SUMMER TRAINING REPORT ON

“A STUDY ON EFFECTIVE RECRUITMENT AND SELECTION PROCESS”

ORGANISATION :- INSPLORE CONSULTANTS

Undertaken at

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR

THE AWARD OF THE DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION

to

Guru Gobind Singh Indraprastha University, Delhi

SUBMITTED TO: SUBMITTED BY:

MS.KARISHMA NAME- ARIN SHARMA
ENROLLMENT-02221301720
BBA, DEPARTMENT CLASS – DIV-A (2nd
SHIFT) SEMESTER-5th
PROGRAM-BBA

1
 DECLARATION

I hereby declare that the project work on “A STUDY ON EFFECTIVE RECRUITMENT AND
SELECTION " submitted to Guru Gobind Singh Indraprastha University, Delhi is recordof an original
work done by me under the guidance of Ms Karishma , Faculty member at Tecnia Institute of Advanced
Studies .

Place: Delhi
Date: 15.12-2022 Signature of Scholar
Name:-ARIN SHARMA
Enrollment no. 02221301720

2
COMPANY CERTIFICATE

3
 ACKNOWLEDGMENT

I Arin Sharma, Enrolment No. 02221301720 from BBA-V Semester, II Shift of the Tecnia Institute of
Advanced Studies, Delhi hereby declared that Course Code BBA 311; Course: Summer Training
Report Titled “A Study on Effective Recruitment and Selection” at“Insplore Consultants” is an
original work and the same has not been submitted to any other Institute for the award of any other
degree. A presentation of the Summer Training Report was made on 27th June, 2022 to 27th August, 2022
and the suggestions are duly incorporated as approved; by the student duly endorsed by faculty guide
were submitted in partial fulfillment of the requirement for the award of the degree of “Master of
Business Administration” to Guru Gobind Singh Indraprastha University, Delhi through “Tecnia Institute
of Advanced Studies, New Delhi”.

Place: Delhi

Date: 15.12.2022 Signature of the scholar

Name: ARIN SHARMA

Enrolment number: 02221301720

4
 CERTIFICATE

This is to certify that ARIN SHARMA , enrolment no.02221301720 , BBA student at Tecnia institute of
advanced Studies, has done project work on “” under the guidance of Ms. Karishma.

Date: 15. December. 2022

Place: DELHI …………………………...
Date: 15.12-2022 Signature of PROJECT IN-
CHARGE Name: Ms. Karishma

…………………………
Signature of the SCHOLAR
Name: ARIN SHARMA
Enrolment Number-02221301720

5
 EXECUTIVE SUMMARY

INSPLORE is the dynamic organization which thrives on smart working and also seeks to provide adequate
opportunities for our people to relish while working. The company involves the activities like trips in India &
Abroad, fun activities at work place and various social events and this is perceptible when you will join
INSPLORE.
All through the year, various events are arranged which includes awarding ceremony for best employees. These
events work as a motivation factor for the employees to work more enthusiastically. It also provides an
opportunity to interact and socialize with the associates and other colleagues across India.
INSPLORE provides an employee friendly work culture by giving them opportunity to discuss new ideas,
reward and recognitions for their performance, training in case of discrepancy. The support of Senior Managers
is quite encouraging that they respect every individual's idea and value their work by meeting them time to time.
There is definitely a healthy work environment in terms of mental and physical heath. There are good practices
and initiatives that provides the employees with no stress at work and no overburdening of work.
It is our ambition to make the work culture adaptable for our employees so that they can give us the maximum
output while maintaining their work life balance.

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 TABLE OF CONTENTS
S. No. Topic Page No.
01 Company Certificate 3
02 Acknowledgement 4
03 Certificate 5
04 Executive Summary 6
05 Chapter- 1 Introduction to Industry 8- 17
1.1 Industry Overview
1.2 Smart investment
1.3 Experimental activities
1.4 SWOT analysis

06 Chapter-2 Objective and Research Methodology 18- 25

2.1 About the Company
2.2 Objective of Study
2.3 Scope of Study
2.4 Research Methodology

07 Chapter-3 Conceptual Discussion 26- 35

3.1 About the Topic
3.2 Literature Review
3.3 Competitors

08 Chapter-4 Data Analytics and Interpretation 36- 45

09 Chapter-5 Findings and Conclusions 46- 47
10 Chapter-6 Suggestions, learnings 48

11 Chapter-7 Reference 49
12 Annexure 50

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 CHAPTER -1
INTRODUCTION TO INDUSTRY

INSPLORE is the choice of Multinationals and leading Indian Businesses because it is the preferred
talent acquisition partner for them. Our Experts are helping the talent seeker and theJob Seeker to find
each other: We Inspire, You Explore.

We, as an expert in financial advisory, realise the need of every customer who is looking for financial
independence and help them to reach that level of financial freedom. We understand how the perception
regarding the value of money changes as per different individuals’ desires. We extend a helping hand to
customers by assisting them in making crucial financial decisions and managing their wealth effectively
to ensure that our customers stay stress free and get rid of their financial worries.

We believe in timely adaptation with the dynamic environment in order to deal with anychallenges ahead
with utmost enthusiasm because we understand the importance of taking the right action at the right time
to cope with the dynamic environment.

IDENTITY OF INSPLORE:-

Insplore is dedicated to empower with relevant Jobs & Growth Opportunities. We are a
successful Conglomerate with the experts of Financial Advisors on our panel. We have a Team of
Professionals working every day to provide HR as well as Financial Solutions to the Companies/
Clients.

MISSION OF INSPLORE:-

We thrive to provide best wealth management advice through honest financial solutions as well as
inspire the candidates to explore job opportunities across various industrial sector.

VISSION OF INSPLORE:-

Our vision is to become the most trusted financial advisor as well as most valuable recruitment service
provider.

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SERVICES OF INSPLORE CONSULTANTS

1. CONSULTING SERVICES- “As a niche specialist financial services consulting firm we

have very deep and broad expertise and only employee consultants who sharethe same
credentials.” We gaining importance as world economic engine and with the introduction of the
idea of International Business, each business in each country ismaking an attempt to induce
connected with one additional despite of the regionalvariations? We strongly believe that
INSPLORE brings a unique insight into industry trends and challenges. This is based on the
experiences of its consultants and associates who have held senior roles within wealth
management, investment management, investment operations, software vendors and service
providers.

2. PORTFOLIO MANAGEMENT- “The process of managing individual’s investments so that

they maximize their earnings within a given time horizon.” It is important for an individual
to diversify his investment portfolio as to reduce risk and to gain maximum returns. So we,
hereby, provide assistance in diversifying your investments. It is important for an individual to
diversify his investment portfolio as to reduce risk and to gain maximum returns. So we, hereby,
provide assistance in diversifying your investments.

3. RECRUITMENT SERVICES- “Nothing is more important than hiring and developing

people, as acquiring the right talent is the most important key for the growth of any
Organization.” Strategies are developed according to the requirements and necessities of our
clients Customized strategies are made after careful study and observation of organization's
culture and its future goals. An effective recruitment and selection policy not only fulfill the
requirements of a job but also ensures that an organization will continue to maintain its
commitment to providing equal opportunity to employees. Here you will have a setup of well-
organized regional consultants who will provide you the pathway towards seamless recruitment
services starting from identifying your potential employee to choosing right selection process.

4. TAXATION SERVICES- “Taxation presents arguably the most dynamic and complex
challenge in the context of financial planning.” Ever changing legislation andrules are matched
only by the new methods devised to make the discharging of tax liabilities as efficient as
possible. When it comes to tax planning and strategy, every case. is unique. Our approach

9
remains

10
 versatile with an awareness that individual issues must be dealt with on their own merits but
with the overall, long-term considerations always inmind. To help fund public works and
services and to build and maintain the infrastructures used in a country, the government usually
taxes.

5. FINANCIAL ANALYSIS- "Analysis of financial statements refers to the method of

determining the significant operating and financial characteristics from the accounting data
with a view to getting an insight into the activities of an enterprise."While the analysis
implies generalization of the data by logical arrangement of information given in the financial
statement. However, analysis is blind without interpretation, and interpretation becomes difficult
without analysis. Interpretation means elaborating the meaning and significance of the data so
simplified. So analysis and interpretation means attempt to determine the significance and
meaning of the financial statement data so that a judgment may be made of the prospects for
future earnings, ability to pay interest, debt maturities, both current as well as long term, and
profitability of sound dividend policy.

6. INTERNSHIP PROGRAM- We provide domestic and international level internship program.

We have a team of experienced educational and training professionals who can provide service
and solutions to the clients. Exposure to the interns are mixed specialization which is human
resource and marketing which will result in the implicationof their theoretical knowledge into the
corporate world. In this training process special emphasis is given to the communication and
presentation skills.

PROFESSIONAL SKILL DEVELPOMENT- To grow with the rapidly changing environment an

organization needs to focus on the skills that their workforce has so, it is important to attend the
Skill Development Programs as it helps in facing the challenges. People being the major
differentiator amongst companies in competition therefore tohave edge over your adversary it is
crucial that your workforce possesses the required skills. If an organization and individual want
to achieve success in their corporate or professional careers, then they have to work on the Skill
Development. Our Professional. Skill Development programs are developed with a purpose of
enhancing employabilityand performance of individuals that can further support them in their
career development.

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 INSPLORE CONSULTANTS
SMART INVESTMENT:-

1. REAL ESTATE- Real estate can be simply defined as the land along with any permanent
developments attached to the land, whether natural or man-made—including water, trees,
minerals, buildings, homes, and bridges. Real estate is a form of real property. In additionto
having real value that investors can touch, feel and understand, real estate can be an excellent
diversification tool for investors. If you pay the right amount for your property, there's potential
to reap steady, long-term returns as a landlord. Portfolios containing real estate tend to
outperform those without real estate over the long haul. Investing in real estate can also offer
reduced risk because the real estate market is not closely correlated with stock or bond markets.

Real estate generally breaks down into three categories:

 Residential
 Commercial
 Industrial

2. INSURANCE- Insurance is a form of risk management in which the insured transfer the cost of
potential loss to the other entity in exchange of monetary compensation known as premium. It is
an arrangement by which a company or a state provides a guarantee of compensation of
specified loss, damage, illness or death in return for payment of a specified premium. Insurance
helps to remove worries provides tax benefits and most importantly affordable to almost
everyone.

GOLD- Gold has endured centuries as a mark of wealth and the benefits of gold begins with its
simplicity. Indians love gold and that is no secret. But if we put that number into number it is
unbelievable. According to some estimates, India has a stock of about 23,000-24,000 ton of gold
which is mostly held by households. In value terms, based on the 2015 average price, it was
worth $800 billion. It is indestructible, relatively scarce and cannot be manufactured. It is best
and refreshing alternative to the complex investment products in the headlines today and is easy
to both buy and sell in fact gold is so simple that it is in today’s world use as global currency,
that can be traded everywhere worldwide.

3. STOCK MARKET- The stock market refers to the collection of markets and exchanges where

12
regular activities of buying, selling, and issuance of shares of publicly-held companies take
place.

13
 Such financial activities are conducted through institutionalized formal exchanges or over-the-
counter (OTC) marketplaces which operate under a definedset of regulations. There can be
multiple stock trading venues in a country or a region which allow transactions in stocks and
other forms of securities. Investment in stock market is nothing short of gamble, especially if you
consider the volatile difficulties during the trading. It is the place where people buy and sell
shares and during the transaction, profit gain or even lose some amount depending upon the rate
of that stockon a particular day.

When you look closely to the Indian stock market you will find that there are only two types of
investors, including those who are aware of the Indian based investment opportunities and the
ones who aren’t aware. India has a market which is beginning to grow or increase rapidly
growing just like all of the other markets throughout the world, but not everyone knows what
they need to know about it. If you invest in the right business in the right time there is chance that
your investment will increase many folds.

4. MUTUAL FUNDS- A mutual fund is a type of investment vehicle consisting of aportfolio of

stocks, bonds, or other securities. Mutual funds give small or individual investors access to
diversified, professionally managed portfolios at a low price. Mutual funds are divided into
several kinds of categories, representing the kinds of securitiesthey invest in, their investment
objectives, and the type of returns they seek. The overwhelming majority of money in
employer- sponsored retirement plans goes intomutual funds.

14
 EXPERIENTIAL ACTIVITES

The projects I worked on during my internship included the following:

1. Making a salary slip: I learned how to create a pay slip for the employees. We learned how to add allowances
to a salary slip, when to do so, and where to make deductions. We were also provided a hypothetical scenario on
which I built the salary slip.

2. Morning Activity: Every day of the internship, I was required to send a motivating quote, the nifty and Sensex
opening prices, the day's gold price, and business news
.
3. Financial sectors PowerPoint presentation: Throughout the training period, we had sessions on various topics.
The financial industries, such as the stock market, mutual funds, real estate, insurance, bank FDs (fixed
deposits), provident funds, post offices, and gold, are the topic of a PowerPoint presentation I made. I gained
knowledge about the various sectors' advantages and disadvantages.

4. Learning types of returns: In particular, the Traditional category, Term Plans, and ULIP were discussed,
along with the various types of returns we may anticipate from each.

5. Using specific formulas, I learnt how to compute items like the premium, maturity date, and life insurance.
determining your tax burden and taxable income.

6. I received training in making sales pitches. They supplied us videos as well as a script describing how to
market their offering. They sent us their brochures as well, which we received after we explained their portfolio
to them.

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 SWOT

Consulting firms provide professional services to businesses. There is a lot of competition among consulting
firms to secure and maintain clients, and many factors that lead a client to select one consulting firm over
another. As such, it is helpful for consulting firms to regularly assess the market place and their competitiveness
in the market. One tool for analyzing a firm’s competitive market position is the SWOT analysis. SWOT stands
for Strengths, weakness , opportunities and threats. This tool utilizes data to provide a realistic overview of the
market and competitiveness. The SWOT analysis of a firm can provide a snapshot of current conditions for
business.
Strength-
• Strong compliance
• Have the existing loyal customer
• Working with companies product which have excellent reputation
• Strong and motivated team
• Quality and effective performance
• Working with high standard and privacy
Weakness-
• Slow process due to paper work
• Working with limited product and services
• Available in limited location (physical presence)
Opportunity-
• Expanding the presence in different location
• Introduction of ERP or using new technology for managing the customer
• Taking the government contract
• Getting multiple project from different companies
Threats-
• Changing laws and regulation
• Less demands for certain project product and services
• Large competitors product or service
• Weak financial position of customer due to pandemic

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 - Equity Fund

Stock funds that can be managed actively or passively. Are the riskiest class of mutual funds, and
hence, they have the potential to provide higher returns than debt and hybrid funds.

- Money-Market Fund
A kind of mutual fund that invests in highly liquid, near-term instruments.

5. FIXED- INCOME INVEST- Aim to generate returns by investing in bonds and other fixed-
income securities which means that these funds buy the bonds and earn interest income on
the investments.

- Debit Equity Mutual Fund

-
Under these plans one put resources into obligation securities.

Hybrid Mutual Fund

Under this plans one put resources into a blend of value and obligation, and a financial specialist
must pick a plan dependent on his hazard desire.

- Solution Oriented
These plans are formulated for specific arrangements or objectives like retirement and youngster's
instruction. These plans have a compulsory lock-in time of 5 years.

INTRODUCTION TO EFFECTIVE RECRUITMENT AND SELECTION

PROCESS

While in the process of selection on judgment the individuals is used to forecast in assuring favourable
outcomes on the job. As these are all assumptions and there is no guarantee that these predictions are
unmistakeable so there are always chances of misjudgements. There are basically two kinds of decision
error which may happen in any electing process which are defined as follows. False positive or mistaken
acceptance: where candidate are elected but prove to be incompetent.

17
False negative or mistaken rejections: where candidate who were competent and capable and could
perform better are refused.

Organizations while employing the individuals are more worried about false positives because asa result
it causes inadequate performance and costly misjudgment. In these type of organizations it can be said
that if they increase their level of entry condition so that to decrease the possibility of false positives. As
a result of this standard the candidates who are actually competent will be selected and the applicants
who do not fulfil the requirement will be refused.

Recruitment and selection are two different activities. The meaning of recruitment is the mechanism of
making interest for the people to apply for work and selection is the final decision of a specific candidate
for the particular position. For any organization it is important that the people who are going to be Hire
must have abilities, talent and perspective that you need. In longterm phase organization needs those
types of employees who have the abilities to face the challenges and can continue learning. So like this
there are more chances for the organization to get the competitive edge. Also for the long term aspect
approach, proclivity and competency is more important than present command and knowledge.

While in the process of selection on judgment the individuals is used to forecast in assuring favorable
outcomes on the job. As these are all assumptions and there is no guarantee that these predictions are
unmistakable so there are always chances of misjudgments. T here are basicallytwo kinds of decision
error which may happen in any electing process which are defined as follows. False positive or mistaken
acceptance: where candidate are elected but prove to be incompetent.

False negative or mistaken rejections: where candidate who were competent and capable and could
perform better are refused.
Organizations while employing the individuals are more worried about false positives because asa result
it causes inadequate performance and costly miss-judgement. In these type of organizations it can be
said that if they increase their level of entry condition so that to decrease the possibility of false
positives. As a result of this standard the candidates who are actually competent will be selected and the
applicants who do not fulfil the requirement will be refused.

18
The Selection judgments play a major role for success in any organization. As taking the wrong decisions
while selecting are always subject to huge loss for the organization. It is necessary for the organization
that it has a higher quality of selection process so that it could accomplish more suitable results in all.
As the demand for the multi proficiency variable work force and jointeffort is rising, selection has
come to be a lesser element for hiring those applicants who are fullyspecialized in one area. Immediate
aptitude and empiricism may be lesser considerable than intending to learn, adaptability and potential
to work in a team.

There are basically two types of recruitment. These are called internal recruitment and external
recruitment. Internal recruitment is basically when recruitment takes place from the present employees
and when recruitment takes place from excluding present employees, it is known as External
Recruitment.

Recruitment and Selection is an important operation in HRM, designed to maximize employee strength
in order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is
the process of sourcing, screening, shortlisting and selecting the right candidates for the filling the
required vacant positions.

THE SCOPE OF RECRUITMENT AND SELECTION:-

The scope of Recruitment and Selection is very wide and it consists of a variety of operations. Resources
are considered as most important asset to any organization. Hence, hiring rightresources is the most
important aspect of Recruitment. Every company has its own pattern of recruitment as per their
recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the organization
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of resources
Any organization wants it future to be in good and safe hands. Hence, hiring the right resource isa
very important task for any organization.

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 CHAPTER- II

REVIEW OF LITERATURE

From the human resource management perspective the first most crucial and difficult human resource
management strategy for achieving organizational goals is recruitment and selection strategies as the
outcome of recruitment and selection strategy can be very productive for the organization if selected
right person in terms of appropriate skills mix and also very non productive if wrong one was selected
and can lead failure of the organizations (Compton, 2009& Canton, 2004). Polychart (2006) has righty
argued that due to the KASOs emergence, the success and failure of an organizations depends on staffing
but unfortunately the organizational management and researches have not been able to understand it’s
worth by knowing that this is the supreme human resource function. Effective recruitment and selection
has always been oneof a most pivotal for the organizations in the educational sector because of not
having any absolute methodology for attracting, screening and finally finding the right person for the
right job in an organization (Pounder, 1996).
Researchers have been working on the three perspectives that have helped to develop fairselection
procedures and in this regard ten procedural rules have been suggested to assess the fairness of any
selection system (Gilliland 1993). Cropanzana (2007) conducted research on applicants’ reaction to
examine the violation of the procedural rules and found that job.
It is of utmost importance for every organization to employ a right person on a right position.And
recruitment and selection plays a pivotal role during such situations. With shortage of skills and the rapid
spread of new technology exerting considerable pressure on how employersperform recruitment and
selection activities, it is recommended to conduct a step-by-step strategic analysis of recruitment and
selection processes. With reference to the current context, this paper presents an incisive review of
previous literature on the recruitment and selection process. This paper is primarily based on an analysis
of six pieces of literature conducted by practitioners and researchers in the field of Human Resource
management. In simpler terms, recruitment and selection are concurrent processes and are void without
each other. They significantly differ from each other and are essential constituents of the organization. It
helps in discovering the potential and capabilities of applicants for expected or actual organizational
vacancies. It is a link between the jobs and those seeking jobs.

relatedness and interpersonal treatment of the selection procedure were more concerned to the applicants
while as applicants showed concerns over not receiving timely feedback and biasness. Applicants
perception and reaction to the selection procedures have attached huge interest amongdifferent

20
researchers who analyzed it in different perspectives, and among these a dominantfocus is the
fairness of selection procedures, that has an impact not only on the organizations attractiveness (Bauer et
al., 1998) but also on the applicants motivation regarding a particular selection test (Chan et al., 1997). It
has been argued that fairly treated applicants recommend the organization to others while as in case of
not fairly not treated may go for litigation for their possible remedy (Bauer et al., (2001). Kandola and
Zottoli & Wanous, (2000) has identified fromthe research that informal recruitment (employee referrals
and Walk in) had been considered more helpful to the job applicants because these sources provide
accurate and complete set of knowledge about a particular job with some other advantages over the
formal recruitmentsources (advertisement & Posters). Zolttoli & Wanous, (2000) has found that the
advertisements place in the different newspapers have been found least effective source of recruitment
in both public and private sector as well.
Fullerton (1994) have argued that in order to remove the discrimination, the main principle isthat
process should be made in such a way that applicants will experience sameness in treating them during
the whole selection process. Powel, (1991) have explained that there are many researchers who have
pointed out about the many recruiters who are providing applicants enoughand specific information
which enables them to decide about the suitability and relevancy with the job. Vianen et al, (2004)
argued that in making selection of an employee the situational judgment test has higher rating as compare
to the cognitive ability and personality test. It has been argued that by using technology in the field of
recruitment and selection has many advantages and this can enhance the level of validity, acceptance and
also will be able to bring efficiency in an organizational recruitment and selection activities (Chan &
Schmitt, 1997). Researchers have raised various concernes over the transparency of the selection
procedures that according to (Brink, at. Al, 2006) is very critical. Some researchers argued that women
candidates qualify more in open competition as compare to male candidates which (Van Balen, 2001) has
found that this is because of the lack of the transparency in selection procedures. However (Brink at. al,
2006) has found that women can have more probability to be appointed if the selection committee
consists of a significant number of women members.

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories emphasize
on techniques of recruitment and selection and outline the benefits of interviews, assessment and
psychometric examinations as employee selection process. They further stated that recruitment process
may be internal or external or may also be conducted online. Typically, this process is based on the
levels of recruitment policies, job postings and details, advertising, job application and interviewing
process, assessment, decision making, formal selection and training (Korsten 2003).
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
21
industrial sector may offer insights into the processes involved in establishing recruitment policies and
defining managerial objectives.
Successful recruitment techniques involve an incisive analysis of the job, the labour market scenario/
conditions and interviews, and psychometric tests in order to find out the potentialities of job seekers.
Furthermore, small and medium sized enterprises lay their hands on interviews and assessment with main
concern related to job analysis, emotional intelligence ininexperienced job seekers, and corporate social
responsibility. Other approaches to selection outlined by Jones et al. (2006) include several types of
interviews, role play, group discussions and group tasks, and so on.
The recruitment and selection experience impacts the likelihood that a candidate will accept a joboffer.
However, there are several recruitment challenges. A common problem in recruitment and selection is
poor Human Resource (HRM) planning. Additionally, to ensure the success of the process, there is a
necessity for effective employee recruitment and selection plans. This is particularly so with recruitment
and selection policies and practices. These plans must contain detailed recruitment and selection policies,
like recruitment and selection processes, assessing criteria, and talent auditing. Also, processing
information about the labor market is vital in recruiting and deploying appropriate employees at the right
time. This helps in the conduction of a good literature review on recruitment and selection practices.

Any management process revolves around recruitment and failure in recruitment may lead to difficulties
and unwanted barriers for any company, including untoward effects on its profitability and inappropriate
degrees of staffing or employee skills (Jones et al. 2006). In additional, insufficient recruitment may
result into lack of labour or hindrances in management decision making, and the overall recruitment
process can itself be advanced and amended by complying with management theories. According to
these theories, the recruitment process canbe largely enhanced by means of Rodgers seven point plan,
Munro-Frasers five-fold grading system, personal interviews, as well as psychological tests (Jones et al.
2006).
Price (2007), in his work Human Resource Management in a Business Context, formally defines
recruitment and selection as the process of retrieving and attracting able applications for the purpose of
employment. He states that the process of recruitment is not a simple selection process, while it needs
management decision making and broad planning in order to appoint the most appropriate manpower.
There existing competition among business enterprises for recruiting the most potential workers in on
the pathway towards creating innovations, with management decision making and employers
attempting to hire only the best applicants who would be the best fit for the corporate culture and ethics
specific to the company (Price 2007). This would reflect the fact that the management would
particularly shortlist able candidates who are well equipped with the requirements of the position they
22
are applying for,

23
including team work. Since possessing qualities of being a team player would be essential in any
management position (Price 2007).
Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices, HRM-
organizational strategies as well as organizational performance. He conducted his researchon HR
manager and company officials of 319 companies in Europe regarding HR practices and policies of their
respective companies and discovered that employment security, training and development programs,
recruitment and selection, teamwork, employee participation, and lastly, personnel planning are the
most essential practices (Hiltrop 1999). As a matter of fact, the primary role of HR is to develop,
control, manage, incite, and achieve the commitment of the employees. The findings of Hiltrop’s (1996)
work also showed that selectively hiring has a positive impact on organizational performance, and in
turn provides a substantial practicalinsight for executives and officials involved. Furthermore, staffing
and selection remains to be anarea of substantial interest. With recruitment and selection techniques for
efficient hiring decisions, high performing companies are most likely to spend more time in giving
training particularly on communication and team-work skills (Hiltrop 1999). Moreover the finding that
there is a positive connection existing between firm performances and training is coherent with the
human capital standpoint. Hence, Hiltrop (1996) suggests the managers need to develop HR practices
that are more focused on training in order to achieve competitive benefits.

As discussed by Jackson et al. (2009), Human resource management approaches in any business
organization are developed to meet corporate objectives and materialization of strategic plans viatraining
and development of personnel to attain the ultimate goal of improving organizational performance as
well as profits. The nature of recruitment and selection for a company that is pursuing HRM approach is
influenced by the state of the labour market and their strength within it. Furthermore, it is necessary for
such companies to monitor how the state of labour market connects with potential recruits via the
projection of an image which will have an effect on and reinforce applicant expectations. Work of
Bratton & Gold (1999) suggest that organizations are now developing models of the kind of employees
they desire to recruit, and to recognize how far applicants correspond to their models by means of
reliable and valid techniques of selection. Nonetheless, the researchers have also seen that such models,
largely derived from competency frameworks, foster strength in companies by generating the appropriate
knowledge against whichthe job seekers can be assessed. However, recruitment and selection are also
the initial stages ofa dialogue among applications and the company that shapes the employment
relationship (Bratton & Gold 1999). This relationship being the essence of a company’s manpower
development, failure to acknowledge the importance of determining expectation during recruitment and
selection can lead to the loss of high quality job seekers and take the initial stageof the employment
24
relationship so down as to make the accomplishment of desirable HRM outcomes extremely difficult. In
the opinion of Bratton and Gold (1999), recruitment and selection practices are essential characteristics
of a dialogue driven by the idea of “front-end” loading processes to develop the social relationship
among applicants and an organization. In thisrelationship, both parties make decisions throughout the
recruitment and selection and it wouldbe crucial for a company to realize that high-quality job seekers,
pulled by their view of the organization, might be lost at any level unless applications are provided for
realistic organization as well as work description. In view of Jackson et al. (2009) and Bratton & Gold
(1999) applicants have a specific view of expectations about how the company is going to treat them;
recruitment and selection acts as an opportunity to clarify this view. Furthermore, one technique of
developing the view, suggested by Bratton and Gold (1999), are realistic job previews or RJPsthat may
take the form of case studies of employees and their overall work and experiences, the opportunity to
“cover” someone at work, job samples and videos. The main objective of RJPs is to allow for the
expectations of job seekers to become more realistic and practical. RJPs tend to lower initial
expectations regarding work and a company, thereby causing some applications to select themselves;
however RJPs also increase the degree of organization commitment, job satisfaction, employee
performance, appraisal and job survival among job seekers who can continue into employment (Bratton
& Gold 1999) Jackson et al. (2009).
However, the process of recruitment does not cease with application of candidature and selectionof the
appropriate candidates, but involves sustaining and retaining the employees that areselected, as
stated by Silzer et al. (2010).
Work of Silzer et al. (2010) was largely concerned with Talent management, and through their work they
were successful in resolving issues like whether or not talent is something one can be born with or is it
something that can be acquired through development. According to Silzer et al (2010), that was a core
challenge in designing talent systems, facing the organization and among the senior management. The
only solution to resolve the concern of attaining efficient talent management was by adopting fully-
executable recruitment techniques. Regardless of a well- drawn practical plan on recruitment and
selection as well as involvement of highly qualified management team, companies following recruitment
processes may face significant obstacles in implementation. As such, theories of HRM can give insights
in the most effective approaches to recruitment even though companies will have to employ their in
house management skills for applying generic theories across particular organizational contexts. Word
conducted by Silzer et al (2010) described that the primary objective of successful talent strategies is to
create both a case as well as a blueprint for developing the talent strategies within a dynamic and highly
intensive economy wherein acquisition, deployment and preservation of human capital-talent that
25
matter,, shapes the competitive advantages and success of many companies (Silzer et al. 2010).

Toward that end Taher et al. (2000) carried out a study to critique the value-added and non-value
activities in a recruitment and selection process. The strategic manpower planning of a company,
training and development programme, performance appraisal, reward system and industrial relations,
was also appropriately outlined in the study. This study was based on the fact that efficient HR planning
is an essence of organization success, which flows naturally into employeerecruitment and selection
(Taher et al. 2000). Therefore, demand rather than supply must be the prime focus of the recruitment
and selection process and a greater emphasis must be put on planning, supervising and control rather
than mediation. Extending this principle, a realistic approach to recruitment and selection process was
demonstrated, and the study found that an organization is efficient only when the value it commands
exceeds the price involved in determining the process of decision making or product. In other words,
value-added and non- value added activities associated with a company’s recruitment and selection
process impacts its role in creating motivated and skilled workforce in the country (Taher et al. 2000).
Thus, the study identified the waiting time, inspection time and filing time as non value added tasks and
the cost of advertisement as the only value added activity in the overall process. Taher et al. (2000)
investigated the recruitment and selection section of Bangladesh Open University. It was found that
whenever the recruitment and selection department of BOU received a recruitment request of new
applicants from other sections, the officials failed to instantly advertise the vacancy in various media.
The university had to follow some long sequential steps prior to doingso. After the vacancy is publicly
advertised, what followed were the bureaucratic formalities and complications together with inspection
and supervision by two departments thereby causing unnecessary waiting in the recruitment and
selection process that eventually increases the cost of recruitment by keeping the organization’s image at
stake.
The study also witnessed some amountof repetition taking place at every step of recruitment where the
applications of applicants circulating around too many departments for verifications. This repetitive work
tends to engage unnecessary persons for a single task that results in unnecessary delay in the decision
and unjust wastage of manpower.
After careful consideration of similar problems in the BOU, Taher et al. (2006) recommended for
amending the recruitment process by stating that firstly processes like job analysis and searching internal
and external sources must be followed by direct advertisement of the post as the HR’s own
responsibility, and not by any intermediate officials. This will eliminate the non-value activities.
Secondly, Taher et al (2000) suggested a ‘system’ to be introduced to ease therespective department to
study the shortlisted candidates, which can be done only by the request of the HR department. A medical
26
assistance must be sought by BOU in regards to the physical ormental abilities of applicants for the job
function as well as

27
their workers compensation and risk. A procedure needs to be devised pertaining to the privacy and
confidentiality of medical reports. Thus, this privacy and decrease in noon-value added activity of the
medical exam can be sustained effectively by testing the applicants via contracted medical advisors, or
in-housedoctors. Use of a computer based HR system should be installed in BOU to manage the pool of

information about employees and to make the organization to take just-in-time HR recruitment and
selection decisions.
Therefore, any organization is encouraged to development real-time recruitment strategies that must
attempt to generate a pool of appropriately qualified and well-experienced individuals so asto effectively
initiate the selection strategies and decisions. In essence, the potential applications are encouraged to
apply for the open vacancies and also the relevant departments can engage in recruiting the best
candidates to upgrade the department’s performance (Taher et al. 2000).

28
 COMPETITORS

1. Giltedged Industrial Securities Ltd.

2. Brisk Services Limited.
3. Arihant Services Limited.
4. Midland Services Limited.
5. G.K. Consultants Limited.
6. Atlas Jewellery India Limited

29
 CHAPTER- III

RESEARCH METHODOLOGY

OBJECTIVE OF STUDY
 To know the satisfaction level of employees towards the existing recruitment and selectionprocess.

TYPE OF RESEARCH
The type of research used to generate this project is:
Qualitative Research:
It relies on data obtained by the researcher from first-hand observation, interviews, questionnaires (on
which participants write descriptively), focus groups, participant-observation, recordings made in natural
settings, documents, case studies, and artifacts. The data are generallynonnumerical. Qualitative methods
include ethnography, grounded theory, discourse analysis, and interpretative phenomenological analysis.
Qualitative research methods have been used in sociology, anthropology, political science, psychology,
social work, and educational research. Qualitative researchers study individuals' understanding of their
social reality.
It represents collecting, analyzing, and interpreting data by what people say and do. It refers to the
meanings, definitions, characteristics, symbols, metaphors, and description of things. It is much more
subjective and uses very different methods of collecting information, mainly individual, in-depth
interview, and focus groups. generates mainly non-numerical data and focuses on gathering of mainly
verbal data rather than measurements. Gathered information is then analyzed in an interpretative
manner, subjective, impressionistic, or even diagnostic. The nature of this type of research is exploratory
and open-ended.

RESEARCH DESIGN
Research design specifies the methods and procedures for conducting a particular study. A research
design is the arrangement of conditions for collection and analysis of data in a manner that aims to
combine relevance to their search purpose with economy in procedure.
Research design which is used to made is project:-

 Explanatory Research Design

30
Explanatory Research Design
It has the following characteristics:
 Gather preliminary information
 Define problem with more clarity.
 Use of secondary data and qualitative research.
Those studies which are concerned with describing the characteristics of particular subject. It is defined
as the initial research into a hypothetical or theoretical idea. This is where a researcher has an idea or has
observed something and seeks to understand more about it. An exploratory research project is an
attempt to lay the groundwork that will lead to future studies, or to determine if what is being observed
might be explained by a currently existing theory.
In this project, exploratory research method is used.

SAMPLING TECHNIQUE
The type of Sampling Technique is used to generate this project is:

Purposive sampling

Purposive sampling, also known as judgmental, selective, or subjective sampling, is a form of non-
probability sampling in which researchers rely on their own judgment when choosingmembers of the
population to participate in their surveys.

This survey sampling method requires researchers to have prior knowledge about the purpose of their
studies so that they can properly choose and approach eligible participants for surveys conducted using
online survey platforms like Alchemer.

Researchers use purposive sampling when they want to access a particular subset of people, asall
participants of a survey are selected because they fit a particular profile.

Data Collection

Primary data
Primary data is collected for a research on the basis of practical means of questionnaires,interviews and
under the focus of certain group debates. The primary data is inferred through the process of
statistical calculation and analysis. This is a kind of accurate methodology that gets followed to precise
end-results. However this provision of data collection is very cumbersome and needs longer duration.
The modes of collecting information get used even during the phase where precise research systems
were not much availed, and it dates back to 19th century.
31
Secondary data
The process to collect secondary data is much easier than the primary data collection. It is here that the
information is collected through the way of using sources that are already present. These sources are
represented by various white papers, articles, internet and various kinds of print media; esp. newspaper &
research editorials along with academic journals. This research methodology needs adequate amount of
time for the selection of precise as well as apt and relevant data, as per the demand of the research.
Primary data is made applicable to carry out the considered study after the process of observing necessity
of the research for the establishment of solutions to the research goals and queries. Use of selective
questionnaire format is managed to amass the data.
The research approach or the considered study with assembled information from the answers of various
individuals from the questionnaire is used. The questionnaire is made up of a series of questions, added
by some occasional supplementary questions or prompts. It is important to note that questionnaire is
not used all the time for statistical analysis.
Against other methods of survey, advantage of questionnaire is very relevant
 It is less expensive
 Against any kind of telephonic or verbal survey, questionnaire survey has got more clarity.
 Assembling of data from the questionnaire is easy for collecting similar configuration. However,
there are some disadvantages of the questionnaire in a particular survey. These can benoted on the basis
of the common format of collected answers which may annoy the respondentsof the selected survey;
which needs adequate position to read and thereby to answer questions.This act restricts the
applicability of the data collected from the research questionnaire. Thus forspecific faction of
individuals, the process might seems to be impractical for the questionnairesurvey.

Data Collection Method

Researcher instruments are actually the tool that the researcher uses to derive solutions for the research
on oriented problems or the selective objectives. Collection of data through “Questionnaire” is the most
popular mode of research investigation. The proceeding can be accomplished through a moiled set of
questions that are presented to the respondents and the answers were sought. With its flexibility, this is
a very usual and common instrument that is considered for the collection of primary data. The phase of
pre- testing questionnaire, offers the reaction of the selected respondents and thereby the determined
suggestions can be made for the change in the process of research instrument.
In order to cover the large public, questionnaires as well as interviews are considered as common

32
interface under the research of social science. Most of the structured questionnaires are managed by
themselves for gaining control over large quantitative kind of surveys. These surveys are subject to
collect factual data, like those of census, which are administered efficiently in specific groups; as for
instance in terms of entire groups, classes or teams instead of individuals.
Questionnaire is a traditional and authentic way for the process of collecting data under survey
method (Goode et al., 2002). Questionnaires are inclusive of two types of questions. These are open-
ended and close-ended questions.
Open-ended question: These questions are clear formats to understand the exact status of the
respondent’s mind. Through these questions the respondent receives complete freedom. These
questions are used, in a state when the researchers do not want to have any kind of limited answers. By
skillful open-ended questions with higher validity, the researcher can collect comprehensive answers
among the respondents. However, by means of lower non reliablequestions, the researchers can have
different interviewers with different answers.
Closed-ended question: The closed-ended questions can be pre-determined for the collection of answers.
This proceeding is however, considered as less valid than open-ended questions. In this process the
choices can get restricted, yet are sometimes more reliable as the questions and the determined answers
are all set. This makes the research more replicable.

Characteristics of Good Questionnaire are

 Short;
 Simple
 Specific;
 Unambiguous; and
 Neutral
The way to understand structured questionnaire by means of open-ended and close-ended question design
is followed by the relevant selected survey. These surveys are managed among the consumers’ buying
behavior in buying two-wheelers. Questions of the questionnaires werefor understanding the decision
making patterns of the consumer as per demographic and attitude in format.
Questionnaire was distributed personally to the selected people and detailed by the interviewers. The
questionnaire was given to respondent for independent answers.
The answers of the questionnaire along with some supplementary pop ups/prompts were assembled to
initiate the research. The questionnaire is however not used all the time forstatistical analysis.

33
Advantages of questionnaires are
 Less expensive.
 Against verbal/telephonic surveys, questionnaires are with fewer hassles.
 Assembling of data is simple as they usually follow similar configuration.
However, the disadvantages of the questionnaires lie in survey made at common format. These usually
annoy the customer involved in the survey. As they are not supposed to read the answers of other, there
comes in the restriction over its applicability. To lots of people the questionnaire mode is impractical and
the surveys are unauthentic.
In this research, the questionnaire is designed with 30 close-ended questions for a survey overthe
consumers dealing with digital marketing in the modern era. Questions were structured to comprehend
consumer’s behavior patterns, and thus decision making styles, followed by demographic information
and customers’ attitude for different kinds of digital marketing platforms are investigated.
Questionnaire was personally explained to the respondents for right kinds of data, by the
interviewers/researcher, who also instructed the respondents with the mode of completing it. The
researcher in fact waits till the respondent answers the questions independently and returns the
questionnaire

34
 CHAPTER- IV
DATA REDUCTION, PRESENTATION & ANALYSIS

DATA SOURCES:-

 PRIMARY DATA- Primary data is a type of data that is collected by researchers directly from
main sources through interviews, surveys, experiments, etc. Primary data are usually collected
from the source—where the data originally originates from and are regarded as the best kind of
data in research.

The sources of primary data are usually chosen and tailored specifically to meet the demands or
requirements of particular research. Also, before choosing a data collection source, things like the
aim of the research and target population need to be identified.

For example, when doing a market survey, the goal of the survey and the sample population need to
be identified first. This is what will determine what data collection source will be most suitable—an
offline survey will be more suitable for a population living in remote areaswithout an internet
connection compared to online surveys.

 SECONDARY DATA- Secondary data is the data that have been already collected for
another purpose but has some relevance to your current research needs.

In other words, it has already been collected in the past by someone else, not you. And now, you can
use the data.

Secondary data is second-hand information. It is not used for the first time. That is why it is called
secondary.

Typically, secondary data is found in resources like the Internet, libraries, or reports.

Web information, business reports, mass media products, encyclopedias, and government statistics
are among the most popular examples of secondary data.

3
 CHAPTER- V
DATA INTERPRETATION

For data interpretation we have conducted a survey and the details of the survey are as follows:-

Sample size- 100

Male respondents- 50

Female respondents- 50

3
Question- 1 What are the sources for recruitment and selection at Insplore Consultants?

Pie Chart:-

Table:-

OPTIONS NUMBER OF RESPONDENCES

Internal 30
External 40
Both 30

Interpretation:-

In the question we ask every individual that what are the sources of recruitment in the Company?We
conduct the survey to get to know the sources of recruitment of the company and in response30%
employees says there is an “Internal” recruitment in the company, 30% employees says thatthere is an
“External” recruitment in the company and 40% employees says that there is “Both” internal and external
recruitment in the company. By conducting the survey of this question we get to know that majority of
employees says that there is “External” recruitment in the company.

3
 Question- 2 What are the source from where you came to know about the job?

Pie Chart:-

Table:-

OPTIONS NUMBER OF RESPONDENCES

Advertisements 30
Consultants 20
Personal reference 30
Campus 20
E-recruitment 00
Others 00

Table: 02
Interpretation:-

In the question we ask every individual that how do you came to know about this job? We conduct the
survey to get to know that from where the employees get to know about this job and in response 30%
employees says that they get to know about this job through “Advertisement”, 20% employees says that
they get to know about this job through “Consultant”, 30% employees says that they get to know about
this job through “Personal reference” and 20% employees get toknow through “Campus”. By conducting
the survey of this question we get to know that majorityof employees get to know about this job through
“Advertisements” and “Personal reference”.

3
 Question- 3 Are you satisfied with the recruitment process by which you are selected?

Pie Chart:-

SFACTION LEVEL OF RECRUITMENT PROCESS BY WHICH EMPLOYEES GET SELECTE

Yes

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 60
No 40

Table: 03

Interpretation:-

In the question we ask every individual that are they satisfied with the recruitment process of the
Company? We conduct the survey to get to know that the employees are satisfied or not with the
recruitment process and in response 60% employees says “Yes” that they are satisfied with the
recruitment process and 40% employees says “No” that they are not satisfied with the recruitment
process. By conducting the survey of this question we get to know that majority ofemployees says
“Yes” that they are satisfied with the recruitment process.

3
Question- 4 Identify the approach of management during recruitment.

Pie Chart:-

Table:-

OPTIONS NUMBER OF RESPONDENCES

Serious & positive 70
Casual 30
Negetive 00

Table: 04

Interpretation:-
In the question we ask every individual that what is the approach of management during the recruitment?
We conduct the survey to get to know that what is the approach of management during the recruitment
and in response 70% employees says that there approach is “Serious & Positive” and 30% employees
says that there approach is “Casual”. By conducting the survey of this question we get to know that
majority of employees says that the approach of management during recruitment is “Serious & Positive

4
Question- 5 What image you are having before getting recruit at Insplore Consultants?

Pie Chart:-

Figure: 05

Table:-

OPTIONS NUMBER OF RESPONDENCES

Satisfactory 40
Average 50
Unsatisfactory 10

Table: 05
Interpretation:-

In the question we ask every individual that what is the image in their mind of the company before
getting recruit? We conduct the survey to get to know what is the image in employees mind of the
company before getting recruit and in response 40% employees says that the imageis “Satisfactory”,
50% employees says that the image is “Average” and 10% employees says thatthe image is
“Unsatisfactory”. By conducting the survey of this question we get to know that majority of employees
have “Average” image in their mind before getting recruit.

4
Question- 6 Are satisfied or not with the salary package.

Pie Chart:-

Figure: 06

Table:-

OPTIONS NUMBER OF RESPONDENCES

Satisfy 60

Good 30
Average 10
Unsatisfied 00

Table: 06

Interpretation:-

In the question we ask every individual that are they satisfied with the salary package? We conduct the
survey to get to know that the employees are satisfied with the salary package or not and in response 40%
employees says that the salary package is “Satisfy”, 60% employees says that the salary package is
“Good” and 10% employees says that the salary package is “Average”.By conducting the survey of this
question we get to know that majority of employees are “Satisfy” with the salary package.
4
Question- 7 Tell us that you are satisfied with the current job or not.

Pie Chart:-

Figure:07

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 90
No 10

Table: 07

Interpretation:-

In the question we ask every individual that are they satisfy with the current job? We conduct thesurvey
to get to know that the employees are satisfy with the current job or not and in response 90% employees
says “Yes” that they are satisfy with the current job and 10% employees says “No” that they are not
satisfy with the current job. By conducting the survey of this question we get to know that majority of
employees says “Yes” that they are satisfy with the current job.

4
Question- 8 Since how many years have you been working with this organization?

Pie Chart:-

Figure 08

Table:-

OPTIONS NUMBER OF RESPONDENCES

0-5 years 100
5-10 years 00
10-15 years 00
More than 15 years 00

Table: 08

Interpretation:-

In the question we ask every individual that from how long they are working with the company? We
conduct the survey to get to know that from how long the employees are working with the company and
in response 100% employees says that they are working with the company from “0- 5 Years”. By
conducting the survey of this question we get to know that majority of employees are working with the
company from “0- 5 Years”.

4
Question- 9 According to you tell us that the organization doing timeliness recruitment andselection
process.
Pie chart:-

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 80
No 20

Table: 09

Interpretation:-

In the question we ask every individual that the organization do timeliness recruitment and selection
process or not? We conduct the survey to get to know that the company is doing timeliness recruitment
and selection process or not and in response 80% employees says “Yes” that the company is doing
timeliness recruitment and selection process and 20% employees says “No” that the company is not
doing timeliness recruitment and selection process. By conducting the survey of this question we get to
know that majority of employees says “Yes” that the company is doing timeliness recruitment and
selection process.

4
Question- 10 According to you, how would you rate the HR department’s performance inrecruitment and
selection process.

Pie Chart:-

Figure 10
Table:-

OPTIONS NUMBER OF RESPONDENCES

Poor 20
Adequate 70
Excellent 10

Table: 10

Interpretation:-

In the question we ask every individual that the HR department performance is good or not whiledoing
the recruitment and selection process? We conduct the survey to get to know that the HR department
performance is good or not while doing recruitment and selection process and in response 20%
employees says that the performance is “Poor”, 70% employees says that the performance is “Adequate”
and 10% employees says that the performance is “Excellent”. By conducting the survey of this question
we get to know that majority of employees says the performance of HR department while doing the
recruitment and selection process is “Adequate”.

4
Question- 11 Do you think organization looks for experienced employees in selectionprocess?

Pie Chart:-

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 60
No 40

Table: 12

Interpretation:-

In the question we ask every individual that the company is looking for experienced employeesor not?
We conduct the survey to get to know that the company is looking for experienced employees or not and
in response 60% employees says “Yes” that the company is looking for experienced employees and 40%
employees says “No” that the company is not looking for experienced employees. By conducting the
survey of this question we get to know that majority of employees says “Yes” that the company is
looking for experienced employees.

4
Question- 12 Which is the most important quality the organization looks for in a candidate?

Pie Chart:-

Table:-

OPTIONS NO OF RESPONDENCES
Knowledge 10
Past experience 60
Optimistic nature 10
Discipline 10
Team work ability 00
Others 10

Table: 12

Interpretation:-

In the question we ask every individual that which quality a candidate have to get hired? We conduct
the survey to get to know that which quality a candidate have to get hired and inresponse 10%
employees says “Knowledge” is required, 60% employees says “Past experience” is required, 10%
employees says “Optimistic nature” is required, 10% employees says “Discipline” is required and 10%
employees says “Others”. By conducting the survey of this question we get to know that majority of
employees says that “Past experience” is required.

4
Question- 13 Do you think organization is using satisfactory methods of interview?

Pie Chart:-

ORGANIZATION USE SATISFACTORY

METHODS OF INTERVIEW

YES NO

Figure13

Table:-

OPTIONS NO OF RESPONDENCES
Yes 70
No 30

Table: 13

Interpretation:-

In the question we ask every individual that the company use satisfactory methods of interviewor not?
We conduct the survey to get to know that the company is use satisfactory methods of interview or not
and in response 70% employees says “Yes” that the company is use satisfactory methods of hiring and
30% employees says “No” that the company is not use satisfactory methods of interview. By conducting
the survey of this question we get to know that majority of employees says “Yes” that the company is
use satisfactory methods of interview.

4
Question- 14 Is the resume screening and shortlisting method used by the organization issatisfactory?

Pie Chart:-

Figure: 14

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 90
No 10

Table: 14

Interpretation:-

In the question we ask every individual that the screening and shortlisting method is satisfactory or not
which is used by the company? We conduct the survey to get to know that the screening and shortlisting
method is satisfactory or not which is used by the company and in response 90% employees says “Yes”
that the screening and shortlisting method is satisfactory and 10% employees says “No” that the
screening and shortlisting method is not satisfactory. By conducting the survey of this question we get to
know that majority of employees says “Yes” that the screening and shortlisting method is satisfactory
which is used by the company.

5
Question- 15 How do you rate the selection policy of the organization?

Pie Chart:-

Figure: 15

Table:-

OPTIONS NO OF RESPONDENCES
Good 50
Average 40
Poor 10

Table: 15
Interpretation:-

In the question we ask every individual that how will they rate the selection policy of the company? We
conduct the survey to get to know that how employees rate selection policy of the company and in
response 50% employees says that the selection policy is “Good”, 40% employees says that the selection
policy is “Average” and 10% employees says that the selection policy is “Poor”. By conducting the
survey of this question we get to know that majority of employees says that the selection policy is
“Good” of the company.

5
 CHAPTER- VI

SUMMARY & CONCLUSION

In the whole report we study about Insplore Consultants Private Limited recruitment and selection
process. We conduct a survey to get to know that what the company’s employees think about the
recruitment and selection process of the company. In many questions majority of employees give the
answers in favor of the company but in some question the employees give answer against the company
which the company needs to improve in their recruitment and selection process.

The recruitment and selection process is the time we not only identify a candidate who has the
experience and aptitude to do the job that we are looking to fill, but also to find someone who shares and
endorses our company’s core values. The candidate will need to fit in well within our company’s culture.
The selection and recruitment process should provide our company with an employee who adapts and
works well with others in our business. Failure to recruit and select forthe long term can result in high
turnover.

Recruitment and selection process of employees is very valuable and important process in human
resource management because it provides the effective and desirable employees to the organization. If it
is not done effectively and in appropriate manner than it will directly affect thefuture growth and success
of the organization.

5
 FINDINGS, LEARNINGS, AND SUGGESTIONS

SUGGESTIONS

1. Insplore consultants should allow students to work on the second profile even if they haven't finished the
previous one.
2. Even though networking opportunities were limited for many of us, communication between university
students and other interns was not at all encouraged. It can be enhanced because it was really challenging to
contact our managers, so talking to other students can clear our doubts.

LEARNINGS
1. Excellent networking: there were around 100 interns, and while I didn't manage to interact with all of them, I
did with a select number.
2. Acceptance of receiving my manager's helpful criticism.
3. Applying the theoretical knowledge, I acquired during my training period.
4. Good communication with supervisors and coworkers helped me develop my communication abilities.
5. Working out, stepping outside of my comfort zone, and networking

5
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%20process%20of%20recruitment%20and%20selection.
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 https://www.intellspot.com/secondary-data/
 https://hrmstudy.in/recruitment-and-selection-process/#Conclusion
 https://www.coursehero.com/file/p2r6rg7/Conclusion-An-effective-recruitment-and-
selection-process-reduces-turnover-we/

5
 APPENDIXS

 Questionnaire

1. What are the sources for recruitment and selection?

o Internal
o External
o Both

2. Identify the source from where you came to know about the job?

o Advertisement
o Consultant
o Personal reference
o Campus
o E- recruitment
o Others
3. Are you satisfied with the recruitment process by which you are selected?
o Yes
o No
4. How was the approach of management during the recruitment?
o Serious & Positive
o Casual
o Negative
5. What image you were having of Insplore Consultants Private Limited before gettingRecruitment?
o Satisfactory
o Average
o Unsatisfactory
6. Are you satisfied with salary package?
o Satisfied
o Good
o Average
o Unsatisfied
7. Are you satisfied with your current job?
o Yes
o No
8. Since how many years have you been working with this organization?
o 0-5 years
5
 o 5-10 years
o 10-15 years
o More than 15 years
9. Is the organization doing timeliness recruitment and selection process?
o Yes
o No
10. How would you rate the HR department’s performance in recruitment and Selection?
o Poor
o Adequate
o Excellent
11. Do you think organization looks for experienced employees in selection Process?
o Yes
o No
12. Which is the most important quality the organization looks for in a candidate?
o Knowledge
o Past Experience
o Optimistic Nature
o Discipline
o Team work ability
o Others
13. Do you think organization is using satisfactory methods of interview?
o Yes
o No
14. Is the resume screening and shortlisting method used by the organization is satisfactory?
o Yes
o No

15. How do you rate the selection policy of the organization?

o Good
o Average
o Poor