teams of 2 in one location and at their peak were a team of 140+. Currently they are a
team 50+, Head Quartered in Mumbai.

They have placed more than 5000 candidates till now, averaging at over 2+ candidates
placed daily.

16
SNR HR Solutions Clients (partial list)

Wipro Technologies Accenture Services Intelligroup Asia

Hewlett Packard Cap Gemini Consulting Satyam Computers
Sybase Software PTC Dell India (R&D)
GE Research Persistent Systems Symphony Services
Microsoft India Gemstone AOL
Sungard Qualcomm Net Apps
ICICI Prudential Aviva Life Insurance HDFC Standard Life
Kotak Life Insurance Kotak Securities Kotak Mahindra Bank
Reliance Life Insurance Reliance Money Deustche Bank
Tata Communications Flextronics Sasken
Tata Power Global Telesystems Wipro BPO
Limited
Shaadi.com Intellenet Fidelity Services
D Link India Citigroup Anand Rathi Securities
India Infoline ICICI One Source HSBC
SET Discovery Infomedia India Madison
India Today AC Nielsen – ORG Financial Technologies
Marg
J Walter Thompson Alliance One GVR Infrastructure
Grey Worldwide Praxair Reliance
Communications
Wipro Infotech Global Telesystems HSBC
Limited
Mediaturf Tata Motors Dharma Productions
FCB Ulka Louis Vuitton Idea Cellular
Cleartrip Fullerton India Ericsson

17
Value Proposition

➢ A SNR HR Solutions, they look at their clients as organizations which need talent to compete
and grow, this partnership approach has enabled them to extend their relationships with their
clients beyond the pool of talent that they recruit for them to advising on new strategies and

proficiencies, and building talent pools which may be required in the future.

➢ This philosophy is the cornerstone of SNR HR Solutions reputation. They find the right
match between employers and candidates thus ensuring mutual satisfaction to both parties.
So clients secure high caliber employees, while the employees find careers that not only fit
their profile but also their personality.

Organization Chart of SNR HR Solution

18
 Manager
Assistant
Manager
Team Lead

Senior
Resource
Executive
Resource
Executive

RECRUITMENT PROCESS

Recruitment Process followed by a Recruiter

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 • Understand JD

• Search ID

• Discussion with Candidate

• Interest Level

• Quality Check

• Line Up

• Pre-Interview Follow Up

• Select/Reject

• Post-Interview Follow Up

Description:

Step 1: Recruiter has to understand the Job Description (JD) given by organization for respective
job.

Step 2: According to the JD, the recruiter has to search the relevant candidate for the given job
opening.

Step 3: When the candidates profile matches with the JD then the process of discussion with
candidate takes place.

Step 4: Checking the interest level of candidate in the given job is also very important.

20
Step 5: When candidate gets agree for the job opening then the quality team checks the details of
candidate and his knowledge regards to the respective opening.

Step 6: After quality check we line up the candidate for the interview.

Step 7: Before interview the process of pre-follow up takes place, like giving him the proper
detail of required document, keep him updating about the interview date, time and venue.

Step 8: During interview either the candidate gets selected or rejected.

Step 9: After interview, the post-follow up process takes place like

Recruitment Process at SNR HR Solutions

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 CV Sent to Client

CV Shortlisted

1st Technical Interview Scheduled

1st Interview Select/Reject

2nd Technical Interview Scheduled

.
2nd Interview Select/Reject
.
.
.
HR Int.erview

Select/Reject

Document Submission

Verification

Offer Made

Offer Accepted

On Board

Description:

Step 1: After the all checks the respected CV’s are sent to the client for short listing.

Step 2: After that the client short lists the relevant CV’s. Step 3:

After short listing, the first round of interview get scheduled.

Step 4: If candidate gets selected in first round, so he went for second round.

Step 5: Then second round of interview takes place.

Step 6: Here also when candidate gets selected he sent to further round of interviews.

22
Step 7: According to the opening, the required interview round takes place.

Step 8: After all technical rounds HR rounds get done, where the discussion regards to salary

also takes place like negotiation. Step 9: If everything went fine, so candidate gets selected for

given designation.

Step 10: After selection the candidate needs to submit the required documents to the
organization.

Step 11: Verification of candidate and of his past experiences takes place.

Step 12: After all verification, organization provides the offer to the candidate.

Step 13: After full satisfaction regards to designation and salary, candidate accepts the offer.

Step 14: Candidate joins the organization.

23
 CHAPTER - II
REVIEW OF LITERATURE

The aim of this report stands at the development of knowledge about the issues of human
resource management’s (human resource management), past, present and future trends of
recruitment and selection procedure in SNR Solutions.

The concept which used in the project is drawn from the following sources:

Author –French Wendell L.

Name of the book – human resource management

Publisher – Houghton Mifflin Company

Author –Hogget’s Richard M, Hagen Kathryn W.

Name of the book – modern human relation at work

Publisher – south-western colleges

The study is on recruitment and selection of human resource which is the movable asset of
the company. In today’s rapidly changing business environment organizations have to
respond quickly to recruitments for people. Hence, it is important to have a well-defined
recruitment policy in place which can be executed effectively to get the best fits for the
vacancy positions.

Selecting the wrong candidate or rejecting the right candidate could turn out to be costly
mistakes for the organization. Selection is one area where the interference of external factor is
minimal. Hence, human resource department can use its discretion in framing its selection
policy and using various selection methods for the best results. This case lets discuss the
important of having an effective recruitment and selection policies. They discuss the
important of good selection process that start with gathering complete information about the
applicant from his application form and ends with inducting the candidates into the
organizations.

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Employee recruitment forms a major part of an organization’s overall strategies which seek to
identify and secure the people needed for organization. To survive and succeed in the short to
medium –term recruitment activities need to responsive to the ever increasingly competitive
market to secure suitably qualified and capable recruits at all levels.
To be effective this initiative need to include now and when to source the best recruits
internally or externally common to the succeeds of either are, well defined organizational
structure with sound on design, robust task and person specification and versatile selection
processes, reward employment relation and human resource policies, underpinned by a
commitment your strong employer branding and employee engagement strategies’.

COMMON SOURCE FOR RECRUITING STAFF

BY: FLIPPO EDWIN B

FROM: CONTENT WRITTEN.IN

CURRENT Key Personnel: - A company’s Key personnel have a large circle of acquaintances
both on and off the job. Hence, they act as an excellent source for recommending other
suitable people to join the organization. Such prospective candidates already know much
about the company policy.

MCMAHON GERARD V. investigated that,” the success of an organization greatly depends

on efficiency of its employees and the selection task is arguably most important of all
decision making processes that employees and their line manager have to undertake”.

ROBERTS GARETH argued that recruitment and selection is the foundation of all other
human resource activity. Get it wrong and its does not matters how good your development
programme is, how well you motivate your staff, how you manage their performance or even
how well you reward them, you are always making up that one bad decision. It is also one of
your principal point of contract with line manager.

RECRUITMENT & SELECTING THE PERFECT CANDIDATES

BY: AGARWAL ABHISHEK

FROM: WWW. ARTICLEBASE.COM

Recruiting and selecting the perfect candidate is a skill in itself. Properly preparing for the
hiring process is crucial for success. Outlining expectation, goals, responsibilities, people

25
managed, day to day activities, prerequisites for the job, compensation, training etc. prior the
initial interview will provide important details that can be overlooked. you may also want to
include a behavioral trait check list which will help to determine the right fit for four team,
thus check list can include items like persistence decisiveness, poise, motivation, patience,
concentration and should be rated from one thorough five, five being above average.
You cannot ignore conventional process such as job postings or the classified sections but be
prepared to expand beyond this, particularly Whenever you are attempting to reach a higher
caliber group of people who have not been attained through your conventional recruiting
process with a dynamic diverse and ever changing work force, proper recruiting methods play
an essential and almost critical role to organization that want to attract the most favorable and
most qualified talents.

The history of Human Resource Management is the strategic and coherent approach to the
management of an organization’s most valued assets – the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
The terms “Human resource management” and “Human Resource” (HR) have largely
replaced the term “personnel management” as a description of the processes involved in
managing people in organizations. Human Resource Management is evolving rapidly. Human
resource management is bot an academic theory and a business practice that addresses the
theoretical and practical techniques of managing a workforce.

According to Gray Dessler, The Policies and practices one needs to carry out the people or
human resource aspects of a management position, including recruiting, screening, training,
rewarding and appraising.

Human Resource Management has its roots in the late and early 1900’s. When there are less
labor then there are more working with machinery. The scientific management movement
began. This movement was started by Frederick Taylor when he wrote about it a book titled
‘The Principles of Scientific Management’. The book stated, “The principal object of
management should be to secure the maximum prosperity for the employer, coupled with the
maximum prosperity for each employee.” Taylor believed that the management should use
the technique use by scientist to research and test work skills to improve the efficiency of the
workforce. Also around the same time came the industrial welfare movement. This was
usually a voluntary effort by employers to improve the conditions in their factories. The effort
also extended into the employee’s life outside of the work place. The employer would try to

26
provide assistance to employees to purchase a home, medical care, or assistance for
education. The human relations movement is the major influence o the modern human
resource management. The movement was focused on how employees group behaviour and
how employee feelings.
This movement was influenced by Hawthorne studies.

Functional are of HRM

• Human resource auditing

• Human resource strategic planning
• Human resource planning
• Recruitment / selection
• Induction
• Orientation
• Training
• Management development
• Compensation development
• Performance appraisals
• Performance management
• Career planning / development
• Coaching
• Counselling’s
• Staff amenities planning
• Event management
• Succession planning
• Talent management
• Safety management
• Staff communication
• Reward

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Recruitment

Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking for recruits.

Job Analysis

The proper start to a recruitment effort is to perform a jo analysis, to document the actual or
intended requirement of the job to be performed. This information is captured in a job
description and provides the recruitment effort with the boundaries and objectives of the
search. Oftentimes a company will have job descriptions that represent a historical collection
of tasks performed in the past. These job descriptions need to be reviewed or updated prior to
a recruitment effort to reflect present day requirements. Starting recruitment with an accurate
job analysis and job description insures the recruitment effort starts off on a proper track for
success.

Sourcing

Sourcing involves the following steps:

Internal sources:

The most common internal sources of internal recruitment are

Personal References

The existing employees will probably know their friends or relatives or colleagues who could
successfully fill the vacancy. Approaching them may be highly efficient method of
recruitment but will almost certainly offend other workers who would have wished to have
been considered for the job. To keep employees satisfied make sure that potentially suitable
employees are informed of the vacancy so that they can apply. Also anyone else who is likely
to be interested is told about it as well so that they can apply for the job.

Notice Boards
This is the convenient and simple method of passing on important messages to the existing
staff. A job advertisement pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. However many of the staff
will probably not learn of the vacancy in this way either because the notice board poorly

28
located or is full of out dated notices that they don’t bother to look at it, as they assume there
is nothing new to find out. A notice board must be ensured that it is well suited. Wherever it is
been placed it should be certain that it is seen by everyone. It means there mut be equal
opportunity to see to it and this happens when they know that just important topical notices
are on display. Attention must be paid to the design and contents of the notice if it is to catch
the eye and make the employees read on and then want to apply for the job.

Newsletters

Many companies regularly produce in-house newsletters, magazines or journals for their
staffs to read. It is hoped that latest company news sheet is read avidly by all staff thus
ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is
not always so, because it is sometimes not circulated widely enough and employees may find
it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it
is convinced that everybody will see a copy.

Memorandum

Possibly the best way of circulating news of the job vacancy is to send memorandum to
department managers to read out to the teams or to write all employees perhaps enclosing
memoranda in wage packets if appropriate. However it can be a time consuming process to
contact staff individually, especially if there is a large work force. It should also be kept in
mind as to in which way the memorandum is phrased out so that the job appeals to likely
applicants.

External Sources

• Word of mouth
• Notices
• Job centers
• Private agencies and consultants
• Education institutions
• The press
• Radio
• Television

Two or three points are discussed below.

29
Word of Mouth

Existing employees may have friends and relatives who would like to apply or his job.
Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of
mouth as a sole or initial source of recruitment if the work force is wholly or predominantly
of one sex or racial group. Also employing friends and relatives o present employees may be
imprudent because it is not certain that they are as competent as the current staff.

Notices

Displaying notices in and around business premises is a simple and often overlooked method
of advertising a job vacancy. They should be seen by a large number of passerby's, some
actively looking for work. It can also be inexpensive with a notice varying from a carefully
hand written post card up to a professionally produced poster. pay attention to the appearance
and contents Of the notice if it is intended that it is applied by the right people.

Job Centers

Most large towns have a job center which offers employers a free recruitment service, trying
to match their vacancies to job seekers. Staff will note information about a post and the types
of person sought and then advertise the vacancy Of notice boards within their premises. Job
center employees can further help if requested to do so by issuing and assessing application
forms and thus weeding out those applicants who are obviously unsuitable for the position.
Short listed candidates are then sent out for the employer to interview on his business
premises. Recruiting internally and externally

Internal Recruiting:

Recruiting from among the existing workforce offers many advantages. Seeing your
employees at work on a day-to-day basis will enable you to evaluate their particular strengths
and weakness accurately and choose the most suitable person for the position. When the
company recruits from within the organization the employees will feel important and highly
valued since it appears that the organization immediately turns to them whenever a vacancy
occurs. Their work rate and performance should improve as well as they will realize that
increasing job opportunities are available to them if they are industrious and successful at
their jobs. However any method has its own merits and demerits.

30
Advantages:

• It improves the morale of the employees

• The employee is in better position to evaluate those presently employed than outside
conditions
• It promotes loyalty among the employees, for it gives them a sense of job security and
opportunities of advancement.
• These people are tried and can be relied upon

Disadvantages:

• It often leads to inbreeding and discourages new blood from entering into an
organization.
• There are possibilities that internal sources may "'dry up" and it may be difficult to
find the requisite personnel from within an organization.
• No innovation are made no new thinking so on new inputs which is very much
essential for the growth of the organization
• Usually promotions are based on seniority so the danger is that really capable hands
may not be chosen.

External Recruiting:

When a company is involved in large expansions and is more oriented towards achieving high
growth and high market share, with more focus on quality of the product and high customer
satisfaction then it is inevitable for any organization to go for external recruiting. External
recruiting is nothing but recruiting the people in your organization from outside the company.
It will help the company to make best use of other sources that are lying outside the
organization like for example campus recruits is an effective and efficient way of recruiting
when a company wants new minds that are more creative and go-getters for any task. If a
company wants to concentrate only on its core activities and wants to relieve the burden of
the task of recruitment then the more feasible option would be third party recruiting or
recruitment process outsourcing RPO. The experienced persons but unemployed can be
recruited into the company which may reduce the training cost if they are from same industry.

31
Retired and experienced people can yield more by enhancing their prior experience in new
business situations.

Advantages:

• New entrant to the labor force i.e., young mostly inexperienced potential employee's
fresh graduates or postgraduates can be taken and mound in accordance with
company's • External recruiting results in best selection from the large sources
• In the long run this source proves economical because potential employees do not
extra training.
• Many different ways of recruiting is available.
• The excess applications generated for current requirement may be utilized for future
vacancies.
Disadvantages:

• Extra time is required by the people to adjust themselves to the present working
situations.
• If the recruiting is done from large source then it will be more time taking as the
applications generated are more and short listing becomes critical.
• Cost of recruiting will be comparatively more than internal recruiting.
• Sometimes it creates employee dissatisfaction as there may be mismatch between the
employee expectation with the company and the company's expectation with the
employee.

Before making a choice and making decisions as to which source should be adopted for
recruiting both the sources should be thoroughly assessed and must be studied carefully the
wide variety of individual sources of recruitment that are available whether Internal or
External. Before choosing any sources make sure that it gives answer as YES to these
following questions:

Recruitment mistakes

There are a number of methods companies should avoid when putting their recruitment plans
into practice. For instance, many businesses have the necessary talent within their

32
organizations, but are too busy looking outside to recruit the skilled employees they already
have. Others try to look for a mirror-replacement to the employee they have lost, duplicates
with the same attitudes and skills, when companies can benefit more from employees with
new experience and outlooks on the position. Some employers forget to include their
employees in the recruitment process, or attempt to find the "perfect" employee without
noticing the talents of the job seekers they interview.

Selection

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 the right candidate
for the job, organization will get quality performance 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.

M.J. Jucious has defined, “the selection procedure is the system of functions and devices
adopted in a given company for purpose of ascertaining whether or not candidate process the
qualifications called for by a specific job.

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.

Essentials of selection procedure:

The selection procedure can be successful if the following requirements are satisfied.

• Preliminary interview: - Initial screening is done to weed out totally

undesirable/unqualified candidates at the outset. It is essentially a sorting process in

33
 which prospective candidates are given necessary information about the nature of the
job and the organization.

• Application blank: - Application form is a traditional and widely used device for
collecting information from candidates. The application form should provide all the
information relevant to selection.

• Selection test: - Psychological are being increasingly used in employee selection. A

test is sample of some aspects of an individual's attitude, behavior and performance. It
also provides systematic basis for comparing the behavior, performance and attitudes
of two persons.

• Employment interview: - An interview is a conversation between two persons. In

selection it involves a personal, observational and face to face appraisal of candidates
for employment.
• Medical examination: - Applicants who have crossed the above stages are sent for a
physical examination either to the company's physician or to a medical officer
approved for the purpose.
• Reference checks: - The applicant is asked to mention in his application form the
names and addresses Oftwo or three persons who know him well.
• Final approval: - The shortlisted candidates by the department are finally approved
by the executives of the concerned department. Employment is offered in the form of
appointment letter mentioning the post, the rank, the grade, the date by which the
candidate should join and other terms and conditions in brief.

The Employee selection Process takes place in following order-

Preliminary interview: It is used to eliminate those candidates who do not meet minimum
eligibility criteria laid down by the organization. The skills, academic and family background,
competencies and interests of the candidate are examined during preliminary interview.
Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined
how much the candidate knows about the company.

34
Application form: The candidates who clear the preliminary interview are required to fill
application blank, It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.

Employment tests:Written tests: Various written tests conducted during selection procedure
are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are to
objectively the potential candidate. They should not be biased.

Classification of Tests on the Basis of Human Behavior

Aptitude or potential ability test: Such tests are widely used to measure the latent ability Of
a candidate to learn new jobs or skills. They will enable us to know whether a candidate if
selected, would be suitable for a job, which may be clerical or mechanical. These tests may
take one of the following forms.

Mental or Intelligence Test - measures and enables to know whether he or she has mental
capacity to deal with new problems.

Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of
mechanical work. This could help in knowing a person's capability for spatial visualization,
perceptual speed manual dexterity, visual motor coordination or integration, visual insights
etc.
Psychometric tests - these tests measures a person's ability to do a specific job

Achievement test: Also known as proficiency tests they measure the skill, knowledge which
is acquired as a result of a training program and on the job experience they determine the
admission feasibility of a candidate and measure what he/she is capable of doing.

Personality tests: These tests aim at measuring those basic make up or characteristics of an
individual which are non-intellectual in their nature. In other words they probe deeply to
discover clues to an individual's value system, his emotional reactions and maturity and
motivation interest his ability to adjust himself to the illness Of the everyday life and his
capacity for interpersonal relations and self-image.

Comprehensive Interviews: Interviews are a crucial part of the recruitment process for most
organizations. Their purpose is to give the selector a chance to assess the candidate and to
demonstrate their abilities and personality. It's also an opportunity for an employer to assess
them and to make sure the organization and position are right for the candidate. An interview

35
is an attempt to secure maximum amount of information from candidate concerning his
suitability for the job under consideration.

Technical Interviews: If a candidate has applied for a job or course that requires technical
knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection
process, that the candidate will be asked technical questions or have a separate technical
interview to test his/her knowledge. Questions may focus on the final year project and his,'her
choice Of approach to it or on real/hypothetical technical problems. It seen that the candidate
proves himself/herself but also they admit to what they don't know.

Background Checks and Enquiries: Offers of appointment are subject to references and
security checks. The references given in the candidate's application will be taken up and a
security check

will be conducted. Security checks can take a while if the candidate has lived abroad for any
period of time.

Medical examination: Medical tests are conducted to ensure physical fitness of the potential
employee. It will decrease chances Of employee absenteeism.

Final Selection Decision: Those individuals who perform successfully on the employment
tests and the interviews, and are not eliminated by development of negative information on
either the background investigation or physical examination are now considered to be eligible
to receive an offer of employment. Who makes that employment offer? For administrative
purposes the personnel department should make the offer. But their role should be only
administrative. The actual hiring decision should be made by the manager in the department
that had the position open. A reference check is made about the candidate selected and then
finally he is appointed by giving a formal appointment letter.

36
 CHAPTER - III

RESEARCH METHODOLOGY

Research methodology is a way to systematically show the research problem. It may be

understood as a science of studying how research is done scientifically. It is necessary for the
researcher to know not only the research methods but also the methodology.

• To know the employee’s perceptions about selection & recruitment policy of SNR
Solutions.
• To study the problems faced by employees in recruitment procedure.

Sample size: -

For the questionnaire I have taken the sample size of 60.

Objective of research

The project report is based on the topic “recruitment and selection practices” at SNR
Solutions Pvt ltd. The following are the objectives:

• To find out the detail procedure of the human resource department of SNR Solutions
regarding the supply of human resource to company.

• For understanding the technical methods used in the process of recruitment, selection,
retraining, and development.
• To understand the recruitment and selection policies of the company.
• To revise the selection and training manual used by the personnel department for the
selection and training of the staff.

37
 • To identify the other suitable and practical selection and training methods or program
for the company.
• To know about the worker’s job satisfaction etc. with the help of questionnaire.

Scope of research

Taking into account the rapid growth of the service industry it has become mandatory on the
part of the management to professionalize their service. In order to this objective the need of
the hour is to trim the various functional aspects over and above this, in this service sector
human resources management has become a key area to deliver the quality services. Hence to
update the skills require among the human resources of the organization (to have proper
liaison with the customers need to be trained and kept him). Hence the significance of the
study lies in the exploring the avenues for the recruitment and updating the training package.

Hypothesis
Hypothesis is a preposition condition or principle which is assumed without belief in order to
draw out its logical consequences and by method to test its validity with facts which are
known and determined hypothesis basically is a statement of belief which is to be tested.

Null hypothesis (h0):

40 Employees and Candidates are satisfied with the recruitment and selection policies of the
company.

Alternate hypothesis (h1):

20 Employees and Candidates are not satisfied with the recruitment and selection policies of
the company.

38
 CHAPTER – IV

DATA REDUCTION, PRESENTATION & ANALYSIS

The mode of collection of data will be based on Survey Method and Field Activity. Primary
data collection was based on personal & telephonic interview. I have prepared the
questionnaire according to the necessity of the data to be collected.

1. PRIMARY DATA- “Primary data may be described as those data have been observed and
recorded by the researcher for the first time to their knowledge”.

There are several methods of collecting data. Important ones are:

Observation method Interview method Questionnaires Schedules
Other methods etc.

A brief up of the different methods:

Observation

It is one of the most antique method of research firstly adopted by Galileo Galilei. In this
method the research is done through the personal observation by the researcher, and there is a
deep and long study of the subject or sample under study in this case.
Observation is an effective and the most reliable method of research. But it also one of the
most time consuming and expensive method, as well as it is reliable it takes also a long period
only in the collection of the information and research time and only after that the research
will start.

39
Interview Method
Is also known as visa-a-visa method, it is a method in which the interviewer and interviewee
interact face to face.
Under this method the research is conducted by asking question to the interviewee and his
answer is noted and after the collection of the required information the whole data is analyzed
for research purpose.

There are different types of interview:

1. Direct Interview: Is the one where there is face to face interaction.
2. Indirect Interview: is the one where there the interview is accomplished through the
telephone calls.

Schedules
Is a method under which the consumer does not have the choice to express his real feedback
or thought about the subject matter?
It is due to the absence of choice, because there is a list of options to be ticked out or marked
according to their perception.

Questionnaire
This method of data collection is quite popular, particularly in case of big enquiries. In this
method a questionnaire is sent to the person concern with a request to answer the question
and return the questionnaire.
In survey approach we had selected a questionnaire method for taking an employee’s view
because it is feasible from the point of view of my subject & survey purpose. I conducted 60
sample of survey in our project to judge the satisfaction level of employees towards the
recruitment and selection policies of the company.

2. SECONDARY SOURCE: -
It was collected from internal sources. The secondary data was collected on the basis of
organizational file, official records, newspapers, magazines, management books, preserved
information in the company’s database and website of the company.

40
 DATA ANALYSIS

1) Identify the source from where you came to know about the job?

Fig 4.1
2) Were you satisfied with recruitment process by which you are selected?

41
 Fig 4.2

3) You ever met with your interviewer before your interview?

Fig 4.3

4) Were you comfortable with your interviewer while interviewed?

42
 Fig 4.4

5) Do you feel that your colleagues have been undergone similar process?

Fig 4.5

6) In public would you like to talk about this organization?

43
 Fig 4.6

7) Would you like to refer your relatives/friends for the job in this organization?

44
 Fig 4.7

8 a) You were interested to perform the job which is?

Fig 4.8.1

8 b) your job meet you’re above stated interest?

Fig 4.8.2

45
9) Have you been assigned the job was explained to you at the time of selection?

Fig 4.9

10) Were you comfortable with your job?

Fig 4.10

46
11) How long will you like to continue with this organization?

Fig 4.11

12) What could be the only one reason of your leaving the job?

47
 Fig 4.12

13. Your organization is considered as?

Fig 4.13

14) Did you ever get advice from your senior or your colleagues to improve your
performance?

48
 Fig 4.14

15) Did you have the clarity of your roles and responsibility?

Fig 4.15

16) Your suggestions for improvement in recruitment and selection process, (if any)?

49
Respondent did not give lot of suggestions in order to improve recruitment and selection
process effectiveness that shows respondent are quite satisfied with existing system. But
some suggestions are given by the employees are as follows:

• Decrease the waiting time before going for interview an applicant gets nervous.
• Mention logo or company detail when a vacancy is advertised.

CHAPTER V

DATA INTERPRETATION

1. From the above chart (Fig 4.1) we find that 32 of the employees came to know
about the job through internal resources, 24 of the employees through advertisements,
4 from others and 0 came to know from consultant. It is evident that internal
Reference and
Advertisement were the prevailing sources of Recruitment in SNR Solutions.

50
2. From the above chart (Fig 4.2) 54 employees were satisfied with the recruitment
process and 6 were not satisfied. It is evident that majority of the employees were
satisfied with Recruitment process of SNR Solutions.

3. From the above chart (Fig 4.3) 50 employees fell that they had not met ever with
their interviewer and 10 employees met with their interviewer.

4. From the above chart (Fig 4.4) 58 employees fell that they were comfortable while
interviewed and 2 employees were not comfortable.

5. From the above chart (Fig 4.5) 50 employees fell that their colleagues have been
selected by the same process.10 employees fell that their colleagues have not been
selected by the same process. It is evident that their colleagues have been selected by
the same process. It is evident that Recruitment Policy of the organization is quite
visible and process is followed impartially.

6. From the above chart (Fig 4.6) In order to assess organization commitment in
employees, 50 employees gave favorable response. 10 employees gave unfavorable
response. It is evident that organization commitment is very high in employees, which
show that Recruitment & selection process is quite effective in SNR Solutions.

7. From the above chart (Fig 4.7) 42 employees gave positive response, where 16
don’t like and 2 did not give any response. So it is evident that most of the employees
are committed enough to put their relatives and friends in this organization. It also
shows that they find career growth in this organization and place to work for SNR
Solutions is effective enough to hire right person at right place at right time.

8. From the above chart (Fig 4.8.1) 6 employees like routine work in nature, 8 creative
thinking, 16 demand new ideas,8 finding methods, 10 challenging work and 12 like to
participate in decision making. So it is evident that different persons are having
different experience and interest areas. It is one of the important dimensions of
Recruitment and Selection effectiveness because when employees find their job
interesting they do enjoy the work and again they are quite effective in performing
their role.

51
9. From the above chart (Fig 4.8.2) 48 employees said that their job met with their
interest.12 employees said that their job not met with their interest.

10. From the above chart (Fig 4.9) 56 employees said that the job was explained them at
the time of selection and 4 employees said that the job was not explained them at the
time of selection.

11. From the above chart (Fig 4.10) 54 employees were comfortable with their job. 6
employees were not comfortable with their job That again shows that job person fit is
there.

12. From the above chart (Fig 4.11) 12 employees will like to continue with the
organization for 0-3 years, 14 for 3-6, 26 for 6-10 and 8 for till retirement. So it is
evident that on an average that less no. of employees want to continue for a long time
with the organization, so some effective strategy should be implemented.

13. From the above chart (Fig 4.12) 12 people said the only one reason for leaving the
job is an increase in pay, 42 said more freedom in use of authority, and 6 said increase
in designation.

14. From the above chart (Fig 4.13) 2 employees said organization is considered as
people oriented, 2 said task oriented and 56 said it was a combination of both. So this
is strongly evident that organization is purely considered as people and task oriented
both.

15. From the above chart (Fig 4.14) On job nature Quality of work life dimensions’
question was asked whether they ever got advice from their colleagues and supervisor
for the improvement in performance 56 employees gave favorable response. 4
employees gave unfavorable response. That shows that organization is making efforts
towards their career growth and continuous improvement.

52
16. From the above chart (Fig 4.15) 48 employees said that they had the clarity of their
roles and responsibility 12 employees said that they had not the clarity of their roles
and responsibility.

CHAPTER - VI
SUMMARY & CONCLUSIONS

SUMMARY

53
Summary of Recruitment and selection practices in SNR Solutions typically involve several
key steps:

1.Job Posting: I have to Post a job vacancies internally and/or externally through various
channels such as company websites, job boards, and social media platforms.

2. Job Analysis: Conducting an analysis of the job roles to determine the skills,
qualifications, and experience required for each position.

3.Screening Resumes: I have to Review the resumes and applications to shortlist candidates
who meet the minimum qualifications and requirements for the position.

5.Interviews: Conducting interviews to assess candidates’ skills, experience, and cultural fit
with the company. This may involve multiple rounds of interviews with different
stakeholders.

6.Assessment Tests: Administering aptitude tests, technical assessments, or psychometric

evaluations to evaluate candidates’ abilities and suitability for the role.

7.Reference Checks: Contacting references provided by the candidates to verify their work
history, qualifications, and character.

8.Offer and Negotiation: Extending job offers to selected candidates and negotiating terms
such as salary, benefits, and start dates.

9.Onboarding: Welcoming and integrating new hires into the organization through
orientation programs, training sessions, and mentorship initiatives.

54
10.Continuous Improvement: Regularly evaluating and refining recruitment and selection
processes to enhance efficiency, effectiveness, and diversity.

CONCLUSIONS

HR is playing administrative role only.

Recruitment and selection in case of freshers are very well structured but for experienced
people, it needs to be more structured.

It focuses excessively on the intellectual and intelligence of people and missing the
organizational fit.

55
As it is in expansion stage, it’s improving its recruitment and selection process.
So it can be concluded from above facts and findings that internal Reference and
Advertisement were the prevailing sources of Recruitment in SNR Solutions. Majority of the
employees were satisfied with the recruitment process it was found that their colleagues have
been also selected by the same process. It was found that Recruitment Policy of the
organization is quite visible and process is followed impartially. So finally it can be
concluded that organization is purely considered as people and task oriented both.

LIMITATIONS

This study also includes some limitations which have been discussed as follows:

1. Limited Scope of Recruitment for Experienced Candidates

Limitation: The recruitment process for experienced professionals is not as structured

as that for freshers. This lack of structure could lead to inconsistencies in the hiring
process for experienced candidates, potentially resulting in a mismatch between the

56
 organization's needs and the candidate's capabilities, leading to longer onboarding and
training times.

2. Excessive Focus on Intellectual Abilities

Limitation: The overemphasis on intellectual abilities and intelligence may overlook

other key traits such as emotional intelligence, leadership skills, or technical expertise
that are crucial for specific roles, especially in senior or managerial positions. This
narrow focus may lead to hiring candidates who excel intellectually but do not align
well with the organizational culture or the specific demands of the role.

3. Neglecting Organizational Fit

Limitation: The recruitment process misses assessing the "organizational fit," which
is crucial in ensuring that the candidate aligns with the company’s culture, values, and
work environment. Neglecting to evaluate this can lead to challenges in employee
retention and satisfaction, as employees who don't resonate with the company's
culture may leave sooner or struggle to adapt.

4. Reliance on Limited Recruitment Sources Limitation:

The primary reliance on internal references and advertisements may limit the diversity
and quality of candidates. While internal references provide a strong fit for the
company culture, they may not always offer the best candidates in terms of diversity,
skills, or innovative thinking. Relying on a narrow range of recruitment channels
could result in overlooking potential high-quality candidates from external sources.

5. Lack of Comprehensive Feedback Mechanisms

Limitation: While employees report satisfaction with the recruitment process, there
might be a lack of systematic, formal feedback mechanisms to understand why certain
candidates were successful or unsuccessful. Without detailed insights from candidates
and hiring managers, there could be missed opportunities to identify areas of
improvement in the recruitment process.

6. Potential Biases in the Recruitment Process

Limitation: Despite the process being described as impartial, there may still be
unconscious biases in the recruitment process, especially in areas such as cultural fit
and intellectual assessment. Such biases may inadvertently Favor certain profiles over
others, leading to a lack of diversity in the workforce.

7. Imbalance Between People and Task Orientation

Limitation: While the organization is described as both people- and task-oriented,

this dual focus can sometimes lead to conflicts or inefficiencies. For instance, an

57
 overemphasis on tasks and intellectual capabilities could negatively affect
interpersonal relationships or the team dynamic, which could hinder long-term
organizational growth.

8. Limited Adaptation to Organizational Growth

Limitation: As the company is in an expansion phase, its recruitment processes may

not be fully adaptable or scalable to meet the growing demand for talent. As the
company grows, the existing recruitment structure might need more refinement and
flexibility to accommodate a wider variety of roles, skill sets, and hiring volumes,
which could be a challenge in the long term.

These limitations highlight areas where the recruitment and selection processes at
SNR Solutions can be improved to better align with the company's evolving needs,
attract more diverse talent, and ensure that new hires are not only qualified but also a
good fit for the organization.

58
 CHAPTER – VII
HR PRACTICES AND RECOMMENDATIONS

Based on the provided conclusion, here are some recommendations for improving the recruitment and selection
process at SNR Solutions, considering its expansion stage and current focus on intellectual abilities:

I. Enhance Structure for Experienced Hires

Recommendation: While the recruitment process for freshers is well-structured, the same level of
organization should be extended to hiring experienced candidates. This can be achieved by developing
clear guidelines for recruiting experienced professionals, including standardized interview processes,
defined skill assessments, and a well-documented evaluation system. This will ensure consistency and
fairness in hiring decisions for both freshers and experienced candidates.

II. Improve Organizational Fit Assessment

Recommendation: While intellectual abilities and intelligence are being prioritized, it's crucial to include
organizational fit in the recruitment process. To address this, the company should implement behavioural
interviews, situational judgment tests, and culture-fit assessments. These tools will help evaluate how well
candidates align with the company’s values, work culture, and long-term objectives, which will likely
improve employee retention and job satisfaction.

III. Incorporate Multiple Recruitment Channels

Recommendation: As internal references and advertisements are the prevailing recruitment sources, the
organization should diversify its channels to reach a wider pool of candidates. Leveraging online job
boards, social media platforms, and recruitment agencies could help attract a diverse range of applicants,
especially for hard-to-fill positions. Using a blend of traditional and digital recruitment methods would
broaden the talent pool and help address any gaps in experience.

IV. Strengthen Employer Branding

Recommendation: To improve the recruitment process and attract top talent, SNR Solutions could focus
on strengthening its employer brand. Highlighting the company’s growth, culture, values, and employee
satisfaction on platforms like LinkedIn, Glassdoor, and the company website will make it more attractive
to potential hires. Positive testimonials from current employees can also help build a more compelling
case for why SNR Solutions is an employer of choice.

V. Regularly Review and Update Recruitment Policies

Recommendation: Although the recruitment policy is visible and impartial, it’s important to periodically
review and update it to stay aligned with organizational goals and external market trends. Continuous
improvements will ensure that the process remains effective as the company evolves during its expansion
phase. Regular feedback from candidates and hiring managers could help fine-tune the process and
address any potential issues.

VI. Offer Comprehensive Onboarding for New Hires

59
 Recommendation: To enhance the recruitment experience, a structured and engaging onboarding program
should be developed for new employees. This will not only help them integrate quickly into the
organization but also reinforce the importance of cultural fit and alignment with company values. It will
also improve retention rates, as employees will feel more supported and connected to the organization
from day one.

VII. Diversifying Recruitment Channels

Currently, internal references and advertisements are the primary sources of recruitment. While these are
effective, diversifying the recruitment channels can help SNR Solutions access a wider pool of talent and
potentially find individuals who bring fresh perspectives. Recommendations include:

Online Job Portals: Expanding recruitment efforts to job portals such as LinkedIn, Indeed, or Glassdoor
will provide access to a larger and more diverse candidate pool.

Social Media Campaigns: Use platforms like LinkedIn and Twitter to share job postings and engage with
potential candidates who may not be actively looking but are open to new opportunities.

Partnerships with Universities/Institutes: Build relationships with educational institutions and professional
training organizations to attract top-tier candidates with the right skills for specialized roles.

VIII. Continuous Process Improvement and Feedback

As the company is in its expansion phase, the recruitment process should be regularly reviewed and
updated to keep pace with changing market conditions and organizational needs. SNR Solutions should
create a feedback loop that allows both new hires and hiring managers to provide input on the recruitment
process. This will help identify areas for improvement and ensure that the recruitment process remains
efficient, fair, and effective. In conclusion, by structuring the recruitment process for experienced
candidates, balancing intellectual abilities with organizational fit, diversifying recruitment channels,
strengthening its employer brand, and regularly reviewing the recruitment process, SNR Solutions can
significantly improve its recruitment and selection strategy. These steps will help the company attract the
right talent that aligns with both the technical and cultural needs of the organization, supporting its
expansion and long-term success.

By implementing these recommendations, SNR Solutions can further refine its recruitment and selection
processes to support both its expansion efforts and its mission to hire individuals who are not only
intellectually competent but also culturally aligned with the organization.

60
 CHAPTER – VII

BIBLIOGRAPHY

Books:
• C R Kothari Research Methodology R.D publication,2021.

• K Aswathappa, international business, McGraw-Hill, Publication 2020.

• Author –French Wendell L., Name of the book – human resource management, Publisher – Houghton
Mifflin Company.

• Author –Hogget’s Richard M, Hagen Kathryn W., Name of the book – modern human relation at work,
Publisher – south-western colleges.

• Common source for recruiting sales staff BY: FLIPPO EDWIN B From: Content written.in.

• Recruitment and selecting the perfect candidates, By: AGARWAL ABHISHEK, from:.Articlebase.com.
• Kanagavalli, G., Seethalakshmi, R., & Sowdamini, T. (2019). A systematic review of literature on
recruitment and selection process. Humanities & Social Sciences Reviews, 7(2), 01-09.
• Saddam, A. K., & abu Mansor, N. N. (2015). The role of recruitment and selection practices in the
organizational performance of Iraqi oil and gas sector: A brief literature review. Review of European
Studies, 7(11), 348.
• Bina, S., Mullins, J., & Petter, S. (2021). Examining game-thinking in human resources recruitment and
selection: A literature review and research agenda.
• Bhoganadam, S. D., & Rao, D. S. (2014). A study on recruitment and selection process of Sai Global
Yarntex (India) private limited. International Journal of Management Research and Reviews, 4(10), 996.

61
 CHAPTER VIII

ANNEXURE

Questionnaire

1. From where you came to know about the job?

Advertisement [ ] Personal Reference [ ]

Consultant [ ] Others [ ]

2. Were you satisfied with recruitment process by which you are selected?

Yes [ ] No [ ]

3. You ever met with your interviewer before your interview?

Yes [ ] No [ ]

4. Were you comfortable with your interviewer while interviewed?

Yes [ ] No [ ]

5. Do you feel that your colleagues have been undergone similar process?

Yes [ ] No [ ]

6. In public would you like to talk about this organization?

Yes [ ] No [ ]

7. Would you like to refer your relatives/friends for the job in this organization?

Yes [ ] No [ ]

8 a. You are interested to perform the job which is:

(i)Routine in nature [ ] (ii) Demand creative thinking [ ]

62
(iii)Demand new ideas [ ] (iv) Finding methods [ ]

(v)Challenging in nature [ ] (vi) Participation in decision making [ ]

b. Your job meet you’re above stated interest?

Yes [ ] No [ ]

9. Have you been assigned the job was explained to you at the time of selection?

Yes [ ] No [ ]

10. Are you comfortable with your job?

Yes [ ] No [ ]

11. How long will you like to continue with this organization?

(i) 0-3 yrs. (ii)3-6 yrs.

(iii) 6-10 yrs. (iv) Till Retirement

12. What could be the only one reason of your leaving the job?

(i)With an increase in pay

(ii)With more freedom in use of authority

(iii)With an increase in designation

(iv)To work with friendly and helping people

13. Your organization is considered as:

(i)People oriented Yes [ ] No [ ]

(ii)Task oriented Yes [ ] No [ ]

(iii)Combination of both Yes [ ] No [ ]

14. Do you ever get advice from your senior or your colleagues to improve your performance?

Yes [ ] No [ ]

15. Do you have the clarity of your roles and responsibility?

Yes [ ] No [ ]

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16. Your suggestions for improvement in recruitment and selection process, (if any)
………………………………………………………………………………………………………………………
…….......
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…………

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